Support & Information Sharing for Individuals Subject to Allegations

Employers must:

• Inform the individual at the earliest safe stage. LADO/DOS can provide guidance as to what information can be provided at each stage. The amount of detail and information shared must be reviewed at each stage of the process. The nature of the allegation should not be withheld from the individual unless there are specific documented reasons for doing so i.e. may put others at risk; impede a criminal investigation. This must be reviewed on a regular basis throughout the process and recorded. When safe and appropriate to do so details must be shared with the individual. Seek advice and guidance from the LADO/DOS around information sharing
• Provide support to the individual and provide a named wellbeing/welfare contact within the organisation - This is not the responsibility of the LADO/DOS
• Treat the individual fairly and honestly and help them to understand the allegation made (if safe to do so) and processes involved

Any internal employment decisions will be made by the employer. It is not a decision for the LADO/DOS.

However, this process will continue irrespective of the individual’s employment status.

If the allegation has been made in respect of a foster carer or adult placement carer, they should be informed that an allegation has been made by the registered manager or delegate.

Opportunity must be given to the individual to provide their account and response to allegations made, where there are no other investigations running in parallel i.e. criminal investigation. The voice of the individual whom the allegation has been made against, should be reflected within the section 5 strategy meeting process. Where there are no concurrent criminal investigations ongoing the employer should (subject to their employee’s consent) provide an account of the individuals response to the allegations as far as they are able to; any relevant information; any fact-finding information that has been obtained. This should be revisited at every professional strategy meeting held.

Individuals who have allegations made against them must be treated fairly and their views, responses must be fed into the process. Obtaining views and feedback from the individual will generally be the responsibility of the employer (or similar identified person).