Can you sue your employer after getting assaulted at work? What a 2026 Missouri Case Shows
- Kat Grant
- Apr 24
- 4 min read
Workplace violence can leave employees dealing with physical injuries, emotional trauma, lost wages, and sudden termination. After a violent incident at work, many people ask an important question: Can you sue your employer after getting assaulted at work?
The answer depends on the facts of the case. In some situations, an employer may face liability if it failed to provide a reasonably safe workplace, ignored foreseeable dangers, retaliated against employees, or wrongfully terminated workers after the incident.
A recent Missouri case, Harris v. Starbucks Corporation (March 2026), highlights how these claims can arise and why injured workers or terminated employees should speak with an experienced Missouri employment attorney.
Quick Answer: Can you sue your employer after getting assaulted at work?
Possibly. Employees may have legal claims when:
The employer failed to address known safety risks
Security measures were inadequate despite foreseeable danger
The employee was fired after protecting themselves or others
Retaliation occurred after reporting safety concerns
Arbitration agreements are invalid or unenforceable
Workers’ compensation does not fully bar separate legal claims
Because every case is different, speaking with an attorney is the best way to understand your rights.
Long Answer
The 2026 Missouri Case: Harris v. Starbucks
According to the Missouri Court of Appeals, two employees were working at a Starbucks location in St. Louis on December 17, 2023, when two armed individuals attempted to rob the store. The employees intervened and helped subdue one of the assailants while the other fled before being apprehended.
The court record states that in January 2024, Starbucks terminated the employees because of their conduct during the robbery. The workers later sued, asserting claims that included:
Wrongful termination
Retaliation
Hostile work environment
Negligence claims related to safety issues
What Starbucks Asked the Court to Do
Starbucks attempted to limit or end the lawsuit early by arguing:
1. Arbitration Required the Case to Leave Court
The company claimed the employees agreed to mandatory arbitration during online onboarding and therefore could not sue in co
urt.
2. Workers’ Compensation Was the Exclusive Remedy
Starbucks also argued that Missouri's workers’ compensation law barred negligence claims in civil court.
What the Missouri Court Decided
The Missouri Court of Appeals did not decide whether Starbucks was liable. Instead, it ruled on procedural issues.
Arbitration Was Not Enforced
The lower court found there was “little to no evidence” that the employees knowingly accepted a valid arbitration agreement. The workers testified that their manager completed their onboarding for them, and emails allegedly confirming arbitration contained unsigned copies of the agreement.
The appellate court dismissed Starbucks’s arbitration arguments based on briefing deficiencies, meaning the case was not sent to arbitration.
Negligence Claims Were Still Alive
The appeals court did not dismiss the negligence claims. Instead, it ruled that denial of a motion to dismiss was not yet a final appealable order, so those claims remained pending in trial court.
What This Means for Missouri Employees
This case demonstrates several important legal principles for workers facing workplace violence.
Employers May Be Responsible for Preventable Risks
If an employer knew or should have known about violent risks and failed to take reasonable precautions, negligence claims may be possible depending on the facts.
Workers’ Compensation Is Not Always the End of the Story
Employers often argue that workers’ compensation is the exclusive remedy. However, courts sometimes require factual development before deciding whether separate claims are barred.
Arbitration Agreements Must Be Valid
Not every arbitration agreement is enforceable. Employers may need to prove that workers actually reviewed, accepted, and signed the agreement.
Retaliatory Firing Can Create Additional Claims
If an employee is terminated after reporting violence, defending themselves, or participating in an investigation, additional legal claims may arise.
Can You Sue Your Employer for Being Assaulted at Work?
Potentially, yes. Common scenarios include:
Repeated threats ignored by management
Lack of security in a high-risk environment
Failure to respond to known violent employees or customers
Retaliation after reporting unsafe conditions
Termination after self-defense during an attack
Negligent hiring or negligent retention
These claims depend heavily on evidence, company policies, prior complaints, and applicable Missouri law.
What to Do After Workplace Violence in Missouri
If you were assaulted, injured, or fired after a violent workplace incident:
Seek medical attention immediately
Report the incident in writing
Preserve witness names, emails, texts, and video evidence
Request copies of termination or disciplinary records
Avoid signing legal documents without review
Contact an employment attorney promptly
Speak With a Missouri Workplace Violence Lawyer
If you were hurt or terminated after workplace violence, you may have more legal options than you realize. Claims can involve employment law, workers’ compensation, retaliation law, negligence, and contract issues.
Beck & Grant Law helps Missouri employees understand their rights after wrongful termination, retaliation, unsafe working conditions, and workplace injury disputes.
If you believe your employer has violated your rights, fill out this form, and an attorney will reach out to schedule a free consultation.
Frequently Asked Questions
Can I sue my employer if I was attacked at work?
Possibly. It depends on whether workers’ compensation applies exclusively and whether the employer acted negligently or unlawfully.
Can I be fired for defending myself during a robbery?
That depends on workplace policy, state law, and the circumstances. Wrongful termination claims may exist in some cases.
Is arbitration always enforceable?
No. Employers may need to prove a valid agreement was knowingly accepted.
How long do I have to file a claim in Missouri?
Deadlines vary based on the type of claim. Speak with an attorney quickly to protect your rights.
Disclaimer: This article is for informational purposes only and does not constitute legal advice. Reading this content or contacting Beck & Grant Law does not create an attorney-client relationship. Every case is different. Consult a qualified Missouri attorney regarding your specific situation.
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