Is Workplace Violence Just Part of the Job?

Last updated: August 2026

Is Workplace Violence ‘Just Part of the Job’?

Workplace violence and aggression should never be accepted as a normal part of any job. While it is common in healthcare and service sector roles, treating it as inevitable only increases under-reporting and harm.

The perspectives below explain why the ‘part of the job’ mindset persists, and why a shared, organisation-wide response is the safer alternative.

• Perspective 1 – Accepting mistreatment: treats abuse as an unavoidable cost of the job, which discourages reporting.
• Perspective 2 – Ignoring and disengaging: treats violence prevention as someone else’s problem, allowing it to persist unchecked.
• Perspective 3 – Embracing collective responsibility: positions violence prevention as a shared effort across the whole organisation.
• Resolution Education’s view: lasting change needs clear policies, consistent reporting, and genuine support for staff.

Who Is This Article For?

• This article is for: healthcare, aged care, disability, and service-sector employees, managers, and HR and WHS teams who want to understand why workplace violence gets normalised — and how to change that.
• This may not apply if: you’re looking for step-by-step incident response procedures rather than a discussion of workplace attitudes and culture — see our policy creation and review page for that.

Table of Contents

• Is Workplace Violence “Just Part of the Job”?
• Perspective 1: Should Employees Just Accept Mistreatment? 
• Perspective 2: Is Ignoring the Problem a Solution?
• Perspective 3: Should Preventing Violence be a Shared Responsibility?
• Our Perspective: What Needs to Change?
• Conclusion
• Other Ways to Describe Workplace Violence
• Frequently Asked Questions
• Related Articles

‘Part of the Job’ and Other Perspectives on Workplace Violence

Is violence and aggression ‘just part of the job’?

In the lives of many employees, it is difficult to believe otherwise. Healthcare, service sector and other industry professionals find themselves caught in a paradox. While they dedicate themselves to the well-being of others, providing essential care, service, and support to those in need, they also face a disturbing reality where workplace aggression and violence have become distressingly normalised within their work environments.

“Nurses are regularly exposed to verbal abuse and physical violence in the course of their work. These high levels of violence have resulted in a desensitisation on the part of many nurses to the point where violence has become an expected and accepted part of their job.”

In this blog post, we will explore the stark realities faced by employees and investigate the different perspectives surrounding occupational violence and aggression.

By shedding light on this topic, Resolution Education strives to create safer workplaces and advocate for change on a societal level.

Perspective 1: Should Employees Just Accept Mistreatment?

Short answer: no. This perspective treats abuse as an unavoidable part of the role, which discourages reporting and increases psychological harm.

In a culture where ‘the customer is always right,’ a prevailing perspective emerges—that violence and aggression are inevitable and acceptable parts of a job. Healthcare and service sector employees frequently endure mistreatment, subject to various forms of harassment and abuse from patients, clients, and even the public, exposing them to significant psychosocial hazards.

Compounding this perspective is the notion that nothing can be done about it. This leads to an astonishingly high number of incidents remaining underreported.

According to WorkSafe, ‘95% of healthcare employees have experienced violent or aggressive behaviour at work; but only around 20% report the behaviour.’

This pattern shows up in national data too: Safe Work Australia’s 2025 statistics report that exposure to violence and harassment accounts for 15.7% of all mental stress-related workers’ compensation claims, making it one of the most common drivers of psychological injury at work.

Often, professionals in these fields have internalised the belief of tolerating such acts as unfortunate side effects of their chosen careers. This acceptance leaves employees feeling unsupported and alone when confronting instances of workplace violence. The psychological toll of experiencing such difficult circumstances without proper guidance cannot be understated as it often leads to employees experiencing heightened levels of stress, anxiety, and even trauma.

Furthermore, the discrepancies in workplace boundaries reinforce the perspective of acceptance and contribute to the ‘part of the job’ mindset. When some employees dismiss the severity of workplace violence and aggression, viewing it as less significant than it is, it can leave others feeling overwhelmed, afraid to speak up, and ill-equipped to handle such situations. This perpetuates the cycle, hindering progress in preventing these difficult and sometimes dangerous situations.

Perspective 2: Is Ignoring the Problem a Solution?

Short answer: no. Dismissing workplace violence as ‘not my problem’ allows it to continue unchecked and damages morale, teamwork, and staff retention.

Among the perspectives surrounding workplace violence and aggression is the belief that ‘it is not our problem.’ Some employees reject the idea that they should contribute to efforts to address these challenges, insisting that such responsibilities should lie solely with management.

‘Others did not think more training would be helpful and even felt this should not be part of their job, as their role was delivering health care, not engaging in the resolution of violent situations.’

Healthcare and service workers have a tremendous amount to deal with daily which often leaves them physically and emotionally drained, leaving little energy for addressing additional concerns such as workplace violence and aggression. But instances where workplace violence is dismissed or ignored only prolong its existence.

When occupational violence and aggression is allowed to persist unchecked, it undermines the well-being and morale of employees, compromises teamwork and collaboration, leads to higher rates of staff turnover, and erodes productivity within the workplace.

Although ignorance may be bliss, taking ownership and working together to address this issue will ultimately benefit everyone in the long run. Doing so can reduce difficult situations and alleviate some of the pressure.

Perspective 3: Should Preventing Violence Be a Shared Responsibility?

Short answer: yes. Treating violence prevention as a collective responsibility, rather than an individual burden, leads to safer workplaces through open communication, training, and effective reporting.

A contrasting viewpoint emphasises the need for collective responsibility in addressing workplace violence and aggression, recognising that combatting this issue is not an individual burden.

Supporters of this perspective argue that everyone, from employees to management, has a role to play in reducing difficult situations. This perspective leads to safer workplaces as it encourages open communication, comprehensive training, and effective reporting processes.

‘Any response to violence needs to be part of a support system at the organisation level and needs to be ratified and backed by the organisation involved.’

Violent and aggressive incidents are unfortunate symptoms of a larger issue, but not one that should be tolerated in healthcare and service spaces. With this perspective, it is understood that workplace violence is unacceptable and that together, we can advocate for a culture that promotes respect, dignity, and compassion.

Our Perspective: What Needs to Change?

Our Expert Opinion:

From our experience at Resolution Education, enduring verbal abuse or navigating physical altercations with heightened individuals takes a toll on employees’ well-being. Given that everyone’s perceptions differ, the most effective approach lies in creating inclusive workplaces that demonstrate empathy and consideration for the well-being of all employees. This involves implementing clear policies, procedures, and boundaries.

To further support this goal, organisations would benefit from establishing strict reporting processes and opening a space to discuss incidents that occur. By doing so, they create a cohesive team who feel supported and empowered to listen to their instincts and take proactive steps towards creating a positive and productive work environment.

At Resolution Education, we recognise that healthcare and service sector professionals are resilient and show unwavering dedication, but this level of commitment and care cannot be taken advantage of. All professionals deserve the necessary support and resources to help them better perform their duties and maintain their well-being.

In order to achieve this, employees and managers alike need to recognise that maintaining consistency and upholding professionalism within the workplace is not a matter of personal preference but rather a collective effort. Through these proactive measures, a positive workplace culture is established that rejects the acceptance of violence and actively promotes respect and safety.

So, Is Workplace Violence Part of the Job? Our Conclusion

In conclusion, by promoting collective responsibility, we can create safer and healthier environments that prevent psychosocial risks at work. As a unified workforce, we have the power to alleviate stress, support our colleagues, and foster a culture that prioritises respect and compassion. This starts by establishing clear policies, procedures, and boundaries within organisations.

Let us reject the notion that violence is acceptable and expected in our workplaces so that we can work to improve the safety and well-being of everyone. It is time to challenge normalcy and pave the way for a future where respect, compassion, and safety are prominent in our professional lives.

Explore our training options including de-escalation techniques, conflict resolution training, restrictive practices training and policy review to better equip your team with the knowledge and skills for effectively addressing occupational violence and aggression.

Glossary of Terms

• Occupational violence and aggression (OVA): when a person is abused, threatened, or assaulted at work or while carrying out work.
• Psychosocial hazard: anything at work that could cause psychological harm, such as harm to a person’s mental health.
• De-escalation: techniques used to calm a tense or aggressive situation before it develops into physical violence.

Key Takeaways

1. Workplace violence is not an acceptable “cost of doing business” in any industry.
2. Acceptance and disengagement both allow the problem to persist; collective responsibility is what changes outcomes.
3. Under-reporting hides the true scale of the problem — most incidents still go unreported.
4. Clear policies, procedures, and boundaries are the foundation of a safer workplace culture.

Ready to Change the Culture in Your Workplace?

If your organisation is ready to move beyond the “part of the job” mindset, get in touch with Resolution Education to discuss training tailored to your team.

Related Articles

• The High Price of OVA (Occupational Violence and Aggression)
• Occupational Violence – A Genuine Zero-Tolerance Approach
• 10 Signs Workplace Boundaries are Being Crossed
• OVA Training Frameworks