Login

CH13-Safeguarding Adults from Abuse and Improper Treatment Policy

{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

CH13-Safeguarding Adults from Abuse and Improper Treatment Policy

Introduction

At {{org_field_name}}, we are fully committed to protecting adults in our care from all forms of abuse and improper treatment. This policy outlines our comprehensive approach to safeguard people using our services, in line with the Care Quality Commission (CQC) requirements and the Care Act 2014. Safeguarding our residents is a cornerstone of good care and a legal requirement under Regulation 13 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. We have a zero tolerance approach to abuse, unlawful discrimination, and improper restraint. All staff, volunteers, and associates must uphold this policy to ensure that every individual is safe, treated with dignity, and free from abuse or neglect at all times.

Policy Statement and Aims

Scope

This policy applies to all staff members, whether full-time, part-time, agency, bank or volunteers, and all others working at or visiting {{org_field_name}}. It covers all adults (age 18 or over) who have care and support needs and are using or visiting our service – including residents (whether in residential, nursing, or dementia units) and their family members or advocates. It extends to any location or activity under the auspices of {{org_field_name}}, including during outings or hospital transfers. Staff responsibilities outlined in this policy form part of their employment duties and contract – failure to comply may result in disciplinary action. We also expect any contractors or partner professionals on our premises to observe these safeguarding standards.

Definitions: For purposes of this policy, a “vulnerable adult” or “adult at risk” is an adult who has needs for care and support (for example due to age, disability or illness) and is therefore at risk of abuse or neglect if adequate safeguards are not in place. “Abuse” is defined as any act (or failure to act) that harms a person or violates their rights. This includes physical or emotional ill-treatment, sexual offences, financial exploitation, theft or misuse of property, neglect of care, and discrimination, as detailed in the Care Act and CQC regulations. Improper treatment refers to care practices that are unlawful or unethical – such as inappropriate restraint, coercion, humiliation, or care that ignores a person’s needs. All forms of abuse or improper treatment are unacceptable at {{org_field_name}}.

Types of Abuse and Neglect

Abuse can happen to anyone and may be perpetrated by people in positions of trust (staff or professionals), by other service users, by family or friends, or by strangers. It can occur in our care home, in the person’s own room, in communal areas, or in the community. The Care Act 2014 outlines ten categories of abuse that adults at risk may experience. Our staff are trained to understand and recognise all of these:

(Note: Other forms of harm not formally listed in the Care Act – such as cyberbullying, mate crime, or forced marriage – are also recognised. If staff encounter these or any new and emerging threats, they should respond with the same vigilance and report them. The overarching principle is that any conduct that harms an adult or violates their rights is a safeguarding matter.)

Roles and Responsibilities

Safeguarding adults is everyone’s responsibility at {{org_field_name}}. Clear lines of accountability ensure that concerns are addressed appropriately:

Preventing Abuse and Protecting People

Prevention is a primary objective of this policy – it is far better to stop abuse from occurring than to deal with it after the fact. {{org_field_name}} takes proactive steps to reduce the risk of abuse:

Importantly, all these measures are designed to be proportionate – balancing the need for safety with respect for each resident’s autonomy and rights. Interventions and safeguards are the least restrictive necessary, and always consider the person’s consent and wishes where possible (in line with the Mental Capacity Act 2005). If a resident lacks capacity to make decisions about their safety, we act in their best interests and involve appropriate representatives, while still doing as much as possible to involve the resident in decisions.

Recognising Signs of Abuse

All staff must remain alert to the possible indicators of abuse or neglect. Abuse can often be hidden or not immediately obvious. Staff should watch for things like: unexplained injuries or bruising; sudden changes in behavior or mood (e.g. becoming withdrawn, anxious, or fearful of certain people); signs of neglect such as weight loss, poor hygiene, or untreated medical issues; a resident appearing nervous when a particular caregiver is around; belongings or money going missing (possible financial abuse); or a resident hinting at mistreatment or expressing that something is wrong.

We provide guidance and training on specific signs associated with each type of abuse (for example, signs of financial abuse might include unusual bank withdrawals, and signs of psychological abuse might include low self-esteem or fearfulness). Visitors and family members are also encouraged to voice any concerns or observations; often those close to a person may notice subtle changes that staff might miss. We take all reports seriously. Even if a concern turns out not to be abuse, we would rather investigate and be sure.

If any person (staff, volunteer, family, visitor or other) suspects that a resident is being abused or is at risk of abuse, or if a resident discloses abuse, they must report it immediately – following the procedure in the next section. Remember that abuse is not always visible – trust your instincts if something feels wrong. It is better to report and be mistaken than to miss an opportunity to safeguard someone.

Also be aware that abuse can occur between residents (peer-on-peer abuse). For example, one resident might bully or physically harm another, or an individual with cognitive impairments might act inappropriately toward a peer. Such incidents are also safeguarding matters and must be reported and managed under this policy.

Reporting a Safeguarding Concern (Internal Procedure)

Immediate Action: If a staff member witnesses abuse or has reason to believe someone is at immediate risk of serious harm, they should ensure the safety of the person first – this may include calling emergency services (dial 999) if urgent medical attention is needed or if a crime is in progress. Remove the person from danger if possible and safe to do so. Then, report the situation without delay to the senior person on duty (e.g. shift leader or manager).

In all other cases (non-emergency suspicions or disclosures), staff must still act quickly:

  1. Report to Line Management: Inform the Safeguarding Lead ({{org_field_safeguarding_lead_name}}) or the senior manager on duty immediately – verbally or by phone. This initial report should happen as soon as possible, never later than the end of the shift. Follow up by completing a written incident report before going off duty, detailing all known information (what was observed or said, who was involved, when and where it occurred). The written report should stick to factual details and avoid assumptions.
  2. Preserve Evidence: If the suspected abuse might be a crime, try not to disturb any evidence. For example, for a physical assault, do not clean up injuries or wash clothes/bedding (unless necessary for the resident’s comfort, and if so, bag items for police). For financial concerns, secure documents or records that are relevant. Keep any messages or notes that are evidence of bullying or threats. The manager will guide on this, but initial staff on scene should be mindful of preserving evidence.
  3. Do Not Investigate Alone: Staff should not attempt to conduct their own investigation or question the alleged perpetrator. The role of staff is to report and ensure safety, not to interview witnesses – this is to avoid alerting a potential abuser or compromising an official inquiry. However, if a resident begins to tell you about abuse (disclosure), listen carefully and reassure them that they did the right thing telling you. Do not promise secrecy – explain that you will need to tell the appropriate manager to get them help. Use open questions if you need clarification (e.g. “Can you tell me more about what happened?”) but do not press the person for more details than they volunteer. Write down what was said as soon as possible in their own words.

If the allegation involves a staff member or volunteer: It must be reported to the Manager (or if it implicates the Manager, report directly to the Nominated Individual {{org_field_nominated_individual_first_name}} {{org_field_nominated_individual_last_name}}). The accused staff member should not be informed by the person receiving the allegation – the Manager will handle next steps (such as removing them from duty pending investigation). We will take necessary steps to ensure no further contact between the staff member and the alleged victim (e.g. suspension or assignment to non-care duties) during the investigation, to protect all parties.

If the allegation involves the Registered Manager or Nominated Individual: Staff should report directly to an external authority (e.g. the local authority Safeguarding Team or CQC) if they feel unable to report internally. The Whistleblowing Policy provides guidance for such scenarios. Contact details for external reporting are provided in this policy (see Key Contacts below). Staff can always seek advice from the local authority’s safeguarding helpline anonymously if needed.

All concerns should ultimately reach the Registered Manager or Safeguarding Lead immediately so that further action can be taken. Remember, time is of the essence – providers must take action as soon as they are alerted to suspected or actual abuse. Prompt reporting can literally save someone from continued harm.

External Reporting and Partner Agency Involvement

Once a concern is reported internally, the Registered Manager/Safeguarding Lead will decide on next steps, which usually include referring the matter to outside agencies:

Throughout the reporting and investigation process, confidentiality is maintained on a need-to-know basis. Details of the allegation are shared only with those who need to know in order to protect the adult and investigate (e.g. the Manager, Safeguarding Lead, involved authorities, and potentially the accused person at the right time). We handle information in line with data protection laws, but safety overrides data protection where necessary – meaning we will share information with safeguarding agencies if it is required to protect an adult from harm, even if the person has not given consent, if it is in their vital interests or to prevent a crime. We document any decisions to share or not share information.

Safeguarding and Mental Capacity

When dealing with safeguarding matters, it’s important to consider the mental capacity of the adult at risk, as per the Mental Capacity Act 2005. Some residents may lack capacity to make certain decisions about their safety or about accepting help. In such cases, we will act in the person’s best interests and involve relevant advocates or representatives (e.g. family or an Independent Mental Capacity Advocate) in accordance with the law. We never assume someone cannot communicate their views – we use appropriate communication aids or techniques to involve them as much as possible. If a person with capacity declines help or refuses to acknowledge abuse, this can be challenging – we respect their choices as far as possible, but will still report serious concerns to the authorities if necessary to protect them or others. The local authority will help determine how to proceed in such situations, balancing respect for the adult’s autonomy with the duty to protect. We also ensure any restraint or restrictions on a person who lacks capacity (for their safety) are carried out lawfully and in line with the Mental Capacity Act 2005 and its Codes of Practice. Where a person is, or may be, deprived of their liberty in a hospital or care home, we follow the Deprivation of Liberty Safeguards (DoLS); in other settings, we seek authorisation from the Court of Protection where required. A service user must not be deprived of their liberty for the purpose of receiving care or treatment without lawful authority. We will keep this policy under review in light of any future implementation of Liberty Protection Safeguards (LPS) and updated MCA guidance.

Safeguarding Training and Continuing Development

As noted, staff training is central to our safeguarding strategy. Key points about training include:

Our commitment is that everyone involved in the care home knows what abuse is, how to prevent it, and what to do if they suspect it. Through continuous learning, we maintain a vigilant and informed team.

Whistleblowing and Complaints

We strongly encourage a culture where staff feel empowered to raise concerns about malpractice, poor care, or abuse. Our Whistleblowing Policy (Public Interest Disclosure) provides a mechanism for staff to report concerns outside the normal management chain if needed. For instance, if a staff member has reported an issue internally but believes no adequate action was taken, or if the concern implicates senior management, they have the right (and responsibility) to escalate the matter to external bodies such as the local authority, CQC, or the police. We make the contact details for CQC and the local authority available for this purpose. No staff member will suffer any detriment for reporting a genuine concern in good faith. Whistleblowers are protected by law (Employment Rights Act 1996, as amended by the Public Interest Disclosure Act 1998).

Similarly, we treat any complaint from residents or families that suggests abuse or neglect as a safeguarding matter. Our Complaints Procedure is accessible and encourages people to voice dissatisfaction. If a complaint indicates potential abuse (for example, a family member complains about unexplained bruises on their relative, or a resident complains that a staff member shouted at them), the manager will initiate the safeguarding process in addition to the complaints resolution process. Safeguarding investigations take priority and the complaint investigation may be put on hold or merged with the safeguarding enquiry to ensure a proper and safe outcome. The complainant will be kept informed and supported.

We advertise these avenues (whistleblowing, complaints, and direct safeguarding reports) so that there are multiple ways for issues to be brought to light.

Key Safeguarding Contacts

For quick reference, the following are important contacts related to safeguarding at {{org_field_name}}:

(All phone numbers and emails above should be kept up-to-date. See the front page of this policy or the noticeboard for any updates. Staff are advised to save key numbers in an accessible place.)

Monitoring, Review, and Quality Assurance

Safeguarding is not a one-time task but an ongoing commitment. {{org_field_name}} ensures continuous improvement in our safeguarding practices through:

Policy Review: This policy is reviewed at least annually, or sooner if there are changes in legislation, CQC requirements, or lessons learned from incidents. The review is led by the Registered Manager and Safeguarding Lead, with input from staff and service users where appropriate. Changes are approved by the Nominated Individual. All staff are notified of updates and required to familiarise themselves with any revisions.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.

Leave a Reply

Your email address will not be published. Required fields are marked *