At Tabernacle Morriston Community Heritage Trust, safeguarding is a core responsibility. Our policy applies to all employees, agency workers, and volunteers, ensuring that children and vulnerable adults are protected from harm, and that everyone involved with the Trust understands their responsibilities.

Who This Policy Covers

This policy applies to:

• Employees (at all levels)
• Agency workers
• Volunteers

It is especially relevant to anyone involved in regulated activity/work, meaning roles that bring individuals into close contact with children or vulnerable adults.

Our Legal Responsibilities

We fully comply with safeguarding legislation, including:

• Safeguarding Vulnerable Groups Act 2006 (England and Wales)
• Protection of Vulnerable Groups (Scotland) Act 2007, where applicable

Recruitment and Safeguarding Checks

Roles involving regulated activity/work will require:

• Clear disclosure in the job advert
• A satisfactory Disclosure and Barring Service (DBS) check
• (Where applicable) checks through Disclosure Scotland

If a disclosure reveals that an applicant is barred from working with vulnerable groups, the offer of employment will be withdrawn.

Current Employees and New Roles

If an existing team member begins regulated activity/work:

• A new disclosure check will be required
• They must not begin duties until a satisfactory check is completed

If a disclosure cannot be completed, or the individual is added to a barred list:

• Redeployment to a suitable, non-regulated role will be considered
• If no such role is available, employment may be terminated

Recognising Abuse

Abuse can take many forms, including:

• Physical, sexual, or emotional abuse
• Neglect or failure to act
• Financial or material exploitation
• Domestic abuse
• Modern slavery
• Organisational abuse
• Self-neglect

It may involve employees, volunteers, service users, family members, or others. Abuse can be a single event or happen over time.

Reporting Concerns

If you suspect abuse:

1. Report immediately to your line manager or safeguarding lead
2. Include as much detail as possible — names, dates, times, and type of concern
3. Reports are treated seriously and confidentially

Investigations will be carried out promptly. Where necessary, we will involve the police or safeguarding authorities.

Serious Misconduct and Disciplinary Action

Any proven abuse is considered gross misconduct and may result in:

• Suspension (while under investigation)
• Summary dismissal
• Referral to the DBS or relevant safeguarding body

Our Duty to Refer

We are legally required to report to the DBS (or Disclosure Scotland, if applicable) if:

• An individual is removed from regulated activity due to safeguarding concerns
• An individual resigns or is suspended under circumstances involving safeguarding
• A decision is made to dismiss or redeploy due to a disclosure outcome

Safeguarding is everyone’s responsibility.

By working together, we can ensure that the Tabernacle remains a safe, respectful, and welcoming space for all.