Explain what to do if abuse of an adult is suspected, including how to raise concerns within the local whistleblowing policy procedures.
If you suspect abuse you may:
Your local authority’s “multi agency policy and procedures for safeguarding adults at risk from abuse” will contain the appropriate guidance which you should follow if you suspect someone is being or has been abused. If you do not work for a local authority, you should consult your own employer’s procedures and ask your manager for support and guidance.
What to do?
- Call the police if it is a criminal matter, for example, an alleged assault, rape or indecent exposure, property damage, theft or threatening behaviour.
- If the individual needs medical attention, call the emergency services or call a doctor as appropriate.
- Preserve evidence e.g the scene of the crime or a weapon which has been used in an assault should not be touched or moved.
- Preserve evidence of a sexual assault e.g. not allowing a person to shower or wash.
- Provide support, comfort and empathy to the individual both in the short and long term.
- Act in accordance with your local reporting procedures.
- Report immediately to your manager.
- Record your observations and actions.
- You may need to inform your local adult safeguarding team.
The key things YOU MUST DO if an individual discloses abuse to you;
| Assume the individual is telling the truth. |
| Speak to them in a calm and sensitive way. |
| Encourage them to give you basic information. |
| Listen carefully and make sure you record what was said including:datestimes placesnames of any people involved. Information should be recorded using agreed ways of working. |
| Reassure the individual that you are taking this seriously and inform them that you must report it. |
The key things YOU MUST NOT DO if an individual discloses abuse to you;
| Never think or assume the individual is lying. |
| Never ask the individual leading questions such as; ‘Are you sure this really happened?’ or “Did he touch you?” |
| Do not wait until you see your manager, act immediately. |
| Do not discuss the matter in a public place. |
| Do not confront the alleged abuser or try to investigate the disclosure yourself. |
| Do not judge the individual by what they tell you or what you know about them. |
| Never question the individual further than the basic information they give you. You could jeopardise evidence needed for use in Court. This will be done as part of the investigation by an independent and full trained person. |
If an individual tells you something and asks you to keep it a secret or if they ask you not tell anyone, you MUST inform them you have to tell your manager as it is a condition of your employment.
If you do not pass this information on, you could be seen as colluding or conspiring (this means to be involved).
Always record information using the agreed ways of working for your workplace. Records need to be factual and should not include your thoughts or views without stating that they are your personal opinion.
Sign and date everything you record.
Whistleblowing is the reporting of unsafe or illegal practices in the workplace and includes reporting of suspected or actual abuse.
Your employer will need to explain or provide their whistleblowing policy.
YOU have a responsibility to report things that you feel are not right, are illegal, or if anyone at work is neglecting their duties
If it is your manager’s work that you are concerned about, you can seek support from a more senior person or from someone outside of your organisation. You can contact your organisation’s safeguarding lead, the Care Quality Commission (CQC), a union representative if you have one, the local police or your local authority safeguarding team.
If you raise a concern with the CQC the information you give them will be dealt with in confidence, and you can raise concerns anonymously.
The CQC have a quick guide to whistleblowing or guidance for workers that gives helpful advice on speaking out about poor care and what protection you will have from the law. Click HERE to find more information.
When “whistleblowing”, a worker is protected by the law. To be protected when making a disclosure, you must reasonably believe two things:
- That you are acting in the public interest
- That the disclosure tends to show past, present or likely future wrongdoing falling into one or more specific categories:
| Criminal offences e.g. financial, physical, emotional abuse. |
| Failure to comply with an obligation set out in law. |
| Miscarriages of justice. |
| Endangering of someone’s health and safety. |
| Damage to the environment. |
| Covering up wrongdoing in any of the above categories. |
Whistleblowing law is located in the Employment Rights Act 1996 (as amended by the Public Interest Disclosure Act 1998).
It provides the right for a worker to take a case to an employment tribunal if they have been victimised at work or they have lost their job because they have ‘blown the whistle’.”
You must:
- Locate a copy of your employer’s policy and procedures for the safeguarding of adults at risk from abuse or the local authority’s policy and procedures.
- Locate a copy of your employer’s whistleblowing policy.
Would you be able to tell a CQC inspector where these policies are and what YOU need to do if you have concerns?
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