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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 and Commitment

The purpose of this policy is to ensure that {{org_field_name}} takes all reasonably practicable steps to protect the health, safety and welfare of staff while they are at work and to prevent and appropriately respond to work-related violence, aggression, abuse, harassment, sexual harassment, discrimination and other reasonably foreseeable risks.

{{org_field_name}} recognises its duties under the Health and Safety at Work etc. Act 1974 to ensure, so far as is reasonably practicable, the health, safety and welfare at work of its employees and to conduct its undertaking so that people who are not employees are not exposed to risks to their health or safety. These duties are supported by the Management of Health and Safety at Work Regulations 1999, including the requirement to undertake suitable and sufficient risk assessments and to establish effective arrangements for the planning, organisation, control, monitoring and review of preventative and protective measures.

{{org_field_name}} will take reasonable steps to prevent sexual harassment of employees in the course of their employment in accordance with section 40A of the Equality Act 2010, as inserted by the Worker Protection (Amendment of Equality Act 2010) Act 2023. This includes considering risks arising from interactions with colleagues, service users, relatives, representatives, contractors and other third parties encountered in connection with work.

This policy also supports compliance with the Health and Social Care Act 2008 and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, including Regulation 12 (Safe care and treatment), Regulation 17 (Good governance) and Regulation 18 (Staffing). In particular, {{org_field_name}} will assess, monitor and mitigate risks arising from the carrying on of the regulated activity, including risks to staff and other people who may be affected.

Where an incident meets the statutory reporting criteria, {{org_field_name}} will comply with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR).

This policy should be read alongside the organisation’s Safeguarding Policy, Lone Working Policy where separate, Equality, Diversity and Inclusion Policy, Sexual Harassment Policy where separate, Whistleblowing Policy, Grievance Policy, Disciplinary Policy, Health and Safety Policy, Incident Reporting Policy and any other relevant operational procedures.

2. Scope

This policy applies to all employees, including care staff, administrative staff, volunteers, contractors, and agency workers. It covers:

• Prevention of abuse and harassment.
• Reporting and responding to abuse.
• Risk assessments and safety planning.
• Training and support for staff.
• Monitoring and evaluation of safety practices.

The policy applies across all domiciliary care settings, including staff working in service users’ homes, the office environment, and during travel between care visits.

3. Policy Statement

{{org_field_name}} is committed to providing and maintaining, so far as is reasonably practicable, a working environment in which staff are protected from reasonably foreseeable risks to their health, safety and welfare, including violence, aggression, abuse, threats, harassment, sexual harassment and discrimination.

Abuse, violence, harassment and discriminatory behaviour towards staff will not be treated as an acceptable or inevitable part of working in domiciliary care. Appropriate action will be taken regardless of whether the behaviour originates from a service user, relative, representative, visitor, member of staff, agency worker, contractor or other third party.

{{org_field_name}} will:

• identify hazards and undertake suitable and sufficient assessments of risks to staff and other people who may be affected by its work activities;
• implement reasonably practicable measures to eliminate identified risks where possible and otherwise reduce and control those risks;
• assess foreseeable risks of violence, aggression, harassment and sexual harassment arising from domiciliary care work, including lone working and contact with service users and third parties;
• take reasonable steps to prevent sexual harassment of employees in the course of their employment;
• provide staff with appropriate information, instruction, training, supervision and support to enable them to work safely;
• ensure that staff know how to obtain assistance and what action to take where there is serious or imminent danger;
• encourage prompt reporting of incidents, near misses, threats, harassment and safety concerns and ensure that staff are not discouraged from reporting;
• investigate incidents proportionately, identify contributing factors and take action to prevent recurrence;
• review relevant risk assessments and control measures following significant incidents, changes in circumstances or information indicating that existing controls may no longer be effective;
• make statutory reports to the relevant authority where legally required, including reports under RIDDOR where the applicable criteria are met;
• provide appropriate support to staff affected by incidents; and
• monitor staff-safety information through the organisation’s governance arrangements and use the findings to improve safety.

Nothing in this policy requires a member of staff to remain in a situation where there is a serious and imminent risk to their health or safety. Staff must follow the organisation’s emergency and escalation procedures and seek assistance where required.

4. Understanding Abuse and Safety Risks

4.1 Definition of Abuse

Abuse refers to any act that causes harm, distress, or violation of an individual’s rights. It can be physical, emotional, psychological, sexual, financial, or discriminatory. In the context of staff safety, abuse can originate from service users, colleagues, or external individuals.

4.2 Types of Abuse

• Physical Abuse: Hitting, pushing, or any form of physical harm.
• Emotional or Psychological Abuse: Intimidation, threats, or verbal harassment.
• Sexual Abuse: Unwanted sexual advances or inappropriate comments.
• Financial Abuse: Theft, fraud, or exploitation.
• Discriminatory Abuse: Harassment based on race, gender, religion, or other characteristics.
• Organisational Abuse: Poor practices, policies, or procedures that compromise staff safety.

4.3 Safety Risks

Safety risks include:

• Unsafe working environments.
• Aggressive behaviour from service users or their families.
• Inadequate staffing or lone working conditions.
• Lack of appropriate training and resources.
• Exposure to infectious diseases without proper PPE.

5. Prevention Strategies

5.1 Risk Assessment

{{org_field_name}} will undertake suitable and sufficient assessments of the risks to the health and safety of employees arising from their work and of risks to other people who may be affected by the organisation’s activities. Risk assessments will be undertaken by persons who have the necessary knowledge, skills and competence and will identify appropriate preventative and protective measures.

Risk assessment relevant to domiciliary care will include, where applicable:

• risks associated with a service user’s assessed needs, behaviour, health conditions or known history of violence, aggression or harassment;
• risks arising from relatives, representatives, visitors or other people who may be present at the service user’s home;
• lone working and the availability of assistance in an emergency;
• environmental risks within and around the service user’s home;
• access to and departure from the property;
• travel-related risks associated with work activities;
• moving and handling;
• infection prevention and exposure to biological hazards;
• hazardous substances;
• animals, smoking, drugs, alcohol or weapons where these present a reasonably foreseeable risk;
• sexual harassment and other harassment risks, including those arising from contact with service users and other third parties;
• risks arising from working at particular times or in particular locations; and
• any other hazards identified through referral information, previous incidents, staff reports, care planning or ongoing monitoring.

Where a significant risk is identified, the assessment will specify the control measures required. These may include two-person visits, changes to visit arrangements, additional supervision, communication or alarm arrangements, changes to the care plan, involvement of relevant professionals, or other measures necessary to reduce the risk so far as is reasonably practicable.

Relevant safety information and control measures will be communicated to staff who may be exposed to the identified risk before they undertake the relevant work, subject to lawful information-sharing and confidentiality requirements.

Risk assessments will be reviewed:

• when there is reason to suspect that the assessment is no longer valid;
• following a significant incident or near miss;
• when there has been a significant change in the matters to which the assessment relates;
• when new information about a hazard or individual risk becomes available; and
• at appropriate intervals as part of ongoing care planning and health and safety monitoring.

Where the organisation employs five or more employees, the significant findings of health and safety risk assessments, including the groups of employees identified as being especially at risk, will be recorded as required by law.

5.2 Safe Working Practices

Safe working practices include:

• Avoiding lone working where possible.
• Maintaining clear communication channels with supervisors.
• Using personal protective equipment (PPE) appropriately.
• Following infection control procedures.
• Encouraging staff to report hazards immediately.

5.3 Staff Training

All staff receive training on:

• Recognising and responding to abuse.
• De-escalation techniques.
• Conflict resolution strategies.
• Safe moving and handling practices.
• Emergency response procedures.

5.4 Prevention of Sexual Harassment

{{org_field_name}} recognises its statutory duty to take reasonable steps to prevent sexual harassment of employees in the course of their employment.

For the purpose of this policy, sexual harassment means unwanted conduct of a sexual nature which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

The organisation will consider foreseeable sexual-harassment risks arising from the nature of domiciliary care work. This includes risks associated with staff:

• working alone in private homes;
• providing close or intimate personal care;
• working with service users whose health conditions may affect behaviour or inhibition;
• having regular contact with relatives, representatives, visitors or other third parties;
• working during evenings or nights;
• working in isolated locations; and
• being exposed to previous or known inappropriate sexual comments, conduct or behaviour.

Reasonable preventative measures will be determined according to the circumstances and risks identified and may include:

• clear standards of acceptable behaviour;
• appropriate staff information and training;
• risk assessment and care-planning controls;
• arrangements for staff to summon assistance;
• alternative staffing arrangements, including two-person visits where required by the assessed risk;
• clear reporting routes;
• prompt investigation of concerns;
• action to prevent recurrence; and
• monitoring for patterns or repeated concerns.

Staff are expected to report sexual harassment, attempted sexual harassment and situations in which they reasonably believe there is a risk of sexual harassment so that appropriate preventative and corrective action can be taken.

A complaint will not be dismissed merely because the alleged perpetrator is a service user, relative, representative or other third party. Where a service user’s health condition, disability or cognitive impairment is relevant to their behaviour, this will be considered when determining an appropriate response, but the organisation will continue to assess and manage the risk to staff.

6. Reporting and Responding to Abuse

6.1 Reporting Procedures

Staff are encouraged to report abuse promptly through:

• Immediate verbal reporting to line managers.
• Completing an incident report form.
• Using confidential reporting channels if preferred.
• Reporting safeguarding concerns directly to the designated safeguarding lead (DSL).

6.2 Responding to Reports

When an incident, allegation or safety concern is reported, {{org_field_name}} will take prompt and proportionate action according to the nature and seriousness of the concern.

The person receiving the report must first consider whether anyone is at immediate risk of harm. Where there is a serious or imminent danger, appropriate emergency arrangements must be followed and emergency services contacted where necessary.

The manager or other designated responsible person will:

• ensure that immediate safety and medical needs are addressed;
• obtain and preserve relevant information and evidence where appropriate;
• record the incident in accordance with the organisation’s incident-reporting procedures;
• assess whether immediate changes to working arrangements, the care plan or risk assessment are required;
• determine whether the matter constitutes a staff health and safety incident, safeguarding concern, disciplinary or grievance matter, whistleblowing concern, alleged criminal offence or a combination of these;
• refer safeguarding concerns to the relevant local authority or other safeguarding body where the statutory safeguarding criteria are met;
• contact the police or other emergency service where appropriate, including where there is immediate danger or where an alleged criminal offence requires police involvement;
• investigate the matter fairly and proportionately in accordance with the relevant organisational procedure;
• provide appropriate support to affected staff;
• consider whether any service user risk assessment or care plan requires immediate amendment;
• consider whether other staff may be exposed to the same or a similar risk;
• identify and implement preventative or corrective action; and
• consider whether any statutory notification or report is required, including a report under RIDDOR or a notification to CQC where the applicable legal notification criteria are met.

Safeguarding referrals and CQC notifications will be made where the statutory criteria for those processes are met; they will not be used as substitutes for the organisation’s separate duties to manage risks to employees under health and safety and employment legislation.

The outcome, actions taken and any required review of risk controls will be documented.

6.3 Whistleblowing

{{org_field_name}} supports the right of workers to raise concerns in the public interest and will comply with the statutory protections applying to qualifying and protected disclosures under the Employment Rights Act 1996, as amended.

A worker who makes a protected disclosure must not be subjected to unlawful detriment because they have made that disclosure. Employees are also protected from dismissal where the dismissal is because they made a protected disclosure.

Staff may raise concerns through the organisation’s Whistleblowing Policy where they reasonably believe that information tends to show a relevant wrongdoing covered by the statutory protected-disclosure framework.

From 6 April 2026, the statutory framework expressly includes disclosures that sexual harassment has occurred, is occurring or is likely to occur.

Staff must be informed of:

• how to raise a whistleblowing concern internally;
• the person or role to whom concerns should be reported;
• alternative escalation arrangements where the concern involves the usual reporting person;
• how concerns will be considered;
• the requirement to maintain confidentiality so far as reasonably practicable and lawful; and
• the circumstances in which a protected disclosure may be made to an appropriate prescribed person or body.

The organisation will not use confidentiality provisions or internal procedures to prevent a worker from making a disclosure that is protected by law.

This section must be read together with the organisation’s full Whistleblowing Policy.

6.4 RIDDOR Reporting

{{org_field_name}} will comply with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR).

The responsible person will determine whether an incident arising out of or in connection with work is reportable to the relevant enforcing authority.

Work-related violence may be reportable under RIDDOR where it results in:

• the death of a worker;
• a specified injury to a worker; or
• a physical injury to a worker that results in the worker being unable to perform their normal work duties for more than seven consecutive days, excluding the day of the accident but including weekends and rest days.

Where a work-related injury results in a worker being incapacitated for more than three consecutive days but does not meet the over-seven-day reporting threshold, the organisation will retain the record required by RIDDOR.

Other reportable injuries, occupational diseases and dangerous occurrences will be reported where the applicable RIDDOR criteria are met.

The Registered Manager or other person formally designated by {{org_field_name}} will ensure that:

• potential RIDDOR incidents are identified promptly;
• reports are submitted to the appropriate enforcing authority within the applicable statutory timescale;
• required records are retained for the statutory period;
• the incident is investigated;
• relevant risk assessments and control measures are reviewed; and
• preventative action is implemented where required.

Internal incident reporting does not replace the statutory RIDDOR reporting requirement.

7. Supporting Staff After Incidents

7.1 Immediate Support

Following an incident, staff receive immediate support, including:

• Access to first aid if needed.
• Emotional support from line managers.
• Debriefing sessions to discuss the incident.
• Guidance on next steps and available resources.

7.2 Ongoing Support

Ongoing support includes:

• Counselling services through employee assistance programmes.
• Adjustments to work schedules if necessary.
• Regular follow-up meetings with managers.
• Access to peer support networks.

8. Managing Aggressive or Abusive Behaviour

8.1 Service User Behaviour Management

We adopt a proactive approach to managing challenging behaviour from service users, including:

• Developing behaviour management plans tailored to individual needs.
• Using positive behaviour support strategies.
• Training staff in de-escalation techniques and non-violent crisis intervention.
• Conducting regular reviews of challenging behaviour incidents.

8.2 Refusing Care

If a service user poses a significant risk to staff safety, we reserve the right to:

• Review and adjust the care plan.
• Involve healthcare professionals and safeguarding authorities.
• Withdraw services if risks cannot be managed safely.
• Ensure staff are supported throughout the decision-making process.

9. Lone Working and Travel Safety

9.1 Lone Working Policy

Lone working will only be undertaken where the risks have been assessed and can be adequately controlled. Lone working will not automatically be regarded as unsafe; however, the organisation will identify hazards associated with working alone and implement measures necessary to reduce risks so far as is reasonably practicable.

Before allocating lone-working duties, {{org_field_name}} will consider, where relevant:

• the nature of the care being provided;
• the service user’s assessed needs and behaviour;
• any known history of violence, aggression, harassment or sexual harassment;
• risks presented by relatives, representatives, visitors or other people who may be present;
• the home and surrounding environment;
• the time and duration of the visit;
• access to and departure from the property;
• whether the worker can safely carry out the task alone;
• the worker’s competence, training and any relevant individual circumstances;
• the availability of communication and emergency assistance; and
• whether two or more staff are required to reduce an identified risk.

Suitable lone-working control measures will be determined according to the risk and may include:

• scheduled check-in and check-out arrangements;
• reliable means of communication;
• escalation procedures for missed check-ins;
• emergency contact arrangements;
• personal alarms or lone-worker devices where identified as an appropriate control measure;
• access to relevant risk information before the visit;
• two-person visits;
• changes to visit timing or location; and
• withdrawal from an unsafe situation.

Staff will be given clear instructions on the action to take if they believe that a situation presents a serious or imminent danger. Staff must not be required to remain in an environment where they reasonably believe that doing so would expose them to serious and imminent danger.

Lone-working arrangements and associated risk assessments will be reviewed following relevant incidents, near misses, changes in circumstances or where there is reason to believe that existing controls are no longer adequate.

9.2 Travel Safety

Staff traveling between care visits are advised to:

• Use well-lit routes and avoid isolated areas.
• Keep mobile phones charged and accessible.
• Report any safety concerns immediately.
• Follow safe driving practices and adhere to company vehicle policies.

10. Training, Competency, Supervision and Support

10.1 Induction and Role-Specific Training

All staff will receive induction and role-appropriate information, instruction and training necessary to enable them to carry out their duties safely and competently.

Training relevant to this policy will be determined through risk assessment and the worker’s role and may include:

• health and safety responsibilities;
• recognising, preventing and responding to violence, aggression and abuse;
• safeguarding procedures;
• prevention, recognition and reporting of harassment and sexual harassment;
• lone-working procedures;
• personal safety;
• incident and near-miss reporting;
• emergency and escalation procedures;
• de-escalation and conflict management where relevant to the role;
• safe moving and handling;
• infection prevention and control;
• use of safety equipment or communication devices provided for the role; and
• relevant whistleblowing and reporting procedures.

Training will be provided during working hours where required by health and safety legislation and at no cost to the employee.

Staff will not be allocated tasks for which they have not received the information, instruction, training and support necessary to perform them safely.

10.2 Ongoing Competency, Supervision and Appraisal

In accordance with Regulation 18 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, persons employed in the provision of a regulated activity will receive appropriate support, training, professional development, supervision and appraisal as necessary to enable them to carry out the duties they are employed to perform.

{{org_field_name}} will:

• assess competence where this is necessary for safe practice;
• provide refresher or additional training when required by risk assessment, changes in practice, incidents, identified competency concerns or changes in legislation or guidance;
• provide appropriate supervision and appraisal;
• address identified gaps in knowledge, skill or competence;
• maintain appropriate records of training, competency, supervision and appraisal; and
• review whether staff have received and understood relevant safety information and procedures.

Where an incident identifies a possible training or competency deficit, this will be assessed and appropriate action taken before the staff member undertakes the relevant activity unsupervised where continued unsupervised practice would create an unacceptable risk.

11. Record-Keeping and Documentation

11.1 Incident and Safety Records

{{org_field_name}} will maintain accurate, appropriate and sufficiently detailed records concerning staff-safety incidents, allegations, near misses and identified risks.

Records will include, where relevant:

• the date, time and location of the incident;
• the people involved;
• a factual description of what occurred;
• any injury, harm or immediate safety concern identified;
• immediate actions taken;
• persons or organisations notified;
• medical or emergency assistance provided;
• safeguarding, police, RIDDOR or other external referrals or reports where applicable;
• investigation findings;
• changes to risk assessments, care plans or working arrangements;
• support offered or provided to affected staff;
• corrective and preventative actions;
• responsible persons and completion dates; and
• follow-up and review outcomes.

Records must distinguish factual information from opinion or allegation where this is relevant.

11.2 Security, Confidentiality and Retention

Records relating to this policy will be stored securely and will only be accessed, used, amended, shared, retained or destroyed by authorised persons and in accordance with applicable data protection, confidentiality, employment, health and safety and care-regulation requirements.

Electronic records will be protected by appropriate access controls and paper records will be stored securely.

Records required for the purposes of governance under Regulation 17 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 will be accurate, complete and maintained securely.

Records required under RIDDOR will contain the prescribed information and be retained for at least the applicable statutory retention period.

Information relating to an incident will be shared internally and externally only where there is a lawful basis and where sharing is necessary and proportionate, including where information must be provided to an enforcing authority, safeguarding body, CQC, police or other competent authority.

Retention periods will be specified in and managed in accordance with the organisation’s Records Management and Data Protection policies and any applicable statutory retention requirements.

12. Communication and Collaboration

12.1 Internal Communication

Effective communication among staff ensures timely reporting and response. This includes:

• Regular team meetings to discuss safety concerns.
• Handovers between shifts to highlight potential risks.
• Use of secure communication platforms for remote staff.

12.2 External Collaboration

We work closely with external agencies, including:

• Safeguarding boards and local authorities.
• Healthcare providers, such as GPs and district nurses.
• Law enforcement agencies, when necessary.
• Employee assistance programmes and counselling services.

13. Monitoring and Continuous Improvement

13.1 Audits and Reviews

Regular audits assess compliance with this policy, including:

• Incident report reviews to identify trends.
• Staff feedback through surveys and consultations.
• Risk assessment evaluations for individual service users and environments.

13.2 Continuous Improvement

We use audit findings and feedback to:

• Update training programmes.
• Enhance safety protocols and emergency procedures.
• Improve staff support systems and resources.
• Implement changes to prevent future incidents.

14. Compliance and Review

14.1 Legal and Regulatory Compliance

This policy will be implemented in accordance with applicable legislation and regulatory requirements, including:

• the Health and Safety at Work etc. Act 1974;
• the Management of Health and Safety at Work Regulations 1999;
• the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013;
• the Equality Act 2010;
• the Worker Protection (Amendment of Equality Act 2010) Act 2023;
• relevant provisions of the Employment Rights Act 1996 concerning protected disclosures;
• relevant provisions of the Employment Rights Act 2025 that are in force;
• the Care Act 2014, where safeguarding duties are applicable;
• the Health and Social Care Act 2008;
• the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, including:
  • Regulation 12 – Safe care and treatment;
  • Regulation 17 – Good governance; and
  • Regulation 18 – Staffing;
• the Data Protection Act 2018 and UK GDPR in relation to the handling of personal information; and
• applicable CQC regulatory guidance.

{{org_field_name}} will monitor relevant legal and regulatory changes and will amend this policy where necessary to maintain compliance.

Where legislation or regulatory requirements impose a higher or more specific requirement than this policy, the applicable legal or regulatory requirement will take precedence.

14.2 Policy Review

This policy is reviewed annually or following significant incidents, legislative changes, or staff feedback. Revisions are communicated to all employees, and additional training is provided if required.

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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.