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Allegations of Abuse Against Staff 

1. Introduction

Turning Point Leeds (TPL) is committed to safeguarding and promoting the welfare of all children. Allegations of abuse or misconduct made against staff, volunteers, or contractors must always be treated seriously, investigated promptly, and addressed in line with statutory guidance. This policy ensures the safety of pupils while also safeguarding the rights of staff members involved.

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2. Scope

This policy applies to all employees, volunteers, agency staff, and contractors at TPL. It covers any allegation that an individual has:

  • Behaved in a way that has harmed, or may have harmed, a child.

  • Possibly committed a criminal offence against, or related to, a child.

  • Behaved towards a child/children in a way that indicates they may pose a risk of harm.

  • Behaved in a way that may indicate unsuitability to work with children.

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3. Principles

  • Child-Centred: The welfare of the child is paramount.

  • Fairness: Staff subject to allegations will be treated fairly and in line with employment law.

  • Confidentiality: Allegations will be managed discreetly; information will only be shared on a need-to-know basis.

  • Timeliness: Allegations will be addressed without unnecessary delay, following statutory timeframes.

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4. Definitions of Abuse

Abuse may be physical, emotional, sexual, or neglect. This includes inappropriate conduct inside or outside school, online or in person, that could impact a staff member’s suitability to work with children.

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5. Procedures for Handling Allegations

5.1 Reporting an Allegation

  • Allegations must be reported immediately to the Headteacher (Ryan Bradshaw).

  • If the allegation concerns the Headteacher, it should be reported to the Business Manager/Director (Doug Mulholland).

  • If the allegation concerns the Business Manager/Director, it should be reported to the Headteacher/Director (Ryan Bradshaw).

  • All allegations will be logged, and the Local Authority Designated Officer (LADO) will be contacted within 1 working day.

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5.2 Initial Response

  • The Headteacher (or Director) will not investigate but will gather basic facts to establish whether the allegation meets the threshold for referral.

  • The LADO will advise on next steps, which may include:

    • A police investigation.

    • Children’s Social Care involvement.

    • An internal school investigation once statutory processes are complete.

  • The staff member will be informed of the allegation unless advised otherwise by the LADO or police.

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5.3 Investigation and Outcomes

  • Decisions on whether suspension is necessary will be made in consultation with the LADO, considering risk to children and the integrity of the investigation.

  • Outcomes of investigations will fall into one of the following categories:

    • Substantiated: allegation is proven.

    • Unsubstantiated: insufficient evidence to prove or disprove.

    • False: allegation proven to be unfounded.

    • Malicious: deliberate act to deceive.

    • Unfounded: no evidence to support allegation.

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6. Support for All Parties

  • Child: Ensure safeguarding support, pastoral care, and additional services if required.

  • Accused: Provide information, support, and access to trade union or legal representation. Maintain confidentiality and manage reputation sensitively.

  • Reporter: Protect from victimisation or harassment.

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7. Outcomes and Actions

  • Substantiated Allegations: Disciplinary action may include dismissal. Referrals will be made to the Disclosure and Barring Service (DBS) and, if relevant, to professional regulators (e.g., Teaching Regulation Agency).

  • Unsubstantiated/False Allegations: The staff member will be reinstated, offered support, and steps taken to manage impact on reputation and wellbeing.

  • Malicious Allegations: The pupil may be subject to disciplinary action, and consideration given to whether further support or intervention is needed.

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8. Record Keeping

  • Maintain clear, comprehensive, and confidential records of all allegations, decisions, and actions taken.

  • Records will be retained until the staff member reaches normal retirement age or for 10 years, whichever is longer, in line with KCSIE.

  • Records will not be referred to in employer references if allegations are false, malicious, or unfounded.

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9. Monitoring and Review

  • The Directors are responsible for reviewing all allegations and ensuring procedures are followed correctly.

  • Lessons learned will inform updates to policies and staff training.

  • This policy will be reviewed annually or earlier if new statutory guidance is issued.

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10. Contact Information

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Conclusion

TPL is committed to maintaining the highest standards of safeguarding practice. By ensuring robust, fair, and transparent procedures for handling allegations against staff, we aim to protect children, support staff, and maintain trust within our school community.

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Written: August 2025
Next Review: August 2026

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