We should always respect other people’s right to safety. Employers have a duty of care to their employees, including Apprentices.  

 

What is Safeguarding?

The term Safeguarding is broader than ‘child protection’ and relates to the action taken to promote the welfare of young people and vulnerable adults, protecting them from harm. Safeguarding is everyone’s responsibility, working together to:

  • protect young people and vulnerable adults from abuse and maltreatment
  • prevent harm to young people and vulnerable adult’s health or development
  • take action to enable all young people and vulnerable adults to have the best outcomes

 

Safeguarding Concerns may be:

  • Bullying
  • Abuse – Domestic/Physical/Sexual/Psychological/Financial/Neglect
  • Discrimination
  • Radicalisation
  • Sexual Harrassment
  • Sexting
  • Homelessness

 

Apprentices:

All Apprentices, please be aware you have the right to be safeguarded and speak out if you have an issue, especially if you feel at risk at work.  No issue is too small and it’s better to reach out than sit in silence and let the problem build. If you feel If you have a safeguarding issue, please raise it initially with your IPS trainer or their Senior Manager.  Alternatively, you can contact one of our designated Safeguarding Officers by phone or email and put Safeguarding in the email header. To preserve confidentially do not include any details in the email at this stage.  

Reporting Safeguarding concern

IPS Safeguarding Officers

Phone Number: 01634298800 or 01304 228180

Email: info@ips-international.com

Samaritans 116 123 (UK)

Victim Support: 0845 3030900

 

Employers:

 

DO’S

Employers providing any form of work related learning like Apprenticeships, have the primary duty of care for their Apprentices. These responsibilities include:

  • Assessing any risks to Apprentices before the Apprenticeship begins, including welfare and safeguarding. This will include protecting them from harm in any setting where they may be most at risk
  • Providing the Apprentice with appropriate induction, training and supervision which is relevant to their age
  • Looking after, the welfare of the Apprentice, including having suitable supporting procedures, including named contacts in case of emergencies
  • Ensuring systems are in place to prevent unsuitable people working with Apprentices and for the Apprentice to have a Mentor who they can confide in, in their workplace

 

DON’TS

  • Ignore what your Apprentice is saying, be alert to signs that all is not well – sometimes this can be just observing changes to their body language or behaviour or attendance at work
  • Allow other staff to take advantage of the Apprentice e.g. always making the tea. They should be treated as a workplace colleague, learning to do the job
  • forget that risk assessments need to be reviewed if anything changes, and make sure you inform the apprentice of the changes