Eight in 10 UK workers have faced abuse at work in the past year, with nearly half threatened with physical harm and many experiencing it weekly, a new survey finds, prompting renewed calls for stronger protections and employer action.
The findings, published by the Trades Union Congress (TUC), expose what unions describe as a deepening workplace safety crisis, particularly for frontline staff dealing with the public. Based on responses from 5,004 workers, the survey found:
- 79.1% experienced verbal abuse, including shouting, insults or threats
- 44.9% were threatened with physical harm
- 19.4% suffered physical assault
- 9.9% experienced sexual harassment or violence
More than half (51.4%) said abuse happens weekly or more, while 17.1% reported monthly incidents.
DEALING WITH VIOLENCE AT WORK
The report, released alongside the TUC’s Violence at Work conference on Friday 17 April, found that 84.1% of respondents worked in public-facing roles. Transport workers made up the largest share (38.9%), followed by education (11.8%), prisons and secure facilities (9.9%), central or local government (14.9%), and health and social care (4.9%).
Customers (45.9%) and passengers (36.4%) were the most commonly identified perpetrators, though abuse also came from within organisations, including colleagues (9.2%) and managers (8.5%).
The findings echo wider patterns identified across workplace equality reporting. Previous research has shown how abuse and harassment disproportionately affect vulnerable groups, with more than half of LGBTQ+ workers reporting bullying or harassment in a separate TUC-linked study
VIOLENCE SEEN AS PART OF JOB
Nearly half of workers (48.7%) said they feared for their safety during the most serious incidents. The consequences were often severe:
- 13.9% suffered physical injury
- 8.9% required medical treatment
- 26.2% involved police
- 16.8% took time off work
- 32.8% experienced mental trauma
Yet many cases go unreported. More than half (51.9%) of workers who did not report incidents said it was because violence is seen as “part of the job”, while 33.7% said they believed nothing would be done.
This normalisation reflects long-standing concerns about workplace culture. Earlier research found that nearly a quarter of UK employees believe bullying and harassment are routinely overlooked by employers.
RISING WORKPLACE ABUSE
Workplace abuse has become an increasingly prominent issue across the UK, particularly as more roles involve direct interaction with the public. Experts point to a combination of factors:
- Increased pressure on public services
- Staff shortages in frontline sectors
- Rising levels of customer and passenger frustration
- Weak enforcement of workplace safety rules
At the same time, unions warn that oversight has been weakened. The Health and Safety Executive (HSE) has seen its funding cut by more than 50% since 2010, leading to fewer inspections and enforcement actions.
FRONTLINE WORKERS FEAR FOR THEIR SAFETY
TUC general secretary Paul Nowak said urgent action is needed: “It doesn’t matter what you do for a living – violence at work is never ‘part of the job’. Nobody should go to work fearing for their safety, but that is the reality for thousands of our vital frontline workers.
“The Tories left the HSE in tatters and left the current government cleaning up their mess. But ministers must reinvest in the HSE, so we have more inspectors visiting workplaces and enforcing safety rules.”
Nowak added that unionised workplaces are typically safer because staff representatives help identify and reduce risks.
GROWING BUSINESS & ETHICAL RISKS
For responsible employers, the findings go beyond compliance – they highlight a growing business and ethical risk that cannot be ignored. Workplace abuse is increasingly linked to staff turnover, absenteeism and burnout, particularly in frontline roles already under pressure. With 16.8% of workers taking time off after incidents and nearly a third reporting mental trauma, the operational impact is significant.
There are also legal implications. Employers have a duty under health and safety law to protect staff from foreseeable harm. Failure to assess and mitigate risks of violence can lead to enforcement action, reputational damage and financial penalties.
The issue is also part of a broader pattern. Past TUC research has highlighted “shockingly high” levels of bullying and discrimination affecting disabled workers, with serious consequences for wellbeing and retention:
WORKPLACE SAFETY MATTERS
Separate studies suggest workplace harm increasingly extends beyond physical settings, with one in three working women experiencing online abuse linked to their jobs.
In a tightening labour market, workplace safety is becoming a key factor in recruitment and retention. Employees are more likely to stay – and perform well – in environments where they feel protected and supported.
Investors and customers are also paying closer attention to how companies treat their workforce. A failure to act risks undermining ESG commitments, brand trust and public credibility.
WHY EMPLOYERS MUST TAKE ACTION NOW
The scale and frequency of abuse revealed in the TUC survey suggest a structural issue affecting multiple sectors of the UK economy. Without intervention, unions warn, workplace violence risks becoming further normalised – with serious consequences for staff wellbeing, retention and service quality.
For employers, the message is increasingly clear: protecting workers is not only a legal duty, but a defining test of responsible business. The findings carry clear implications for organisations across both public and private sectors. Key actions include:
1. Conduct risk assessments for violence and abuse
Identify high-risk roles and situations, particularly in public-facing environments.
2. Train staff and managers to respond effectively
Ensure employees know how to de-escalate incidents and report concerns safely.
3. Challenge the idea that abuse is “part of the job”
Create a culture where reporting is encouraged and taken seriously.
4. Take visible action against perpetrators
Where appropriate, involve law enforcement or restrict access to abusive individuals.
5. Work with unions and staff representatives
Collaboration can strengthen prevention strategies and improve trust.
RELATED ARTICLES
More than half of LGBTQ+ workers report being bullied or harassed at work, according to survey.
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