The analysis revealed that few occupations are free from the risk of violent confrontations. The greatest risks are to those who handle valuables; provide care, advice, or training; carry out inspection or enforcement duties; work with mentally disturbed, drunk, or potentially violent people; or work alone. Employers are increasingly required by law to safeguard the health, safety, and welfare of their employees while at work. The main British law covering these responsibilities is the Health and Safety at Work Act of 1974, which is deliberately designed to be broad and flexible. Employers are legally liable for providing a safe system of work for their personnel; employees may also be able to sue for damages for negligence. Although violence has many causes, aggression is usually one of three types: angry or reactive aggression, inherent or learned aggression, and instrumental aggression to acquire some benefit. Victimization can be traumatic to an individual and can result in post-traumatic stress disorder and other stress-related illnesses. Therefore, employers must recognize the causes and effects of stress and have a clearly defined strategy to address it. This strategy should include professional counseling through occupational health specialists as well as working with the individual to find a way through the trauma. Employers should also have proactive violence countermeasures. These should include organizational countermeasures such as safe work structures and practices, environmental and design countermeasures, physical countermeasures such as self-defense, and psychological countermeasures that use interpersonal processes such as nonverbal communication and skills. Table, figure, and 22 references