Back to Safeguarding Allegations/ Concerns about Practitioners and Those in Positions of Trust

Overarching principles

The definition of ‘work’ includes the following:

These procedures are underpinned by the following legislation and guidance and should be read in conjunction with them:

Making a report:

The person to whom an allegation or concern is first reported should treat the matter seriously and keep an open mind.

They should not:

They should:

It must be noted that some allegations are so serious as to require immediate referral to the police and Social services. These procedures are not in any way intended to impede the requirement for urgent or immediate responses to circumstances that are clearly serious, although it is expected that the Designated Officer for Safeguarding is informed of such events at the very earliest opportunity and in all circumstances within no more than 24 hours after the concern has arisen (next working day – if out of office hours).

The reporting person should clearly highlight that this is a safeguarding allegation/concern in relation to a professional, volunteer or carer and where possible, should send accompanying documentation such as the risk assessment clearly advising what safeguarding action has been taken to protect any children and adults at risk.

In cases where there is an identifiable child or adult at risk who has been subject to abuse or neglect, the Wales Safeguarding Procedures will be implemented and followed alongside the process outlined in these procedures. If there is no identifiable child or adult at risk and the professional meets the criteria identified above then these procedure will still be invoked.

In cases where there is an identifiable child, young person or adult at risk who may be raising the concern or has been subjected to possible abuse then a proportionate assessment will be carried out by social services in accordance with the Social Services and Well-being (Wales) Act 2014. The outcome of this assessment must be fed back to the Designated Officer for Safeguarding.

The employer/voluntary organisation or professional body may need to consider suspending the employee without prejudice, or putting in place support or restrictions to safeguard vulnerable persons. This will also safeguard the employee against accusations of interfering with the enquiries and as a safeguard to the organisation. If the allegation has not come from within the employee’s organisation and referred accordingly, then the police and/or Social services should inform the Designated Officer for Safeguarding within the employing agency that an allegation against a member of staff has been made and formal investigations are required.

Any person who has a concern should: