The need to Safeguard children and vulnerable adults has increased dramatically over the past 10 years. This has been highlighted by the serious case reviews following incidents in schools, adult care establishments and childcare settings. Demonstrated in many case reviews, is management’s failure to install adequate and comprehensive Safeguarding Policies and Procedures. This is further borne out by an increase in the number of people who are placed on the DBS barred list register, at around 140 per week and rising.

Providers need to have an increased awareness of their enhanced duty of care to children and vulnerable adults. A HR related perspective to Safeguarding should be considered through the installation of comprehensive and robust Employee Handbooks and Safeguarding Policies and Procedures. These must meet and comply with the Protecting Children and Vulnerable Adults Code of Practice and must promote and prioritise the safety and wellbeing of children and vulnerable adults.

Policies and Procedures

We provide our childcare clients with Ofsted compliant and bespoke Policies and Procedures. These consist of over 75 individual policies in a 350-400 page document including robust Safeguarding Policies and Procedures. The document is automatically updated as and when new legislation dictates.


Clients are invited to hold our practical and interactive training sessions at their premises. Our training sessions update staff on Safeguarding issues, the workings of the DBS and the expectations of Ofsted. Managers benefit from explanations of the Safeguarding procedures they are required to follow.

Clients can request one free training session per annum.


If you let us know your email address, you can receive our regular newsletters which provide guidance, advice and benefits for clients.

Click here to see one of our informative Safeguarding articles.

Safeguarding Advice

We are available to discuss and support you with any safeguarding concerns you may have. Our expert safeguarding and HR consultants will guide you through the legislation of the regulated industry and advise you on both the required and best courses of action. There are specific timeframes and procedures to consider to ensure you are compliant and upholding your safeguarding obligations and we are here to walk you through each step of the process.

Safeguarding Investigations

When a safeguarding issue regarding a member of staff arises, the instinctive action often taken by managers is to suspend on full pay whilst they carry out an investigation. The High Court recently ruled this to be unlawful and a Breach of Contract. The reason given for suspension should be to safeguard children and to carry out an investigation.

When a serious allegation or complaint is made about a staff member, the Police and Local Authority may tell you to leave the investigation to them even though you have compelling evidence. You should still carry out your own investigation and disciplinary and dismiss if necessary based on the balance of probability as opposed to the Police criteria of ‘beyond reasonable doubt’.

Safeguarding Quiz

We maintain an ongoing Safeguarding quiz with answers. These are ideal for updating managers or for staff Safeguarding training purposes. A copy of this quiz can be sent out to you on request.

Safeguarding Disciplinary

Unlike standard disciplinary hearings, safeguarding disciplinary hearings do not require you to prove ‘gross misconduct’ to dismiss. Where ‘gross misconduct’ cannot be proven but the employee satisfies relevant conduct and the harm test, you can dismiss for ‘Some Other Substantial Reason (SOSR)’ due to serious safeguarding concerns. You will then need to report this to the relevant local authorities. Navigating this complex procedure accurately, legally and responsibly is essential for all employers duty bound to safeguard children and/or vulnerable adults. Our expert safeguarding and HR advisors are here to assist you with such matters.


Understanding how to refer an individual is vital when your business is responsible for the care of children and vulnerable adults. Click here to read our concise guide to making a DBS referral.

Safer Recruitment

Organisations working with children and vulnerable adults have a duty to safeguard and promote welfare. Safe recruitment procedures should always be implemented as a method of adhering to this requirement. Click here to read our guide to safer recruitment.


Whilst recent changes have ended the Disqualification by Association Regulations, changes to these rules also mean there will be more restrictions on who can run a charity. If your setting is charity run, you will need to check that your trustees, Chief Executive Officer and Financial Directors will not be disqualified from acting in these positions after the 1 August 2018.
We have produced a Declaration Form which should be completed annually by all trustees and people in relevant senior management positions. Please contact us if you would like more information about this.


We provide a specialist Safeguarding and HR service to the regulated industry. We help by creating you a system of Ofsted/CQC compliant, bespoke documentation such as:

  • SMTs (Staff Contracts), and
  • Employee Handbooks.

For the childcare industry, our documentation also includes:

  • Nursery Policies and Procedures (these consist of over 75 individual policies in a 350-400 page document),
  • Health and Safety Handbook and General Policy, and
  • Visitors’ Books.

This documentation is automatically updated for you as and when new legislation dictates.

Our service includes a telephone advice line with your own personal nominated advisor to guide you through any HR or Safeguarding issue that may arise. Your advisor can create bespoke letters and documentation for you in relation to any issue that they are dealing with on your behalf. We can also come out to your setting to assist with disciplinary and appeal hearings at an additional cost.

The service is provided for a term of either 1 or 3 years and is priced dependant on which length you choose and the number of staff in your organisation.


  • To obtain a quotation for your business, simply email with the nature of your business, the number of employees and your choice of contract length and method of payment.
  • For Example; Nursery - 15 Staff - 3 Year - Paid Monthly.