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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Staff Safety and Abuse Prevention Policy

1. Purpose This policy outlines {{org_field_name}}’s commitment to ensuring the safety, security, and well-being of all staff while preventing and responding to incidents of abuse. It aligns with CQC regulations, the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, and the Equality Act 2010. The policy aims to foster a culture of safety, respect, and zero tolerance towards abuse in the workplace.

2. Scope This policy applies to all employees of {{org_field_name}}, including full-time, part-time, bank, agency staff, contractors, and volunteers. It covers the prevention, identification, reporting, and management of abuse against staff members from colleagues, the people we support, visitors, or external parties.

3. Legal and Regulatory Framework

• Regulation 13 – Safeguarding Service Users from Abuse and Improper Treatment: Ensures staff operate in an environment free from abuse and improper treatment.
• Health and Safety at Work Act 1974: Imposes a duty on employers to ensure a safe working environment.
• Equality Act 2010: Prevents discrimination and harassment in the workplace.
• Employment Rights Act 1996: Protects employees from unfair treatment and dismissal.
• Care Act 2014: Emphasises safeguarding principles in care environments.

4. Staff Safety Responsibilities

• Employer Responsibilities:
  • Ensure risk assessments identify potential safety hazards and abuse risks.
  • Provide appropriate training on handling aggression and conflict resolution.
  • Implement strict policies for dealing with incidents of abuse.
  • Support staff through counselling, reporting mechanisms, and debriefing sessions.
• Employee Responsibilities:
  • Report any incidents of abuse or unsafe situations promptly.
  • Follow established safety procedures and de-escalation techniques.
  • Treat colleagues, the people we support, and visitors with respect and professionalism.
  • Engage in safety and abuse prevention training as required.

5. Preventing Abuse Against Staff

• Zero-Tolerance Policy: Any form of physical, verbal, emotional, or sexual abuse towards staff will not be tolerated.
• Training and Awareness:
  • Staff receive mandatory training on recognising and responding to abuse.
  • De-escalation techniques and conflict resolution are included in training programmes.
  • Awareness sessions on rights and protections against workplace abuse.
• Secure Working Environment:
  • Adequate staffing levels to prevent lone working risks.
  • Emergency alarm systems and safe rooms for staff protection.
  • CCTV in appropriate areas to deter aggression and violence.
• Code of Conduct: Clear guidelines on expected behaviour from staff, the people we support, and visitors.

6. Identifying Abuse Against Staff

• Types of Abuse Staff May Face:
  • Physical Abuse: Assault, pushing, hitting, spitting, or throwing objects.
  • Verbal Abuse: Threats, insults, demeaning language, or aggressive shouting.
  • Sexual Harassment or Abuse: Unwanted advances, inappropriate comments, or physical contact.
  • Emotional or Psychological Abuse: Bullying, intimidation, or gaslighting.
  • Discriminatory Abuse: Harassment based on race, gender, disability, or other protected characteristics.
  • Financial Abuse: Pressure to provide financial information, theft, or coercion.
• Signs of Abuse Against Staff:
  • Fear or reluctance to attend work.
  • Anxiety, stress, or emotional distress.
  • Physical injuries or unexplained absences.
  • Changes in performance or behaviour.

7. Reporting and Responding to Abuse

• Immediate Response:
  • Ensure the safety of the affected staff member.
  • Seek medical attention if necessary.
  • Report the incident to a line manager or the Registered Manager:
    • Verbally report the concern immediately to a staff member.
    • Send an email detailing the concern to the Registered Manager at: {{org_field_registered_manager_email}}.
    • Call the office to inform the Registered Manager or Safeguarding Lead at {{org_field_phone_no}}.
    • If the concern arises out of office hours, call the out-of-hours phone number: {{out_of_hours}}.
• Internal Reporting Procedures:
  • Staff must complete an incident report within 24 hours.
  • Confidential discussions with HR or a designated safeguarding officer.
  • Investigation led by senior management.
• External Reporting:
  • Police involvement in cases of criminal abuse.
  • CQC notification under Regulation 18 – Notification of Other Incidents.
  • Local safeguarding boards and professional bodies informed if required.
• Support for Affected Staff:
  • Access to counselling and well-being services.
  • Temporary leave or alternative duties if needed.
  • Mediation or legal support where appropriate.

8. Managing Aggressive or High-Risk Individuals

• Risk Assessments:
  • Individual risk assessments for people with a history of aggression.
  • De-escalation plans and behaviour management strategies.
• Behavioural Agreements:
  • Contracts outlining expected behaviour from the people we support and visitors.
  • Consequences of aggressive behaviour clearly defined.
• Intervention Strategies:
  • Use of de-escalation techniques before incidents escalate.
  • Involvement of multidisciplinary teams where necessary.
  • Temporary or permanent removal from the service in extreme cases.

9. Lone Working Safety Measures

• Lone Working Risk Assessment:
  • Identifying situations where lone working may increase risk.
  • Staff given appropriate training in handling difficult situations.
• Communication Protocols:
  • Regular check-ins with managers during lone working shifts.
  • Access to panic alarms or emergency response buttons.
• Incident Procedures:
  • Immediate escalation of concerns to management.
  • Use of buddy systems where possible.

10. Training and Awareness

• Mandatory Staff Training:
  • Conflict resolution and de-escalation techniques.
  • Recognising signs of abuse and reporting procedures.
  • Personal safety and risk management strategies.
• Refresher Training: Conducted annually or as required based on incident trends.
• New Employee Induction:
  • Covers workplace safety, reporting abuse, and professional boundaries.
  • Awareness of company policies regarding abuse prevention.

11. Documentation and Compliance

• Incident Reports:
  • All reported abuse cases must be documented accurately.
  • Records stored securely in accordance with GDPR and Data Protection Act 2018.
• CQC Notifications:
  • Serious incidents must be reported as required under CQC’s statutory notification guidance.
  • Compliance audits conducted to ensure policies are followed.
• Policy Review and Updates:
  • Regular audits to assess effectiveness of abuse prevention measures.
  • Policy updated annually or sooner if new risks or regulations emerge.

12. Related Policies

• CH13-Safeguarding Adults from Abuse and Improper Treatment Policy
• CH16-Health and Safety at Work Policy
• CH23-Lone Working and Staff Safety Policy
• CH28-Staff Conduct and Code of Ethics Policy
• CH32-Handling and Prevention of Bullying and Harassment Policy
• CH34-Confidentiality and Data Protection (GDPR) Policy

13. Policy Review

• This policy will be reviewed annually or earlier if new legislation, business needs, or CQC guidance necessitate changes.
• Feedback from staff and audit results will be incorporated into policy improvements.

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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.