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Managing Adult Peoples Challenging Behaviour Policy

1. Purpose

The purpose of this policy is to provide a clear framework for managing behaviour that challenges in a way that promotes dignity, respect, and safety. It outlines how {{org_field_name}} will support people who display challenging behaviour due to cognitive impairments, mental health conditions, emotional distress, or environmental triggers. The policy ensures that staff are equipped with appropriate skills and that all actions taken are lawful, proportionate, and person-centred. Our commitment is to positive behavioural support, prevention, early intervention, and reduction of restrictive practices, in line with CQC regulations and the principles of the Care Act 2014.

2. Scope

This policy applies to all staff employed or contracted by {{org_field_name}}, including care workers, managers, support staff, agency staff, and volunteers. It also extends to any professional involved in the assessment or care planning of people who may exhibit challenging behaviour. The policy is applicable in all home care environments, including the individual’s private residence and any setting where {{org_field_name}} delivers care and support.

3. Related Policies

This policy must be read alongside the following policies to ensure a comprehensive understanding of roles, responsibilities, and interrelated procedures:

• CH07 – Person-Centred Care Policy: For guidance on tailoring care to individual needs and preferences
• CH08 – Dignity and Respect Policy: For safeguarding people’s dignity in all situations
• CH09 – Consent to Care Policy: To ensure lawful and respectful decision-making
• CH13 – Safeguarding Adults from Abuse and Improper Treatment Policy: To address risks of abuse during behavioural incidents
• CH16 – Health and Safety at Work Policy: For protecting staff and individuals
• CH18 – Risk Management and Assessment Policy: For conducting proactive risk assessments
• CH24 – Management of Accidents, Incidents, and Near Misses Policy: To report, investigate, and learn from behavioural events
• CH27 – Staff Supervision, Training, and Development Policy: To ensure ongoing staff competence
• CH28 – Staff Conduct and Code of Ethics Policy: To ensure professional and respectful behaviour
• CH39 – Mental Capacity and Deprivation of Liberty Safeguards Policy: For supporting individuals who may lack capacity

4. Policy Statement and Responsibilities

Understanding Behaviour
Challenging behaviour is not a diagnosis but a form of communication that signifies unmet needs, distress, or environmental misfit. Staff must adopt a compassionate, non-judgemental attitude and strive to identify underlying causes such as pain, confusion, frustration, sensory issues, or trauma. Behavioural analysis must involve observing patterns and triggers, and must be regularly documented in care records.

Assessment and Planning
A Behaviour Support Plan (BSP) must be developed for any individual who exhibits or is at risk of exhibiting challenging behaviour. The plan must be person-centred, developed in consultation with the person (where possible), their family or advocate, healthcare professionals, and the care team. The plan must include:

• Description of behaviours
• Identified triggers and early warning signs
• Positive interventions and preferred communication methods
• Risk management strategies and escalation steps
• Legal considerations (e.g., consent, capacity, DoLS) Plans must be reviewed at least biannually or after any serious incident.

Prevention and Proactive Support
The focus of care must be on preventing behavioural crises through consistent, supportive interactions and an environment that promotes well-being. Staff are expected to:

• Build trusting relationships with the person
• Provide choice, routine, and predictability
• Use communication aids or alternative formats as needed
• Adapt tasks and environments to reduce sensory overload or confusion
• Encourage independence and participation in meaningful activities

De-escalation Techniques
Staff must be trained in non-restrictive de-escalation techniques. This includes:

• Recognising and responding to early signs of agitation
• Speaking calmly, using simple and reassuring language
• Avoiding confrontation or escalation
• Giving personal space and time to self-regulate
• Using distraction, redirection, and negotiated outcomes
  All staff must avoid threats, coercion, or punitive responses.

Safe Intervention
Where there is a clear, immediate risk of serious harm, staff may use physical intervention—but only if:

• It is reasonable, proportionate, and necessary under the circumstances
• It is the least restrictive option
• It is approved and consistent with training
• It is documented in the person’s care plan (where anticipated)
• It is reported and reviewed in line with safeguarding and incident protocols
  Unlawful restraint, punishment, seclusion, or any degrading treatment is strictly prohibited and will result in disciplinary action and possible referral to external agencies.

Training and Competence
All staff will receive mandatory and refresher training on:

• Understanding behaviour as communication
• Positive Behaviour Support (PBS)
• Legal frameworks including Mental Capacity Act, Human Rights Act, and DoLS
• Risk management and safe intervention
  Staff will be assessed for competency and supported through supervision, reflective practice, and team debriefs.

Reporting and Reviewing Incidents
Any instance of challenging behaviour must be:

• Recorded in the care plan and incident reporting system
• Reported to line management and safeguarding leads
• Analysed through regular incident reviews
• Used as learning to update risk assessments and care plans
  In cases of injury or high-risk behaviour, incidents may also require notification to CQC and other relevant authorities.

Safeguarding and Rights
People we support must be safeguarded from any form of abuse or mistreatment. The use of restraint or control that is unnecessary or disproportionate will be treated as a safeguarding concern. The person’s views, rights, and liberty must be respected at all times, and staff must follow Regulation 13 and the Mental Capacity Act 2005 to ensure compliance.

Person-Centred Care and Consent
All care must be delivered with consent and in line with the individual’s preferences. If a person lacks capacity, best interest decisions must be made in partnership with appropriate representatives and in accordance with the law. Documentation must be clear, consistent, and auditable.

Dignity and Respect
We are committed to treating all individuals with dignity, even when their behaviour is challenging. This includes preserving privacy, avoiding labels or stigmatisation, and ensuring that interventions respect the person’s identity, culture, and personal choices.

Multi-Disciplinary Collaboration
We work alongside GPs, behaviour specialists, learning disability nurses, speech and language therapists, mental health teams, and families to develop and review behaviour strategies. Open communication and shared learning are essential to ensuring consistent and safe care.

Continuous Improvement
Incident data is analysed for patterns, emerging risks, and training needs. Staff are supported through reflective practice, supervision, and ongoing learning. Policy and practice are reviewed regularly to ensure alignment with current research, legislation, and regulatory expectations.

5. Policy Review

This policy will be reviewed annually, or earlier if changes in legislation, national guidance, or organisational practice occur. The Registered Manager and Nominated Individual are responsible for ensuring the review is completed, and any revisions are communicated to all staff.

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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}}
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