Safeguarding Policy

Version: 1.1 (Updated August 2025)
Applies to: Strive

1. Introduction

Strive is committed to safeguarding and promoting the welfare of children, young people, and vulnerable adults. This policy sets out our responsibilities, procedures, and commitment to ensuring that clients are protected from harm in line with UK legislation, statutory guidance, and the BACP Ethical Framework.

2. Scope

This policy applies to all employees, volunteers, placement counsellors, and contractors working with or on behalf of Strive. It covers safeguarding responsibilities in all forms of counselling delivery, including in-person, online, and telephone services.

3. Legal and Ethical Framework

This policy is informed by the following legislation and guidance:
– Children Act 1989 and 2004
– Care Act 2014
– Safeguarding Vulnerable Groups Act 2006
– Working Together to Safeguard Children (HM Government)
– BACP Ethical Framework for the Counselling Professions

4. Responsibilities

Proprietor/CEO: Holds ultimate responsibility for safeguarding within Strive, ensuring policies are implemented and reviewed.

Designated Safeguarding Lead (DSL): Responsible for managing safeguarding concerns, advising counsellors, liaising with statutory services, and maintaining safeguarding records.

Deputy DSL: Appointed to provide cover when the DSL is unavailable.

Counsellors, Volunteers, and Contractors: Responsible for being vigilant to safeguarding concerns, recording and reporting issues promptly including contacting supervisors and making immediate referrals to safeguard clients where necessary, and working within their competence and training. Where counsellors, volunteers, or applicants are known to be under police investigation or have previous convictions relevant to safeguarding, the Designated Safeguarding Lead (DSL) and Proprietor/CEO will conduct a safeguarding risk assessment to determine suitability for client work. Decisions will prioritise client safety and wellbeing while balancing fairness and transparency.

Supervisors: Support counsellors in recognising and addressing safeguarding concerns, escalating issues to the DSL or making immediate referrals to safeguard clients where necessary.

5. Recognising Abuse

Abuse may take many forms, including physical, emotional, sexual, financial, neglect, discrimination, and domestic abuse. All individuals at Strive are responsible for being alert to signs of abuse or neglect and for acting in accordance with this policy.

6. Procedure for Responding to Safeguarding Concerns

a. Immediate Action
– If a client is at immediate risk of harm, contact emergency services (999).

b. Recording
– Record factual details of the concern using Strive’s safeguarding reporting form.
– Do not investigate or make assumptions.

c. Reporting
– Report concerns immediately to the DSL (or Deputy DSL if the DSL is unavailable) via phone on 07356 254862.
– The DSL will assess the concern and decide whether to refer to external services.

d. Escalation
– If the concern meets the threshold, the DSL will make a referral to the appropriate service(s).
– Where appropriate, the DSL may also inform the client’s GP or other relevant professionals.

e. Confidentiality
– Information will be shared on a ‘need to know’ basis only, in line with data protection law and safeguarding guidance.

7. Safeguarding Records

– Safeguarding concerns, actions, and referrals will be documented and stored securely.
– Records will be retained in line with Strive’s Privacy Policy and reviewed regularly.
– Access to safeguarding records will be restricted to the DSL, Deputy DSL, and Proprietor/CEO.
– Strive carries out appropriate checks and assessments to ensure all counsellors working with clients are safe, suitable and supported. Sensitive information is handled confidentially and is not shared with clients.

8. Training

– The DSL and Deputy DSL must complete safeguarding training at Level 3 or above.
– All counsellors, volunteers, and contractors must complete safeguarding awareness training during induction.
– Refresher training will be undertaken at least every 3 years.

9. Whistleblowing

Strive encourages a culture of openness and accountability. Individuals who raise safeguarding concerns in good faith will be protected from detriment. Whistleblowing concerns can be raised with the Proprietor/CEO if individuals feel their concerns have not been addressed.

10. Review

This policy will be reviewed annually, or sooner if required by legislative changes, safeguarding guidance, or organisational needs.