1. Check immediate safety
Establish whether anyone is at immediate risk and take proportionate action. This might include medical help, emergency services, additional staffing or separating people.
2. Listen without leading
Allow the person to explain in their own words. Avoid suggesting answers, promising secrecy or repeatedly questioning them. Record the words used, context, time, witnesses and actions taken.
3. Follow local and organisational procedures
Use your safeguarding policy and local authority procedures. Decide promptly whether a safeguarding referral, police contact, CQC notification, commissioning notification or other statutory report may be required.
4. Separate safeguarding from employment decisions
If the concern involves a worker, safeguarding and employment processes may run alongside each other. Consider risk controls and alternatives before deciding on suspension. An allegation is not itself proof.
5. Record reasoning and follow through
- What was reported and by whom.
- Immediate risks and protective action.
- Advice sought and referrals made.
- Reasons for employment or staffing measures.
- Learning, actions and how completion will be checked.