Ikon Training
Supporting NHS Trusts with the Violence Prevention and Reduction (VPR)
April 17th, 2025
3 mins
Written by Jason Keeley, Managing Director
From April 2025, all NHS-funded organisations are expected to meet the Violence Prevention and Reduction (VPR) Standard a national framework aimed at preventing abuse, aggression, and violence towards NHS staff.
More than a compliance checklist, the VPR Standard signals a wider cultural shift: a move towards pro-active prevention, system-level accountability, and support for those delivering care under pressure. With the Care Quality Commission (CQC) set to assess compliance, the time to reflect and act is now.
But what does implementation really look like in practice? What will the CQC want to see? And how can Trusts ensure that their response goes beyond ticking a box to truly make a difference?
What is the VPR Standard trying to achieve?
Developed in partnership with NHS England, trade unions, and the Department of Health and Social Care, the VPR Standard sets out expectations around:
- Embedding a culture of violence prevention and early intervention
- Supporting staff safety and wellbeing after incidents
- Using data and reporting tools to drive improvements
- Providing appropriate, continuous training across roles and settings
This approach recognises that workplace violence is often complex influenced by patient behaviours, environmental pressures, staffing, and systems. The Standard aims to create safer spaces where these challenges are better understood and addressed.
What will CQC be looking for?
From April 2025, Trusts will need to demonstrate how they are meeting the Standard. This includes showing:
- Leadership structures that take ownership of staff safety
- Evidence of staff engagement, training, and feedback
- Effective reporting mechanisms and data-informed action
- A clear, compassionate response to incidents when they occur
It may be worth asking internally:
- Do we know how many incidents go unreported?
- Are staff confident in how to respond to aggressive behaviours?
- Are we supporting teams after incidents or just recording them?
Where are the gaps in our current approach?
Every organisation will be starting from a different place. For some, robust systems are already in place. For others, implementation may uncover gaps in training, data, or post-incident support.
Trusts may wish to explore:
- Whether frontline staff feel equipped to de-escalate and respond safely
- What support is available after a violent or traumatic incident
- How lone workers or community teams are protected
- Whether leadership teams have access to relevant data and insight
In some cases, building a VPR response will mean rethinking how learning and culture interact — not just who delivers the next training session.
What does good training look like in this context?
Training that supports the VPR Standard should be:
- Trauma-informed – acknowledging the emotional toll of violence
- Relevant – grounded in real NHS scenarios, not generic theory
- Flexible – delivered in-person, online, or blended to suit operational needs
- Reportable – able to feed into compliance metrics and workforce development plans
Some Trusts are investing in upskilling VPR Leads, security staff, and line managers, while others are focusing on refresher learning for wider teams. There’s no one-size-fits-all solution the goal is to build a programme that matches local need with national expectation.
How can we build a culture that prevents violence not just reacts to it?
While training is essential, so is culture. The VPR Standard encourages organisations to think about prevention holistically linking learning with leadership, workforce engagement, reporting, and wellbeing.
This might include:
- Creating space for reflection and recovery after incidents
- Strengthening communication across teams and departments
- Aligning VPR goals with the NHS People Promise
- Elevating staff voices in shaping safety strategies
These actions won’t just reduce incidents they can improve morale, retention, and resilience too.
Resources to support implementation
For those developing their VPR action plan or beginning internal reviews, here are some starting points:
A thought to leave with you
Violence in the NHS isn’t new but how we respond to it can be. The VPR Standard offers a structured opportunity for Trusts to build a stronger, safer environment for staff and patients alike.
Whether you’re already delivering training, building post-incident support, or just starting the conversation internally the key is not to do everything at once, but to start doing something that matters.
“We don’t rise to the level of our expectations, we fall to the level of our training.” – Archilochus
Written by Jason Keeley, Managing Director
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