If you have been the victim of a workplace assault in the UK — whether by a customer, a member of the public, a patient or a colleague — you may be able to claim compensation through several routes: a civil claim against your employer for failing to protect you, a claim directly against the attacker, or an application to the CICA (Criminal Injuries Compensation Authority) scheme. These routes are not mutually exclusive. The standard civil time limit is three years; CICA applications are normally within two years.
Violence at work is a serious and growing concern across many sectors. The HSE defines work-related violence as any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. Retail workers, NHS staff, teachers, social workers, security guards, taxi drivers and hospitality workers are among those at highest risk. If your employer knew the risk was there and did too little to protect you, they may owe you compensation. This guide explains the legal position. We are an independent information resource, not a law firm.
Three routes to compensation
| Route | Who pays | Time limit | Key requirement |
|---|---|---|---|
| Civil claim against employer | Employer’s liability insurer | 3 years | Employer negligence — foreseeable risk of violence and failure to take reasonable steps |
| Civil claim against attacker | Attacker personally (rarely insured) | 3 years | Tort of assault and battery — but recovery depends on the attacker’s means |
| CICA application | Government scheme (tariff-based) | Normally 2 years | Violent crime, reported to police, applicant cooperated, no criminal convictions that would bar the claim |
A solicitor can advise which route (or combination) gives you the best outcome on your facts.
When is the employer liable?
Your employer’s liability rests on two legal bases:
- Direct negligence. Under the Health and Safety at Work etc. Act 1974 (section 2) and the Management of Health and Safety at Work Regulations 1999, employers must assess the risk of violence and take reasonable steps to prevent it. Failures might include: no risk assessment for violence-prone roles, inadequate security, no panic alarms or CCTV, insufficient staffing (especially at night), no de-escalation training and no safe cash-handling procedures.
- Vicarious liability. If the attacker was a colleague acting in the course of employment, your employer may be vicariously liable. The Supreme Court in Mohamud v WM Morrison Supermarkets [2016] UKSC 11 held that an employer can be liable even where the employee’s conduct was not authorised, provided there was a sufficiently close connection between the employee’s duties and the wrongful act. Subsequent cases (e.g. Various Claimants v Wm Morrison [2020]) have refined this test.
High-risk occupations
Certain roles carry a foreseeable risk of violence, which strengthens the case that the employer should have taken protective measures:
- Retail — shoplifting confrontations, late-night trading.
- Healthcare (NHS and private) — patient aggression, A&E, mental health wards.
- Emergency services — paramedics, firefighters attending volatile scenes.
- Education — pupil violence against teachers and teaching assistants.
- Social work and probation — home visits to high-risk clients.
- Security and door supervision — confrontation is inherent in the role.
- Transport — bus drivers, taxi drivers, train staff.
- Hospitality — pub, bar and nightclub staff dealing with intoxicated customers.
Compensation for workplace assaults
Assault injuries often have a significant psychological component alongside any physical harm. Compensation comprises general damages (guided by the Judicial College Guidelines, 17th edition, 2024) and special damages.
| Injury | JCG chapter | Severity range |
|---|---|---|
| Psychiatric damage (less severe) | Chapter 4(A)(d) | Up to approximately £6,540 |
| Psychiatric damage (moderate) | Chapter 4(A)(c) | Approximately £6,540–£23,270 |
| Psychiatric damage (moderately severe) | Chapter 4(A)(b) | Approximately £23,270–£56,180 |
| Psychiatric damage (severe) | Chapter 4(A)(a) | Approximately £56,180–£122,850 |
| Facial injury / scarring | Chapter 8 | Case-specific; depends on severity, age and visibility |
| Fractures (nose, cheekbone, jaw, ribs) | Chapters 5(A), 7(B) | Several thousand to mid-tens of thousands |
| Dental injury | Chapter 5(B) | From a few hundred (single tooth) to tens of thousands (multiple, complex) |
Special damages include lost earnings (including if you cannot return to your role due to PTSD or anxiety), counselling costs, medical treatment, and the cost of any security measures you need at home. If the assault caused death, a claim may be brought under the Fatal Accidents Act 1976.
The CICA route
The Criminal Injuries Compensation Authority uses a tariff of fixed awards for different injury types. It does not cover special damages in the same way as a civil claim, but it may be the only practical route where the attacker has no assets and the employer was not negligent. Key requirements:
- The assault must constitute a crime of violence in Great Britain.
- You must have reported the assault to the police as soon as reasonably practicable.
- You must have cooperated with the police investigation.
- Applications are normally made within two years, though there is limited discretion to extend.
- Unspent criminal convictions may reduce or bar an award.
Evidence after a workplace assault
- Report to the police — essential for a CICA application and helpful for a civil claim.
- Accident book entry — record the assault in your employer’s accident book.
- CCTV footage — request your employer preserves footage immediately.
- Medical records — attend A&E or your GP promptly; document physical and psychological injuries.
- Witness statements — colleagues or bystanders who saw the assault.
- Prior incident reports — evidence that violence had occurred before and the employer knew about it strengthens a negligence claim.
- Risk assessments and security policies — or the absence of them.
Time limits
A civil claim must normally be started within three years of the assault under the Limitation Act 1980 (England and Wales). A CICA application is normally within two years. Children’s time limits differ — the three-year period usually starts at age 18. See our time limits guide.
Frequently asked questions
Can I claim compensation for being assaulted at work?
Yes. You may be able to claim against your employer if they failed to protect you from a foreseeable risk of violence, directly against the attacker for the tort of assault, or through the CICA scheme if the assault qualifies as a violent crime. Often more than one route applies.
Is my employer liable if a customer attacks me?
Your employer may be liable if they failed to take reasonable steps to protect you from a foreseeable risk of violence. This includes providing security, lone-worker safeguards, panic alarms, de-escalation training and adequate staffing. The key question is whether the risk of violence was foreseeable and the employer failed to act.
Can I claim if a colleague assaulted me?
Potentially yes. If the assault happened in the course of employment, your employer may be vicariously liable for the colleague’s actions. The Supreme Court decision in Mohamud v WM Morrison Supermarkets [2016] established a broad test for vicarious liability. You can also claim directly against the colleague.
What is the CICA scheme?
The Criminal Injuries Compensation Authority (CICA) is a government scheme that compensates blameless victims of violent crime in Great Britain. It uses a tariff-based system. You must normally apply within two years of the incident, report the assault to the police and cooperate with the investigation.
How much compensation can I get for a workplace assault?
Compensation depends on injury severity. General damages for pain and suffering are guided by the Judicial College Guidelines. Psychological injuries such as PTSD are common after assaults and are compensated under JCG psychiatric brackets. Special damages cover lost earnings, treatment costs and other financial losses.
Do I need to report the assault to the police?
Reporting to the police is strongly recommended and is essential for a CICA application. It also creates an official record that supports any civil claim. Your employer should record the assault in their accident book and report it under RIDDOR 2013 if it results in injury.
How long do I have to make a workplace assault claim?
For a civil claim, you generally have three years from the date of the assault under the Limitation Act 1980 (England and Wales). For a CICA application, the limit is normally two years. Children’s time limits differ. Seek advice as soon as possible to preserve your options.
What if the attacker cannot pay compensation?
If the attacker is uninsured and has no assets, the CICA scheme may be your best route, subject to its eligibility rules. Separately, if your employer was negligent, their employers’ liability insurance will pay any award against them, regardless of the attacker’s means.
Get help from official, free sources
- HSE (Health and Safety Executive) — guidance on workplace violence
- CICA (Criminal Injuries Compensation Authority) — apply for criminal injury compensation
- Solicitors Regulation Authority (SRA) — check a solicitor is regulated
- Citizens Advice — free, impartial guidance on your rights
Related guides: accident at work claims, criminal injury compensation, PTSD and trauma claims, psychological injury claims, workplace stress claims. Where you live affects your claim — see England, Scotland, Wales or Northern Ireland.