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What to do if an allegation is made?
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How to deal with allegations of abuse. If allegations that a staff member, volunteer, child or young person may have caused harm to a child – or you have concerns they may cause risk of harm to a child – it's essential that you respond appropriately.
- Managing allegations against or concerns about people who ...
This page shares best practice for managing allegations or...
- Managing allegations against or concerns about people who ...
- Investigating Allegations and Lado Meetings
- Will You Be Suspended?
- The Outcome
- Substantiated Allegations
- The Length of Time to Resolve The Matter
- Confidentiality
- What Will Be Written About You?
If an allegation has been made about you or concerns have been expressed about your behaviour towards a child or children or your suitability to work with children, your employer has a duty to report this to the Local Authority Designated Officer (LADO) in the area where your employer is based. The LADO will consult with your employer/the referrer ...
Suspension is a neutral act, not a sanction, and it should not be automatic. It should, however, be considered in cases where: 1. there is reason to believe a child has suffered or will suffer significant harm 2. the allegation warrants investigation by the police 3. the allegation is so serious that it might be grounds for dismissal 4. behaved or ...
There may be one meeting or more than one depending on the complexity of the issues. At the final meeting, it will be agreed whether the allegation is: 1. Substantiated:where there is sufficient identifiable evidence to prove the allegation. 2. False:where there is sufficient evidence to disprove the allegation. 3. Malicious:where there is clear ev...
If the allegation is substantiated and you are considered to be a risk to children or have harmed a child, your employer has a legal duty to refer the matter to Disclosure and Barring Service (DBS) or other professional regulatory bodies. The DBS has the power to decide whether you should be barred from, or have conditions imposed in respect of wor...
It is in everyone’s interest for cases to be dealt with expeditiously, fairly and thoroughly and for unnecessary delays to be avoided. Some cases will take longer because of their specific nature or complexity. However, the LADO will endeavour to ensure that investigations of allegations are resolved as quickly as possible, particularly as you may ...
Confidentiality will be maintained, and information is restricted to those who have a need to know. If you are returning to work following a suspension, your manager/ employer should discuss with you how to make your return as easy as possible. Consideration should also be given to the arrangements that are to be put in place if it is likely that y...
Your employer has personnel records which will detail how the allegation was investigated, the decisions reached, and the actions that were taken. You should clarify arrangements for the retention of this information with your employer, who should also tell you what will be disclosed in future references. The local authority also makes an electroni...
Allegations management is the process by which allegations against people who work with children (in a paid or voluntary capacity) are investigated. Concerns may arise in a wide range of circumstances and can relate to an individual’s behaviour in work, outside work or at home.
Introduction. Roles and responsibilities. What is a safeguarding allegation? What to do if an allegation is made. Initial considerations about managing a safeguarding allegation. Action following initial consideration. Allegations against a CEO or Trustee. Suspension. Action following the conclusion of the external investigative process.
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Process Flowchart - For Allegations against People working with Children. If an allegation is made about an employee or a volunteer working with children/young people you must report to your...
What happens during an investigation? Working Together to Safeguard Children (2023) sets out the statutory guidance which must be followed when there are concerns about the safety or welfare of any child.
This page shares best practice for managing allegations or concerns about abuse by someone who works or volunteers with children. Your organisation should also have procedures for responding to allegations of abuse made against a child. > Find out more about managing allegations made against a child. If you think a child is in immediate danger
