Workplace violence prevention is not optional in Ontario. The Occupational Health and Safety Act requires every employer to have policies, programs, and procedures that address workplace violence — and the requirements go further than most employers realize. For Oxford County employers in manufacturing, agriculture, healthcare, and retail, the risk profile demands particular attention.
What OHSA requires
Under sections 32.0.1 through 32.0.8 of the OHSA, every Ontario employer must:
- Prepare a workplace violence policy. This must be in writing, posted in a conspicuous location, and reviewed at least annually.
- Develop a workplace violence program. The program must include measures and procedures to control identified risks, a process for summoning immediate assistance, and a procedure for reporting incidents.
- Conduct a risk assessment. Employers must assess the risk of workplace violence that may arise from the nature of the workplace, the type of work, or the conditions of work. The assessment must consider circumstances specific to the workplace.
- Reassess risks as often as necessary. Any significant change to the workplace, work processes, or workforce composition should trigger a reassessment.
- Provide information to workers. Employers must share results of the risk assessment with the Joint Health and Safety Committee or health and safety representative, and provide workers with information and instruction on the policy and program.
What counts as workplace violence
The OHSA definition is broader than many employers expect. Workplace violence includes:
- The exercise of physical force by a person against a worker that causes or could cause physical injury
- An attempt to exercise physical force against a worker that could cause physical injury
- A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force that could cause physical injury
This covers threats, intimidation, and aggressive behaviour — not just physical assaults. Domestic violence that is likely to expose a worker to physical injury in the workplace is also included.
Risk factors in Oxford County workplaces
Different sectors carry different violence risk profiles. In Oxford County, key sectors to watch include:
Manufacturing and warehousing: High-stress production environments, shift work, and heavy equipment create situations where conflict can escalate. Terminations and layoffs in these settings require careful planning to manage the safety risk.
Agriculture: Isolated work sites, seasonal workforce turnover, and language barriers can make it harder for workers to report threats or access help. Employers with migrant workers under the Seasonal Agricultural Worker Program have additional obligations to ensure these workers understand the policy and know how to report concerns.
Healthcare and long-term care: Workers in these settings face elevated risk of violence from patients, residents, and family members. Oxford County facilities must comply with additional sector-specific requirements beyond the baseline OHSA provisions.
Retail and public-facing roles: Workers in Woodstock, Ingersoll, and Tillsonburg who interact with the public — including in municipal services, social services, and retail — face risks that require specific control measures such as safe cash-handling procedures, physical barriers, and protocols for dealing with aggressive individuals.
Conducting a meaningful risk assessment
A risk assessment that simply checks a box is not going to protect anyone. An effective assessment includes:
- A review of past incidents, near misses, and reported concerns
- Identification of high-risk job tasks, locations, and times of day
- Consideration of who enters the workplace — clients, patients, delivery personnel, members of the public
- An evaluation of existing controls and their effectiveness
- Input from workers who understand the day-to-day reality of the workplace
The results of the assessment must be shared with the JHSC or health and safety representative and must inform the development of control measures.
Reporting and response obligations
When an incident of workplace violence occurs, the employer must ensure the worker knows how to report it and that the report is investigated. If a worker is critically injured or killed, the employer must immediately notify the Ministry of Labour, Immigration, Training and Skills Development, the JHSC, and the trade union if applicable. The scene must be preserved pending a Ministry investigation.
Even for non-critical incidents, documentation matters. A pattern of unreported or poorly documented incidents creates serious liability — both under OHSA and in potential civil proceedings.
Leadership takeaway
Workplace violence prevention is a legal obligation, but treating it as a compliance checkbox misses the point. A well-built violence prevention program protects workers, reduces employer liability, and creates a workplace where people feel safe raising concerns before situations escalate. Review your policy, conduct a genuine risk assessment, and make sure every worker knows what to do if they feel unsafe.
