What are the 4 types of workplace violence?

Workplace violence is a tough but important topic for employers, People leaders, and executive teams to address. While it might conjure images of extreme or headline-making incidents, workplace violence can also take the form of verbal threats, harassment, intimidation, or domestic issues that affect employees on the job.

That’s why April — Workplace Violence Awareness Month — is an important opportunity to raise awareness, reassess policies, and ensure your organization is taking proactive steps to foster a safer, more supportive environment for all employees.

According to the Occupational Safety and Health Administration (OSHA), nearly 2 million U.S. workers report having experienced workplace violence each year. And that number likely underrepresents the scope of the issue, since many incidents go unreported.

To better understand how violence can show up in the workplace, OSHA and the National Institute for Occupational Safety and Health (NIOSH) have identified four distinct types of workplace violence based on the relationship between the perpetrator and the organization. Knowing the differences can help employers tailor prevention strategies and response plans more effectively.

Type I: Criminal Intent

Picture this: It’s late at night, and a gas station attendant is working alone. A masked individual walks in, demands money from the register, and threatens the employee with a weapon. The attacker has no connection to the business — this is a crime of opportunity, with violence used as a means to an end.

This is what’s known as Type I violence, or criminal intent. The perpetrator has no legitimate relationship with the workplace or its employees. Their primary goal might be theft, vandalism, or another form of criminal activity, and violence is used to intimidate or control.

This type of violence is especially common in retail, banking, and other industries where employees handle money, work alone, or operate during nontraditional hours. In fact, Type I incidents account for the majority of workplace homicides.

While not every situation can be predicted, there are practical ways employers can reduce risk. Installing security systems, limiting access to cash, providing workplace violence prevention training, and ensuring good lighting in and around the workplace all help create a safer environment — especially for employees working night shifts or in isolated areas.

Type II: Customer or Client Violence

Now imagine a nurse in a busy emergency room, juggling multiple patients and trying to keep up during a high-stress shift. One patient, frustrated by a long wait time, starts yelling, then shoves the nurse when she tries to calm him down. The outburst escalates quickly, drawing the attention of nearby staff and security.

This is Type II violence, which comes from a client, customer, or patient who has a legitimate relationship with the organization. These incidents often arise in high-pressure environments where people may be anxious, emotionally charged, or under the influence of substances.

Healthcare workers, social service providers, educators, and customer service professionals are especially vulnerable to this kind of violence. And because these jobs often involve helping people through difficult moments, workers may feel expected to absorb verbal or physical aggression as “part of the job.”

But it doesn’t have to be. Organizations can take action by training employees in de-escalation techniques, installing alert systems or panic buttons, and setting clear expectations around appropriate behavior. Importantly, leadership should make it clear that abusive behavior — no matter the source — is never acceptable.

Type III: Worker-on-Worker Violence

Tension had been brewing between two employees in a manufacturing plant for weeks. What started as passive-aggressive comments escalated into frequent arguments. One day, the conflict came to a head — one employee shoved the other after a heated exchange on the shop floor.

This is a case of Type III violence, where the perpetrator is a current or former employee of the organization. It includes physical altercations, verbal abuse, bullying, and threats between colleagues or supervisors and direct reports.

This type of violence can stem from unresolved interpersonal conflict, performance-related stress, or even retaliation. In some cases, it can be a symptom of a toxic work culture where bullying or harassment has gone unchecked.

The good news? Type III violence is often preventable. Early intervention is key. Organizations that train managers to recognize red flags — like escalating arguments, repeated complaints, or sudden behavior changes — can address issues before they spiral. A clear code of conduct, strong anti-harassment policies (including sexual harassment) and accessible, confidential reporting mechanisms can all help prevent this type of conflict from becoming something more serious.

Type IV: Personal Relationship (Domestic Violence)

An employee confides in her manager that she’s worried her ex-partner might show up at the office. She’s recently left an abusive relationship, and he’s been sending threatening messages. A week later, he does show up, angry and confrontational, and has to be removed by security.

This situation reflects Type IV violence, which stems from a personal relationship. The perpetrator is often a current or former intimate partner who has no direct connection to the workplace itself — but brings the threat of violence into it.

Unfortunately, this is more common than many employers realize. Domestic violence doesn’t stay neatly confined to an employee’s personal life; it can follow them to work, especially if their location or schedule is predictable.

Workplaces have a critical role to play in supporting employees affected by domestic violence. That might mean adjusting schedules, increasing on-site security, helping someone file a restraining order, or simply providing access to counseling resources. Most importantly, employers need to create an environment where employees feel safe disclosing concerns without fear of judgment or retaliation.

Taking action: how employers can prepare, prevent, and address

The reality is that not every violent incident can be prevented, but many can. And even when violence occurs, the right preparation and response can minimize harm and provide meaningful support to those affected.

Some best practices for prevention include:

• Developing a workplace violence prevention plan (WVPP) that defines unacceptable behavior and outlines clear consequences
• Providing workplace violence prevention training for employees and managers on how to recognize, report, and respond to threats or warning signs. Ethena offers specific workplace violence prevention training for California (satisfying the requirements for SB 553) and New York's Retail Worker Safety Act.
• Creating multiple, confidential ways to report concerns, including anonymous options
• Establishing relationships with local law enforcement or threat assessment professionals
• Fostering a culture of respect and accountability, where employees are encouraged to speak up without fear

The bottom line

Creating a workplace that feels safe — physically, psychologically, and emotionally — is a shared responsibility. Recognizing the different types of workplace violence is a crucial first step toward building more resilient, informed, and supportive organizations.

This Workplace Violence Awareness Month, take the time to evaluate your policies, training programs, and workplace culture. Do your employees know how to report concerns? Do your managers feel confident responding to potential threats? Are you offering the right support systems?

Proactive planning today can make a meaningful difference tomorrow — for your team, your organization, and your community.