The holiday season is here, bringing an influx of customers and revenue to brick-and-mortars. But retail workers might be feeling less jolly. And that’s because incidents of workplace violence are on the rise, imperiling asset protection and employee safety.
What’s the data saying? Read on to find out.
Report finds: Crisis in workplace violence
Retail workers are becoming too scared to work as they face increasing levels of workplace violence, according to recent research conducted by the Loss Prevention Research Council (LPRC). Study highlights include:
- Employee safety perception. 35% of retail workers feel unsafe at work, up 30% from 2024.
- Physical assaults. Reports of physical assault alone increased 22% year-over-year.
- A climate of fear. Now, a staggering 40% of retail workers worry about theft and verbal harassment most or every time they go to work.
Workplace violence imperils talent acquisition and retention
Unsurprisingly, the specter of workplace violence is having a deleterious effect on retention. The percentage of retail workers reportedly looking for a new job due to personal safety concerns shot up from 19% in 2024 to 25% this year. And over half of the workers who experienced violent incidents have considered new opportunities.
For their part, retailers aren’t just worried about retention. They’re worried about recruitment, too. Nearly half of store managers cite safety concerns as a barrier to hiring, up from 37% last year.
Navigating regulatory compliance
This threat landscape is driving increased regulatory scrutiny – far beyond the duty of care obligation placed on all employers.
For instance, New York’s Retail Worker Safety Act mandates proactive measures for retailers with more than ten employees in the state. The legislation requires the implementation of strategies to reduce workplace violence risk and enhance employee safety and wellbeing through:
- Retail workplace violence prevention policy. Establishing a formal, documented policy.
- Mandatory training. Providing employees with comprehensive workplace violence training.
The State’s own Model Retail Workplace Prevention Policy highlights multiple risk areas and required mitigation steps, including:
- Identifying risk factors. Listing situations that increase risk, e.g., working late night or early morning hours, exchanging money with the public, working alone or in small numbers, or uncontrolled access into the workplace.
- Prevention methods. Establishing and implementing systems for confidential workplace violence incident reporting.
- Legal awareness. Providing information on federal and state laws, remedies for victims, and a strict statement prohibiting retaliation against employees who report concerns.
Strategic mitigations: Best practices for workplace violence prevention
Of course, retailers must move beyond mere compliance to adopt comprehensive, proactive strategies that integrate policy, training, and physical security. Such holistic strategies should include:
Core policy and culture of zero tolerance
- Establish zero-tolerance policies. Define clear, zero-tolerance policies against violence, harassment, and bullying across all work sites. These policies establish the organization’s commitment to a culture of respect and minimize the precursors to hostility.
- Consistent communication. Ensure all employees, managers, and supervisors are trained on and held accountable to the same standards defined in the workplace violence prevention policies.
Training and preparedness
- Regular, scenario-based training. Training must cover policy content, recognizing signs of potential violence, and certified de-escalation techniques. Conduct regular drills to ensure staff know how to execute incident triage, contact emergency services, and provide status checks quickly.
- External partnership. Establish strong relationships with local law enforcement, social services, and mental health providers, integrating their expertise into training where appropriate.
Reporting and assessment:
- Clear reporting procedures. Outline a clear, accessible, and defined chain of command for incident reporting. All reports must be thoroughly investigated, and timely feedback provided to the submitter regarding the outcome.
- Continuous feedback loop. Proactively solicit employee opinions and suggestions regarding workplace violence risks and preventative measures. Incorporate on-the-ground insights to ensure the prevention program remains relevant and collaborative.
- Regular risk assessment. Conduct periodic, formal risk assessments at all work sites. Threats evolve; therefore, continuous review helps identify new security gaps before they translate into incidents.
Physical and operational security
- Strategic security enhancements. Invest in physical security improvements, such as panic-button technology that expedite contact with emergency services, video surveillance, access control (e.g., keycard entry), and appropriate deployment of security personnel.
- Operational review. Revise staffing models and potentially amend operating hours to mitigate risk during statistically higher-risk periods.
- Compliance verification. Ensure complete adherence to all mandated workplace violence prevention programs and Duty of Care obligations outlined in federal, state, and local laws applicable to the retail sector.
Conclusion: Getting a handle on worker safety this holiday season
For retailers, the need to secure their personnel, assets, and reputation this holiday season has never been greater. To that end, proactive risk mitigation measures and a dedicated, integrated security management software platform are critical to operationalizing workplace violence prevention best practices. The technology can streamline compliance, reporting, and response management.
To understand the essential capabilities your organization should prioritize in a workplace violence prevention solution, consult our Workplace Violence Prevention Guide for Retailers.
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