If you work in healthcare HR, you’re no stranger to the daily challenges your staff face — long hours, unpredictable patient behavior and the need to deliver compassionate care, often under intense pressure. Unfortunately, this environment also exposes healthcare workers to a higher risk of workplace violence than other industries. 

The federal Occupational Safety and Health Administration (OSHA) has noticed too. In September 2024, the agency announced plans to release a proposed rule on workplace violence prevention for healthcare employers. This rule, expected in early 2025, aims to ensure healthcare facilities take comprehensive steps to protect their workers. Now is the time to start thinking about how this could affect your policies, training and overall workplace culture. 

Why the new OSHA rule matters 

According to a Small Business Advocacy Review (SBAR) panel convened by OSHA, healthcare workers are four times more likely to experience workplace violence than workers in other industries. For example, hospital employees suffer 8.3 nonfatal assaults per 10,000 workers — compared to just 2.0 per 10,000 employees in other private-sector jobs. The culprits? Stressed patients, frustrated visitors, overwhelmed employees and high-pressure environments. 

While some organizations have taken steps to address these risks, OSHA reports that many healthcare facilities still lack formal programs and policies to prevent workplace violence. This new rule will create mandatory standards that facilities must meet, closing those gaps and ensuring better protection for healthcare workers. 

What will the proposed rule require? 

While the exact details are still in development, the OSHA proposal is likely to include several key components: 

  • A written workplace violence prevention policy: 
    Healthcare employers will need a written policy for workplace violence prevention. 
  • Regular hazard assessments: 
    You’ll likely be required to perform assessments of potential sources of violence and the effectiveness of existing safety measures. These assessments may point to corrective measures like implementing further safety measures. 
  • Training for all employees: 
    Regular training should be provided covering topics like de-escalation techniques, recognizing warning signs of violence and employees’ rights under the new rule. 
  • Incident reporting and recordkeeping: 
    Expect requirements for maintaining logs of workplace violence incidents, investigating reports of workplace violence concerns and any actual incidents and implementing corrective actions. 

The cost of non-compliance 

Failure to prevent workplace violence can have serious costs beyond the obvious harm to employees. OSHA can issue significant penalties to healthcare employers for failing to protect workers. For example, in May 2024, a Florida healthcare company was fined over $100,000 for failing to take adequate measures to prevent violence against employees. 

With OSHA’s General Duty Clause already requiring employers to prevent known hazards, facilities that delay action may face legal and financial risks even before the new rule is finalized. Taking steps now to improve workplace safety will protect not only your employees but also your organization’s reputation and bottom line. 

How healthcare HR can prepare now 

OSHA’s proposed workplace violence rule for healthcare facilities reflects the growing recognition that worker safety is non-negotiable. Preparing now will help you avoid compliance headaches down the road. By reviewing your policies, conducting hazard assessments, and enhancing training programs, you’ll be well-prepared when the new standards take effect — and you’ll create a safer, more supportive environment for your staff. 

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