Workplace violence in Namibia is no longer an exception; it has become a disturbing norm. Each year, we hear more cases of workers being beaten, humiliated, assaulted, or even killed while simply trying to earn a living. From domestic workers and farm labourers to security guards and factory employees, the pattern is the same: abuse occurs, employers deny responsibility, authorities pass the blame, and victims are left unprotected and traumatised.

This is not only a violation of human rights, it is a national crisis demanding urgent intervention. The fundamental question remains, who is responsible for preventing workplace violence? Is it the employer? Is it the Namibian Police? The Ministry of Justice and Labour Relations? The Law Society? The unions? The answer is simple, all of them are responsible, and all of them are currently failing workers.

The primary responsibility for preventing workplace violence lies with the employers. They are mandated to establish policies and practices that cultivate a safe and conducive working environment. This includes ensuring that all employees are educated about their rights and the processes available for reporting misconduct. When an employer neglects these duties, failing to protect employees from bullying or physical abuse, they not only breach ethical standards but also potentially violate the principles outlined in the Namibian Labour Act (Act 11 of 2007).

Employers must take a proactive stance against violence by implementing comprehensive training programmes, reinforcing anti-bullying policies, and instituting protocols for reporting violations without fear of retaliation. Swift action against those who perpetrate violence is crucial; failure to act effectively sends a message that such behaviour is tolerated, thus perpetuating a cycle of abuse.

The role of the Namibian Police is similarly vital in addressing workplace violence. Their obligation is to enforce the law, investigate reported assaults, and ensure that offenders are brought to justice. Unfortunately, many victims of workplace violence feel reluctant to approach the police, fearing they will not be taken seriously or that their complaints will lead to further victimisation.

The Ministry of Justice and Labour Relations is critical in addressing and preventing workplace violence. However, their responsibilities seem to be obscured by bureaucratic limitations. While the ministry of labour relations is tasked with protecting workers’ rights, they often claim that direct assault matters fall under the purview of the police, thereby leaving a gap in accountability.

To mend this, there needs to be a coordinated effort that enables the ministry of labour relation to collaborate with law enforcement. This partnership could help ensure that victims are supported through the process of reporting violence and that their complaints lead to meaningful actions. Moreover, the department of labour requires a revamp to become more responsive and accountable in its duty to protect workers.

Trade unions play a pivotal role in championing the rights of employees. They should stand as bastions against workplace violence, advocating for timely investigations of complaints and strong repercussions for offenders. However, many unions face their own challenges. When workers feel vulnerable due to economic dependency and fear of retaliation, unions must counteract these barriers by fostering environments where employees feel safe to voice their concerns without constraints.

A Culture of Silence and Fear

As noted, fear is a powerful tool that employers wield to maintain control over their workforce. The two-fold dynamics of economic leverage and the bystander effect create an environment where employees feel compelled to remain silent, even in the face of violence. This silence both protects perpetrators and perpetuates a culture that dismisses workers’ rights.

Employees fearing for their livelihoods are less likely to report abusive behaviour, making it easier for perpetrators to operate with impunity. 

The current inter-agency coordination among the Ministry of Justice and Labour Relations, the police, trade unions, and other relevant authorities appears disjointed. The government must initiate collaborative frameworks to address workplace violence comprehensively. The country should resort to regular national conferences, bringing together representatives from all relevant sectors to brainstorm effective strategies, share resources, and develop cohesive action plans.

The establishment of training programmes focused on recognising, preventing, and reporting workplace violence is foundational. This education must extend beyond mere policy; it requires genuine commitment from all employers and stakeholders to prioritise the safety of employees. Enhance interagency coordination to establish a formal mechanism for collaboration between the Ministry of Justice and Labour Relations, Nampol, and unions to streamline responses to workplace violence and ensure clear accountability.

Moving Towards Dignified Work

The President of Namibia, Netumbo Nandi-Ndaitwah, has rightly emphasised that employment should be more than just a job; it should be a “dignified opportunity” for growth and empowerment. Immediate reforms and actions must translate these ideals into practical policies that protect all employees from violence and humiliation.

Empowering employees through education about their rights is paramount for fostering a culture that rejects violence. Promote awareness and training to encourage employers to foster a culture of respect and zero tolerance for violence through education and leadership commitment

Finally, combating workplace violence in Namibia requires collective responsibility from employers, law enforcement agencies, the Ministry of Justice and Labour Relations, trade unions, the media and general public. Because it is shared responsibility. Each entity must recognise its role in ensuring a safe working environment and actively contribute to establishing a culture of dignity and respect for all employees. 

We must rally together to address this critical issue head-on because our future depends on the well-being of our workforce. The time for change is now, and it begins with each of us standing up against workplace violence, demanding accountability, and restoring the dignity that every employee deserves.

* Hosea Shishiveni is a Namibian scholar and researcher. The views expressed in this article are his own.