By The Lange Firm
Before proceeding, please review the legal disclaimer.
Most people expect their workplace to be safe.
They expect to worry about:
Not physical threats or violence.
Unfortunately, workplace violence remains a serious concern across many industries, and employees often find themselves asking:
👉 What are my rights if workplace violence occurs?
Whether the conduct involves:
employees may have important legal protections and options.
Let’s look at what workplace violence is, employer responsibilities, and what Texas workers should know in 2026.
The Occupational Safety and Health Administration (OSHA) broadly defines workplace violence as:
👉 Acts or threats of physical violence, harassment, intimidation, or other threatening disruptive behavior occurring at work.
Workplace violence can range from:
According to OSHA, workplace violence remains one of the leading causes of work-related fatalities in the United States. (OSHA, 2025)
Workplace violence can take many forms.
Examples include:
Not every situation involves physical injury.
Sometimes the threat itself creates serious safety concerns.
Yes.
Depending on the circumstances, workplace violence may involve:
The specific legal analysis depends on:
Generally:
👉 Yes.
Employers are expected to provide a reasonably safe workplace for employees.
Under federal workplace safety principles, employers should address known safety hazards and take reasonable steps to protect workers from foreseeable dangers.
When employers ignore serious threats, legal issues may arise.
Threats should never be ignored.
Examples include:
Employees should immediately:
Serious threats may require involvement from:
Workplace violence is not limited to coworkers.
Supervisors and managers may engage in:
Employer liability may depend on:
Potentially.
Employees injured during workplace violence incidents may have rights involving:
👉 Workers’ compensation benefits
depending on:
Every situation is unique.
This is often where legal concerns increase.
Potential warning signs include:
The more foreseeable the risk becomes, the more important employer action may be.
Yes.
Sometimes domestic violence follows an individual to work.
Examples include:
Employers may need to address workplace safety concerns when they become aware of credible threats.
According to OSHA and other workplace safety studies, higher-risk industries often include:
However:
👉 Workplace violence can occur in any profession.
If immediate danger exists:
👉 Contact emergency services.
Personal safety comes first.
Notify:
when appropriate.
Save:
Documentation may become important later.
If injuries occur, obtain appropriate medical care.
Medical records can document:
Absolutely.
Victims often experience:
Even when physical injuries are limited, workplace violence can have significant psychological consequences.
Unfortunately, some employees worry about retaliation after reporting safety concerns.
Retaliation may include:
Employees who report legitimate workplace safety concerns may have certain legal protections.
Important evidence may include:
The sooner evidence is preserved, the better.
Not true.
Threats alone can create serious workplace safety concerns.
Incorrect.
Workplace violence may include threats, intimidation, and stalking behavior.
Employers often have responsibilities regarding workplace safety and known threats.
Dangerous situations should be reported promptly.
According to the Bureau of Labor Statistics, workplace violence continues to account for a significant number of fatal occupational injuries each year. (BLS, 2025)
Even when incidents do not result in physical injury, the impact on employees can be severe.
Workers should not have to choose between:
At The Lange Firm, we help Texas employees evaluate workplace issues involving:
Because every employee deserves a workplace that is safe from threats, intimidation, and violence.
Workplace violence includes threats, intimidation, harassment, physical assaults, and other violent or threatening behavior occurring at work.
Yes. Threats, stalking, intimidation, and threatening communications may all qualify as workplace violence concerns.
Generally, employers are expected to take reasonable steps to address known workplace safety risks and threats.
Report the threat immediately, preserve evidence, follow company reporting procedures, and contact law enforcement if safety is at risk.
Employees who report legitimate workplace safety concerns may have legal protections against certain forms of retaliation.
Workplace violence is far more than physical assault.
It can include:
Employees deserve a safe workplace, and employers should take credible threats seriously.
Understanding your rights and documenting workplace safety concerns can be critical when violence or threats occur on the job.
Suggested Meta Description:
Learn what workplace violence is, employer responsibilities, employee rights, and what to do if threats, intimidation, or violence occur at work in Texas.
FAQ Schema-Ready Q&A Pairs
Q: What is workplace violence?
A: Workplace violence includes threats, intimidation, harassment, physical assaults, and other violent or threatening behavior occurring in the workplace.
Q: Can workplace violence involve threats instead of physical attacks?
A: Yes. Threats, stalking, intimidation, and threatening communications may all qualify as workplace violence concerns.
Q: Do employers have a duty to provide a safe workplace?
A: Generally, employers are expected to take reasonable steps to address known workplace safety risks and threats.
Q: What should I do if a coworker threatens me?
A: Report the threat immediately, preserve evidence, follow workplace reporting procedures, and contact law enforcement if safety is at risk.
Q: Can I be retaliated against for reporting workplace violence?
A: Employees who report legitimate workplace safety concerns may have legal protections against certain forms of retaliation.
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Mr. Evan B. Lange is the attorney responsible for this website. | All meetings are by appointment only. | Principal place of business: Sugar Land and Houston, Texas.
The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome you to submit your claim for review. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.