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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

The purpose of this policy is to promote a safe and supportive working environment for all employees at {{org_field_name}} by preventing abuse, harassment, and workplace violence. This policy establishes clear procedures for reporting, investigating, and managing incidents of abuse to ensure that staff feel safe, respected, and valued in their roles.

This policy aligns with:

• Care Inspectorate Wales (CIW) regulations, ensuring staff are protected from violence, discrimination, and abuse.
• The Regulation and Inspection of Social Care (Wales) Act 2016, which mandates that care providers must create safe working conditions.
• The Social Services and Well-being (Wales) Act 2014, which promotes well-being, dignity, and safeguarding.
• The Health and Safety at Work Act 1974, ensuring employers’ duty of care to protect staff.
• The Equality Act 2010, ensuring that staff are protected from harassment and discrimination.

This policy aims to:

• Prevent and reduce the risk of workplace abuse, including physical, verbal, emotional, and psychological abuse.
• Encourage early reporting and intervention to protect staff safety.
• Ensure compliance with safeguarding and legal obligations.
• Provide clear support mechanisms for affected staff.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, temporary, and agency staff.
• Volunteers, students, and contractors working at {{org_field_name}}.
• Visitors, including family members and external professionals interacting with staff.
• Incidents involving service users, ensuring safe working practices while respecting their rights.

This policy covers:

• Abuse prevention in the workplace.
• Risk assessments and safety measures.
• Procedures for reporting abuse or safety concerns.
• Support for affected employees.
• Legal and disciplinary actions in response to abuse.

3. Definitions of Workplace Abuse

At {{org_field_name}}, workplace abuse includes but is not limited to:

• Physical abuse – Hitting, pushing, spitting, or any form of violent assault.
• Verbal abuse – Insults, threats, aggressive shouting, or intimidation.
• Emotional abuse – Humiliation, manipulation, coercion, or bullying.
• Sexual harassment – Unwelcome sexual advances, inappropriate touching, or suggestive comments.
• Discrimination – Any unfair treatment based on race, gender, age, disability, religion, or sexual orientation.
• Financial abuse – Coercing staff into personal financial dealings.

4. Abuse Prevention and Staff Safety Measures

4.1 Workplace Risk Assessments

To proactively prevent workplace abuse, {{org_field_name}} conducts regular risk assessments to:

• Identify potential hazards (e.g., aggressive service users, unsafe environments).
• Assess the likelihood of workplace violence or abuse.
• Implement control measures, such as de-escalation techniques, panic alarms, and additional supervision.

Risk assessments are reviewed annually or whenever a significant incident occurs.

4.2 Staff Training and Awareness

All staff receive mandatory training on abuse prevention, workplace safety, and conflict resolution, including:

• Managing challenging behaviour from service users.
• Effective de-escalation strategies.
• Recognising signs of potential abuse or aggression.
• Personal safety techniques, including self-defence and escape strategies.
• Whistleblowing procedures and staff rights.

Training is refreshed annually, and competency is monitored through performance reviews.

4.3 Creating a Safe Working Environment

To ensure staff safety, {{org_field_name}} implements:

• Secure access control – Restricting unauthorised entry to the premises.
• Personal safety devices – Staff are equipped with panic alarms in high-risk areas.
• Visible CCTV monitoring in communal and high-risk areas.
• Adequate staffing levels to reduce lone working risks.
• Clear emergency response procedures for violent incidents.

4.4 Lone Working Safeguards

If a staff member is required to work alone, the following precautions apply:

• A risk assessment is conducted to determine potential hazards.
• The staff member must carry a personal alarm.
• Regular check-ins via phone or radio communication.
• Access to immediate support if they feel unsafe.

4.5 Service User Behaviour Management

To protect staff while maintaining service user rights, {{org_field_name}} follows:

• Positive Behaviour Support (PBS) strategies to manage challenging behaviours.
• Personalised care plans that identify behaviour triggers and de-escalation techniques.
• Involvement of family and professionals to address complex behavioural concerns.
• Use of non-restrictive interventions before considering legal interventions.

5. Reporting and Responding to Abuse

5.1 How to Report Workplace Abuse

If a staff member experiences or witnesses abuse, they must:

1. Ensure their immediate safety.
2. Report the incident to the Registered Manager or Safeguarding Lead immediately.
3. Complete an incident report detailing:
   • What happened, where, and when.
   • People involved or present.
   • Any injuries or harm caused.
   • Actions taken (e.g., emergency response, de-escalation).
4. If necessary, seek medical attention.

5.2 Investigation and Response

All reported abuse cases will be investigated promptly. The investigation includes:

• Reviewing CCTV footage and witness statements.
• Assessing risk factors to prevent recurrence.
• Offering support to affected staff.
• Taking appropriate legal or disciplinary action.

5.3 Support for Affected Staff

Any staff member who has experienced workplace abuse will receive:

• Immediate emotional support, including access to a confidential counselling service.
• Adjustments to work duties or environment if required.
• Ongoing follow-up from management to ensure well-being.

5.4 Disciplinary and Legal Action

If a staff member, visitor, or service user is found to have committed abuse, actions may include:

• Formal disciplinary procedures, including suspension or dismissal.
• Reporting to the police if a crime has been committed.
• Involvement of social services or CIW if safeguarding concerns arise.

6. Related Policies

This policy should be read in conjunction with:

• Safeguarding Adults from Abuse and Improper Treatment Policy.
• Lone Working and Staff Safety Policy.
• Whistleblowing (Speaking Up) Policy.
• Health and Safety at Work Policy.
• Equality, Diversity, and Inclusion Policy.
• Disciplinary and Grievance Policy.

7. Policy Review

This policy will be reviewed annually or sooner if there are changes in legislation, CIW regulations, or business needs. Regular audits and staff feedback will ensure continued effectiveness.

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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.