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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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HIV Awareness and Support Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides a safe, inclusive, and supportive environment for service users and staff affected by HIV (Human Immunodeficiency Virus). This policy outlines best practices in awareness, infection control, confidentiality, and person-centred care, ensuring compliance with Care Inspectorate Wales (CIW) regulations and public health guidelines.

We are committed to:

• Reducing stigma and discrimination against individuals living with HIV.
• Ensuring service users receive high-quality care that meets their physical, emotional, and psychological needs.
• Providing staff with accurate information and training to support individuals effectively.
• Maintaining strict confidentiality and ensuring legal protections are upheld.
• Complying with infection control measures to prevent the spread of HIV and other bloodborne infections.

2. Scope

This policy applies to:

• Service users living with HIV who receive care from {{org_field_name}}.
• Families, carers, and advocates supporting individuals with HIV.
• All employees, including care workers, managers, and administrative staff.
• The Registered Manager and Responsible Individual, responsible for ensuring compliance.
• Healthcare professionals involved in HIV care and treatment plans.

3. Legal and Regulatory Framework

This policy aligns with:

• Regulation and Inspection of Social Care (Wales) Act 2016 (RISCA).
• The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017 (as amended), including the 2024 Amendment Regulations.
• Welsh Government statutory guidance for providers of care home and domiciliary support services (issued under section 29 RISCA; last updated 27 March 2024) and CIW guidance for providers.
• Social Services and Well-being (Wales) Act 2014 (well-being, voice and control, safeguarding duties).
• Social Care Wales Codes of Professional Practice (workers and employers) (most recent update 26 September 2025).
• Equality Act 2010 (HIV is protected as a disability from diagnosis; zero tolerance of discrimination/harassment and requirement for reasonable adjustments).
• Human Rights Act 1998 (privacy, dignity, autonomy and non-discrimination).
• Mental Capacity Act 2005 and (where applicable) Deprivation of Liberty Safeguards (DoLS) for any restrictions relating to care and support.
• UK GDPR and the Data Protection Act 2018 (special category health data; lawful basis; data minimisation; access control; retention). (Replace “Data Protection Act 2018 (GDPR)” wording with this.)
• Safeguarding legislation and guidance in Wales, including the Working Together to Safeguard People framework and Wales Safeguarding Procedures (as applicable).
• Health and Safety legislation relevant to domiciliary care (including risk assessment, COSHH, RIDDOR, sharps/clinical waste duties and safe systems of work).
• Public health health-protection legislation relevant to infection prevention and information sharing where required, including the Public Health (Control of Disease) Act 1984 and the Health Protection (Notification) (Wales) Regulations 2010 (note: HIV is managed clinically and through specialist services; any sharing by the service must still meet data protection and safeguarding rules).

4. Understanding HIV: Awareness and Education

HIV is a long-term manageable condition, and individuals living with HIV can lead healthy lives with appropriate antiretroviral treatment (ART). HIV is not transmitted through casual contact, and it should never be a barrier to receiving care.

Many people living with HIV who take effective treatment (ART) can achieve an undetectable viral load. Evidence-based clinical consensus recognises that an undetectable viral load means HIV is not sexually transmissible (U=U: Undetectable = Untransmittable). Staff must use this knowledge to reduce fear, challenge stigma, and support people to live well, while still applying standard infection prevention precautions for everyone.

4.1 Staff Training and Awareness

All staff receive training to:

• Understand HIV transmission, prevention, and treatment.
• Challenge myths and stigma associated with HIV.
• Ensure service users are treated with dignity and respect.
• Recognise the psychological and emotional impact of living with HIV.

How we manage this efficiently:

• HIV awareness training is provided during staff induction and updated annually.
• Workshops and e-learning modules ensure up-to-date knowledge.
• A designated HIV support lead is available for staff queries and concerns.

4.2 Reducing Stigma and Promoting Inclusivity

Individuals with HIV often face social stigma and discrimination. {{org_field_name}} is committed to:

• Ensuring a non-judgmental environment where service users feel safe.
• Providing staff with anti-discrimination training to prevent bias in care delivery.
• Using positive, non-stigmatising language when discussing HIV.
• Encouraging service users to disclose their status only if they feel comfortable.

How we manage this efficiently:

• Zero-tolerance policy on discrimination – any breaches result in disciplinary action.
• Staff are encouraged to use person-first language, e.g., “a person living with HIV” rather than “an HIV-positive person”.

5. Confidentiality and Data Protection

5.1 Protecting Personal Health Information

HIV status is confidential medical information and must be handled with strict privacy in line with GDPR and Data Protection laws.

• No staff member is permitted to disclose a service user’s HIV status without their consent.
• Records must be securely stored, and access is limited to those with a legitimate care-related need.
• Service users have the right to decide whether or not to disclose their HIV status.

How we manage this efficiently:

• Confidentiality agreements are in place for all staff.
• A secure electronic records system protects sensitive health data.

Access to information about a person’s HIV status must be restricted to a strict “need to know for care” basis. Any access, sharing, or discussion of HIV-related information must be necessary, proportionate, and recorded, including: what was shared, with whom, the reason, the lawful basis, and whether the individual was informed.

5.2 When Disclosure is Necessary

We will not disclose a person’s HIV status without their explicit consent unless there is a clear lawful basis to do so. Any sharing must be the minimum necessary and must be documented.
Information sharing may be necessary where:

• Safeguarding: there is a concern about abuse, neglect, exploitation, coercion, or serious harm, and sharing is required to protect the individual or others, in line with Welsh safeguarding guidance and procedures.
• Legal requirement: disclosure is required by a court order or other statutory requirement.
• Direct care (with lawful basis): limited relevant information is shared with health professionals directly involved in the person’s care only where there is a clear lawful basis (consent or another applicable lawful basis) and it is necessary for safe, coordinated support.

Where disclosure without consent is considered, the Registered Manager (or delegated senior) must:

1. seek appropriate professional advice (e.g., safeguarding lead / data protection lead),
2. share only what is necessary,
3. record the rationale and decision-making, and
4. inform the individual unless doing so would increase risk of harm or compromise an investigation.

6. Infection Prevention and Control

HIV is only transmitted through specific body fluids, and the risk of transmission in a care setting is extremely low. Universal Precautions (Standard Infection Control) should always be followed to protect staff and service users from all bloodborne infections.

6.1 Standard Infection Control Measures

All staff must:

• Wear gloves when handling body fluids or performing personal care tasks.
• Dispose of sharps safely in designated containers.
• Follow correct hand hygiene procedures at all times.
• Use single-use PPE (Personal Protective Equipment) where necessary.

How we manage this efficiently:

• Regular infection control audits ensure compliance.
• Mandatory infection control training is provided to all staff.

6.2 Safe Handling of Medication and First Aid

• Service users on ART (antiretroviral therapy) must receive their medication as prescribed.
• Care workers must follow medication management protocols.
• First aid procedures must be followed correctly, including using gloves and cleaning wounds carefully.

How we manage this efficiently:

• Medication administration records (MARs) are maintained for all service users on HIV treatment.
• Emergency protocols are in place for needle-stick injuries.

6.3 Spillages, clinical waste and hazardous waste

Staff must follow standard infection control precautions at all times and manage body-fluid spillages and waste safely. This includes:

• safe containment and cleaning of blood/body-fluid spillages using approved products and PPE;
• correct segregation, storage and disposal of clinical/hazardous waste and sharps in line with current health and safety requirements;
• ensuring appropriate PPE is available and used correctly; and
• reporting and recording incidents, near misses, and equipment failures so lessons are learned and risks are reduced.

6.4 Needlestick / sharps injury or blood/body-fluid exposure (staff action)

Any sharps injury or splash exposure must be treated as urgent and managed as follows:

1. Immediate first aid: encourage bleeding if punctured (do not suck), wash thoroughly with soap and water; for splashes rinse eyes/mouth immediately.
2. Report immediately to the manager/on-call and complete an incident record.
3. Risk assessment must be completed promptly and appropriate clinical advice sought.
4. Medical assessment: staff must attend urgent clinical assessment (e.g., ED/Occupational Health) for consideration of vaccinations, blood tests and post-exposure prophylaxis (PEP) where indicated.
5. Follow-up and support: the service will support follow-up appointments, testing schedules, and confidential wellbeing support.

7. Emotional and Psychological Support

Living with HIV can impact an individual’s mental health and emotional well-being. {{org_field_name}} ensures that service users have access to:

• Counselling and peer support groups.
• Mental health assessments and interventions if needed.
• Support in managing relationships, disclosure, and stigma.

How we manage this efficiently:

• A mental health lead provides emotional support referrals.
• Regular well-being checks ensure service users feel supported.

8. Supporting Service Users with HIV in Daily Care

Care workers should:

• Ensure individuals have access to nutritious meals, as diet plays a key role in managing HIV.
• Encourage medication adherence, ensuring ART is taken correctly.
• Support service users with attending medical appointments.
• Be alert to signs of opportunistic infections, referring concerns to healthcare providers.

How we manage this efficiently:

• Care plans include specific health management strategies for individuals with HIV.
• A named key worker is assigned to support each service user.

8.1 Safeguarding and vulnerability

Staff must be alert to increased risks linked to stigma, isolation, coercion or exploitation. If a service user discloses or presents indicators of abuse, neglect, exploitation, or self-neglect, staff must:

• respond in a trauma-informed, non-judgemental way;
• record the concern factually;
• report immediately in line with the service Safeguarding Adults/Children policy and Wales safeguarding guidance; and
• share information lawfully and proportionately where necessary to protect the person or others.

9. Staff Support and Occupational Health

9.1 Supporting Staff Who Have HIV

• HIV-positive staff members are protected under the Equality Act 2010.
• Reasonable adjustments are made to support their health needs.

9.2 Managing Workplace Exposure Risks

• In the unlikely event of a needle-stick injury, staff should seek immediate medical advice.
• PEP (Post-Exposure Prophylaxis) is available for staff if there has been potential exposure.

How we manage this efficiently:

• A confidential occupational health service is available for staff support.

The Registered Manager must ensure exposure incidents are reviewed for learning and risk reduction (equipment, training, lone working arrangements, reporting culture). Where an incident meets CIW notification thresholds (e.g., serious injury requiring professional treatment or other notifiable events), the service will follow CIW notification requirements and internal reporting processes.

10. Related Policies

This policy aligns with:

• Infection Prevention and Control Policy (DCW22)​.
• Equality, Diversity, and Inclusion Policy (DCW30)​.
• Confidentiality and Data Protection Policy (DCW34)​.
• Safeguarding Adults Policy (DCW13)​.

11. Policy Review

This policy will be reviewed annually or sooner if required due to legislative changes, business needs, or CIW updates. The Registered Manager and Responsible Individual are responsible for ensuring compliance.

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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.