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HCS24-Challenging Behaviour Management Policy

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Registration Number: {{org_field_registration_no}}

Challenging Behaviour Management Policy

1. Purpose

The purpose of this policy is to provide a consistent, safe, and person-centred framework for recognising, understanding, and supporting individuals whose behaviour may be perceived as challenging. At {{org_field_name}}, we are committed to promoting dignity, inclusion, and wellbeing for every person we support, and we recognise that behaviour is a form of communication that must be responded to with empathy, respect, and professionalism.

This policy is designed to guide staff in understanding triggers, reducing distress, and preventing escalation of behaviours that challenge, while ensuring safety and legal compliance. It is also intended to provide clarity and assurance to regulators, families, and partner agencies.

We uphold the principles of the Health and Social Care Standards, which state:

2. Scope

This policy applies to all staff working for {{org_field_name}}, including:

It applies to all situations in which people we support may display behaviour that challenges others, including verbal aggression, physical resistance, emotional outbursts, refusal of care, withdrawal, or behaviours that pose a risk to themselves or others.

3. Related Policies

This policy should be read in conjunction with:

3.1 Legal and regulatory framework

This policy must be read and applied in line with relevant legislation and regulatory requirements, including (but not limited to):

4. Policy Statement

At {{org_field_name}}, we believe that all behaviour has meaning and is often an expression of unmet need, discomfort, distress, trauma, or lack of communication. We do not label people as “challenging”, but rather acknowledge that our role is to understand and respond appropriately to behaviours that may challenge the service, staff, or others.

We commit to:

5. Definitions

6. Preventing Challenging Behaviour

Prevention is at the heart of our approach. We take steps to understand, anticipate, and reduce the likelihood of behaviour that challenges through:

6.1. Holistic and Person-Centred Planning

We work collaboratively with the person, their family, and other professionals to develop personal plans that reflect:

Each plan includes clear behavioural support strategies and is regularly reviewed.

Where any restriction may be used (including environmental restriction or physical intervention), the person’s plan must clearly evidence: the lawful basis (including capacity/consent considerations), the specific trigger/threshold for use, de-escalation attempts required first, the least restrictive option, maximum duration, who may authoriseter any significant incident and at least in line with personal planning review requirements.

6.2. Promoting Communication

Many challenging behaviours stem from unmet communication needs. We support people to express themselves through:

6.3. Environment and Routine

We ensure environments are calm, consistent, and suited to the person’s sensory needs. Predictable routines, clear expectations, and familiar carers reduce anxiety and build trust.

7. Recognising and Responding to Challenging Behaviour

When behaviour that challenges occurs, staff must respond using the following graduated approach:

7.1. Early Intervention and De-escalation

Staff are trained to recognise early warning signs (e.g., pacing, restlessness, vocal changes) and take proactive steps to de-escalate, such as:

7.2. Using Positive Behaviour Support (PBS)

Every person with recognised behaviour that challenges will have a PBS Plan as part of their personal plan. This will include:

7.3. Managing Immediate Risk

If behaviour escalates and poses a risk of harm:

7.4. Post-Incident Support and Review

After any significant behavioural incident:

Where an incident meets the Care Inspectorate notification criteria, the Registered Manager (or the on-call manager) must ensure the appropriate notification is submitted to the Care Inspectorate without delay and within the required timescales, in line with the current notification guidance for adult care services. Notifiable events may include (but are not limited to) the death of a person using the service, serious injury, serious accident or incident, allegations or concerns of abuse or harm, police involvement, significant service disruption, and allegations of staff misconduct. Where there is any uncertainty about whether an incident is notifiable, the Registered Manager must seek advice promptly and record the rationale for the decision made.

7.5 Duty of Candour

Where an unintended or unexpected incident occurs in the delivery of care and support that meets the criteria for the organisational Duty of Candour, {{org_field_name}} will follow the Duty of Candour procedure. This includes:

8. Staff Training and Competency

We ensure all staff receive:

Staff are not permitted to use physical intervention unless trained and authorised to do so. Use of force outside training and policy parameters is a safeguarding concern and will be dealt with accordingly.

9. Partnership Working

{{org_field_name}} works in collaboration with:

We take a multi-agency approach to planning and reviewing care for anyone with complex behavioural needs, ensuring support is comprehensive and coordinated.

10. Recording and Reporting

All incidents of behaviour that challenge must be recorded factually and respectfully.

Incident records must clearly state whether the event is notifiable to the Care Inspectorate and must document: (a) what notification was made (including the notification type/category), (b) who made it, (c) the date and time it was submitted, and (d) the Care Inspectorate reference/confirmation number (or other submission evidence). Where the incident is also a safeguarding/protection concern, staff must escalate it without delay in line with the Adult Support and Protection (Scotland) Act 2007 and local multi-agency adult protection procedures, and must record the actions taken (including referrals, advice received, and outcomes). Care Inspectorate notification requirements must be followed in parallel with adult protection procedures and must not replace them.

The report must include:

The Registered Manager ({{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}) is responsible for:

11. Quality Assurance and Learning

We promote a culture of learning, not blame. All incidents involving behaviour that challenges are reviewed as part of:

Lessons learned are used to update policies, training content, and risk assessments.

12. Safeguarding Considerations

Staff must be alert to the risk of:

If there is any concern that behaviour is a manifestation of abuse or distress caused by unmet needs, this must be escalated to the Safeguarding Lead ({{org_field_safeguarding_lead_name}}) immediately and the relevant safeguarding procedures followed.

13. Equality and Human Rights

{{org_field_name}} ensures that behaviour support strategies are not discriminatory and that all interventions:

Any use of restrictive practices is only applied after risk assessment, is reviewed regularly, and is the least restrictive option possible.

14. Policy Review

This policy will be reviewed annually or sooner if there are:

The Registered Manager and Nominated Individual are responsible for coordinating reviews and ensuring changes are communicated and implemented.

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.

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