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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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End of Life and Palliative Care Policy

1. Purpose

The purpose of this policy is to establish clear, legally compliant and agency-specific guidance for all temporary workers supplied by {{org_field_name}} who may be placed in settings where people are receiving palliative or end-of-life care. {{org_field_name}} is an employment business/temporary staffing agency and does not itself provide, manage, direct or control regulated care. Responsibility for care planning, clinical governance, regulated activity, treatment decisions and the management of service users remains with the client provider, placement setting and relevant healthcare professionals.

Temporary workers supplied by {{org_field_name}}, including registered nurses, healthcare assistants and other care staff, may encounter people approaching the end of life or receiving palliative care. They must act compassionately, protect dignity, follow the client’s policies and care plans, work within their role and competence, and escalate concerns promptly to the client’s senior staff or relevant clinician.

This policy supports compliance with applicable legislation and guidance, including the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, the Agency Workers Regulations 2010, the Employment Rights Act 1996, the Employment Rights Act 2025 where in force, the Working Time Regulations 1998, the National Minimum Wage Act 1998, the Equality Act 2010, the Human Rights Act 1998, the Mental Capacity Act 2005, the Safeguarding Vulnerable Groups Act 2006, the Police Act 1997, the Rehabilitation of Offenders Act 1974 and Exceptions Order, UK GDPR and the Data Protection Act 2018, the Immigration, Asylum and Nationality Act 2006, the Health and Safety at Work etc. Act 1974, and relevant NICE guidance on end-of-life care.

The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 and CQC guidance apply to the client provider where the client is carrying on regulated activities. {{org_field_name}} will support clients by supplying suitable workers but will not hold itself out as the regulated care provider unless its business model changes and CQC registration is obtained where required.

2. Scope

This policy applies to:

• All temporary workers supplied by {{org_field_name}}, including registered nurses, healthcare assistants, support workers and other care-related workers.
• Directors, consultants, recruitment staff and agency representatives responsible for recruiting, checking, placing, supporting or monitoring temporary workers.
• Placements in care homes, nursing homes, hospices, hospitals, supported living, specialist palliative care units or other health and social care settings where a client provider is responsible for the delivery and management of care.
• Any situation where a temporary worker supplied by {{org_field_name}} may encounter, support or assist a person receiving palliative or end-of-life care under the client’s care plan and procedures.

This policy does not make {{org_field_name}} the provider of regulated care, the controller of clinical treatment, or the organisation responsible for making end-of-life, DNACPR, mental capacity, best-interests, medication or treatment decisions. Those responsibilities remain with the client provider, relevant clinician, registered professional, attorney, deputy or other legally authorised decision-maker, as applicable.

3. Related Policies

• Safeguarding Adults Policy
• Confidentiality and Data Protection Policy
• Infection Prevention and Control Policy
• Equality, Diversity, and Inclusion Policy
• Mental Capacity and Deprivation of Liberty Safeguards (DoLS) Policy
• Incident Reporting Policy
• Whistleblowing Policy
• Recruitment, Selection and Vetting Policy
• Right to Work Checks Policy
• DBS and Criminal Records Checks Policy
• Agency Worker Rights and AWR Compliance Policy
• Working Time and Rest Breaks Policy
• Medication Support and Administration Policy
• Complaints Policy
• Health and Safety Policy
• Record Keeping and Documentation Policy
• Information Governance and Data Retention Policy
• Modern Slavery and Labour Exploitation Policy

4. Definition of Palliative and End of Life Care

Palliative care is holistic care and support for people with life-limiting or serious illness. It focuses on quality of life, comfort, symptom relief and emotional, psychological, social, cultural and spiritual support. Palliative care may be provided alongside active treatment and is not limited to the final days of life.

End-of-life care refers to care and support for people who are likely to be approaching the end of life, including those who may be in the last months, weeks, days or hours of life. Care in the last days of life must focus on dignity, comfort, sensitive communication, involvement of the person and those important to them, and appropriate recognition and management of symptoms.

5. Principles of End of Life and Palliative Care

All staff representing {{org_field_name}} must ensure that care is:

• Person-centred: Respecting the preferences, needs, beliefs, and values of the service user.
• Holistic: Addressing physical, emotional, psychological, cultural, and spiritual needs.
• Compassionate: Delivered with kindness, empathy, and sensitivity.
• Respectful: Protecting privacy, dignity, and autonomy at all times.
• Inclusive: Involving family members, friends, and advocates in care planning and delivery where appropriate.
• Lawful and consent-based: Respecting consent, mental capacity, best-interests decision-making and valid advance decisions in accordance with the Mental Capacity Act 2005.
• Safe and competent: Working only within the worker’s role, training, competence, professional registration and the client’s agreed procedures.
• Escalation-focused: Promptly reporting deterioration, distress, pain, safeguarding concerns, unclear instructions or documentation concerns to the client’s senior staff or responsible clinician.
• Non-discriminatory: Ensuring that age, disability, race, religion or belief, sex, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy or maternity do not adversely affect access to dignified care and support.

6. Responsibilities

Directors

As {{org_field_name}} does not have a registered manager, the directors will assume full accountability for:

• Ensuring that this policy is embedded within the organisation’s practices.
• Providing appropriate training and support to all staff in relation to palliative and end-of-life care.
• Reviewing and updating this policy annually or sooner if there are significant legislative or best practice changes.
• Ensuring that staff working in palliative care environments are suitably skilled, trained, and supported.
• Ensuring that workers are recruited, vetted and supplied in accordance with the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003, including obtaining sufficient information about the worker, the client, the role, required qualifications, experience, training, risks and any legal or professional requirements before supply.
• Ensuring that right-to-work checks are completed before work starts and repeated where required, in accordance with Home Office guidance, so that the agency can establish and retain a statutory excuse against illegal working penalties.
• Ensuring that appropriate DBS checks, barred list checks where eligible and required, professional registration checks, identity checks, employment history checks, references and training checks are completed before workers are supplied into relevant health or social care settings.
• Ensuring that registered nurses have active NMC registration and that any restrictions, cautions, conditions of practice or fitness-to-practise concerns are considered before placement.
• Ensuring that workers receive written terms and key information required for agency workers, including information about pay, deductions, holiday entitlement, expected hours, type of contract, and any umbrella or intermediary arrangements where applicable.
• Ensuring that agency workers’ rights under the Agency Workers Regulations 2010 are monitored, including day-one access to relevant collective facilities and information about vacancies, and equal treatment in basic working and employment conditions after the qualifying period.
• Monitoring forthcoming and in-force changes under the Employment Rights Act 2025, including agency-worker provisions, guaranteed-hours and shift-notice rights where applicable, umbrella company regulation, and labour-market enforcement changes as they are commenced.
• Maintaining accurate, secure and accessible records of recruitment checks, suitability decisions, training, client requirements, assignments, complaints, incidents and safeguarding concerns.
• Collaborating with clients to ensure that agency staff are aware of and comply with client-specific end-of-life care protocols.

Temporary and Agency Staff

All registered nurses, healthcare assistants, and temporary workers must:

• Deliver care in line with this policy, their professional codes of conduct, and the client’s policies and procedures.
• Work only within their role, competence, training, professional registration and the client’s instructions.
• Follow the client’s care plans, risk assessments, medication procedures, moving and handling plans, infection prevention procedures, safeguarding procedures and escalation pathways.
• Not make independent decisions about DNACPR, withdrawal of treatment, anticipatory medication, verification or certification of death unless they are legally authorised, professionally competent and specifically permitted by the client’s policy and their role.
• Immediately escalate any unclear, conflicting, missing or unsafe instructions to the nurse in charge, manager, senior clinician or other appropriate client representative.
• Inform {{org_field_name}} promptly of any incident, complaint, safeguarding concern, refusal of work due to competence, or situation where they are asked to work outside their role or training.
• Recognise the signs of deterioration and report these promptly.
• Engage with service users and their families with empathy and sensitivity.
• Promote dignity and comfort at all times.
• Comply with documentation, handover, and reporting requirements.
• Liaise effectively with other members of the multidisciplinary team, including care home staff, GPs, specialist palliative care nurses, and spiritual support where appropriate.
• Undertake mandatory and refresher training relevant to end-of-life care.

6.1 Agency Status, Client Responsibility and CQC Boundary

{{org_field_name}} operates as a temporary staffing agency/employment business. It supplies workers to client providers but does not itself provide, manage, direct or control regulated care. The client provider remains responsible for assessing service users, developing and reviewing care plans, making treatment decisions, ensuring appropriate clinical governance, supervising the placement environment, and complying with CQC registration and regulated activity requirements.

Agency workers must follow the client’s policies, care plans and lawful instructions while working within their competence and professional responsibilities. If an agency worker believes that a client instruction is unsafe, unlawful, discriminatory, outside their competence, inconsistent with a care plan, or not in the person’s best interests, they must escalate this immediately to the client’s senior staff and notify {{org_field_name}} as soon as practicable.

{{org_field_name}} will review its CQC registration position if its business model changes, including if it begins to arrange, manage, direct, supervise or provide personal care, nursing care or another regulated activity in its own right.

7. Advance Care Planning

Staff must respect the right of individuals to be involved in decisions about their care, treatment, and preferences, particularly as they approach the end of life. Where appropriate, agency staff should:

• Check and follow the client’s care plan, advance care plan, ReSPECT form, DNACPR decision, Advance Decision to Refuse Treatment, Lasting Power of Attorney information, Court of Protection order or best-interests decision, where these are available and relevant to the worker’s role.
• Understand that DNACPR relates only to cardiopulmonary resuscitation and does not mean that other care, treatment, comfort measures, escalation or symptom relief should be withheld.
• Escalate immediately to the client’s nurse in charge, manager or responsible clinician if documentation is missing, unclear, disputed, appears invalid, appears not applicable, or conflicts with the person’s current wishes or presentation.
• Support the involvement of family members, friends, advocates, attorneys, deputies or Independent Mental Capacity Advocates where appropriate, in line with the Mental Capacity Act 2005 and the client’s procedures.
• Never make, cancel or alter a DNACPR, ReSPECT, Advance Decision or best-interests decision unless this is within their legal authority, professional role and the client’s policy.

7.1 Mental Capacity, Consent, Best Interests and Deprivation of Liberty

Agency workers must presume that a person has capacity to make a specific decision unless it is established otherwise in accordance with the Mental Capacity Act 2005. Workers must support people to make their own decisions wherever practicable and must not treat a person as unable to make a decision merely because the person makes a decision others consider unwise.

Where a person lacks capacity for a relevant decision, any act done or decision made on their behalf must be in their best interests, be the least restrictive option available, and be consistent with the client’s care plan, legal authority and local procedures. Agency workers must not make independent best-interests decisions about serious medical treatment, end-of-life treatment, DNACPR, deprivation of liberty or significant restrictions unless this is within their professional role and expressly authorised by the client’s procedures.

If a worker is concerned that a person is being restricted, restrained, prevented from leaving, deprived of liberty, or cared for in a way that may be unlawful or not properly authorised, they must report this immediately to the client’s senior staff and to {{org_field_name}}. In England, Deprivation of Liberty Safeguards remain relevant for hospitals and care homes unless and until replaced by a new statutory framework.

7.2 Assisted Dying, Requests to Die and Unlawful Assistance

Assisted dying, assisted suicide and euthanasia are not lawful care interventions for agency workers in England. Workers must not assist, encourage, advise on, arrange or participate in any act intended to end a person’s life.

If a person expresses a wish to die, requests help to die, talks about suicide, or appears to be at risk of self-harm, the worker must respond with compassion, remain with the person where safe to do so, and immediately report the concern to the client’s nurse in charge, manager or responsible clinician. The worker must also follow safeguarding, mental capacity, mental health, incident reporting and emergency procedures as appropriate.

Workers must distinguish between unlawful assistance to die and lawful, compassionate end-of-life care, including symptom relief, comfort care, clinically appropriate medication, refusal of treatment, valid Advance Decisions to Refuse Treatment, best-interests decisions and DNACPR decisions.

8. Communication

Effective communication is vital when delivering palliative and end-of-life care. Staff must:

• Communicate in an open, honest, and sensitive manner.
• Use clear, jargon-free language, adapting communication styles to meet individual needs, including those of people with dementia, sensory impairments, or learning disabilities.
• Respect cultural, spiritual, and religious beliefs and practices of the service user and their family.
• Maintain clear and accurate records of all communication relating to care planning, symptom management, and family involvement.
• Share information only with those who have a legitimate need to know for care, safeguarding, legal, regulatory or placement-management purposes.
• Avoid giving clinical opinions, prognoses or treatment advice to families unless this is within the worker’s professional role and has been agreed by the client’s senior clinician or manager.
• Escalate family concerns, distress, complaints or disagreement about care decisions to the client’s senior staff promptly and document the escalation in accordance with the client’s procedures.

9. Symptom Management and Comfort

Agency workers must work collaboratively with client staff and healthcare professionals to support comfort and symptom management within their role and competence. This includes:

• Observing and promptly reporting pain, breathlessness, agitation, nausea, secretions, anxiety, restlessness, changes in consciousness, reduced intake, skin changes or other signs of deterioration or distress.
• Supporting comfort measures such as repositioning, personal care, mouth care, pressure-area care, hydration support where appropriate, continence care, maintaining a calm environment and supporting cultural or spiritual needs.
• Administering, assisting with or prompting medicines only where this is permitted by the worker’s role, training, competence, professional registration, the client’s medicines policy, the care plan and the prescriber’s directions.
• Ensuring that controlled drugs, anticipatory medicines, syringe drivers and “as required” medicines are handled only by staff authorised and competent to do so under the client’s procedures.
• Never prescribing, altering doses, initiating anticipatory medicines, deciding that medication should be withheld, or using medicines for restraint or sedation outside lawful clinical direction.
• Recording observations, care given, medication-related activity and escalation accurately in the client’s records and reporting key information during handover.

10. Dignity and Respect

All staff must preserve the dignity and rights of individuals receiving end-of-life care by:

• Maintaining privacy at all times during personal care, treatment, and interactions.
• Supporting individual cultural, spiritual, or religious needs and preferences.
• Ensuring the service user is involved in care decisions wherever possible.
• Using kind, compassionate, and respectful language and non-verbal communication.
• Respecting the person’s name, pronouns, communication preferences, relationships and family arrangements.
• Ensuring that care is not influenced by assumptions about age, disability, diagnosis, religion, ethnicity, sex, sexual orientation, gender reassignment or family status.
• Maintaining dignity and privacy after death in accordance with the client’s procedures and the person’s known wishes, culture, religion or belief.

11. Supporting Families and Significant Others

Agency staff have a role in supporting family members and significant others by:

• Treating families with compassion, patience, and respect.
• Providing honest, appropriate information within the limits of their role.
• Notifying the client’s senior staff where family members ask questions about prognosis, treatment decisions, DNACPR, medication, complaints, safeguarding, organ or tissue donation, funeral arrangements, certification of death or release of the body, unless the worker is specifically authorised and competent to respond.
• Directing families to appropriate client representatives for discussions relating to care decisions or emotional support.
• Being mindful of the emotional impact of bereavement on families and working sensitively within these situations.

12. After Death Care

Staff must follow the client’s procedures, local policy and their own professional responsibilities when a death occurs. This includes:

• Reporting the death immediately to the client’s nurse in charge, manager, senior clinician or other designated person.
• Respectfully caring for the body of the deceased in accordance with the client’s policy, infection prevention requirements, cultural or religious considerations, and any known wishes of the person or family.
• Maintaining privacy, dignity and confidentiality after death.
• Supporting family members or significant others with compassion while directing clinical, legal, coronial, funeral, certification or formal bereavement questions to the client’s senior staff or responsible clinician.
• Documenting care after death accurately, objectively and sensitively in the client’s records and completing any agency incident or notification record required by {{org_field_name}}.
• Not verifying or certifying death unless this is within the worker’s professional competence, legal authority, client policy and placement instructions.
• Escalating immediately if the death is unexpected, suspicious, associated with a safeguarding concern, accident, medication concern, restraint, neglect, equipment issue, complaint or any other reportable incident.

13. Safeguarding and End of Life Care

Staff must remain vigilant to safeguarding concerns even when a person is receiving palliative or end-of-life care. Abuse, neglect, organisational abuse, discriminatory abuse, financial abuse, psychological abuse, domestic abuse, self-neglect, medication misuse, rough handling, inappropriate restraint, coercion, pressure around decisions, or failure to provide appropriate care must never be ignored.

Any safeguarding concern must be reported immediately in accordance with the client’s safeguarding procedure and {{org_field_name}}’s Safeguarding Adults Policy. Where there is immediate risk of harm, staff must seek urgent assistance from the client’s senior staff, emergency services or other appropriate authority. {{org_field_name}} will cooperate with safeguarding enquiries, local authority safeguarding processes, police investigations, professional regulator referrals and DBS referrals where legally required.

Workers must not investigate safeguarding concerns themselves unless specifically authorised. Their role is to recognise, preserve evidence where relevant, record objectively, report promptly and cooperate with the appropriate process.

13.1 Recruitment, Suitability and Placement Checks

Before supplying a worker to a placement involving health or social care, {{org_field_name}} will take reasonable steps to ensure that the worker is suitable for the role and that the client has been given relevant information needed to assess suitability for the assignment. Checks may include, as applicable:

• Proof of identity and address.
• Right-to-work checks before work starts and follow-up checks where required.
• Enhanced DBS check and barred-list check where the role is eligible and involves regulated activity.
• Professional registration checks, including NMC registration for registered nurses.
• Evidence of qualifications, training, competence and relevant experience.
• Employment history, references and explanation of gaps where relevant.
• Confirmation of mandatory training required by the client, including safeguarding, moving and handling, infection prevention and control, basic life support, medication awareness or administration, mental capacity, equality and diversity, and end-of-life care awareness where relevant.
• Assessment of any restrictions, conditions, health concerns or reasonable adjustments relevant to safe placement.
• Confirmation of assignment details, role requirements, risks, location, hours, pay arrangements and reporting lines.

{{org_field_name}} will not knowingly supply a worker to a role where the worker lacks the required right to work, registration, DBS/barred-list clearance, competence, training or suitability required for that assignment.

13.2 Agency Worker Rights, Pay and Working Time

{{org_field_name}} will comply with applicable employment and agency-worker legislation, including the Agency Workers Regulations 2010, Employment Rights Act 1996, Employment Rights Act 2025 where in force, Working Time Regulations 1998, National Minimum Wage Act 1998 and National Minimum Wage Regulations 2015.

Agency workers will receive relevant written information about their assignment, pay, holiday entitlement, expected hours, contract type, deductions and any intermediary or umbrella arrangements where applicable. {{org_field_name}} will take reasonable steps to ensure that workers receive at least the National Minimum Wage or National Living Wage applicable to them and that working time, rest breaks and annual leave are managed lawfully.

{{org_field_name}} will monitor agency workers’ rights under the Agency Workers Regulations 2010, including day-one rights to relevant collective facilities and information about client vacancies, and equal treatment in relevant basic working and employment conditions after the qualifying period. The agency will also monitor phased changes introduced by the Employment Rights Act 2025, including provisions relating to agency workers, shift notice, cancellation or curtailment of shifts, guaranteed-hours rights where applicable, umbrella company regulation and labour-market enforcement.

13.3 Right to Work and Immigration Compliance

{{org_field_name}} will complete right-to-work checks before a worker starts work and will conduct follow-up checks where required. Checks will be carried out using the method required or permitted by current Home Office guidance, which may include manual document checks, online right-to-work checks or checks using an Identity Service Provider where applicable.

Workers must not be supplied to clients unless {{org_field_name}} is satisfied that they have the right to work in the UK for the work in question. Where a worker has time-limited permission to work, {{org_field_name}} will monitor expiry dates and complete repeat checks in accordance with Home Office requirements. Records of right-to-work checks will be retained securely for the required period.

13.4 Data Protection, Confidentiality and Information Sharing

{{org_field_name}} will process candidate, worker, client and placement information in accordance with UK GDPR, the Data Protection Act 2018 and its Confidentiality and Data Protection Policy. Information relating to health, safeguarding, DBS checks, criminal records, professional registration, complaints or incidents will be handled securely and shared only where there is a lawful basis and legitimate need.

Workers must maintain confidentiality at all times and must not disclose service-user, family, client or colleague information except where required for care, safeguarding, legal, regulatory, professional or placement-management purposes. Workers must use the client’s records and systems as instructed and must not remove, photograph, copy or share records unless authorised.

Any actual or suspected data breach, confidentiality breach or inappropriate disclosure must be reported immediately to the client where relevant and to {{org_field_name}}.

14. Emotional Wellbeing of Staff

Providing end-of-life care can be emotionally challenging. {{org_field_name}} is committed to supporting staff by:

• Offering access to debriefing and emotional support through the agency.
• Encouraging staff to reflect on their experiences and seek additional support if required.
• Ensuring that directors are available to listen and support staff who experience distress, emotional fatigue, or bereavement following a placement.

Where a worker experiences distress, moral injury, trauma, bereavement, conflict with family members, involvement in a safeguarding concern, or distress following a death or serious incident, {{org_field_name}} will offer appropriate support, debriefing and signposting. Workers are encouraged to report concerns early and will not be penalised for seeking support or stating that an assignment is outside their competence or causing significant distress.

15. Equality, Diversity, and Non-Discrimination

{{org_field_name}} will ensure that palliative and end-of-life care is delivered in line with the Equality Act 2010 by:

• Recognising and valuing diversity in culture, beliefs, and values.
• Adapting care to meet the needs of individuals from all backgrounds.
• Ensuring that no one is discriminated against on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

16. Training

All agency staff will receive appropriate training in:

• Palliative and end-of-life care principles.
• Communication skills specific to end-of-life care.
• Recognising and reporting changes in condition.
• Supporting families and loved ones.
• Advance care planning and DNACPR awareness.
• Mental Capacity Act 2005, best-interests principles and DoLS awareness.
• Safeguarding adults, including recognising neglect, coercion, discriminatory abuse and organisational abuse.
• Medication awareness or medication administration, according to role and competence.
• Infection prevention and control, including care after death.
• Record keeping, confidentiality and data protection.
• Equality, diversity, cultural competence and spiritual care.
• Escalation, incident reporting and whistleblowing.
• Role boundaries for agency workers and client-specific procedures.
• Emotional wellbeing and self-care.

Mandatory and refresher training will be provided or verified as required by the role, client requirements, legal obligations, professional standards and identified risks. {{org_field_name}} will keep training records and will not knowingly supply workers to assignments where required training or competence is absent or out of date.

17. Monitoring and Compliance

The directors of {{org_field_name}} are responsible for:

• Reviewing client feedback and incident reports relating to end-of-life care.
• Addressing concerns or complaints about the standard of end-of-life care delivered by agency workers.
• Conducting audits of documentation and practice relating to palliative and end-of-life care where appropriate.
• Ensuring that lessons learnt from incidents, complaints, or feedback are shared across the organisation to improve practice.
• Monitoring recruitment, vetting, right-to-work, DBS, professional registration and training records.
• Reviewing client feedback about worker competence, conduct, documentation, safeguarding and end-of-life care.
• Monitoring agency-worker rights, working time, pay, holiday and AWR compliance.
• Reviewing incidents involving medication, deterioration, death, DNACPR, safeguarding, complaints, confidentiality or working outside competence.
• Taking prompt action where a worker may be unsuitable for further placement, including suspension from assignments, retraining, referral to a professional regulator, DBS referral or safeguarding referral where required.
• Reviewing legal updates, including changes under the Employment Rights Act 2025 and any changes to agency-worker regulation, umbrella company regulation, right-to-work checks, DBS rules, CQC scope guidance, NICE guidance and MCA/DoLS reform.

18. Policy Review

This policy will be reviewed at least annually or sooner if:

• There are changes in legislation, national guidelines, or best practice.
• Significant incidents or feedback indicate a need for revision.
• Updates to the NICE guidelines or CQC standards occur.
• There are changes to agency-worker legislation, employment business regulation, right-to-work requirements, DBS eligibility or safeguarding duties.
• There are changes to the organisation’s business model, including any move towards arranging, managing, directing or providing regulated care.
• New legislation or statutory guidance comes into force under the Employment Rights Act 2025 or any replacement agency-work regulatory framework.

The directors of {{org_field_name}} will be responsible for the review, implementation, and communication of this policy.

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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.