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Safeguarding adults policy

1. Introduction:

Safeguarding adults at risk is a fundamental duty of West Mercia Rape & Sexual Abuse Support Centre (WMRSASC). This policy outlines how WMRSASC ensures the safety and protection of vulnerable adults by adhering to relevant standards and regulations, including the Care Act 2014 and the Mental Capacity Act 2005.

 

2. Purpose:

To ensure the protection and safeguarding of adults at risk by providing clear guidelines for staff and volunteers on how to manage and respond to safeguarding concerns.

 

3. Scope:

This policy applies to:

  • All WMRSASC staff
  • Volunteers
  • Trustees
  • Contractors and sessional workers
  • Students on placement
  • Anyone acting on behalf of WMRSASC

 

4. Responsibilities:

Safeguarding is a shared responsibility. WMRSASC ensures clear lines of accountability in accordance with statutory guidance and local safeguarding arrangements.

Designated Safeguarding Officer (DSO): The Chief Executive Officer (CEO). The CEO holds strategic responsibility for safeguarding, including:

  • Ensuring compliance with national and local safeguarding requirements.
  • Overseeing implementation of safeguarding policy and practice.
  • Providing advice and oversight on complex or high‑risk cases.
  • Reporting serious incidents to the Chair of Trustees immediately.
  • Ensuring WMRSASC participates appropriately in multi‑agency safeguarding processes.
  • Ensuring learning from safeguarding cases is embedded across the organisation.

Trustee Board:

Trustees hold ultimate accountability for safeguarding and must:

  • Ensure effective safeguarding governance is in place.
  • Receive safeguarding reports and updates at every board meeting.
  • Provide scrutiny, challenge, and oversight.
  • Ensure adequate resources for training, systems, and safe practice.
  • Undertake Level 3 safeguarding training.
  • Ensure serious incidents are reported to statutory bodies or regulatory agencies as required.

Senior Leadership Team (SLT) and Service Managers Team (SMT):

Are responsible for:

  • Embedding safeguarding within their operational areas.
  • Ensuring staff receive safeguarding supervision and support.
  • Monitoring compliance with training, procedures, and practice standards.
  • Ensuring safeguarding themes and risks are escalated when necessary.
  • Deputise for Designated Safeguarding Officer

Line Managers and Single Point of Contact (SPOCs): First point of contact for staff with concerns, responsible for assessing information, and advising on necessary actions.

Managers/SPOCs are responsible for:

  • Providing immediate safeguarding guidance to staff.
  • Supporting decision‑making and liaise with Adult Social Care.
  • Ensuring timely referrals to appropriate agencies.
  • Reviewing and quality‑assuring safeguarding records.
  • Monitoring progress of cases and ensuring actions are completed.
  • Attending multi‑agency meetings where required.
  • Ensuring all decisions and actions are recorded accurately.

All Staff and Volunteers

All individuals working with WMRSASC must:

  • Recognise and report safeguarding concerns immediately.
  • Follow internal standard operating procedures.
  • Maintain professional boundaries at all times.
  • Clearly explain the limits of confidentiality.
  • Record safeguarding concerns accurately and promptly.
  • Complete mandatory safeguarding training and refreshers.
  • Work in partnership with safeguarding agencies.
  • Promote a safe, inclusive, trauma‑informed environment.

 

5. Definitions:

Adults at risk:  According to the Care Act 2014, safeguarding duties apply to adults who, because of their care and support needs, may be at increased risk of harm. This can include individuals with disabilities, mental health issues, or those who are elderly and may require assistance in daily living.

Abuse: Any behaviour which knowingly or unwittingly causes harm, endangers life, or violates rights. This may be physical, sexual, psychological, financial, material, or neglect.

Confidentiality: The principle of keeping sensitive information private unless disclosure is necessary to protect the person concerned.

6. Principles:

Empowerment: People being supported and encouraged to make their own decisions and give informed consent.

Proportionality: The least intrusive response appropriate to the risk presented.

Partnership: Local solutions through services working with their communities – communities have a part to play in preventing, detecting, and reporting neglect and abuse.

Trauma informed approach: We are responsive to the needs of clients impacted by trauma.

Equity: Ensuring protection and equal treatment for all clients.

Responsibility: Adhering to our duty to safeguard and promote client’s welfare.

Awareness: Recognising that clients may face various forms of abuse and adverse social factors.

Environment: Creating a secure and supportive environment for both clients and staff.

Cultural Sensitivity and Inclusivity: Respecting and understanding the diverse backgrounds of the clients we support.

Prevent Duty: We recognise our responsibility under the Government’s Counter‑Terrorism and Security Act 2015 to have due regard to the need to prevent people from being drawn into terrorism (the PREVENT duty). As part of our safeguarding arrangements, we are committed to protecting children, young people, and vulnerable adults from the risks of radicalisation and extremism. Staff and volunteers are trained to recognise potential indicators of radicalisation and understand how to respond appropriately. Any concerns will be reported in line with our safeguarding procedures and, where necessary, shared with relevant agencies, including local safeguarding partners or the Channel programme.

The Care Act 2014

Defines the person who should be the subject of a safeguarding enquiry as an adult who:

  • Has needs for care and support (whether or not the local authority is meeting any of those needs); and
  • Is impacted by, or at risk of, abuse or neglect, and because of those care and support needs is unable to protect themselves from either the risk of, or the experience of, abuse or neglect. The risk may fluctuate depending on circumstances.

The Mental Capacity Act 2005

The Mental Capacity Act (MCA) is designed to protect and empower people who may lack the mental capacity to make their own decisions about their care and treatment. This may fluctuate depending on circumstances.  It applies to people aged 16 and over. The MCA sets out five statutory principles that underpin the legal requirements:

  1. A person must be assumed to have capacity unless it is established otherwise.
  2. A person is not to be treated as unable to make a decision unless all practicable steps to help them do so have been taken without success.
  3. A person is not to be treated as unable to make a decision merely because an unwise decision is made.
  4. An act done, or decision made, under this Act for or on behalf of a person who lacks capacity must be done, or made, in their best interests.
  5. Before the act is done, or the decision is made, care must be taken to avoid restricting the person’s rights and freedom of action.

Disclosure & Confidentiality

Clients who remain in abusive or harmful environments will not face disclosure to external agencies without their consent, unless there is significant risk of harm to the client, others, and/or children. If a concern is identified, a line manager or SPOC should be informed, and a case discussion will be held to review and monitor the situation.

Support for those who report abuse

All those making a complaint or allegation, or expressing concern, whether they be staff, volunteers, clients, third party or members of the public should be reassured that:

  • They will be listened to and taken seriously.
  • Their comments will be treated confidentially wherever possible, but their concerns may be shared if they or others are at significant risk.
  • Workers will be given support and afforded protection if necessary, in line with the Public Interest Disclosure Act 1998, the Employment Rights Act 1996, and the Enterprise and Regulatory Reform Act 2013.

The adult has the right:

  • To be made aware of this policy.
  • To have disclosures heard and believed.
  • To receive fair and respectful treatment throughout.
  • To be involved in any process as appropriate.
  • To receive information about the outcome.

 

7. Adults Safeguarding Procedures:

Safeguarding Officer

The WMRSASC Senior Designated Safeguarding Officer is the Chief Executive Officer, who has the responsibility to keep up to date with national developments within Safeguarding and to inform all WMRSASC staff and volunteers.

Safeguarding Procedure

WMRSASC has clear safeguarding procedures in place. Where a safeguarding concern is identified all staff and volunteers are expected to:

Initial Contact:

  • Inform the client that you are going to break confidentiality unless you are concerned that doing so will put a child/ adult at risk.
  • For an adult, encourage self-reporting, in which case we will need assurance that concerns have been raised and appropriate action taken.

Immediate Risk:

  • If you believe a person is at immediate risk of harm, contact the police immediately by calling 999.

Guidance from Management:

  • Discuss/share your concerns with your Line Manager or SPOC and agree actions (this will include any necessary referrals and signposting).

Record:

  • Record information and any action following a disclosure/safeguarding concern for CYP’s on Child Protection1 form (CP1) or adult on adult at risk 1 (AR1) form, including a detailed chronology of concerns raised and actions taken. This is a live document that should be continuously updated until the safeguarding issue is resolved.
  • The information recorded needs to be clear, concise, factual and kept up to date.

Collaboration and oversight:

  • No safeguarding issue should be managed by a worker in isolation and should be raised with Line Manager/ SPOC and soon as practical.
  • Use supervision to discuss any open CP1/ AR1, to ensure that any actions/ concerns are escalated.
  • Any actions or discussion that take place are recorded and outcomes clearly noted.
  • Any actions requested by manager or SPOC need to be completed in a timely manner.
  • Line Manager/SPOC will record the concern on the central safeguarding management log which is reviewed and updated weekly at the safeguarding review meeting.
  • Relevant manager is responsible for ensuring that all actions are completed before the safeguarding record is closed and attached to the client records.

Confidentiality:

  • Maintain confidentiality in line with WMRSASC policy, disclosing relevant information only when necessary to protect the child or adult.

Allegations Made Against Staff / Volunteers

If an allegation of abuse is made against a member of staff or a volunteer:

  • Follow safeguarding procedures for all parties.
  • The member of staff / volunteer may be suspended from duties pending investigation.

Training and Support

WMRSASC ensures all staff and volunteers are trained to recognise signs of abuse and follow proper reporting procedures. Ongoing training is provided, with refresher courses annually, to keep staff updated on best practices and legal requirements.

Recruitment

All staff, volunteers, and trustees undergo Enhanced DBS checks and comprehensive training on safeguarding before beginning work with WMRSASC.

Record Keeping

  • Documentation: All concerns or disclosures of abuse are recorded with details of dates, times, persons involved, and actions taken.
  •  Retention: Records are kept for five years, or seven years after a client turns 18, unless further action is required.

Continuous Improvement

WMRSASC regularly reviews and updates its policies and procedures to ensure they remain effective and compliant with legal requirements. The safeguarding policy will be reviewed annually.

8. Complaints/Appeals:

If you believe this policy has not been applied correctly or wish to raise a complaint or appeal a decision, please contact your Line Manager. For further guidance, refer to the Grievance Policy. If your concern involves serious wrongdoing, unethical practices, or legal violations, please consult the Whistleblowing Policy for information on how to raise such issues confidentially and without fear of retaliation.

9. Data Protection:

Information related to this policy is stored securely and handled in accordance with WMRSASC’s Data Protection Policy to ensure the confidentiality and privacy of all parties.