Prevention of Workplace Violence and Aggression Policy Template
Download your free policy template.
What's in this workplace violence and aggression policy template
A complete, customisable policy covering everything Australian organisations need to meet their WHS obligations on work-related violence and aggression (WVA). Includes:
- Purpose, scope, and legal context under the Work Health and Safety Act 2011 and the psychosocial hazards legislation that applies in your state
- Policy statement covering physical violence, threats, aggression, and gender-based violence, including where domestic and family violence intersects with the workplace
- Roles and responsibilities across the PCBU, officers, managers, workers, contractors, volunteers, and HSRs
- The full hierarchy of controls, from elimination and engineering controls through to training and EAP support
- Incident reporting and response procedures, including duress alarms and de-escalation steps
- Post-incident support, notification, and record-keeping requirements
- Investigation, review, and consultation framework
- Policy administration table and a customisation guide so nothing gets missed
Ready to edit and implement.
How to use this resource
Insert your organisation's details, adjust the wording, get sign-off from leadership, then share it via induction and your psychosocial safety system. Keep the signed, dated version on file as evidence for regulators.
Why it matters
Workplace violence and aggression is a psychosocial hazard under Australian WHS law, carrying the same legal weight as physical safety. A policy alone isn't the control, applying the hierarchy of controls (elimination and engineering first, training and EAP last) is what actually reduces risk. Without a documented, reviewed policy, there's no evidence you managed it before harm occurred.
FAQs
Does this cover gender-based violence?
Yes, including where domestic and family violence intersects with work.
What counts as reportable?
Any incident where a worker felt unsafe, including verbal abuse and near misses, not just physical harm.
How often is it reviewed?
Every two years, or after any incident or legislation change.
Need support beyond the policy? See how Foremind handles critical incident response.
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Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
Does having an EAP meet an employer's psychosocial duty of care?+
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.