Lone Working for Supported Living Services
Version: V2
Ratified by: Quality & Safety Committee
Date ratified: 22/10/2021
Job Title of author: Supported Living Manager - Support at Home & Health & Safety Manager
Reviewed by Committee or Expert Group Other Expert Group
Related procedural documents
HSPOL19 – Lone Working Policy
HSPOL01 – Incident Reporting & Management Policy
Review date: 22/10/2024
It is the responsibility of users to ensure that you are using the most up to date document template – ie obtained via the intranet.
In developing/reviewing this procedure Provide Community has had regard to the principles of the NHS Constitution.
Version Control Sheet
Version Date
Author Status
v1 October 2018 Supported Living Manager - Support at Home & Health & Safety manager Ratified
V2 October 2021 Assistant Clinical & Operations Director for Support @ Home
Comment
1. Introduction
Working alone is not in itself against the law and it will often be safe to do so. However, the law requires employers to consider carefully, and then deal with any risks for staff working alone.
Employers are responsible for the safety and welfare at work of all their workers. Even though the risk of a violent assault occurring in a Health care environment is statistically quite low, incidents of verbal abuse or threatening behaviour is likely whilst supporting complex behaviours.
There are many different situations that staff find themselves in with regard to lone working, and it would be impractical to address each situation individually.
2. Definition
Lone Workers
The Health and Safety Executive (HSE) says lone workers are "those who work by themselves without close or direct supervision."
3. Guidance
The following elements should collectively help safeguard lone workers:
• Information Sharing
• Employee/Service user Contact
• Lone worker protocol in place
• Up to date contact list
• Risk Assessment
Staff are expected to review this risk assessment when areas of concern are raised. Once completed for all staff entering this record to view, along with recommended actions.
This assessment should be reviewed:
• If any circumstances changes
• Post incident
• Annually
It is important that staff have access to good quality information regarding contacts and locations so that they can do their job efficiently and safely.
Where information is obtained which could have an immediate and/or serious effect on the safety of staff, the support plans and Risk assessments will be accessible in the support addresses for each individual.
Staff must also be aware that if, at any stage during lone working, they feel unsafe, they should be reporting this to the Manager and the employee should update the relevant records as necessary.
Employees should never give out their home telephone number or personal mobile number to a Person supported or relative
Employees should ensure, wherever possible, that all People supported, relatives and carers are aware of the proper channels of communication through which all requests of attendance must come.
It necessary for each Service to have a contact point. This contact point could be any one of, or a mixture of, the following:
• Staffed at all times - the Support Address
• Access to Support Plans/ Risk Assessments
• Nominated person with a mobile phone
• Nominated person at home
• Care Call
• Manager at weekends
These details should include, for each employee held:
• Name
• Emergency contact
• Mobile phone
Staff working alone should know that their safety comes first. They should not be in situations, which make them feel unsafe.
To assist with this staff should be aware of, and arrange as appropriate, training for lone working employees on our conflict resolution training
Guidance for Lone Workers in the Community
DO ensure you follow basic personal safety guidance when visiting patient homes:
• Ensure that you have your mobile phone with you and ensure that it is charged
• Ensure you wear clothes that are comfortable and footwear you can run in, if necessary
• Ensure you always have your ID badge on you to identify who you are to any emergency services you may require for you or the person you are supporting
• Consider the environment you are in and be aware of any exits you may need to use
Inform your manager immediately if an incident occurs and complete an incident form as quickly as possible. This will ensure the organisation is made aware of the incident and can take action to support you and to alert other staff to similar risks
4. Responsibilities
Staff should make themselves familiar with the contents of QSPOL01 Incident Reporting and Management Policy and the overarching HSPOL19 Lone Working Policy.
Employees must report all incidents including near misses using the ‘Incident Reporting and Management Policy’ procedure. Managers must fully investigate all Incident Report Forms submitted to them and complete the appropriate action/areas for improvement sections in accordance with the Incident Reporting Policy.
Managers should be aware that if necessary, an employee assistance scheme is available for staff through Human Resources.
To assist with this staff should be aware of, and arrange as appropriate, training for lone working employees on our conflict resolution training.