Handling Threats and Building Safer Workplaces

Picture this: during a routine performance discussion, a normally quiet employee suddenly seethes, tells their manager they should watch their back and storms out.

In the days that follow, the office buzzes with fear and speculation. Should the team call the police? HR? Was the comment an empty threat, or a serious warning?

CISA’s De-escalation Series, written for U.S. critical-infrastructure owners and operators, distinguishes two reporting routes:

• Immediate threats: report to 9-1-1.
• Evolving threats: use organizational reporting to enable assessment and management.

Attempt de-escalation only if it is safe to do so. Personal safety is the priority: know your limits and obtain help immediately when needed.

Start with safety and reporting when a threat is reported. Then review workplace policies and follow-up plans. General HR practices are a separate planning topic.

Recognize and Respond to Workplace Threats

CISA’s De-escalation Series for U.S. critical-infrastructure owners and operators calls for a holistic assessment of the person’s circumstances and stressors, including precipitating events and the situation unfolding. Assessment should consider the broader situation rather than classify a remark by wording alone.

CISA recommends organizational reporting to enable assessment and management of evolving threats. The steps below focus on safety, reporting and assessment, not automatic disciplinary action.

1. Put safety first. De-escalate only if it is safe to do so; otherwise, safely disengage. Know your limits and obtain help immediately when needed.
2. Report appropriately. CISA’s guidance directs immediate threats to 9-1-1 and evolving threats through organizational reporting for assessment and management.
3. Use the threat-management process. Refer the concern to your organization’s multidisciplinary threat-management team for a holistic assessment of the person’s circumstances and stressors.
4. Document everything. Keep records of statements, actions taken and decisions made.
5. Keep communications confidential. Avoid disclosing confidential details.

The safety checklist does not establish grounds for suspension or termination. Take employment, disability and retaliation questions to qualified counsel in the applicable jurisdiction.

A Workplace Policy and Follow-Up Planning Checklist

• Zero-tolerance policy. Publish a clear policy and train managers to enforce it.
• Private reporting channels. Offer anonymous hotlines and encourage early reporting of aggressive behaviour.
• Threat assessment team. Assemble a cross-functional group (HR, security, legal) to evaluate threats and decide on actions.
• Respectful exit procedures. Treat terminated employees with dignity - hostile dismissals can exacerbate anger.
• Post-incident review. Debrief what happened, refine policies and provide support to affected employees.

Supportive HR Practices

The following sections cover general supportive HR practices. The statistics presented here do not establish effects on workplace-violence prevention; reported threats still need the safety and reporting response outlined above.

Hybrid Work and Flexible Schedules

Hybrid work models are more than a pandemic legacy; they are a retention and engagement strategy. Employees who split their time between home and office report the highest engagement (77%) compared with remote (71%) or fully onsite (60%).

Hybrid schedules also reduce burnout by 15% and lower quitting rates by 35%. New hires often struggle during their first six months, so designing thoughtful hybrid onboarding programs can help them connect quickly.

Flexible work extends beyond location. Four-day workweek pilots in Germany and Brazil resulted in 61-75% improvements in project execution and significant reductions in stress.

Gen Z and millennial workers overwhelmingly prefer flexible arrangements and will leave if forced to return full-time. When people have autonomy over their schedules, tensions ease and patience increases - making violent confrontations less likely.

Invest in Wellness and Mental Health

A healthy workforce is a safer workforce. Programs like targeted disease management reduce hospital admissions by 30% and save about $136 per employee each month.

Companies with comprehensive wellness programs see a 50% reduction in turnover and report employees being 91% more motivated. Mental-health support is a decisive factor in job satisfaction: 91% of employees whose employers provide mental health support report being satisfied, compared with 76% where no support exists.

Prioritize psychological safety, offer counseling resources and train managers to have supportive conversations.

Prioritize DEI and Empathetic Leadership

Violence often stems from feeling marginalized or unheard. Data shows that companies in the top quartile for cultural and ethnic diversity are 36% more profitable, and employees at diverse organizations are 45% more likely to report capturing new markets.

Gen Z is particularly attuned to diversity - 76% say they’re more likely to stay at companies with active DEI programs.

Empathetic leadership amplifies these benefits. Harvard’s Professional & Executive Development program emphasizes that empathy helps leaders address burnout, complacency, distrust and isolation. EY even appointed a Chief Wellness Officer to weave empathy into its people strategy.

Empathetic leadership isn’t an add-on but a skillset built through self-awareness, mindfulness and active listening. Managers who learn to pause, breathe and truly listen can defuse heated moments before they turn into threats.

Link Purpose and CSR to Employee Engagement

Employees increasingly want to work for companies that make a positive impact. A survey found that 93% of employees believe companies must lead with purpose.

Corporations donated over $21 billion to nonprofits in 2022, not only to do good but also to build trust. Purpose pays off: companies with a clear, authentic mission are 50% more likely to succeed when entering new markets, and consumers are four to six times more likely to trust and champion brands that stand for something.

When organizations involve employees in philanthropy and volunteering, turnover drops by 57%. CSR isn’t just marketing; it reinforces belonging and reduces the frustration that fuels workplace conflict.

Plan for HR Data, Skills and Workforce Needs

Before choosing an HR-data tool, ask: What HR question are we trying to answer, and what relevant information do we already have? Use that question to guide planning for employee support, skills and workforce needs.

This article does not establish absenteeism, social isolation or negative sentiment as precursors to violence. In its U.S. critical-infrastructure De-escalation Series, CISA says indicators should inform a holistic assessment of circumstances and stressors, not be treated as single indicators. Concerning activities may be constitutionally protected: reporting needs sufficient facts to support a rational conclusion that behavior represents a potential threat of violence. Do not report solely on protected activities or on race, religion, gender, sexual orientation, age, disability, or a combination of only those factors.

Upskilling and Reskilling

Skills requirements are changing fast. The World Economic Forum estimates that 44% of core job skills will shift in the next five years. LinkedIn data shows skill sets have already changed about 25% since 2015 and will change by 50% by 2027.

Building new skills isn’t just nice to have; it’s a retention strategy. Companies with robust training programs earn 218% higher income per employee than those without. When employees receive the training they need, productivity jumps 17%, and 92% say it improves their engagement.

Nearly half of workers are more likely to stay if they receive more training, while 94% won’t quit if offered development opportunities. In the context of violence prevention, continuous learning channels frustration into growth and signals that the organization invests in its people.

Understand the Gig and Freelance Workforce

The gig economy is no longer a fringe phenomenon. In 2025, over 70 million Americans work as freelancers, and more than 90% would consider freelance work. Freelancers contribute nearly $1.3 trillion to the U.S. economy.

Many turn to gig work for better work-life balance (70%). However, freelancers often lack employer-provided benefits - 54% report having none - and some work long hours without support.

This growing segment means HR leaders must manage contractors alongside employees. Creating inclusive communication channels, offering access to training and addressing mental health for contingent workers reduces isolation and helps identify issues before they become threats.

Bringing It All Together

When an employee threatens a boss, HR’s response must be swift, fair and decisive. But a truly safe workplace requires more than reaction - it demands prevention.

By embracing hybrid work, supporting wellness, championing diversity, cultivating empathy, embedding purpose, leveraging analytics and investing in skills, HR leaders can create environments where employees feel heard and valued.

One step you can take this week: review your workplace violence policy and combine it with a confidential reporting channel. Then schedule a training session for managers on empathy and de-escalation.

Creating a safe, modern workplace isn’t a box to check; it’s an ongoing practice that safeguards your people and propels your organization forward. Let’s commit to cultures where threats are rare and every voice finds a constructive path.

CISA’s U.S. critical-infrastructure De-escalation Series makes the limit clear: attempt de-escalation only if safe. Personal safety comes first; know your limits and obtain help immediately when needed. Training is not a substitute for reporting immediate threats to 9-1-1.