DCW100-Staff Safety and Abuse Prevention Policy

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 ensures compliance with:

The Health and Safety at Work Act 1974 – Requires employers to ensure a safe working environment.
The Social Services and Well-being (Wales) Act 2014 – Protects the rights and well-being of care workers.
The Regulation and Inspection of Social Care (Wales) Act 2016 – Requires care providers to have measures in place to protect staff from harm.
Care Inspectorate Wales (CIW) Regulations – Mandates staff protection from abuse, harassment, and workplace violence.
The Equality Act 2010 – Prevents discrimination and harassment in the workplace.

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.
Serious incidents must be reported to Care Inspectorate Wales (CIW) within 24 hours.

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.

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.

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.

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 procedures are followed.
Workplace risk assessments are conducted quarterly to identify safety concerns.
CIW inspections will assess the effectiveness of staff safety measures during audits.

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.