Additional documents for Employers and Organisation to supplement the Kirklees LADO ‘Allegations management Guidance for Professionals’ who have concerns about any adult in a position of trust working (paid or unpaid) 
with children in any setting 

These additional documents have been made available to employers and organisations to supplement the Kirklees LADO Managing Allegations Guidance, and to enable employers and organisations to provide appropriate communications to those individuals who are the subject of an allegation, who work (paid or unpaid) with children within their setting.  

It is the responsibility of employers / organisations to comply with requirements set out in Working Together 2018 (and Keeping Children Safe in Education (KCSIE) 2023, where appropriate), to ensure that individuals are informed and updated appropriately (timely) at relevant stages when an allegation is made, or a safeguarding concern is raised.  

The attached draft letter has been produced for the purpose of providing general guidance and can be used, added to, and / or incorporated into other letters / documents that are already used by employers and organisations. If you need more information on the content or use of these letters, you should seek independent legal advice.  

You may not copy, reproduce, republish, post, broadcast or transmit Kirklees LADO documents in any way, except for use in your own organisation. You may not distribute or copy the attached documents for any commercial purpose.

The Additional draft letter is as follows.

Letter from the employer or organisation to the relevant individual (subject of the allegation or concern) to advise them an allegation has been made against them.

Letter from the employer or organisation to the relevant individual (subject of the allegation or concern) to advise them an allegation has been made against them.

Confidential [when completed]

To be Securely Delivered on the employers/organisation’s letterhead

Date:

Dear (name)

Safeguarding Allegation

I am writing to formally advise you that a safeguarding allegation (and/or concern) has been made against you in relation to your role as (insert name of role) at (insert name of employer/organisation). 

This safeguarding allegation meets the criteria for being considered under HM Government Guidance Working Together to Safeguard Children 2018 and Kirklees LADO ‘Safeguarding Concerns and Allegations Guidance for Professionals’ who have concerns about any adult in a position of trust working (paid or unpaid) with children and a referral has been made to the Local Authority Designated Officer (LADO).

This Kirklees LADO Guidance is used in respect of all cases in which an allegation (or concerns) is raised about any adult who is in a position of trust and works (paid or unpaid) with children in any setting has:

•	Behaved in a way that has harmed a child or may have harmed a child.
•	Possibly committed a criminal offence against or related to a child; or
•	Behaved towards a child or children in a way that indicates they may pose a risk of harm to children; or
•  	Behaved or may have behaved in a way that indicates they may not be suitable to work with children.

*Insert if appropriate

*These concerns are in relation to your behaviour towards children, outside of your work setting.  The last bullet point above includes behaviour that may have happened outside of your work role (paid or unpaid); therefore it is appropriate for an assessment of the transferable risk to any children in any setting.

There are two aspects for employers/organisations to consider when an allegation is made:
I.	Looking after the welfare of the child – it is ensured that the child (or children) is not at risk.
II.	Fact find and supporting the person subject to the allegation – the employer/organisation will discuss, the nature, content and context of the allegation and agree a course of action with the Kirklees LADO.

The welfare of the child (or children) is paramount, and this will be a prime concern in terms of investigating an allegation or safeguarding concern against a person in a position of trust.

However, organisations/employers have a duty of care to the individual who is the focus of the allegation, they should:
•	In agreement with the LADO and Police inform the individual of the nature of the allegations at the earliest appropriate point. 

•	The employer/organisation ensure there is support from a professional association, trade union or work colleague.
•	The organisation/employer should communicate timely (or regularly) to their employee/volunteer about progress of the case. 
•	The organisation/employer should support and minimise stress caused by the allegation, if possible, via access (or signpost) to counselling or medical advice.

There are numerous possible strands for consideration:

•	A police investigation of a possible criminal offence.
•	Local Authority Children & Families Service enquiries and/or assessment about whether a child needs protection or services.
•	Consideration by an employer / organisation around behaviour/conduct issues.
•	Consideration to make a referral to a Professional and/or Regulatory body, of any action in relation to possible performance / conduct issues.

You will be given full opportunity, at an appropriate time, to respond to the allegation(s) and to make representation(s) via your employer/organisation.  

If you have any questions in the meantime, please contact (name of employer/organisation contact) in the first instance.

Yours sincerely

NAME, TITLE 
(Of Manager or Senior Person responsible for the person subject to the allegations)