{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Use of Chaperones Policy

1. Purpose

The purpose of this policy is to ensure that all people supported by {{org_field_name}} receive care that upholds their dignity, respects their privacy, and supports their right to feel safe and secure at all times. The presence of a chaperone during certain care activities provides reassurance to the individual, safeguards both the person and the care worker, and promotes transparency and trust. This policy aims to ensure consistent application of chaperone use across the service and is compliant with Regulations 9 (Person-Centred Care), 10 (Dignity and Respect), 11 (Need for Consent), and 13 (Safeguarding from Abuse and Improper Treatment) of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014.

2. Scope

This policy applies to all staff employed or engaged by {{org_field_name}} including full-time, part-time, agency, bank, and volunteer workers who provide personal, intimate, or sensitive care in a home care setting. It also informs people we support, their families, and advocates of their rights to request a chaperone during care. This policy covers every scenario where the presence of a chaperone may be requested or deemed necessary, regardless of the gender, age, or capacity of the person supported.

3. Related Policies

The use of chaperones intersects with a range of other policies to ensure coordinated and consistent care practices. These include:

• CH07 – Person-Centred Care Policy: For tailoring chaperone use based on individual needs and preferences.
• CH08 – Dignity and Respect Policy: Ensures respect for individuals’ wishes and privacy during care.
• CH09 – Consent to Care Policy: Aligns with obtaining informed consent regarding chaperone presence.
• CH11 – Safe Care and Treatment Policy: Supports safe working practices and the prevention of harm.
• CH13 – Safeguarding Adults from Abuse and Improper Treatment Policy: Provides a preventative approach to protect individuals and staff.
• CH39 – Mental Capacity and Deprivation of Liberty Safeguards Policy: Ensures decisions involving chaperones are made appropriately for those lacking capacity.
• CH40 – Assisting with Personal Care Policy: Guides how to provide intimate care sensitively with chaperones.

4. Policy Statement and Principles

4.1 Person-Centred Consent
Every person we support has the right to choose whether a chaperone is present during care. We recognise the importance of informed consent and always seek permission before involving a chaperone. If a person lacks capacity, the decision to use a chaperone must be made in their best interest, in line with the Mental Capacity Act 2005. Where preferences are stated for a chaperone of a particular gender or identity, these must be respected wherever reasonably practicable.

4.2 When Chaperones Are Offered or Required
Chaperones must be offered in advance of any procedure or care interaction that could be perceived as intrusive or intimate, including but not limited to:

• Bathing or showering
• Toileting or continence care
• Dressing or undressing
• Personal hygiene and grooming in sensitive areas
• Administration of medication in intimate areas Chaperones may also be necessary when:
• An individual has previously expressed discomfort or anxiety
• A complaint or allegation has been made
• Care is provided by a new or lone worker
• Requested by the person supported or their family/representative

4.3 Who Can Be a Chaperone
Chaperones must be appropriately trained, competent, and have a current enhanced DBS check. Acceptable chaperones may include:

• Another care worker
• A team leader or senior carer
• A known and trusted advocate
• A family member, with the individual’s consent and provided it is appropriate to the care being given Staff should not assume that a relative or friend will act as a chaperone unless this has been explicitly agreed in advance.

4.4 Documentation and Record-Keeping
Every instance of a chaperone offer, acceptance, refusal, or presence must be recorded in the care notes. This should include:

• Name and role of the chaperone
• Reason for their presence
• The person’s decision and preferences
• Any observations or concerns raised during or after the care Accurate record-keeping ensures transparency and provides a protective measure in the event of complaints or safeguarding enquiries.

4.5 Safeguarding and Confidentiality
Chaperones play a critical role in upholding safeguarding principles under Regulation 13. They act as a witness, provide reassurance, and reduce the risk of inappropriate conduct. All chaperones must understand and respect confidentiality and only discuss the interaction with relevant professionals on a need-to-know basis. Any concerns raised by a chaperone must be reported in accordance with the CH13 Safeguarding Policy.

4.6 Staff Training and Responsibilities
All staff must receive induction and refresher training on the purpose and use of chaperones. Training includes:

• Recognising when a chaperone is appropriate
• Offering chaperones in a respectful and non-intrusive way
• Recording and reporting chaperone use appropriately
• Understanding consent and the Mental Capacity Act 2005 Supervisors and team leaders are responsible for ensuring staff follow this policy and offer chaperones in line with best practice. Spot checks and audits will assess adherence.

4.7 Monitoring and Review of Practice
The Registered Manager {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} and Nominated Individual {{org_field_nominated_individual_first_name}} {{org_field_nominated_individual_last_name}} are jointly responsible for monitoring the effectiveness of this policy. Audits, care plan reviews, and feedback from the people we support and their families will be used to assess performance. Where gaps or concerns are identified, further training or policy adjustments will be implemented.

5. Policy Review

This policy will be reviewed every 12 months, or sooner if prompted by:

• Legislative or regulatory changes
• CQC inspection feedback
• Safeguarding incidents
• Organisational learning and best practice developments

---

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.