Allegations Policy

Group or individual responsible for review	Safeguarding Steering Group
Last review and approval	10/11/2026 (pending approval by the Safeguarding Steering Group)

If anyone raises a concern that a Handcrafted worker has harmed a young person, or may not be safe to work with young people, it goes to the HSO or a Deputy the same day. A LADO referral follows within one working day if it meets the threshold, and an Ofsted notification within 24 hours if it involves our supported accommodation.

Organisation	Handcrafted Projects (Registered Charity 1146188, Company 07884740)
Applies to	All paid staff, bank and agency staff, volunteers, contractors, trustees and trainees in helping roles
Covers	Allegations about how a worker has behaved towards any child or young person under 18, at work or in their personal life
Owner	Handcrafted Safeguarding Officer (HSO)
Reviewed by	Safeguarding Steering Group, at least annually
Approved by	Board of Trustees
Regulation	Supported Accommodation (England) Regulations 2023: Reg 20 (child protection policies) and Reg 27 (notification of serious events)

Read alongside: Safeguarding Children Policy (especially Appendix 9, low-level concerns, and Appendix 11, what to do if you have a concern), Whistleblowing Procedures, Complaints Policy, Confidentiality Policy, , Behaviour Management Policy, Missing Child Policy, Disciplinary Procedure and Record Keeping Guidelines.

Inside this policy: sections 1 to 11 are the full procedure, including the LADO process (section 6) and Ofsted contacts (section 11). Appendix A is a one-page flowchart, Appendix B a quick guide for staff, Appendix C a guide for young people, and Appendix D the follow-up templates.

The aim is to deal with every allegation quickly, fairly and consistently, so that young people are protected and the worker involved is supported. In line with Handcrafted's values of empathy and community, we listen to young people, take what they say seriously, and treat everyone involved with dignity.

1. About this policy

What the Ofsted regulations and guidance require

This policy meets the requirements below. The legal duties come from the [Supported Accommodation (England) Regulations 2023]. The expectations come from the government's [Guide to the Supported Accommodation Regulations including the Quality Standards], which Ofsted must have regard to.

Requirement	Source	Where this policy meets it
Children are enabled to feel safe and their needs are met	Reg 5, protection standard	Sections 5 to 7
The safeguarding policy sets out the procedure to follow if there is an allegation of abuse or neglect	Reg 20	This whole policy, read with the Safeguarding Children Policy
Ofsted is notified of any allegation of abuse against the service or a person working for it	Reg 27	Sections 6 and 11
No child is subject to any reprisal or detriment for making a complaint or representation	Reg 31	"No consequences for speaking up" (below) and section 7
Young people are listened to and enabled to report any allegations at the earliest opportunity	Guide, protection standard	Section 5 and Appendix C
Allegations of harm or abuse are dealt with in line with the provider's child protection policy, and staff report any allegation or disclosure of abuse immediately	Guide, protection standard	Sections 4 and 5
Whistleblowing information and clear procedures are included, reflecting the "Freedom to speak up" principles	Guide, protection standard	Section 4, "Raising a concern about a colleague"
Young people can raise issues or complain without any fear of adverse consequences, and know how to complain	Guide, Reg 31	"No consequences for speaking up" (below), Appendix C and the Complaints Policy
Young people understand how to contact an independent advocate and the Children's Commissioner	Guide, leadership and management standard and protection standard	Section 7 and Appendix C

No consequences for speaking up

No one will suffer any reprisal, disadvantage or negative consequence for raising a concern, making a complaint or reporting an allegation about a member of staff. This applies to young people, staff, families and anyone else.

For young people, this means:

• their home, placement, licence agreement, support hours, activities and key worker won't change because they spoke up, unless they ask for a change or it's needed to keep them safe
• they won't be given warnings, lose privileges or be treated differently by staff
• they won't be asked to withdraw what they said, or be challenged about it
• it still applies if the allegation isn't substantiated. If an allegation turns out to be false, we respond with support and try to understand what was behind it, not with sanctions.

Any member of staff who blames, pressures, ignores or treats a young person or colleague differently because they raised a concern will face disciplinary action. Team Managers watch for any sign of this while a case is open, and the young person's named supporter checks it at every D6 check-in.

2. What counts as an allegation

An allegation is any information suggesting that a person who works or volunteers for Handcrafted has:

• behaved in a way that has harmed, or may have harmed, a child (harm threshold)
• possibly committed a criminal offence against, or related to, a child (criminal threshold)
• behaved towards a child or children in a way that indicates they may pose a risk of harm to children
• behaved, or may have behaved, in a way that indicates they may not be suitable to work with children (suitability threshold)
• behaved towards a child in a way that discriminates against them because of one or more protected characteristics.

Any of these means a referral to the Local Authority Designated Officer (LADO).

Behaviour outside work (transferable risk)

An allegation can be about a worker's personal life where it suggests a risk to the young people we support. For example, where a worker:

• is arrested for, or involved in, domestic abuse, a weapons offence or an assault on an adult
• has their own children made subject to a child protection plan or enquiry
• lives with, or is closely linked to, someone who may pose a risk to children.

All Handcrafted staff must tell their line manager straight away if any of these apply to them.

Examples in our setting

These are examples only. If in doubt, Dan will seek advice from the LADO.

Type of harm	Examples relevant to supported accommodation
Sexual	Any sexual or romantic relationship with a young person we support, even if the young person is 16 or 17 and says they consent (abuse of a position of trust); sexualised messages, images or comments; grooming behaviour such as gifts, secrets or private social media contact
Physical	Hitting, pushing or throwing something at a young person; any physical restraint (Handcrafted does not use restraint); rough handling during an incident
Emotional	Humiliating, threatening, mocking or shouting at a young person; serious bullying; deliberately ignoring or silencing them
Neglect	Missing welfare visits or check-ins so a young person is left at risk; not acting on a missing episode; not getting medical help when needed
Exploitation and boundaries	Borrowing or taking money or belongings from a young person; using them for personal favours; giving a young person a staff member's home address; contact through personal phones or accounts
Discriminatory	Treating a young person less favourably because of race, religion, disability, sex, sexual orientation, gender identity or another protected characteristic

Allegations can come from a young person, a parent or carer, a colleague, a social worker, another agency, a member of the public or an anonymous source. They may also be non-recent: the behaviour happened more than a year before it was reported. Non-recent allegations are handled in exactly the same way.

Safer working practice

These expectations keep young people safe, protect staff from misunderstandings and false allegations, and respect that a young person's home is their own. Not following them may be treated as a low-level concern (section 3), or as an allegation if a young person is harmed or put at risk.

Visiting young people's homes

• Let the young person know when you are coming. Text or call ahead with a time, unless an urgent welfare check is needed.
• Knock and wait to be invited in. Don't use a key to enter unless it's an emergency, or a planned property check the young person has been told about.
• Don't sit on young people's beds, and don't go into their bedrooms unless there's a reason — for example, if the young person is unwell or if you need to enter for a property check (do it with the young person there and the door open).
• Meet in shared or living areas, with doors open where possible.
• Log every visit: arrival and leaving times, and who was there (Lone Working Policy).
• Don't visit outside planned times unless your manager knows why. Hummingbird staff staying nearby only respond out of hours through the on-call service.

Contact and communication

• Use work phones and work accounts only. Never give out your personal number or connect with young people on personal social media, messaging apps or gaming platforms.
• Keep messages professional, and send them during working hours; out-of-hours contact should be through the on-call service only.

Boundaries

• Don't lend or borrow money or belongings, or buy things for young people with your own money. Record any money you handle for a young person, with receipts.
• Don't give personal gifts. Tell your manager about any gift a young person offers you.
• Don't share personal information such as your home address, or take young people to your home or the Hummingbird staff property.
• Don't meet young people socially outside work. Tell your manager if you know a young person or their family outside work.
• Treat every young person fairly. No favourites, no secrets.

Physical contact and personal space

• Handcrafted doesn't use restraint, and staff don't provide personal care.
• Any physical contact should be brief, appropriate, welcomed by the young person and in view of others where possible.

Photos and transport

• Only take photos on work devices, with the young person's consent.
• Follow the transport appendix in the Safeguarding Children Policy for lifts, and log every journey.

Record it and tell someone

If anything happens that could be misunderstood, record it and tell your line manager the same day. Examples: a young person becomes very attached to you or says they have feelings for you, gets upset with you, or you end up alone in a situation you didn't plan.

3. Allegation or low-level concern?

Staff never decide this for themselves: every concern about a colleague goes to Dan Northover, who decides which route it takes.

	Low-level concern	Allegation
What it is	Behaviour that doesn't fit the staff handbook or code of conduct, but doesn't meet any LADO threshold	Behaviour that meets one or more of the thresholds in section 2
Examples	Being over-familiar, favouritism, careless language, unplanned one-to-one time in a secluded space, a lapse in professional boundaries	See the examples table in section 2
Who decides	Dan Northover	Dan Northover, with the LADO if unsure
What happens	Recorded in the low-level concerns log; addressed through supervision, 1:1, training or the disciplinary procedure (Safeguarding Children Policy, Appendix 9)	LADO referral within one working day, plus the steps in sections 5 to 10

When deciding, Dan will consider:

• whether the account is first-hand, and whether the worker could have been present
• whether the response was disproportionate, even in a challenging situation
• whether the worker had been trained to handle that kind of situation
• whether the worker recognises the behaviour was wrong and wants to change
• what the young person, or their family, wants to happen
• whether there is a pattern. Several low-level concerns about the same person, together, may meet the threshold for an allegation. The HSO reviews the low-level concerns log at least monthly at the Safeguarding Steering Group for this reason.

If Dan is unsure, he phones the LADO for advice and records the advice given and the decision made.

Dealing with a low-level concern. The worker's line manager meets them within 5 working days and records the meeting on template D9. The worker is also asked to write a reflective piece about the concern. They share and discuss it in their 1:1 with their line manager or the Director for Young People. At the meeting, they set out the behaviour that caused the concern, what needs to change, any support or training, and a timescale for review. A serious concern that doesn't meet the LADO threshold may still need an internal investigation (template D10) so that Dan can decide whether the worker is suitable to continue in their role.

Complaints about staff. The Complaints Policy lists "behaviour of a member of staff" and "poor attitude of a staff member" as reasons to complain. These complaints can reach Hub Leads, Team Managers, the Director of Operations or the CEO, from young people, families, professionals or members of the public. Whoever receives one:

• passes it to Dan Northover the same day, before trying to resolve it informally, so he can check it against the threshold (to Charlotte Clarke, Chair of Trustees, if it is about Dan)
• doesn't use the informal resolution route for anything that could be an allegation.

If the threshold is met, the safeguarding part is handled under this policy, and the 3-day acknowledgement and 10-day response in the Complaints Policy are paused for that part. The complainant is told, in writing, that their concern is being dealt with under safeguarding procedures and who their contact is. Any part of the complaint that isn't about safeguarding (for example, a repair) carries on under the Complaints Policy. The complaints appeal route to the CEO or Director of Operations doesn't apply to LADO decisions.

4. Who does what

The HSO, Daniel Northover (CEO), manages every allegation. If an allegation is about one of the people below, it goes to the person in the right-hand column instead.

Role	Name and contact	Responsibility in this policy	If the allegation is about this person, report to
Handcrafted Safeguarding Officer (HSO), CEO and Nominated Individual	Daniel Northover, dan@handcraftedproject.com, 07917 037479	Decides whether the threshold is met; makes the LADO referral; leads liaison with LADO, police and children's social care; decides on suspension or alternative duties; keeps the allegations log	Chair of Trustees, Charlotte Clarke, with the NOTSOs
Deputy Safeguarding Officers (HDSO)	Ruth Crichton, ruth@handcraftedproject.com; Stacey Nicholas, stacey@handcraftedproject.com	Act for the HSO when he is unavailable or on leave, including making the LADO referral	HSO
Registered Manager (supported accommodation)	Stacey Nicholas, acting Registered Manager since 17 June 2026 (pending Ofsted registration). During any absence, a named Team Manager covers	Decides whether the matter is a Reg 27 serious event; makes the Ofsted notification within 24 hours	HSO
Team Managers	Lauren Redfern Moyo (Engage Tyne & Wear), Hannah Tait (Engage County Durham), Joshua Moore (Engage Tees Valley), Amy Gatward (Hummingbird)	Make sure the young person is safe; pass the concern to Dan Northover immediately; manage day-to-day arrangements once agreed	Director for Young People, or the HSO
Chair of Trustees	Charlotte Clarke	Oversees the HSO; manages allegations about the HSO/CEO	Vice Chair or a NOTSO
Nominated Trustees with Safeguarding Oversight (NOTSOs)	Frances Njovana, Karen Bianchi	Review allegation data (without names) at the Safeguarding Steering Group; support the Chair	Chair of Trustees
All staff and volunteers		Report any concern about a colleague straight away (section 5); never investigate

Anyone who doesn't feel able to report internally, or who isn't satisfied with how a concern has been handled, can contact the LADO directly (section 11), use the Whistleblowing Policy, or call Ofsted's whistleblowing hotline on 0300 123 3155. You won't be treated unfairly for raising a concern in good faith.

Raising a concern about a colleague (whistleblowing)

If you're worried about how a colleague behaves with young people, you must report it, whoever they are. That includes your line manager, a Team Manager or someone more senior. It isn't disloyal: it's how we keep young people safe.

• Who to tell: Dan Northover, CEO and Nominated Individual. If it's about Dan, tell Charlotte Clarke, Chair of Trustees. You don't have to go through your line manager, especially if the concern is about them.
• Your identity: Dan will keep your name confidential as far as possible. He will tell you before your identity has to be shared, for example with the police or the LADO.
• Anonymous concerns: these will still be looked into. They can be harder to follow up, so we encourage you to give your name.
• No victimisation: you won't be disciplined, treated unfairly or lose out in any way for raising a genuine concern, even if it turns out to be mistaken. You are protected by law under the Public Interest Disclosure Act 1998. Anyone who bullies, blames or tries to stop a colleague raising a concern will face disciplinary action.
• Feedback: Dan will confirm he has received your concern and tell you, as far as he can, that it is being dealt with. He may not be able to share the outcome if it involves another person's employment.
• If you're not satisfied, or can't report internally:
  • the LADO (section 11)
  • Ofsted's whistleblowing hotline: 0300 123 3155, whistleblowing@ofsted.gov.uk (8am to 6pm, Monday to Friday)
  • the NSPCC Whistleblowing Advice Line: 0800 028 0285
  • Protect, for free and confidential whistleblowing advice: 020 3117 2520.

Whistleblowing about a colleague's behaviour towards young people is handled under this policy, from section 5 onwards. The Whistleblowing Policy covers other wrongdoing, such as fraud or health and safety.

5. If you hear an allegation: what to do straight away

Every member of staff must follow these steps, straight away, however senior the person concerned and however unlikely the allegation seems.

• Make the young person safe. If anyone is in immediate danger, call the police on 999 first. Then contact the local Emergency Duty Team if needed, then Dan Northover.
• Listen, don't investigate. Let the young person talk. Use open prompts only ("Tell me", "Explain", "Describe"). Don't ask leading questions, suggest explanations, judge whether it's true, or ask them to repeat their account to anyone else. When they've finished, ask: "Is there anything else you'd like to tell me?"
• Don't promise confidentiality. Explain kindly that you have to pass this on to keep them safe, and tell them who you will tell and what happens next.
• Don't tell the person the allegation is about, or any colleague who doesn't need to know. Telling them could put the young person at risk or damage a police investigation.
• Tell Dan Northover straight away, by phone. Dan is the CEO and Nominated Individual. If the allegation is about Dan, go to Charlotte Clarke, Chair of Trustees. This applies out of hours too.
• Write it down straight away. Record what was said, in the young person's own words where possible; the date, time and place; who was present; what you saw (including any injuries); and what you did. Sign and date it.
• Keep it confidential. Give your written account directly to Dan Northover (HSO) or the Registered Manager, by hand or by email marked confidential. Don't record it on Airtable or in any shared system: other staff can see those records. Dan or the Registered Manager holds the account in the restricted allegations file.
• Keep any evidence (messages, screenshots, damaged items) safe and unaltered, and hand it to the HSO.

If you're not sure whether something is an allegation, report it anyway. Dan will decide.

When to call the police

If you think a crime may have been committed against a young person, the police must be told. Don't wait for the LADO, and don't try to find out more first.

Call 999 straight away, then tell Dan	Dan reports to the police on 101 the same day, and tells the LADO
A young person is in immediate danger, or has been seriously hurt	Any sexual contact, sexual activity or relationship between a worker and a young person. With a 16 or 17-year-old this may be the offence of abuse of a position of trust, even if they say they agreed
A crime against a young person is happening now	Sexual or indecent messages, photos or videos of a young person
The worker is with the young person, or trying to reach them, and there is a risk of harm	Grooming: gifts, secret contact or arranging to meet in private
Someone is threatening violence or using a weapon	Assault, or physical harm that isn't serious or ongoing
A young person is missing and the allegation suggests they are at risk (follow the Missing Child Policy too)	Taking or misusing a young person's money, bank card, benefits or belongings
	Involving a young person in crime, drugs or exploitation
	Threats, harassment or a hate crime against a young person
	A worker's behaviour outside work that may be a crime involving children

If you're not sure whether it's a crime, tell Dan straight away. Dan decides with the LADO, and if in doubt, the police are told.

The young person's wishes. Ask what they want and record it, but explain that the police still have to be told about a possible crime against a child.

While waiting for the police:

• make sure the young person is safe and has someone with them they trust
• don't question the worker, confront them or tell them the police are coming
• keep any evidence safe and untouched: clothing, bedding, messages, phones and devices. Don't clean up or delete anything
• never copy, forward, screenshot or download sexual images of a young person, even to report them, because that is an offence under the Sexual Offences Act 2003 and the Protection of Children Act 1978. Leave the device as it is and tell the police.
• write down what you saw and heard, and the time you called.

After the call:

• record the crime reference number and the officer's name in D1
• Dan tells the LADO as soon as possible
• Dan tells the Registered Manager, who notifies Ofsted within 24 hours. Police involvement in a serious incident is a Reg 27 notification
• Dan tells the placing authority
• the police decide what can be shared, and with whom.

Police in the area (non-emergency 101): Durham Constabulary (County Durham and Darlington), Northumbria Police (Tyne and Wear and Northumberland), Cleveland Police (Hartlepool, Middlesbrough, Redcar and Cleveland, Stockton-on-Tees).

If the police investigate: Handcrafted's own investigation and any disciplinary process are paused until the police agree they can go ahead, so that nothing we do affects the criminal case. A police investigation doesn't automatically mean the worker is suspended; Dan decides this as set out in section 8.

6. What Dan does next: LADO, Ofsted and other notifications

Dan makes the threshold decision the same day and, if it is met, refers to the LADO within one working day. Each notification runs alongside the others; one doesn't replace another.

Who to tell	When	Who does it	How
Police (999 or 101)	Immediately, if a crime may have been committed or a young person is at immediate risk	First person aware, or the HSO	Phone. Police advise what can be shared and with whom
Local authority children's services / EDT	Immediately, if the young person needs protecting	Dan Northover	Phone, then the local referral form
LADO	Within one working day of the threshold being met, or for advice if unsure	Dan Northover	Phone, then the LADO referral form. Use the LADO for the area where the worker works; they will pass it on if another LADO should lead
Ofsted	Within 24 hours where the allegation involves a young person in our Ofsted-registered supported accommodation (Reg 27)	Registered Manager	Online serious incident form: "Other incident relating to a child which the registered person considers to be serious", with a summary, actions taken and prevention measures
Placing (accommodating) authority and the young person's social worker or personal adviser	Within 24 hours, after agreeing with the LADO/police what can be shared	HSO or Registered Manager	Phone, then email
Parents or carers	As agreed with the LADO/police	HSO, or as agreed	As agreed
Charity Commission	If it is a serious incident for the charity (e.g. "where the allegation involves significant reputational, legal or financial risk to the charity, or is likely to attract media interest")	HSO / Chair of Trustees	Online serious incident report

Before speaking to the worker: the HSO agrees with the LADO, and the police if involved, what the worker is told, when and by whom. Nothing is said to the worker before that.

Initial checks: the HSO may gather basic facts to help the LADO, for example, rotas, who was on shift, and existing records. This is not an investigation. Nobody at Handcrafted interviews the young person, witnesses or the worker until the LADO and police agree it.

Allegations against staff discussion: the LADO may hold a meeting or discussion. The HSO attends, brings the facts and records, and carries out the actions agreed.

Keeping trustees informed: Dan tells the Chair of Trustees and the NOTSOs, without naming young people, as soon as the LADO holds an allegations meeting or the police start an investigation. He updates them after each meeting that follows. Dan and the Chair then decide whether to report a serious incident to the Charity Commission, and whether a media or communications plan is needed.

Out of hours: call the police on 999 first if anyone is in immediate danger, then the Emergency Duty Team, then Dan by phone. Keep the worker away from the young person if needed until Dan has agreed what happens next.

The LADO process, step by step

The LADO oversees each allegation from referral to outcome. Handcrafted carries out no investigation of its own until the LADO, and the police if involved, agree it can start.

• Referral (within one working day). The HSO phones the LADO for the area (section 11), then completes and sends the LADO referral form by secure email. Have ready:
  • the worker's name, role, service area and employment status (staff, bank, agency, volunteer)
  • the young person's name, age, address, placing authority and social worker or personal adviser
  • what was alleged, by whom, when and where, in the words used
  • what has been done so far, including any 999, EDT or Ofsted contact
  • any previous concerns or low-level concerns about the worker.
• Initial consideration. The LADO decides whether the threshold is met. If it isn't, the LADO gives advice and the matter returns to Handcrafted to deal with, for example as a low-level concern, through supervision or under the Disciplinary Procedure. The HSO records the advice and the decision.
• Allegations against staff and volunteers (ASV) meeting or discussion. If the threshold is met, the LADO brings together the HSO, police, children's social care and the placing authority as needed. They agree:
  • whether there will be a police investigation or child protection enquiries
  • what the worker is told, when and by whom
  • how risk is managed: separation from young people, alternative duties or suspension
  • support for the young person and for the worker
  • whether Handcrafted should run its own investigation, who leads it and by when.
• Enquiries. Police and children's social care enquiries come first. Once the LADO agrees, the HSO appoints an investigating manager with no link to the case or the people involved. They report back to the HSO and the LADO.
• Reviews. The LADO reviews progress at agreed intervals. The HSO sends updates on time, keeps the worker and young person informed as agreed, and reviews any suspension.
• Conclusion. The LADO confirms the outcome (section 10) and any referrals needed, such as to the DBS or a professional body. The HSO confirms the outcome to the worker in writing and closes the allegations file.
• After the outcome. The Registered Manager updates Ofsted, the HSO updates the placing authority, and the case is reviewed for learning (section 10).

Keep a note of every contact with the LADO: date, time, who you spoke to, the advice given and what was agreed.

7. Keeping young people safe and supported

The young person's safety and wellbeing come first throughout, and they are kept informed in a way that suits their age and understanding.

• Separation: the worker has no contact with the young person who made the allegation, or any other young person the LADO identifies, until the LADO agrees otherwise. Team Managers adjust rotas, key work, ILP sessions, drop-ins, gathered activities, Hummingbird visits and the on-call rota so that this happens without the young person losing support. For Hummingbird, this includes whether the worker should stay in the staff property near the young person's home.
• A named supporter: the Team Manager makes sure the young person has a trusted worker, who isn't involved in the allegation, to check in with them, explain what's happening and help them get advocacy or independent support (for example the Children's Commissioner Help at Hand line, an independent advocate or Childline).
• Support plan and risk assessment: these are reviewed within 48 hours by the young person's Team Manager to reflect any changes, including the young person's emotional wellbeing and any risk of going missing.
• No blame: the young person is never treated differently, challenged about what they said or pressured to withdraw it, whatever the outcome.
• Other young people: if other young people may have been affected, the HSO agrees with the LADO how to check on them.
• Their views: the young person's wishes and feelings are recorded and shared with the LADO, and they are told about the outcome where the LADO agrees this is appropriate.

Language and understanding. Many of the young people we support are unaccompanied asylum-seeking children. Where English isn't a young person's first language, an independent interpreter is used for any conversation about the allegation, never another young person, a family member or a colleague. The young person's guide (Appendix C) is given in their own language.

8. If the allegation is about you

An allegation is not a finding. Handcrafted will treat you fairly, keep you informed and support you throughout, while keeping young people safe.

Suspension and alternative duties

Suspension is not automatic. The HSO considers it only after talking to the LADO, and only when there is no reasonable alternative. Alternatives come first, for example:

• working in a different service area, or on office-based or project duties with no contact with young people
• working only alongside a colleague
• not doing lone visits, sleep-ins or on-call shifts.

If suspension is needed, it is a neutral act, not a disciplinary sanction. It is on full pay, confirmed in writing within one working day with the reasons, and reviewed at least every four weeks. You will be told who your point of contact is and what you can and can't do while suspended (for example, not contacting young people or witnesses about the allegation).

Deciding whether to suspend. Dan (or Stacey, in Dan's absence) first gathers basic facts about what happened, who is involved and how serious it might be. He considers suspension only where he reasonably believes it is needed to:

• protect young people
• protect the LADO or police enquiry, for example where there's a risk of evidence being damaged or witnesses being influenced
• protect other staff or the worker themselves.

It can also be needed where the LADO, the police or Ofsted require it. Before deciding, Dan considers the worker's wellbeing and mental health, and plans the support they will get. Dan records his reasons on D2. If he decides not to suspend, he can review that decision if circumstances change.

The young person isn't moved because of the allegation. Their home, placement and support should not change as a result, unless they ask for a change or it is in their best interests.

Telling the worker. Dan or the worker's line manager tells them in person and in private. They:

• explain the reason, and that suspension isn't disciplinary action and nothing has been decided
• explain that the worker will be listened to before any decision is made
• set out the next steps and how long the suspension is expected to last
• confirm their pay and benefits continue
• explain what they can and can't do while suspended
• agree how often Dan or their contact will be in touch, and check their contact details and emergency contact
• agree what colleagues will be told
• give them a copy of this policy and details of the support available.

D4 confirms all of this in writing within 1 working day.

During suspension. The worker must be contactable during normal working hours, and available to attend meetings and to return to work if the suspension ends. Holiday is requested in the usual way. It may be refused, or cancelled with the correct notice, if it would hold up the enquiry. If the worker is ill, they report it as usual. Normal sick pay rules apply, and a fit note is needed after 7 days.

Ending suspension. Dan ends the suspension as soon as it is no longer needed. Before the worker returns, the line manager agrees with them their return date, what colleagues will be told, any concerns they have, and the support available. If no further action is taken, this is confirmed in writing (D7).

Your support

• Your line manager leads you through the process and keeps you updated, in line with what the LADO and police agree can be shared.
• A wellbeing contact, a colleague not involved in the allegation, is offered to you for emotional support.
• External support: you'll be signposted to the Employee Assistance Programme (if available), your trade union or professional body, your GP, and the thirtyone:eight helpline.
• You can be accompanied by a colleague or trade union representative at any formal meeting.
• You'll be told the outcome, and given help to return to your usual role where that is appropriate.

If you leave

If the worker resigns, or stops working for Handcrafted, the allegation is still followed through to a conclusion. Settlement or compromise agreements are never used to stop a safeguarding matter being reported or investigated.

Bank, agency and contracted staff, and volunteers

The same process applies. For agency staff, the HSO informs the agency, which must cooperate with the LADO process. Handcrafted remains responsible for keeping young people safe. The HSO also informs the agency about any suspension or change in duties, and the agency cannot simply withdraw the worker without the HSO's agreement during an active LADO process.

9. Confidentiality and information sharing

Information about an allegation is shared only with people who need it to protect young people, support the enquiry or manage any disciplinary or suitability process.

• The LADO coordinates information sharing between agencies. Where there's a police investigation, the police decide what is shared and when.
• Keeping the young person, their family (where appropriate) and the worker updated is part of good practice, as long as it doesn't put the young person at further risk.
• Allegation details are not discussed in team meetings, Google Spaces or WhatsApp groups. If colleagues need to know about changes to rotas or duties, the Team Manager tells them only what they need to know.
• The Safeguarding Steering Group and trustees see allegations without the names of young people.
• Staff must not discuss an allegation on social media or with the press. Media enquiries go to the CEO.
• Sharing information to keep a young person safe is never a breach of confidentiality or data protection law.

10. Outcomes, referrals, records and learning

Every allegation ends with one of the five outcomes below, agreed with the LADO and recorded by the HSO.

Outcome	Meaning	Kept on the worker's file?	Mentioned in references?
Substantiated	There is enough evidence to prove the allegation	Yes	Yes
Malicious	There is enough evidence to show a deliberate attempt to deceive or cause harm	No, removed (the matter may be followed up separately)	No
False	There is enough evidence to disprove the allegation	No	No
Unsubstantiated	There isn't enough evidence to prove or disprove it; this doesn't mean guilt or innocence or that the allegation was groundless.	Yes	No
Unfounded	There is no evidence or basis to support the allegation	No	No

An allegation that has proven to be false, unsubstantiated, unfounded or malicious is never referred to in a reference (although an unsubstantiated allegation will remain on a worker's file).

Disciplinary action

Any disciplinary process follows the Disciplinary Procedure once the LADO and police agree it can go ahead. Where possible, it runs at the same time as other enquiries, not after them.

Final decision about the worker's role

Once the statutory outcome is known, and any internal investigation is complete (D10), Dan makes one of three decisions:

• Return to role with no further action, where there are no ongoing concerns.
• Return to role with a support plan, setting out training, supervision or mentoring and the timescales for each.
• No return to role, leading to dismissal under the Disciplinary Procedure, or ending a volunteer's role. This usually follows a police investigation or a substantiated outcome. Consider whether a DBS referral is needed.

Whatever the outcome, the line manager offers the worker a post-allegation meeting. It gives them a chance to reflect, talk about how the experience has affected them, and agree any support. If the allegation was about Dan, Charlotte Clarke makes the final decision. All final decisions are recorded on D10 or D8 and signed off by Dan, or by Charlotte if the allegation was about Dan.

Referral to the DBS

Handcrafted has a legal duty under the Safeguarding Vulnerable Groups Act 2006 to refer a worker to the Disclosure and Barring Service (DBS) if we dismiss them, or would have dismissed them had they not resigned, because they harmed or posed a risk of harm to a child. The HSO makes the referral promptly, with advice from the LADO. The HSO will also tell any relevant professional body.

Ofsted

The Registered Manager updates Ofsted on the outcome of a notified allegation, and notifies Ofsted if a worker is charged with, or convicted of, a relevant offence (Reg 29).

Records

• The HSO keeps a restricted allegations file for each case: the original account, decisions and reasons, LADO advice, actions, outcome, and any notifications.
• A clear summary of any allegation (except false, unfounded or malicious ones) stays on the worker's confidential personnel file until they reach normal pension age, or for 10 years, whichever is longer. The worker is given a copy.
• Allegation records are kept only in the restricted allegations file, not on Airtable. Dan or the Registered Manager decides whether a factual note is needed on the young person's record (for example, a change to their support plan) and writes it without naming the worker.

Learning

When a case closes, the HSO reviews it with the LADO and the Registered Manager to ask whether anything could have prevented it, and whether practice, training, supervision or recruitment should change. Learning is shared with the Safeguarding Steering Group, included in the Reg 32 Quality of Support Review, and fed back to teams without identifying anyone.

11. Contacts, related policies and legislation

Use the LADO for the area where the worker works. If you're unsure which area applies, call the Durham LADO, who will pass it on. As Handcrafted opens housing in other North East areas named in the Statement of Purpose (for example Newcastle, Northumberland, North and South Tyneside or Darlington), add that council's LADO to this table before the first young person moves in. Contacts marked check came from older published sources and should be confirmed with the local partnership before this policy is approved.

Area	LADO	Children's services / out of hours
County Durham	03000 268835 (calls go through customer services to the duty LADO)	First Contact 03000 267979 (out of hours in emergencies)
Gateshead	0191 433 8031 or 07597 527210, LADO@gateshead.gov.uk	0191 433 2653; out of hours 0191 477 0844
Sunderland	0191 561 3901, lado@togetherforchildren.org.uk (check)	Children's Safeguarding 0191 561 7007; out of hours 0191 520 5560
Hartlepool and Stockton-on-Tees	01429 401844, LADO@hartlepool.gov.uk (check)	01429 284284; out of hours 01642 524552
Redcar and Cleveland	Via the Multi Agency Children's Hub, 01642 130700, RedcarMACH@redcar-cleveland.gov.uk (check)	01642 130700; out of hours 01642 524552
Middlesbrough	Hartlepool & Stockton LADO The Children's HUB, Civic Centre, Victoria Road, Hartlepool, TS24 8AY	01642 726004; out of hours 01642 524552

Other contacts
Police	Emergency 999; non-emergency 101
Ofsted	See the Ofsted contacts below
thirtyone:eight safeguarding helpline	0303 003 1111
Children's Commissioner, Help at Hand	0800 528 0731, help.team@childrenscommissioner.gov.uk
Childline	0800 1111

Ofsted contacts

The Registered Manager notifies Ofsted of any allegation involving a young person in our supported accommodation within 24 hours (Reg 27), using the online form. If the Registered Manager is absent, the named covering Team Manager does this. If the allegation is about the Registered Manager, the Nominated Individual (Daniel Northover) makes the notification.

Purpose	Contact
Reg 27 serious incident notification (allegations of abuse against the service or a member of staff)	[Report a serious incident in a supported accommodation service]. Choose "Other incident relating to a child which the registered person considers to be serious"
Urgent notification by phone (for example, likely media interest), and general enquiries	0300 123 1231, enquiries@ofsted.gov.uk
Whistleblowing by staff about a children's social care service	0300 123 3155 (8am to 6pm, Monday to Friday), whistleblowing@ofsted.gov.uk
Post	Ofsted, Piccadilly Gate, Store Street, Manchester M1 2WD
Handcrafted's Ofsted URN	2771395

What to include in the notification: a summary of the allegation; the young person's initials and age; the worker's role (not their name unless Ofsted asks); actions taken by staff and managers at the time; who has been told (police, LADO, placing authority) and their reference numbers; and the measures planned to prevent it happening again.

Afterwards: keep a copy on the allegations file, record it in the notifications log, send Ofsted updates as the case progresses and when the outcome is known, and share the notification with the placing authority.

Local procedures: each partnership's procedures on allegations against staff and volunteers apply, including the [Durham Safeguarding Children Partnership procedures], which set out how the LADO considers allegations and monitors outcomes.

Related Handcrafted policies (on the Handcrafted policy wiki): Safeguarding Children Policy; Whistleblowing Procedures; Complaints Policy; Confidentiality Policy; Behaviour Management Plan; Missing Child Policy; Lone Working Policy; Disciplinary Procedure; Record Keeping Guidelines; On Call Handbook; Statement of Purpose (Young People's Teams).

Legislation and guidance: Working Together to Safeguard Children (2026); Supported Accommodation (England) Regulations 2023 and the Guide to the Supported Accommodation Regulations; Children Acts 1989 and 2004; Safeguarding Vulnerable Groups Act 2006; Protection of Freedoms Act 2012; Sexual Offences Act 2003 (including abuse of a position of trust); Equality Act 2010; Public Interest Disclosure Act 1998; UK GDPR and Data Protection Act 2018; Information sharing advice for safeguarding practitioners (DfE); Keeping Children Safe in Education (for the outcome definitions and record-keeping standard).

Appendix A: Staff allegations flowchart

Print this for staff noticeboards and include it in the induction pack.

Everyone does steps 1 to 3, and every allegation goes directly to Dan Northover (CEO and Nominated Individual). If it is about Dan, it goes to Charlotte Clarke, Chair of Trustees. Dan takes it from the threshold decision onwards (section 6), and the Registered Manager makes the Ofsted notification (section 11).

[Flowchart to be inserted — 7 steps, 2 decisions]

Appendix B: Quick guide for staff

Tell Dan Northover straight away, and write it down as soon as you can. Dan decides what happens next; your job is to listen, keep the young person safe and pass it on.

Do	Don't
Call 999 (and EDT out of hours) if anyone is in danger	Investigate, or ask leading questions
Listen calmly and take it seriously	Promise to keep it a secret
Use open prompts ("Tell me", "Explain", "Describe"), and finish with "Is there anything else you'd like to tell me?"	Tell the colleague concerned, or chat about it with the team
Tell the young person who you'll tell and what happens next	Decide for yourself that it's "nothing"
Write down their words, the date, time, place and who was there	Record it on Airtable or any shared system
Give your written account directly and confidentially to Dan (HSO) or the Registered Manager	Post details in Google Spaces or WhatsApp

Who to call

• Dan Northover, CEO and Nominated Individual: 07917 037479, dan@handcraftedproject.com. In person or by phone, at any time, including out of hours.
• If it's about Dan: Charlotte Clarke, Chair of Trustees
• Can't report internally? Contact the LADO directly (Durham 03000 268835; Gateshead 0191 433 8031; other areas in section 11), use the Whistleblowing Policy, or call Ofsted's whistleblowing hotline on 0300 123 3155.

What happens next: the HSO decides on the threshold the same day and refers to the LADO within one working day. For young people in our supported accommodation, the Registered Manager also notifies Ofsted within 24 hours. The LADO then leads the process (section 6).

When to call the police: call 999 straight away if a young person is in danger, has been seriously hurt, or a crime is happening now. For anything else that might be a crime, such as sexual contact or messages, assault, or taking a young person's money, tell Dan straight away and he'll report it to the police. Don't touch, forward or screenshot any images or messages; leave devices as they are. There's more detail in section 5.

It also counts if it's about life outside work. If you, or someone close to you, become involved with the police or children's services in a way that could affect your work with young people, tell your line manager.

If the allegation is about you: it isn't a finding. Your line manager will guide you through it and you'll be offered a wellbeing contact. Alternative duties are considered before suspension, and suspension is never a punishment.

Appendix C: Guide for young people

Worried about someone who works for Handcrafted?

This guide is part of your Young Person's Guide and you can have it in your own language. If a member of staff or a volunteer has made you feel unsafe, uncomfortable or hurt, tell us. You won't get into trouble for telling us, and we will take you seriously. Your home, your support and how staff treat you won't change because you spoke up.

What kind of things should I tell you about?

Anything that doesn't feel right. For example, if a worker:

• hurts you, threatens you, or shouts at you or puts you down
• messages you in a way that feels too personal, or asks you to keep secrets
• asks for a relationship with you, or makes sexual comments
• borrows or takes your money or things
• treats you unfairly because of who you are
• doesn't do things they should, which leaves you unsafe.

Who can I tell?

• Any Handcrafted worker you trust (we wear blue shirts)
• Our safeguarding leads: Dan, Ruth or Stacey
• Your social worker or personal adviser
• Childline, any time, for free: 0800 1111
• The Children's Commissioner's Help at Hand team: 0800 528 0731
• Ofsted, who check that our accommodation is safe: 0300 123 1231
• If you're in danger right now, call 999.

You can also make a complaint. If it's about how a worker has treated you, Dan will make sure it's dealt with as a safeguarding concern, not just a complaint.

What happens after I tell someone?

• They'll listen to you. They won't ask lots of questions. At the end, they'll ask if there's anything else you'd like to tell them.
• They can't keep it a secret, but they'll tell you who they're passing it on to and why.
• Our safeguarding lead will speak to an independent person called the LADO, whose job is to make sure concerns about workers are looked into fairly. We'll also tell Ofsted.
• The worker won't be told about it before it's safe to do so. They won't work with you while it's being looked into.
• You'll have a worker you trust to check in with you and keep you updated. You can also have an independent advocate.
• We'll let you know what happens at the end, as far as we can.

It's never your fault, and it's never a waste of our time. We would always rather know.

Appendix D: Follow-up templates

The templates referred to in this policy (D1 to D10) are kept in a separate document, Staff Allegations: Follow-up Templates, so they can be copied for each case. They cover the case record and LADO log, interim safety plan, letters to the worker, suspension, updates to the placing authority and complainant, young person check-ins, the outcome letter, case closure and learning review, low-level concern meetings and internal investigation reports.

Appendix E: Sources

• Report a serious incident in a supported accommodation service (Ofsted, gov.uk)
• Supported Accommodation (England) Regulations 2023 (legislation.gov.uk)
• Gateshead LADO (Gateshead Safeguarding Children Partnership)
• Durham LADO contact (St Joseph's, Gilesgate, Jan 2026)
• Sunderland LADO contact (Leading Education Together)
• Tees LADO leaflet (Redcar and Cleveland Council, 2022)
• Redcar and Cleveland local contacts
• Tees children's social care contacts (Middlesbrough Council)
• Reporting concerns and whistleblowing about children's social care services (Ofsted, gov.uk)