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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Positive Behaviour Support and Managing Aggression Policy

1. Purpose

The purpose of this policy is to outline {{org_field_name}}’s approach to promoting positive behaviour while effectively managing aggression in a way that ensures the dignity, safety, and well-being of all service users, staff, and stakeholders. This policy is designed to uphold our commitment to delivering person-centred care through Positive Behaviour Support (PBS) strategies while implementing safe and evidence-based methods for managing challenging behaviour and aggression.

2. Scope

This policy applies to all employees, volunteers, contractors, and stakeholders who interact with service users in our care. It covers:

• Preventative strategies for promoting positive behaviour.
• Identifying and responding to challenging behaviour and aggression.
• Safe de-escalation techniques.
• Crisis intervention and restrictive practices (where absolutely necessary).
• Reporting, reviewing, and learning from incidents.
• Staff training and development.

3. Legal and Regulatory Framework

This policy is in compliance with the following key regulations and guidance:

• The Mental Capacity Act 2005 – Ensures that decisions made on behalf of individuals who lack capacity are in their best interests.
• The Care Act 2014 – Outlines the duty of care required to safeguard individuals receiving support.
• The Equality Act 2010 – Ensures non-discriminatory practices in the management of behaviour and aggression.
• The Health and Safety at Work Act 1974 – Protects employees and service users from harm.
• The Human Rights Act 1998 – Upholds the rights of individuals, including protection from inhumane or degrading treatment.
• The Restraint Reduction Network Standards – Guides ethical approaches to restraint reduction and behaviour management.

4. Positive Behaviour Support (PBS) Approach

{{org_field_name}} is committed to using a Positive Behaviour Support (PBS) model that focuses on understanding the root causes of challenging behaviour. This approach involves:

• Assessing behaviour: Conducting thorough Functional Behaviour Assessments (FBA) to identify triggers and underlying causes.
• Person-centred planning: Developing individualised behaviour support plans that promote positive alternatives to challenging behaviour.
• Proactive strategies: Encouraging communication, choice-making, and structured routines to reduce distress and frustration.
• Reinforcement of positive behaviour: Using praise, encouragement, and incentives to reinforce appropriate behaviour.
• Multi-disciplinary collaboration: Involving psychologists, therapists, social workers, and family members in behaviour support planning.

5. Identifying and Responding to Challenging Behaviour

Challenging behaviour may manifest in various forms, including (but not limited to) verbal aggression (shouting, threats), physical aggression (hitting, kicking, biting), self-injurious behaviour, damage to property, sexually inappropriate conduct, or sustained non-compliance with care routines. These behaviours often communicate unmet needs or emotional distress.

Staff are expected to:

• Observe patterns and triggers of behaviour, using ABC (Antecedent–Behaviour–Consequence) recording to understand what precedes and follows challenging incidents.
• Recognise early warning signs such as pacing, clenched fists, changes in speech tone, or withdrawal. Early intervention is key to prevention.
• Use proactive, person-specific interventions as outlined in the individual’s Behaviour Support Plan (BSP).
• Ensure consistency in responses across the staff team, reducing confusion or unintentional reinforcement of behaviour.
• Maintain a non-judgemental and empathetic attitude towards service users experiencing distress.
• Involve clinical or therapeutic teams where patterns of behaviour suggest a need for reassessment or updated interventions.

Behaviour must always be considered within the context of the individual’s history, communication needs, trauma, neurodiversity, and any diagnosed conditions such as autism, learning disabilities, or mental health disorders.

6. Safe De-escalation Techniques

All staff are trained in a range of evidence-based, trauma-informed de-escalation techniques designed to calm potentially volatile situations while maintaining safety and dignity. Key techniques include:

• Verbal De-escalation
  • Use of calm, clear, and non-confrontational language.
  • Validating the person’s feelings: “I can see this is upsetting for you.”
  • Offering clear choices and redirecting attention to positive alternatives.
  • Avoiding power struggles or threats.
• Environmental Adjustments
  • Modifying surroundings to reduce overstimulation (e.g., dimming lights, reducing noise).
  • Offering access to calming spaces or preferred sensory objects.
  • Encouraging time out without imposing it as punishment.
• Distraction and Diversion
  • Shifting focus to a preferred topic, activity, or interest.
  • Using humour appropriately, if the individual responds positively to it.
  • Providing tactile or visual materials that offer sensory regulation.
• Active Listening and Empathy
  • Reflecting back what the person says to show understanding.
  • Giving the person time to express themselves without rushing them.
  • Remaining present and offering reassurance, while maintaining personal safety.

De-escalation is always the first and preferred response to behaviour that challenges. Staff are expected to document de-escalation attempts and their outcomes in incident reports and daily notes.

7. Crisis Intervention and Restrictive Practices

While the primary aim is to prevent escalation through proactive and positive approaches, there may be rare situations where a person’s behaviour poses an imminent and serious risk to themselves or others. In these cases, restrictive interventions may be used—but only under strict, legally and ethically appropriate conditions.

Key Principles:

• Used only as a last resort, when all other options have failed.
• Must be the least restrictive, proportionate, and time-limited.
• Always carried out in accordance with a risk-assessed and individualised Behaviour Support Plan.
• Requires documented approval, ongoing review, and clear exit strategies.

Types of Restrictive Practices:

• Physical Interventions: Only staff trained in approved techniques may use physical restraint, and only for the minimum duration necessary to prevent harm.
• Time-Limited Withdrawal: May involve guiding the individual to a low-stimulation space where they can regain emotional control. This must never be used as punishment.
• Chemical Restraint: Use of medication for behavioural control is restricted to those prescribed by a qualified medical professional, based on clinical assessment—not for staff convenience.
• Mechanical Restraint: Use of equipment to restrict movement (e.g., lap belts, mittens) is highly restricted and must be clinically justified, time-limited, and reviewed regularly. LOCH discourages use unless absolutely essential and supported by external professionals.

Monitoring and Accountability:

• All use of restrictive practices must be logged in incident reports and reviewed by senior staff.
• Reports are submitted to safeguarding and regulatory authorities (e.g., CQC, local authority) where required.
• Debriefing and support are offered to both the person involved and the staff team after any restraint incident.
• Regular audits and reflective practice sessions help evaluate necessity, proportionality, and opportunities for reduction.

The use of restrictive interventions must never be punitive, discriminatory, or routine. A focus on human rights, dignity, and restraint reduction underpins every aspect of this policy.

8. Incident Reporting, Review, and Learning

All incidents of challenging behaviour and aggression must be documented, reviewed, and used to improve practice. {{org_field_name}} follows a structured approach to incident reporting:

• Immediate documentation: Staff involved in an incident must complete an incident report detailing the nature, response, and outcome.
• Debriefing sessions: Both staff and service users are provided with support and reflection opportunities post-incident.
• Root cause analysis: Incidents are reviewed to determine contributing factors and prevent recurrence.
• Continuous improvement: Findings from incident reviews are used to refine behaviour support plans and staff training.

9. Staff Training and Development

All staff members receive mandatory training in Positive Behaviour Support (PBS) and crisis intervention. Training includes:

• Understanding behaviour as a form of communication.
• Implementing de-escalation techniques effectively.
• Crisis management and response protocols.
• Ethical considerations in restrictive practices.
• Legal and regulatory compliance in behaviour management.
• Emotional resilience and self-care for staff dealing with aggression.

Refresher training is conducted annually, and additional training is provided based on emerging needs and incident reviews.

10. Supporting Service Users and Staff

{{org_field_name}} is committed to ensuring the well-being of both service users and staff. This includes:

• Developing individual support plans that prioritise dignity and personal growth.
• Providing staff with emotional support and supervision to prevent burnout.
• Encouraging a culture of open communication, allowing staff to share challenges and seek guidance.
• Offering access to mental health resources for service users displaying persistent aggression.

11. Conclusion

By implementing this comprehensive Positive Behaviour Support and Managing Aggression Policy, {{org_field_name}} is committed to ensuring a safe, respectful, and inclusive environment. Through proactive strategies, person-centred planning, and continuous learning, we aim to enhance the quality of life for service users while equipping staff with the necessary skills to manage challenging behaviour effectively. Our approach prioritises dignity, respect, and ethical care in all situations.

12. Monitoring and Review

This policy will be reviewed annually to ensure alignment with best practices, legal requirements, and organisational goals. Staff, service users, and external professionals will be consulted in the review process to continuously improve the effectiveness of our Positive Behaviour Support approach.

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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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