25 Warning Signs of Workplace Violence Risk

Updated: 2/21/25

Workplace violence is a serious concern for businesses of all sizes. Whether it's a physical altercation, verbal threats, or passive-aggressive behavior, the impact of violence in the workplace can be devastating to both employees and employers. Recognizing the warning signs of potential violence is crucial for creating a safe and productive work environment. By identifying these early indicators, employers can take proactive steps to prevent escalation and protect their staff.

In this article, we’ll cover 25 warning signs that could signal an increased risk of workplace violence. These signs often include behavioral changes like increased aggression, mood swings, or social withdrawal, as well as physical cues such as frequent outbursts or threats. We’ll also look at how environmental factors—like job stress, workplace bullying, and poor communication—can contribute to violent behavior.

Unfortunately, there have been many cases where warning signs were overlooked, leading to situations like active shooter incidents that might have been prevented. By recognizing and addressing these red flags early, businesses can create a safer workplace, improve employee well-being, and reduce the risk of violent incidents. Taking action early can make all the difference by resolving conflicts before they escalate.

If you’ve noticed other potential red flags for workplace violence, feel free to share them with us. At the end of this blog, we’ll also provide tips on how to effectively reduce and manage workplace violence risks.

Recognizing the Warning Signs: 25 Red Flags

These 25 red flags could signal a heightened risk for violence. Keep in mind, this is not an exhaustive list, and these indicators should be considered alongside other relevant factors. A thorough evaluation might include a background check, criminal history, public records, personal behavior patterns, and any unusual statements or threats the person has made.

Threat risk assessments should be made by security specialists, law enforcement, or workplace trauma/forensic psychologists with specific experience in assessing workplace violence. These items, in various combinations, are often red flags regarding characteristic behaviors of potentially violent and threatening employees:

History of Violence and Aggressive Behavior

1 History of prior violence (including domestic violence):

Individuals with a history of violence, especially domestic violence, may have unresolved anger or emotional issues. The likelihood of violence increases when employees have had past violent behavior incidents. This is a critical red flag for potential workplace violence.

2 Verbalized approval of prior violent or aggressive incidents carried out by others

If an employee approves or expresses admiration for previous violent incidents, this can indicate a desensitization to aggression or violence. This mentality might increase the likelihood that the individual will justify using violence in their own circumstances.

3 Prior issues with law enforcement (resisting arrest, evading police, road rage, concealed weapons violations, substance abuse, etc.)

A history of interactions with law enforcement, especially in violent or aggressive contexts, is a red flag for possible future aggression. Previous behavior, such as road rage or substance abuse, can indicate an individual may act out violently under stress.

4 Makes verbal or written threats:

  • Direct threats: “I’m going to kill you at work in front of your friends”

Direct threats are immediate, clear indicators of potential violence. They should never be ignored, as they signal that the individual is considering harmful actions.

  • Veiled threats: “I’ll get him someday,” “I know where you take your kids to school,” “I know where you jog every morning”

Veiled threats, while less direct, are still a serious warning sign. They demonstrate a desire to control, intimidate, or instill fear in others.

Emotional Instability and Mental Health Issues

5 Emotionally unstable behaviors

Employees who display extreme emotional reactions, such as outbursts of anger, crying, or sudden mood shifts, may struggle to manage their emotions. These behaviors can be indicative of underlying psychological issues that could escalate into violent actions if not addressed.

6 Exhibiting paranoia concerning co-workers & others (belief that others are constantly watching or talking about them):

Paranoia about being watched or talked about often signals mental distress. This thinking can lead to aggressive behavior, as the individual may feel threatened or attacked, even when no harm is intended.

7 Have mentioned they have stopped taking medications for personality disorders

Discontinuing medication for personality disorders can lead to instability in mood or behavior. This can trigger episodes of aggression or irritability, increasing the potential for workplace conflict or violence.

8 Say they feel hopeless often or feel suicidal

Expressions of hopelessness or suicidal thoughts indicate severe emotional distress. Employees in this state may pose a risk to themselves or others and should be provided with immediate support or intervention.

Behavioral Issues in the Workplace

9 Bullying & intimidating behavior

Bullying creates a hostile work environment and can cause emotional harm to others. Intimidation tactics are often used to control or manipulate, and when unchecked, this behavior can escalate into physical violence.

10 Force their beliefs on others; spreading rumors/gossip to elevate their own position

Employees who try to impose their beliefs on others or spread rumors may attempt to manipulate social dynamics for personal gain. This behavior can create a toxic work environment, increasing the risk of conflict or aggression.

11 Argumentative, unreasonable & disparaging behavior:

Constantly arguing, being unreasonable, or disparaging others creates a hostile environment. Such behavior often signals frustration or anger and, if left unchecked, can escalate to violence when the individual feels disrespected or cornered.

12 Constantly protesting about their boss/ the company/ filing multiple claims of unfair treatment

Persistent complaints or protests about management or the company suggest deep dissatisfaction. If the person feels unheard or mistreated, they may act aggressively or violently to express frustration.

13 Harassing others regularly or frequently

Regular harassment, whether physical, verbal, or psychological, creates a toxic work culture. This behavior is often rooted in a desire to control, humiliate, or intimidate others and can escalate to violence if not addressed.

Social Isolation and Poor Interpersonal Skills

14 “Loner” behavior (socially self-isolating):

Employees who isolate themselves from others may be dealing with feelings of loneliness, alienation, or frustration. Isolation can sometimes lead to aggression, especially when individuals feel neglected or unsupported in the workplace.

15 Lacking basic people skills

Employees who struggle with communication, empathy, or social interactions may experience frequent conflict with others. Poor interpersonal skills can lead to frustration, misunderstandings, and potentially aggressive outbursts.

Declining Work Habits and Stress-Related Changes

16 Deteriorating work habits

Declining work performance—such as missed deadlines, subpar work quality, or lack of focus—can reflect emotional or mental health issues. If these issues go unaddressed, they can lead to stress, frustration, and possible aggressive behavior.

17 Increasing or escalating performance issues

An escalation in performance issues, such as poor communication or disruptive behavior, may signal that an employee is struggling emotionally. This decline can create tension in the workplace, leading to potential outbursts or violence if not managed.

18 Escalating distraction & extreme nervousness

Extreme nervousness or distractibility often points to heightened anxiety, which can make an individual more prone to impulsive behavior. If these symptoms are ignored, they may develop into more significant emotional crises, leading to violent actions.

19 Poor personal hygiene (especially deteriorating personal habits)

A noticeable decline in personal hygiene can indicate depression, emotional distress, or neglect. Such changes may result from a mental health issue, which can cause mood instability and increase the risk of aggressive or violent behavior.

20 Financially pressured and/or high personal stress: recent death, in a messy divorce or child custody battle, home foreclosure, etc.

Personal stressors such as financial difficulties, death, or relationship breakdowns can create overwhelming emotional pressure. If these stressors are not addressed, they can trigger an emotional crisis, leading to violent tendencies.

Fixation on Weapons or Aggressive Groups

21 Expressed interest in weapons (Note: all weapons should be taken seriously, including high-velocity archery sets, guns, knives, glass, etc.)

Interest in weapons—whether conventional or unconventional—can be a serious warning sign. Possession or fascination with weapons heightens the potential for physical violence.

22 A high degree of interest in military, law enforcement, and other groups (may include hate groups and survivalist groups)

An intense or unhealthy interest in military, law enforcement, or extremist groups could point to aggressive ideologies, including hate or violence. Involvement in such groups can amplify feelings of entitlement to use violence in certain situations.

23 Frequently blaming others for their issues

A person who constantly shifts responsibility and blames others for their problems might lack accountability and self-awareness. This behavior can lead to frustration, resentment, and potentially violent outbursts, especially when the individual feels cornered.

24 Addiction behaviors: alcohol, drugs (street or prescribed), obsessive romance

Addictive behaviors often impair judgment and can cause erratic, unpredictable behavior. Employees struggling with addiction may be more prone to aggression, especially when under the influence or dealing with withdrawal symptoms.

Physical and Precautionary Signals

25 Wants to bring a briefcase or purse into an exit interview & will not voluntarily part with the item

Refusing to part with personal items during an exit interview can indicate an intent to conceal something harmful or a sign of distrust. It may be a precautionary signal that the employee may bring dangerous items into the meeting or intend to act out violently.

This article is meant to provide a quick overview to help you better understand workplace violence and spot some of the common warning signs. It also touches on key considerations following an employee termination. Keep in mind, this is general guidance and not a replacement for professional risk assessment or intervention.

Tips to Reduce and Manage Workplace Violence Risks

Tips to Reduce and Manage Workplace Violence Risks

Workplace violence can take many forms, including physical assaults, verbal threats, harassment, and disruptive behavior. To safeguard employees and create a secure working environment, companies must implement proactive measures backed by best practices and compliance with workplace safety regulations.

1. Prioritize Risk Assessments and Security Measures

If there are concerns about potential threats from an employee, former employee, or outsider, organizations should take appropriate security measures:

  • Conduct a risk assessment to determine the level of threat and the appropriate response.
  • Hire trained security personnel for high-risk situations, such as terminations, layoffs, or known threats.
  • Inform law enforcement if there are credible threats or indicators of violence.
  • Maintain strict access control to prevent unauthorized individuals from entering the premises.
  • Establish clear protocols for involving security in workplace interactions.

2. Conduct Employee Terminations Thoughtfully and Securely

Employee terminations can be sensitive and should be handled with care to minimize risk:

  • Whenever feasible, conduct termination meetings in a controlled environment with security personnel discreetly available.
  • If remote terminations are necessary, ensure clear documentation of the conversation and follow-up procedures.
  • Have multiple management representatives present during termination meetings to ensure transparency and safety.
  • Communicate professionally and empathetically to prevent unnecessary escalation.

3. Designate a Responsible Party for Post-Termination Follow-Up

A structured follow-up process can help mitigate risks after an employee's departure:

  • Assign a designated HR or legal team member to handle post-termination communications.
  • Monitor for any grievances, complaints, or concerning behavior following termination.
  • Avoid direct confrontations; use documented communication channels such as email or recorded phone calls.
  • If a former employee exhibits threatening behavior, involve security or law enforcement immediately.

4. Conduct a Post-Incident Review to Strengthen Security Protocols

After any workplace security event, it is essential to evaluate the response and refine protocols:

  • Gather key personnel, including HR, security, and leadership, for a debrief session.
  • Assess the effectiveness of security measures and identify areas for improvement.
  • Document lessons learned and update workplace safety protocols accordingly.
  • Provide employee training on any updated security measures or emergency procedures.

Additional Strategies to Reduce Workplace Violence Risks

5. Establish and Communicate a Workplace Violence Prevention Policy

A formal policy should define acceptable workplace behavior, reporting procedures, and enforcement actions:

  • Provide employees with clear guidance on reporting suspicious behavior or threats.
  • Enforce a zero-tolerance policy for violence, harassment, and intimidation.
  • Outline the company’s response procedures for workplace violence incidents.

6. Conduct Background Checks in Compliance with Legal Guidelines

Pre-employment screening can help identify potential risks, but it must align with legal requirements:

  • Verify employment history and references to assess behavioral patterns.
  • Conduct criminal background checks in accordance with local, state, and federal laws.
  • Consider drug testing where applicable, as substance abuse can contribute to workplace aggression.
  • Ensure compliance with Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines.

7. Train Employees on Conflict Resolution and Threat Recognition

Regular training empowers employees to recognize and respond to potential threats:

  • Identify warning signs of potential violence, such as aggressive behavior, drastic mood changes, or social withdrawal.
  • Teach de-escalation techniques to help employees diffuse conflicts before they escalate.
  • Provide emergency response training, including active shooter drills if appropriate.

8. Strengthen Physical Security and Access Controls

A secure workplace environment reduces the risk of unauthorized access and violence:

  • Implement employee ID badges and visitor sign-in protocols.
  • Install surveillance cameras and employ security personnel at critical entry points.
  • Provide panic buttons or emergency alert systems for immediate assistance.

9. Offer Employee Assistance Programs (EAPs) to Support Mental Well-Being

Addressing underlying stressors can help prevent workplace violence:

  • Provide confidential mental health counseling and support services.
  • Assist employees dealing with workplace conflicts, financial stress, or personal crises.
  • Offer resources for substance abuse intervention, which can be a contributing factor to violent behavior.

10. Develop and Regularly Update an Emergency Response Plan

A well-prepared organization can respond effectively to violence-related incidents:

  • Establish clear evacuation, lockdown, and emergency communication procedures.
  • Train employees on active shooter response, if applicable, and general crisis management.
  • Designate key personnel to coordinate emergency responses and communicate with law enforcement.

By implementing these proactive strategies and ensuring compliance with workplace safety best practices, businesses can create a safer work environment while effectively managing the risks associated with workplace violence.

Workplace violence can involve a wide range of complex issues. If you notice someone displaying threatening, unusual, or hostile behavior, it’s important to consult professional security experts who can conduct a thorough threat risk assessment. Consider actions such as suicidal remarks, searching for weapons online while at work, or expressing intentions to harm others as warning signs.

            

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