{"id":26473,"date":"2026-08-04T13:43:47","date_gmt":"2026-08-04T12:43:47","guid":{"rendered":"https:\/\/ukactive.com\/?post_type=policy_page&p=26473"},"modified":"2026-08-04T13:46:20","modified_gmt":"2026-08-04T12:46:20","slug":"safeguarding-policy","status":"publish","type":"policy_page","link":"https:\/\/ukactive.com\/cy\/policies\/safeguarding-policy\/","title":{"rendered":"Polisi Diogelu"},"content":{"rendered":"

 <\/p>\n

    \n
  1. Policy Statement<\/span><\/b>
    \n<\/span>ukactive\u00a0is\u00a0passionate about\u00a0safeguarding and the\u00a0protection of\u00a0people. We\u00a0provide\u00a0support and guidance to all staff\u00a0regarding\u00a0their duty to protect children, vulnerable\u00a0adults,\u00a0and service users from harm. Appropriate action will be taken if any breaches\u00a0or offences\u00a0are reported.\u00a0<\/span>The\u00a0severity of the\u00a0breach\u00a0and\/or\u00a0offence will\u00a0determine\u00a0the level of the action taken.<\/span>\u00a0<\/span>\u00a0<\/span><\/li>\n
  2. Scope<\/span><\/b>
    \n<\/span>This policy applies to all employees, Board members, Committee\u00a0members,\u00a0and contractors who work for, or are associated to,\u00a0ukactive.<\/span><\/li>\n
  3. Related policies<\/span><\/b>
    \n<\/span>This policy should be read in conjunction with the Equality, Diversity and Inclusion, Inappropriate Behaviour, and Employee Disciplinary policies.<\/li>\n
  4. Purpose<\/span><\/b>\n
      \n
    1. The purpose of this policy is to protect children and vulnerable people from harm and to promote their welfare, by providing all employees, contractors, and volunteers with information about the safeguarding position adopted by ukactive.<\/li>\n
    2. The policy is particularly important in the regulated activity\/work that ukactive does with children and service users.<\/li>\n
    3. In England and Wales this is referred to as regulated activity and in Scotland this is referred to as regulated work. In this policy this will be referred to as regulated activity\/work.\u00a0<\/span><\/li>\n
    4. ukactive has a responsibility to promote the welfare of children, vulnerable people, and service users and to keep them safe.<\/li>\n
    5. ukactive complies with all the legal obligations placed upon it by the Safeguarding Vulnerable Groups Act 2006 (England and Wales) and the Protection of Vulnerable Groups (Scotland) Act 2007 (Scotland).<\/li>\n
    6. The policy covers the arrangements for safeguarding during the recruitment and selection process for ukactive people, and safeguarding issues that arise during employment in circumstances where children or service users are placed at risk, or where they could have been placed at risk.<\/li>\n<\/ol>\n<\/li>\n
    7. Recruitment process<\/span><\/b>\n
        \n
      1. Advertisements for roles at ukactive will specify clearly whether the work involves regulated\u00a0 activity\/work together with the basis of that work.<\/span><\/li>\n
      2. Offers of employment or contracts for services will be made conditional on the receipt of satisfactory references. Where necessary additional checks will be conducted by the Disclosure and Barring Service in England and Wales (DBS) and Disclosure Scotland in Scotland (DBS). ukactive will cover the cost for any required checks to be undertaken.<\/li>\n
      3. There are two types of checks that could be carried out depending on your role and what duties you are expected to undertake.\n
          \n
        1. A\u00a0Basic DBS\u00a0check\u00a0is\u00a0required\u00a0for\u00a0ukactive\u00a0people\u00a0working on a project\u00a0where\u00a0they\u00a0may be in the vicinity of\u00a0children and\/or\u00a0vulnerable people.\u00a0Following the check,\u00a0a certificate will\u00a0be issued that\u00a0contains\u00a0details of convictions and conditional cautions that\u00a0are\u00a0unspent\u00a0under the terms of the Rehabilitation of Offenders\u00a0Act (ROA 1974).<\/li>\n
        2. An Enhanced DBS check is required for ukactive people working with children or vulnerable adults in certain circumstances, e.g. proximity on projects, where direct interaction is taking place. Following the check, a certificate will be issued that contains some of the basic check information and may also contain non-conviction information supplied by relevant police forces, if it is deemed relevant and ought to be contained in the certificate.<\/li>\n<\/ol>\n<\/li>\n
        3. Overall, these checks will confirm whether the applicant is suitable to carry out the role when working with children and vulnerable people and has not been barred from performing this work. If the background check reveals that an applicant is not suitable, the offer of employment will be withdrawn by ukactive, and the applicant will not be employed.<\/li>\n<\/ol>\n<\/li>\n
        4. Existing employees<\/span><\/b>\n
            \n
          1. Existing employees may be required to provide a satisfactory disclosure check where their work becomes a regulated activity\/work or ukactive requires them to start carrying out regulated activity\/work. Existing employees cannot conduct any regulated activity\/work until they have undertaken a satisfactory disclosure check. ukactive will cover the cost for any required checks to be undertaken.<\/li>\n
          2. The disclosure check will be conducted by the Disclosure and Barring Service in England and Wales and Disclosure Scotland in Scotland.<\/li>\n
          3. The check will confirm that the employee is suitable to carry out the work and has not been barred from performing this.<\/li>\n
          4. If employees are unable to provide a satisfactory disclosure check, or refuse to undertake a disclosure check, ukactive will consider the options for redeployment into any available job roles that do not involve regulated activity\/work.<\/li>\n
          5. If existing employees become added to the children and adults barred lists by either disclosure body, ukactive will consider the options for redeployment into any available job roles that do not involve regulated activity\/work. All employees who are added to the barred lists are required to inform their line manager of their inclusion on the list at the earliest opportunity. A failure to do so may be deemed a disciplinary matter to be dealt with under the Employee Disciplinary Policy.<\/span><\/li>\n
          6. In both cases, if this is not possible,\u00a0ukactive\u00a0may need to consider dismissal of the employee\u00a0based on\u00a0the statutory ban imposed by the disclosure.\u00a0ukactive\u00a0may be unable to continue to employ the employee in any capacity if the continued association with the employee cannot be\u00a0maintained, causes reputational damage to the employer or other reasons that harm its position in the marketplace.<\/li>\n<\/ol>\n<\/li>\n
          7. What is abuse?<\/span><\/b>\n
              \n
            1. All employees are required to be alert at all times to the possibility of abuse towards children, vulnerable people, or service users.<\/li>\n
            2. Abuse may be a single incident or something that occurs over an extended period. It can take many forms including, but not limited to:\n
                \n
              • financial or material abuse<\/span><\/li>\n
              • physical abuse<\/span><\/li>\n
              • mental abuse<\/span><\/li>\n
              • neglect and failures to act<\/span><\/li>\n
              • sexual abuse<\/span><\/li>\n
              • threats of abuse or harm<\/span><\/li>\n
              • controlling or intimidating conduct<\/span><\/li>\n
              • self-neglect<\/span><\/li>\n
              • domestic abuse<\/span><\/li>\n
              • poor practices within an organisation providing care<\/span><\/li>\n
              • modern slavery.<\/span><\/li>\n<\/ul>\n<\/li>\n
              • The abuse may come from employees, personal assistants, service users, relatives, neighbours, social workers, teachers, providers of support services etc.<\/li>\n<\/ol>\n<\/li>\n
              • Reporting and investigating abuse<\/span><\/b>\n
                  \n
                1. ukactive\u00a0will treat all complaints,\u00a0allegations,\u00a0or suspicions of abuse with the utmost\u00a0 seriousness. Training will be provided, as\u00a0appropriate, to ensure that staff are aware of the\u00a0<\/span> warning signs of abuse and the correct reporting procedure to follow if they suspect abuse is,\u00a0<\/span> or has, taken place.<\/span><\/li>\n
                2. The training provided is accredited by\u00a0the\u00a0CPD\u00a0Certification Service\u00a0and is available on\u00a0an\u00a0 online training platform accessible to all employees.<\/span><\/span>\n
                    \n
                  • All staff\u00a0are required to\u00a0annually\u00a0conduct level 1 training for adult and child safeguarding. The course is\u00a0designed for employees who\u00a0work\u00a0in the\u00a0organisation,\u00a0but\u00a0who\u00a0do not\u00a0directly\u00a0encounter\u00a0vulnerable adults,\u00a0children,\u00a0or\u00a0service users, to provide\u00a0a basic overview.\u00a0<\/span>\u00a0<\/span><\/li>\n
                  • Employees\u00a0who have obtained a Basic or Enhanced DBS\u00a0are\u00a0annually\u00a0required to\u00a0conduct the Level 2\u00a0training for adult and child safeguarding. The course is designed for employees who\u00a0encounter\u00a0vulnerable adults,\u00a0children,\u00a0and service users,\u00a0and provides and\u00a0deeper understanding of this area.\u00a0<\/span>\u00a0<\/span><\/li>\n
                  • Level 3 child safeguarding training is required annually for the safeguarding leads at ukactive (HR Manager and Director of Business Operations), alongside the level 2 adult safeguarding training.<\/span><\/li>\n<\/ul>\n<\/li>\n
                  • Employees that suspect abuse is occurring should refer the matter to their line manager immediately, with as much detail as possible. The line manager will need to be informed of the names of the people involved (if known), what type of abuse is or may be occurring, and the dates and times this occurred (if known). An official written report of the alleged act may be requested at this stage as part of the evidence gathering procedure.<\/li>\n
                  • Employees may be asked to refrain from discussing alleged abuse with fellow colleagues, other than those specified by their line manager, to avoid the spread of potentially harmful misinformation and to protect the validity of any investigation.<\/li>\n
                  • The allegations will be investigated fully, led by HR and the Director of Business Operations. All such reports are taken seriously. The investigation will be conducted in a discrete and timely manner and will involve the collation of evidence typically derived from witness statements and surveillance footage where possible.<\/li>\n
                  • If it is suspected that a criminal act may have been committed, ukactive will report the situation to the police.<\/li>\n
                  • Employees suspected of abuse will be suspended on full pay pending a full investigation of the complaints.\u00a0<\/span>It should be noted that this suspension is not\u00a0an indication\u00a0of the employee\u2019s guilt, but rather a necessity given the circumstances.\u00a0ukactive\u00a0appreciates the impact\u00a0prolonged suspension can have on an employee\u2019s reputation, even when allegations are later found to be incorrect, and does not take the decision to suspend lightly.\u00a0Any allegations relating to Board or Board committee members will be dealt with under\u00a0ukactive\u2019 s\u00a0Board Code of Conduct Policy, and any allegations relating to contractors or temporary staff will be dealt with in conjunction with the contracted agency\u00a0by which they are employed.<\/span><\/li>\n
                  • ukactive\u00a0may be under a duty to\u00a0disclose\u00a0allegations of abuse to the Disclosure and Barring Service or Disclosure Scotland as\u00a0appropriate. The organisation may also consider it necessary to inform the police of allegations under investigation.<\/li>\n
                  • All reported incidents will be logged on the\u00a0ukactive\u00a0Safeguarding tracker.<\/li>\n<\/ol>\n<\/li>\n
                  • Third party engagement<\/span><\/b>\n
                      \n
                    1. Where a ukactive person is required to work on a project which engages with children, vulnerable adults, and service users, they must ensure that they obtain the Safeguarding Policy from the company (host) before engagement.<\/li>\n
                    2. If any signs of abuse are displayed towards children, vulnerable people and service users, the employee must report the incident to the appropriate parties in line with the host\u2019s Safeguarding Policy. Once reported, ukactive HR and the Director of Business Operations should also be informed.<\/li>\n
                    3. The incident will be logged on the ukactive Safeguarding tracker.\u00a0<\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n
                        \n
                      1. <\/b> Maintaining records <\/span><\/b>\n
                          \n
                        • ukactive will ensure that all details associated with allegations of abuse are recorded clearly and accurately. The records will be maintained securely in line with the ukactive Data Protection Policy.<\/li>\n<\/ul>\n<\/li>\n
                        • Disciplinary action<\/span><\/b>\n
                            \n
                          • If the investigation reveals that abuse has happened, or is happening, ukactive will proceed with a disciplinary hearing for the employee concerned. Abuse of service users is regarded by ukactive as an act of gross misconduct and the allegation could result in summary dismissal, in line with the Employee Disciplinary Policy.<\/li>\n
                          • Employees will have the chance to appeal any disciplinary action that is taken against them.<\/li>\n<\/ul>\n<\/li>\n
                          • Duty of disclosure<\/span><\/b>\n
                              \n
                            • ukactive is legally required to send information to the Disclosure and Barring Service or Disclosure Scotland if a decision is taken to dismiss an employee or remove them from working in regulated activity\/work.<\/li>\n
                            • ukactive may also be required to inform the Disclosure and Barring Service or Disclosure Scotland if an employee is suspended, or an employee resigns in suspicious circumstances, as the referral duty criteria may already be met at that stage.<\/li>\n<\/ul>\n<\/li>\n
                            • Additional support and guidance<\/span><\/b>\n
                                \n
                              • Employees who wish for further information on safeguarding are encouraged to contact\u00a0your\u00a0line manager or HR.\u00a0\u00a0<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ol>\n

                                Safeguarding providers<\/span><\/b><\/p>\n

                                ukactive\u00a0aligns itself,\u00a0but\u00a0is\u00a0not limited to,\u00a0the\u00a0safeguarding\u00a0principles\u00a0of\u00a0the below providers:<\/span>\u00a0<\/span><\/p>\n

                                  \n
                                • The\u00a0NSPCC<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                    \n
                                  • NHS England Safeguarding\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                      \n
                                    • HM\u00a0Government legislation\u00a0relevant to safeguarding and promoting the welfare of children.\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                        \n
                                      • Sport England<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                          \n
                                        • Social Care Institute for Excellence<\/span><\/li>\n<\/ul>\n\n\n\n\n
                                          Policy Approved by the Board\u00a0<\/span>\u00a0<\/span><\/td>\nFebruary 2026<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
                                          Next review\u00a0<\/span>\u00a0<\/span><\/td>\nFebruary 2027<\/span>\u00a0<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"template":"","class_list":["post-26473","policy_page","type-policy_page","status-publish","hentry"],"acf":[],"yoast_head":"\nSafeguarding Policy | ukactive<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ukactive.com\/cy\/policies\/safeguarding-policy\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Safeguarding Policy | ukactive\" \/>\n<meta property=\"og:description\" content=\"  Policy Statement ukactive\u00a0is\u00a0passionate about\u00a0safeguarding and the\u00a0protection of\u00a0people. 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