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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Restraint and Restrictive Interventions Policy

1. Purpose

The purpose of this Restraint and Restrictive Interventions Policy is to provide clear guidance to all temporary workers and staff employed by {{org_field_name}} on the safe, lawful, ethical, and proportionate use of restraint and restrictive interventions when supporting clients in care homes and healthcare settings. Restraint and restrictive interventions carry significant risks and ethical considerations and must only be used as a last resort to prevent harm. The policy ensures that temporary workers act in accordance with their legal duties under the Human Rights Act 1998, the Mental Capacity Act 2005 (including the Deprivation of Liberty Safeguards), the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, the Equality Act 2010, and the Care Act 2014. {{org_field_name}} is committed to promoting a culture of positive behaviour support and least restrictive practice to safeguard the rights, dignity, and wellbeing of all individuals. This policy also explains how the director will manage restraint governance efficiently, given the agency’s organisational structure.

2. Scope

This policy applies to:

• All temporary workers of {{org_field_name}}, including registered nurses, healthcare assistants, and support staff working under zero-hours or casual contracts
• Directors and any other staff with responsibilities for monitoring the performance, training, and placement of temporary workers
• All care environments in which temporary workers may be placed, such as nursing homes, residential care homes, supported living services, or hospitals
• The support of adults who may lack capacity or require interventions due to challenging behaviours, cognitive impairment, learning disabilities, mental health needs, or complex care needs

Temporary workers are also required to comply with any additional restraint and restrictive practice policies provided by the client organisation during their placement.

3. Related Policies

• Safeguarding Adults and Children Policy
• Incident Reporting and Management Policy
• Supervision and Appraisal Policy
• Complaints Policy
• Whistleblowing Policy
• Code of Conduct for Temporary Workers
• Mental Capacity and Consent Policy (to be developed if not yet in place)

4. Definitions

Restraint is any act which intentionally restricts a person’s movement, liberty, or freedom, whether physical, mechanical, chemical, or through indirect means. This includes physical restraint, restricting access to parts of a building, removing mobility aids, or using medication to control behaviour where it is not medically necessary.

Restrictive Intervention is any intervention that restricts a person’s rights or freedom to choose, move freely, or live without unnecessary control, used with the intention of managing behaviour or reducing risk.

Types of restraint include:

• Physical restraint: using direct physical force to restrict movement
• Mechanical restraint: using equipment or devices to restrict movement (e.g., bedrails, lap belts)
• Chemical restraint: using medication to control behaviour not related to medical treatment
• Environmental restraint: locking doors, removing mobility aids, limiting access
• Psychological restraint: verbal threats, intimidation, or coercion to control behaviour

5. Principles of Restraint and Restrictive Intervention

Temporary workers must:

• Always act in the best interests of the client
• Use the least restrictive option necessary
• Apply restraint only when it is necessary, proportionate, and reasonable to prevent serious harm to the client or others
• Prioritise de-escalation, distraction, and other non-restrictive methods first
• Comply with the client organisation’s positive behaviour support plans (PBS)
• Avoid the use of restraint for discipline, punishment, or staff convenience
• Report every instance of restraint or restrictive intervention immediately

6. The Legal Framework

Temporary workers must comply with:

• The Human Rights Act 1998, specifically the right to liberty, dignity, and freedom from degrading treatment
• The Mental Capacity Act 2005, ensuring decisions are made in the client’s best interests, and only when they lack capacity to consent
• Deprivation of Liberty Safeguards (DoLS), when continuous supervision and control and lack of freedom to leave occurs
• The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, requiring providers to prevent abuse and respect individuals’ rights
• The Care Act 2014, ensuring safeguarding principles are applied when considering restraint
• The Equality Act 2010, ensuring interventions are not discriminatory

7. Temporary Worker Responsibilities

Temporary workers must:

• Never use restraint unless trained, competent, and authorised by the client organisation
• Only use restraint when necessary to prevent immediate harm and when other options have been exhausted
• Only apply restraint in line with the care plan and risk assessment of the client
• Consider the person’s capacity under the Mental Capacity Act 2005
• Use the minimum force for the minimum time
• Record and report every episode of restraint, even when it is brief or low-level
• Treat clients with dignity and respect during and after an incident
• Engage in reflection and debriefing with colleagues following an incident

8. When Restraint May Be Considered

Restraint may be considered only when:

• There is a risk of immediate harm to the client or others
• The client is experiencing distress, confusion, or behaviours that challenge, where all de-escalation techniques have failed
• The client lacks capacity to consent, and restraint is necessary and proportionate
• The client’s care plan and client organisation’s policy authorise the use of restraint

Restraint must never be:

• Used as a form of punishment
• Applied for staff convenience
• Used because of staffing shortages
• Used when less restrictive options have not been explored

9. Assessment, Planning, and Prevention

Temporary workers must:

• Familiarise themselves with each client’s care plan and behaviour support plan
• Identify triggers and early warning signs of escalating behaviour
• Use de-escalation strategies, redirection, and calming techniques wherever possible
• Respect the client’s known communication needs and preferences
• Work closely with the client’s permanent staff to follow approved intervention strategies

10. Post-Incident Procedures

Following any use of restraint:

• The worker must immediately report the incident to the client and to {{org_field_name}}
• An incident form must be completed accurately and in full
• A factual record must be documented, including the reason for the intervention, type of restraint used, duration, and outcome
• The client, their family, or advocate (if appropriate) must be informed
• Temporary workers must participate in a debriefing session with the client’s team and reflect on the incident during supervision
• The director will review all restraint incidents as part of quality assurance and safeguarding duties

11. Training

{{org_field_name}} will:

• Ensure all temporary workers receive safeguarding training which includes an introduction to restraint and restrictive practice principles
• Only assign workers who have evidence of restraint training to placements where restraint may be part of the care plan
• Facilitate access to specialist training (e.g., MAPA, PBM, or equivalent) where the client requires restraint-capable staff
• Monitor and record workers’ training and competency records

Workers must not engage in physical restraint if they have not received appropriate and current training.

12. Reporting, Record Keeping, and Notifications

Temporary workers must:

• Report every restraint incident immediately to the client’s responsible person and to {{org_field_name}}
• Complete a written report clearly stating the situation, decision-making process, actions taken, and outcome
• Cooperate fully with client-led investigations or safeguarding processes

The director will:

• Review all restraint incident reports for quality, compliance, and safeguarding concerns
• Escalate concerns to local safeguarding authorities, CQC, or other relevant bodies if needed
• Use incident data to identify patterns and areas for training or improvement

13. Support for Temporary Workers

{{org_field_name}} recognises that dealing with restraint situations may cause stress or distress to workers. The director will:

• Offer debriefing and emotional support following incidents
• Provide reflective supervision to help workers process difficult experiences
• Encourage workers to raise concerns about any assignment where they feel unsafe or unsupported

14. Director’s Responsibilities

As there is no registered manager, the director is responsible for:

• Ensuring this policy is implemented, reviewed, and monitored
• Confirming that all temporary workers receive appropriate training
• Ensuring that all restraint incidents are investigated fully
• Liaising with client organisations, safeguarding teams, and regulators regarding restraint practice
• Removing workers from placements if concerns about their ability to manage restraint appropriately arise
• Promoting a culture of positive behaviour support and least restrictive practice across all placements

15. Working with Client Organisations

{{org_field_name}} will:

• Collaborate with client organisations to ensure client-specific restraint procedures and plans are communicated to temporary workers
• Verify that workers assigned to placements where restraint may be necessary have the required skills and training
• Support clients in safeguarding investigations and quality assurance processes related to restraint and restrictive practices
• Ensure that temporary workers understand and comply with each client’s policies regarding restraint

16. Continuous Quality Improvement

The director will:

• Review this policy annually or sooner if changes in legislation, CQC guidance, or best practice occur
• Use restraint incident reports, worker feedback, and client feedback to identify areas for improvement
• Regularly audit restraint-related documentation and investigate non-compliance
• Ensure learning from incidents is incorporated into training, supervision, and future placements

17. Policy Review

This policy will be reviewed annually by the director of {{org_field_name}} or earlier if required by changes in legislation, safeguarding guidance, or operational needs. All updates will be communicated to temporary workers and client organisations to ensure full compliance.

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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.