How retailers are thinking of duty of care beyond clock-out
Abuse, violence, and anti-social behaviour towards retail workers have become an unacceptable norm, prompting investment in security guards, body-worn cameras and incident reporting tools. For years, retail safety conversations have focused on what happens on the shop floor.
But for many retail colleagues, the most anxious part of the working day doesn’t happen behind the till or on the shop floor. It happens before they arrive or after they leave.
Subscribe to TRBEarly-morning starts, late-night finishes, locking up alone and reliance on public transport mean thousands of retail workers regularly travel alone, often in the dark and through isolated areas. For HR leaders, this presents a growing challenge: how do you support colleague wellbeing when risk exists beyond the physical workplace?
Increasingly, the answer to that question is shaping recruitment, retention and employer reputation across the sector.
Safety Anxiety Is a Daily Reality for Retail Workers
Why it matters for HR: Feeling unsafe directly impacts engagement, absence and attrition.
Research consistently shows that a significant proportion of retail workers feel unsafe during their commute, with many experiencing incidents that leave them anxious or distracted before they even start their shift.
This matters because safety anxiety doesn’t switch off when a colleague clocks in.
Employees who feel unsafe are more likely to disengage, take time off, or reassess whether the role – or even the sector – is worth the emotional toll. Among those affected by intimidating or violent behaviour from the public, more than 40% have considered quitting their job as a direct result of these experiences, and 62% report feeling stressed or anxious about going into work.
Nearly half of retail employees have expressed fear for their safety at work due to rising violence and abuse, and around 39% have seriously considered leaving the industry altogether because of it.
For HR teams already battling high turnover and labour shortages, this is an issue that can’t be ignored.
Safety concerns have quietly become a deciding factor in whether people join, stay with, or leave retail altogether.
From an HR perspective, the knock-on effects are clear:
- Feeling unsafe drives disengagement
- Disengagement increases absence and churn
- High churn drives recruitment and training costs
When experienced colleagues leave because they don’t feel protected, that loss of knowledge and stability is expensive and largely preventable.
Tesco Case Study: Extending Care Beyond the Store Door
What’s changed: Leading retailers are recognising that duty of care doesn’t end at clock-out.
Against this backdrop, Tesco’s decision to offer a personal safety service to around 300,000 UK colleagues marks an important shift in retail thinking.
By rolling out the Peoplesafe personal safety app as a free benefit, Tesco has acknowledged a crucial truth: colleagues remain colleagues even when they leave the store.
Rachel Bennett, Shrink and Security Director at Tesco, explains:
“The safety of our colleagues and their wellbeing is our top priority. Whether they are working in the office, stores or distribution centres, we know colleagues can feel vulnerable in situations where they are travelling alone or during unsociable hours.”
This approach reframes safety as a wellbeing issue rather than a reactive security response. It offers reassurance during moments of vulnerability and sends a clear message that the business understands the realities of frontline retail work.
For HR teams, that signal of care and trust is as important as the technology itself.
Turning Safety into a Workplace Benefit
HR opportunity: Safety support can strengthen attraction, retention and wellbeing outcomes.
Personal safety solutions such as Peoplesafe are increasingly being used to support retail colleagues during travel, unsociable hours and hot zones for conflict.
Features including monitored journeys, discreet SOS alerts and access to trained responders are designed for real-world retail scenarios: for example, opening and closing stores, cash handling, and commuting after dark.
When positioned as a benefit rather than a control measure, personal safety support enables retailers to:
- Reduce anxiety linked to travelling alone and during unsociable hours
- Demonstrate genuine commitment to colleague wellbeing
- Support compliance with evolving legal expectations
- Differentiate themselves in a competitive recruitment market
It also helps address the mental health impact of feeling unsafe. Anxiety carried into the workplace affects concentration, performance and morale – with 1 in 5 workers who felt unsafe reporting a drop in productivity – outcomes HR teams work hard to protect.
A Cultural Shift in Retail Employment
What employees now expect: A holistic approach to safety and wellbeing.
Retailers have made important progress in tackling in-store violence, but colleagues increasingly expect employers to consider their whole working experience, not just what happens during paid hours.
Providing personal safety support doesn’t replace wider initiatives such as community partnerships or public safety campaigns. Instead, it complements them by addressing the immediate, individual risks colleagues face where traditional measures fall short.
By acknowledging the risks outside the store, retailers send a powerful message: “We see you as a person, not just a shift.”
That message builds trust, loyalty and long-term engagement – outcomes that sit firmly within HR’s strategic remit.
Safety Is Now a Strategic HR Advantage
The business case: Reducing avoidable turnover protects people and performance.
High turnover has always been part of retail, but losing people because they feel unsafe is a cost the sector doesn’t need to accept.
Investing in personal safety support helps stabilise teams, reduce avoidable churn and protect the experience customers rely on.
Tesco’s approach demonstrates what’s possible when safety is treated not just as an operational requirement, but as a strategic priority.
For HR leaders, the message is clear: extending duty of care beyond the store isn’t just the right thing to do – it’s a smart move for the future of retail employment.
Because getting home safely shouldn’t be a perk. It should be a given.
Key Takeaways: What This Means for Retail Leaders
- Safety is now part of the employee value proposition
Colleagues increasingly assess roles based on how safe they feel – including during travel to and from work. - Retention risks often sit outside the store
Anxiety linked to commuting and unsociable hours contributes to disengagement, absence and churn. - Visible support builds trust
Providing personal safety tools sends a clear message that wellbeing is taken seriously, not just talked about. - Proactive safety reduces hidden costs
Supporting colleagues beyond the store can help lower avoidable turnover and protect productivity. - Leading retailers are widening their duty of care
As Tesco’s approach shows, extending safety support beyond clock-out is becoming a marker of responsible employment.
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To find out how Peoplesafe can help your retail operation, you can visit them online or connect with them here.
