Explore research backed ways to support employees exposed to trauma at work. Learn how trauma-informed leadership and flexible workplace policies can boost employee well-being, retention, and positive outcomes for clients in any high-stress industry.
Imagine This
Jessica is a newly hired child protective investigator. Early one morning, she knocks on the door of a home after a call about suspected neglect. Inside, a parent yells at her, blaming her for getting involved. She’s threatened with a lawsuit and told never to return. Later that same week, Jessica is assigned to a case where a child has been seriously injured, and she must help the family through a painful loss.
For Jessica—and thousands of workers like her—facing threats, verbal abuse, and the trauma of children suffering is not rare; it’s part of the job. Even though her mission is to help families and keep children safe, these stressful and sometimes dangerous encounters leave a mark not only on her well-being, but also on her ability to do her best work for the families she serves.
A large Florida study, published in Traumatology (King, 2024), followed new child welfare investigators and case managers like Jessica over their first two years. The findings offer important lessons for all employers about supporting staff who face emotionally difficult and high-stress situations—because when employees are supported, the quality of care for clients also improves.
What the Research Reveals
The study paints a stark picture of what workers like Jessica experience:
- Violence and Threats:
In just six months, 4 out of 5 child welfare workers reported being yelled at, insulted, or treated aggressively by someone involved in a case. Nearly half received direct threats, and about 1 in 20 was physically assaulted. - Handling Tragedy:
Over 18 months, nearly 30% managed a case where a child was seriously hurt or became gravely ill. About 1 in 6 worked on a case where a child died from an accident or illness, and roughly 1 in 13 encountered a child’s death due to abuse or neglect. - Emotional Toll:
More than a quarter of these workers showed signs of serious stress related to witnessing trauma, and around 1 in 6 experienced symptoms of depression.
This kind of job-related trauma is not unique to child welfare. Healthcare, education, law enforcement, social services, and even some corporate roles expose staff to high stress, risk, or emotionally charged events.
Why Should Employers Care?
Unaddressed workplace trauma leads to burnout, absenteeism, and high turnover. In child welfare, annual turnover rates range from 20% to 40%. When trauma is ignored, not only do employees suffer, but the quality and consistency of care for children and families declines. That means more missed warning signs, less stability for families, and fewer opportunities for positive change.
Supporting employees who face trauma is not only a business imperative—it’s a moral and practical responsibility that directly affects the lives and outcomes of the people they serve.
What Can Employers Do? Practical Strategies
The Florida study offers several actionable strategies that any employer can adapt to better support employees in high-stress or emotionally demanding roles—leading to better retention and better service for clients or customers:
1. Acknowledge the Realities of the Work
Talk openly about the risks and challenges employees face, whether it’s difficult customers, tragic events, or high-pressure decisions. Recognizing these challenges helps employees feel understood and supported—and sets the tone for a healthier, more effective workplace.
2. Offer Real-World Training and Practice
Go beyond simple “self-care” tips. Provide training that teaches practical ways to handle stress and recover from difficult experiences. Give employees chances to practice these skills, not just read about them.
3. Build Flexibility into the Workplace
When employees experience especially traumatic or difficult events, be willing to adjust workloads, schedules, or offer extra support. Flexibility helps staff recover and stay engaged—leading to better continuity and quality of service for clients.
4. Create Safe and Simple Reporting Systems
Make it easy for employees to report threats, violence, or tough cases—without fear of blame. When reporting leads to prompt support, employees are more likely to seek help, and problems are less likely to escalate to the point of affecting client outcomes.
5. Respond with Compassion and Consistency
Train leaders and supervisors to listen, respond with empathy, and help connect staff to professional support if needed. Consistent, caring responses build trust, resilience, and ensure that employees can continue to provide high-quality care or service.
Building a Supportive Culture Helps Everyone
Jessica’s story isn’t unique in child welfare—but it’s a wake-up call for every workplace. Employees who face trauma on the job need more than encouragement; they need real systems of support. When organizations take trauma seriously and act, employees are healthier and more engaged—and clients or customers benefit from more stable, attentive, and effective service.
For all employers:
- Regularly review and update your approach to workplace stress and trauma.
- Make sure supportive policies are actually put into practice.
- Remember: By caring for your team, you’re also caring for the people and communities you serve.
A Note on the Study
This research focused on child protective investigators and case managers in Florida who remained on the job for at least 18 months to two years. Workers who left earlier—often due to the stress—were not included, so the real impact may be even greater.