{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Staff Safety and Abuse Prevention Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides a safe working environment for all employees, protecting them from physical, verbal, emotional, or sexual abuse, harassment, and intimidation. This policy outlines the procedures in place to prevent, identify, report, and respond to abuse against staff while ensuring a supportive and respectful workplace culture.

This policy supports compliance with the following legislation and statutory guidance (as amended from time to time):

• Health and Safety at Work etc. Act 1974 and associated regulations, including the Management of Health and Safety at Work Regulations 1999 (risk assessment, preventive measures, information, instruction, training, and safe systems of work).
• Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR) (reporting specified injuries and over-7-day injuries/absence, including those arising from violence at work).
• Regulation and Inspection of Social Care (Wales) Act 2016 and the Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017, supported by Welsh Ministers’ statutory guidance “Guidance for providers of care home and domiciliary support services” (last updated 27 March 2024).
• Equality Act 2010 and Protection from Harassment Act 1997 (prevention of harassment and discriminatory abuse).
• Social Services and Well-being (Wales) Act 2014 and the Wales Safeguarding Procedures (how safeguarding concerns are identified, referred and managed in Wales).
• Social Care Wales Codes of Professional Practice and associated guidance (including the professional duty of candour).

2. Scope

This policy applies to:

• All employees, including care workers, managers, and administrative staff.
• Service users, their families, and visitors interacting with staff.
• Agency workers, volunteers, and contractors working within {{org_field_name}}.

It covers:

• Definitions of abuse against staff.
• Preventative measures to ensure staff safety.
• Reporting and responding to abuse.
• Support for staff who experience abuse.
• Training and risk management strategies.

3. Definitions of Abuse Against Staff

Abuse against staff may come from service users, colleagues, family members, or third parties. It includes:

3.1 Physical Abuse

• Hitting, slapping, pushing, or physically restraining a staff member.
• Throwing objects or using weapons.

3.2 Verbal Abuse

• Yelling, shouting, or swearing at staff.
• Making derogatory, offensive, or threatening remarks.

3.3 Emotional and Psychological Abuse

• Intimidation, bullying, or manipulation.
• Threats of violence or coercion.

3.4 Sexual Harassment and Abuse

• Inappropriate touching or gestures.
• Sexual comments, jokes, or requests.

3.5 Discriminatory Abuse

• Racist, sexist, homophobic, transphobic, or other prejudiced behaviour.
• Treating staff unfairly based on race, gender, religion, disability, or sexual orientation.

4. Preventative Measures to Ensure Staff Safety

4.1 Risk Assessments

• Risk assessments must be conducted before staff work with new service users to identify any potential risks.
• If a service user is known to have aggressive or challenging behaviour, a Behaviour Support Plan (BSP) must be implemented.
• Lone working risk assessments must be conducted when staff provide care in isolated settings.

4.2 Lone Working Safety Procedures

• Staff working alone must have regular check-ins with supervisors.
• Emergency contact protocols must be in place.
• Panic alarms or mobile tracking devices may be provided for staff working in high-risk environments.

4.3 De-Escalation Training

• All staff receive conflict resolution and de-escalation training to manage aggressive behaviour.
• Staff are trained in verbal and non-verbal communication techniques to reduce hostility.
• If a service user exhibits persistent aggression, alternative care arrangements must be considered.

4.4 Safe Work Environment

• Staff must have access to secure and well-lit work areas.
• Office spaces and care locations must have clear exit routes in case of emergencies.
• Security measures, such as CCTV and visitor logs, should be in place where applicable.

5. Reporting and Responding to Abuse

5.1 Reporting Procedures

• All incidents of abuse must be reported immediately to the Registered Manager.
• Staff must complete a Workplace Incident Report detailing:
  • The nature of the abuse.
  • Where and when it occurred.
  • Who was involved.
  • What actions were taken at the time.
• Where an incident, allegation, change or event is notifiable to the service regulator, the Registered Manager (and/or Responsible Individual where applicable) will submit the required notification to Care Inspectorate Wales (CIW) without delay using CIW Online (or any method CIW specifies), and will keep a clear record of the decision-making and actions taken.

5.2 Investigation and Response

• A formal investigation will be conducted by management.
• If the perpetrator is a service user, their care plan may be reviewed, and alternative arrangements considered.
• If the perpetrator is a colleague, disciplinary procedures may be initiated.
• If the abuse involves criminal behaviour, the police will be informed.

Where an incident involving abuse against staff also indicates a safeguarding concern about an individual receiving care and support (for example, abuse, neglect, improper treatment, coercive control, or unsafe care conditions), the service will follow the Wales Safeguarding Procedures and the organisation’s safeguarding policy, including making timely referrals to the local authority safeguarding team and/or the police where required. Any protective measures must be proportionate and must not unlawfully restrict an individual’s rights or increase risks to their wellbeing.

5.3 Protective Measures for Staff

• If an employee is in immediate danger, they may be removed from the situation.
• Temporary suspension of service may be applied if a service user repeatedly abuses staff.
• Restraining orders or legal action may be taken if necessary.

5.4 CIW notifications – decision-making, responsibility and method

a) Decision-making and accountability: The Registered Manager (and/or Responsible Individual where applicable) is accountable for deciding whether an incident/event is notifiable and for ensuring the notification is submitted correctly and on time. All staff must report incidents immediately so that notifiability can be assessed promptly.

b) What may be notifiable: Events that may be notifiable include those specified in the Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017 (including the relevant Schedules relating to notifications), and any additional incidents/events that CIW requires providers to notify under current regulatory processes.

c) Method: Notifications must be submitted using CIW Online unless CIW explicitly requires an alternative method.

d) Records: A record will be kept of: (i) the incident/event and date/time; (ii) immediate actions taken; (iii) any safeguarding and/or police referrals (where applicable); (iv) whether the matter was considered notifiable and the rationale; (v) the CIW notification reference number and submission date/time; and (vi) any CIW feedback or follow-up actions and outcomes.

5.5 Statutory reporting to the Health and Safety Executive (RIDDOR)

Where abuse, aggression or violence at work results in a reportable injury or reportable event (including specified injuries or over-7-day injuries/absence), the Registered Manager will ensure reporting is completed in accordance with RIDDOR 2013 requirements. Internal incident records must accurately reflect what has been reported. Staff must provide accurate, contemporaneous information to support statutory reporting and any investigation.

6. Support for Staff Who Experience Abuse

6.1 Emotional and Psychological Support

• Staff who experience abuse are encouraged to access counselling or employee assistance programmes.
• Regular well-being check-ins will be conducted by management.

6.2 Adjustments and Protection

• If necessary, staff may be reassigned to a different role or offered flexible working to ensure their safety.
• Staff will be provided with additional training to handle similar situations in the future.

6.3 Right to Refuse Unsafe Work

• Staff have the right to refuse care if they believe their safety is at risk.
• No staff member will be penalised for withdrawing from an unsafe situation.

Where a worker withdraws due to immediate risk, the Registered Manager must be informed without delay so that alternative safe arrangements are implemented and any safeguarding or notifiable concerns are addressed.

6.4 Duty of candour and openness when things go wrong

The service promotes a culture of openness and transparency. Where an incident results in, or may result in, harm or distress to an individual receiving care and support, the Registered Manager will ensure the organisation’s duty of candour arrangements are followed, including open communication, a meaningful apology where appropriate, and sharing outcomes and learning in a way that is fair and proportionate. Staff registered with Social Care Wales must also follow the professional duty of candour guidance and the relevant Code(s) of Professional Practice.

7. Training and Competency

• All staff must receive training on abuse prevention, de-escalation, and conflict resolution.
• Annual refresher training ensures staff are confident in handling abusive situations.
• Supervisors and managers receive specialist training to handle abuse reports and investigations.

8. Monitoring and Compliance

The Registered Manager is responsible for ensuring that staff safety arrangements are implemented, recorded and reviewed. Workplace and lone-working risk assessments will be completed before staff work with new service users where risks are known or anticipated, reviewed when circumstances change, and reviewed at planned intervals. Incident and near-miss information (including abuse, aggression and violence), safeguarding concerns, complaints and whistleblowing themes will be analysed for patterns, learning and improvement actions. Governance reviews will take place at least every six months, and actions will be recorded, assigned to a responsible person and tracked to completion. Where required, learning will be shared with staff and incorporated into training, risk assessments and care planning.

9. Related Policies

This policy should be read in conjunction with:

• Lone Working and Staff Safety Policy (DCW41).
• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13).
• Whistleblowing (Speaking Up) Policy (DCW29).
• Health and Safety at Work Policy (DCW16).
• Equality, Diversity, and Inclusion Policy (DCW30).

10. Policy Review

This policy will be reviewed annually or sooner if required by legislative updates, CIW guidance, or operational needs.

---

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.