Understanding your obligations around criminal injury is crucial for ensuring your workplace is safe, lawful, and supportive. When employees are victims of violent incidents during work, employers have a legal and moral responsibility to act.
Seeking criminal injury compensation guidance early can protect your staff and business alike. In this blog post, we’ll examine what constitutes a criminal injury in the workplace, the employer’s role in prevention and response, and how best to manage incidents that do occur.
These best practices not only uphold your legal obligations but also foster trust and resilience within your workforce.
What Is a Criminal Injury in the Workplace?
Criminal injuries are defined as physical or psychological harm caused by a criminal act, such as assault, robbery, or harassment. When these incidents occur in the workplace, they can have profound effects on victims and wider teams.
Injuries may arise from conflicts between employees, attacks from members of the public, or criminal behaviour during business operations. Regardless of the source, employers must treat such events seriously and respond appropriately.
Employer Legal Duties in Managing Criminal Incidents
Under the Health and Safety at Work Act 1974, employers are legally required to protect employees from harm, including risks of criminal violence. This includes conducting thorough risk assessments, implementing control measures, and reporting incidents to relevant authorities.
In the event of a violent incident, employers should also be aware of the Criminal Injuries Compensation Authority (CICA), which allows victims to claim compensation. Supporting employees through this process demonstrates a duty of care and can mitigate long-term workplace disruption.
Employers must also understand their obligations under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR). Violent incidents resulting in injury may need to be reported to the Health and Safety Executive (HSE). Non-compliance with RIDDOR can result in legal sanctions.
Creating Safer Workplace Environments
Prevention is essential. Employers should install security systems, provide conflict de-escalation training, and establish clear policies addressing workplace violence and harassment. A well-documented process for managing risks contributes to a safety-first culture.
Employers should ensure that all staff are aware of policies and procedures and feel empowered to report concerns. Encouraging a speak-up culture helps surface early warnings and prevent escalation. Incorporating these themes into onboarding processes ensures new employees understand their rights and responsibilities.
Supporting Victims with Compassion and Clarity
After an incident, your immediate actions set the tone for recovery. Provide access to medical care and emotional support. Inform affected staff about the CICA process and offer to assist with documentation. Make sure HR personnel are trained to handle disclosures sensitively and confidentially.
In addition to internal support, directing staff to third-party organisations such as Victim Support can be extremely beneficial. They offer trauma-informed guidance, legal help, and recovery services that complement workplace efforts.
Clear documentation of all actions taken post-incident ensures legal compliance and demonstrates organisational accountability.
Managing Communication and Internal Investigation
Internal investigations must be handled delicately to avoid retraumatising the victim. Assign an impartial investigator, collect statements promptly, and secure any relevant footage or evidence. It’s essential to balance confidentiality with transparency in cases involving criminal injury in the workplace.
Effective communication with the broader team is just as important. Let staff know what steps are being taken to protect them without disclosing confidential details. If necessary, reinforce your policies and training to reassure the workforce and reaffirm expectations.
Promoting Resilience and Mental Health Recovery
Victims of crime may experience long-term psychological effects. Employers should promote access to counselling, consider phased returns to work, and regularly check in with affected individuals. An Employee Assistance Programme (EAP) can offer confidential support.
Reinforcing a strong wellbeing strategy across the organisation helps staff feel valued and supported. The HSE guidance on work-related stress highlights key management standards that can help prevent stress and burnout following traumatic events.
Normalising mental health support in your company culture ensures employees do not feel isolated or judged for seeking help. Hosting awareness events and offering mental health first aid training can further reduce stigma.
Learning Lessons and Reviewing Policies
Every criminal incident is a learning opportunity. After resolution, review what happened and assess how your policies performed. Update risk assessments, revise procedures, and provide refresher training as needed in response to criminal injury in the workplace situations.
Collecting anonymous staff feedback helps gauge the effectiveness of your response and identifies lingering concerns. Demonstrating that you learn from incidents builds confidence in your leadership.
Document changes made and communicate them clearly across your team. A transparent post-incident review process can help restore trust and prevent recurrence.
When to Seek Legal Support?
Legal advice is recommended if the employer is being investigated, the victim is considering civil action, or you need to make internal changes to employment contracts or safety procedures.
Engaging early ensures compliance and helps protect both your staff and your reputation. A legal partner can also support you in preparing internal policies and managing external communications.
Turning Crisis Into a Culture of Care
Workplace safety goes beyond physical measures. Fostering a culture of accountability, care, and proactive prevention is essential for protecting staff and maintaining productivity. Criminal injuries are distressing—but how you respond can either compound harm or catalyse positive change.
By staying compliant, compassionate, and informed, employers can ensure their organisation is a place where people feel safe, supported, and heard. Embedding these values into everyday business practice not only reduces risk but enhances reputation and employee satisfaction.
Please be advised this article is for informational purposes only and should not be used as a substitute for advice from a trained legal or business professional. If you’re dealing with criminal injury in the workplace incidents, please seek the advice of a legal or business professional.
