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Managing Anti-Social Behaviour Policy

1. Purpose

The purpose of this policy is to ensure that anti-social behaviour (ASB) within {{org_field_name}} is managed in a manner that safeguards the rights, dignity, and well-being of all individuals in our care, as well as staff and visitors. This policy is designed to provide clear guidance for preventing, responding to, and resolving incidents of anti-social behaviour in line with the Regulation and Inspection of Social Care (Wales) Act 2016, the Equality Act 2010, the Human Rights Act 1998, and current CIW expectations. At {{org_field_name}}, we recognise that some behaviours may be linked to cognitive impairment, mental health conditions, distress, or unmet needs. Therefore, our approach to managing ASB is trauma-informed, compassionate, and rooted in person-centred care.

2. Scope

This policy applies to all service users, employees, agency workers, volunteers, contractors, visitors, and any other persons on the premises. It addresses behaviours that may cause distress, fear, harm, or disruption to others, including physical aggression, verbal abuse, persistent shouting, intimidation, sexualised behaviour, damage to property, and discriminatory language or actions. It applies both to behaviours directed at others and actions that pose a risk to the well-being and environment of the home.

3. Related Policies

This policy should be read in conjunction with the following:
CHW07 – Person-Centred Care Policy
CHW08 – Dignity and Respect Policy
CHW11 – Safe Care and Treatment Policy
CHW13 – Safeguarding Adults from Abuse and Improper Treatment Policy
CHW18 – Risk Management and Assessment Policy
CHW24 – Management of Accidents, Incidents and Near Misses Policy
CHW25 – Notification of Other Incidents Policy
CHW27 – Staff Supervision, Training, and Development Policy
CHW30 – Equality, Diversity, and Inclusion Policy
CHW39 – Mental Capacity and Deprivation of Liberty Safeguards Policy

4. Policy Statement and Implementation

A. Definition and Recognition of Anti-Social Behaviour
Anti-social behaviour is defined as any action that causes or is likely to cause harassment, alarm, or distress to others. This may include acts of aggression, intimidation, verbal abuse, spitting, persistent disruption, and threatening behaviour. It may also include damage to property or acts that violate another person’s dignity, safety, or right to a peaceful living environment. In the care setting, ASB can result from frustration, cognitive impairment (e.g. dementia), mental health issues, unmet emotional or physical needs, or reactions to medication. Staff are trained to recognise that such behaviour is often a form of communication and requires an empathetic and professional response.

B. Prevention and Positive Behaviour Support
We adopt a proactive approach to preventing ASB by creating an environment that promotes inclusion, respect, engagement, and structured daily routines. Staff provide meaningful activities, sensory stimulation, personalised interactions, and opportunities for autonomy and choice. Behaviour that challenges is considered in the context of the person’s history, health status, preferences, and experiences. Each service user has a care plan that includes behaviour support strategies based on known triggers, de-escalation techniques, and positive reinforcement methods. This supports a culture of understanding rather than punishment.

C. Risk Assessment and Personal Plans
All service users undergo an individual risk assessment on admission and regularly thereafter. Where there is a known risk of anti-social or challenging behaviour, a Behaviour Risk Assessment and Positive Behaviour Support Plan is developed in collaboration with the person, their representative, and relevant professionals. This plan outlines early warning signs, known triggers, preferred calming strategies, safe intervention techniques, and contingency measures. Staff are required to familiarise themselves with the individual’s plan and update records after any significant behavioural incident.

D. Staff Training and Competency
All staff receive mandatory training in understanding behaviour that challenges, conflict resolution, de-escalation techniques, and trauma-informed care. Where relevant, staff may also receive training in the safe use of non-restrictive interventions in accordance with CHW39 – Mental Capacity and DoLS Policy. Staff are trained to remain calm, non-judgemental, and consistent in their response. Regular supervision and reflective practice sessions (CHW27) enable staff to review incidents and improve approaches.

E. Incident Management and Reporting
All incidents of anti-social behaviour are reported to the senior person on duty and recorded in the Behaviour Incident Log. The record includes the date, time, location, people involved, behaviour exhibited, staff response, and outcome. Serious incidents are escalated to the Registered Manager, who determines if further action is required under safeguarding (CHW13), health and safety (CHW16), or CIW notifiable incidents (CHW25). Where harm or distress is caused to another resident or staff member, immediate support is offered, and follow-up actions are agreed to prevent recurrence.

F. Support for Residents Involved in ASB
Residents displaying anti-social behaviour are not blamed or excluded. Instead, we seek to understand the cause and adjust their environment, care plan, or support level accordingly. This may include increased observation, mental health assessment, medication review, or input from the GP, psychiatrist, psychologist, or community learning disability or mental health team. Multi-disciplinary reviews are arranged to support a holistic and safe care approach. Where behaviours pose an ongoing risk, consideration is given to capacity, best interests, and legal safeguards under the Mental Capacity Act and DoLS framework.

G. Safeguarding and Protecting Others
Where anti-social behaviour poses a risk of abuse or harm to other residents, staff or visitors, appropriate safeguarding measures are implemented. All allegations or concerns of physical, emotional, sexual, or discriminatory abuse are reported in accordance with CHW13 and referred to {{org_field_local_authority_authority_name}} via {{org_field_local_authority_information_link}}. Protective strategies may include increased staffing, relocation within the home, environmental adjustments, or one-to-one supervision. Our duty of care extends to all residents and staff, and measures are balanced to protect the individual’s rights as well as the safety of others.

H. Family and Advocate Engagement
Families and advocates are informed and involved in cases where anti-social behaviour impacts on the person’s well-being, relationships, or risk profile. Meetings are arranged to share concerns, agree action plans, and promote shared understanding. Communication is always sensitive, respectful, and aimed at constructive problem-solving. Advocates are supported to represent individuals who may lack capacity or whose voices are harder to hear.

I. Partnership with External Agencies
We work closely with external agencies such as mental health services, social workers, community safeguarding teams, the police (in rare and proportionate circumstances), and CIW where appropriate. This collaborative approach ensures that we do not manage complex behaviour in isolation but draw on specialist expertise to inform care planning and legal compliance.

J. Monitoring, Learning, and Continuous Improvement
All ASB incidents are reviewed regularly by the Registered Manager to identify patterns, assess effectiveness of interventions, and implement improvements. Trends are analysed during quality assurance meetings and included in the Quality of Care Review. Lessons learned are shared with the staff team through briefings and supervision. Where restrictive practices have been used, these are critically reviewed to ensure compliance with human rights standards and CIW guidance.

5. Policy Review

This policy will be reviewed annually, or sooner in response to significant incidents, changes in legislation, or CIW inspection feedback. The Registered Manager is responsible for ensuring this policy reflects current best practice and supports a culture of dignity, safety, and compassion.

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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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