Child Protection and Safeguarding Policy

1. Policy Statement
 

Rae James Recruitment Limited is committed to safeguarding and promoting the welfare of children and young people. We recognise that every child has the right to be protected from abuse, neglect, exploitation, and harm.
 

As a recruitment agency supplying staff to early years settings, nurseries, preschools, schools, and other childcare providers, we are committed to ensuring that all candidates placed by our agency are recruited responsibly and that safeguarding remains central to all recruitment activities.
 

All agency employees are expected to share this commitment and to act appropriately if they become aware of concerns relating to the safety or welfare of a child.
 

2. Purpose
 

This policy aims to:
 

• Promote the welfare and safety of children.

• Ensure safeguarding responsibilities are understood by all employees.

• Outline procedures for reporting safeguarding concerns.

• Support clients in meeting their safeguarding responsibilities.

• Ensure compliance with relevant legislation and guidance.
   

3. Scope
 

This policy applies to:
 

• Directors

• Recruitment consultants

• Compliance staff

• Administrative employees

• Temporary workers employed directly by the agency (where applicable)

• Contractors acting on behalf of the agency
   

4. Legal Framework

This policy is informed by:

• Children Act 1989

• Children Act 2004

• Childcare Act 2006

• Working Together to Safeguard Children (latest version)

• Keeping Children Safe in Education (where relevant)

• Early Years Foundation Stage (EYFS) Statutory Framework

• Safeguarding Vulnerable Groups Act 2006

• Data Protection Act 2018

• UK GDPR

• Rehabilitation of Offenders Act 1974

• Police Act 1997 (DBS)
   

5. Our Commitment
 

We will:
 

• Promote safeguarding in all recruitment activities.

• Recruit responsibly using safer recruitment principles.

• Verify candidate identity.

• Verify right to work in the UK.

• Obtain suitable references.

• Verify qualifications where required.

• Obtain appropriate DBS checks where requested or required.

• Encourage candidates to subscribe to the DBS Update Service where appropriate.

• Maintain accurate compliance records.

• Treat safeguarding concerns seriously.

• Work with clients where safeguarding concerns arise.
   

6. Safeguarding Responsibilities
 

Directors
 

Directors are responsible for ensuring:
 

• this policy is implemented;

• staff receive appropriate safeguarding awareness training;

• safeguarding concerns are managed appropriately;

• adequate resources are available.
   

Recruitment Consultants

Recruitment consultants must:

• follow safer recruitment procedures;

• identify safeguarding risks;

• report concerns immediately;

• maintain confidentiality;

• ensure compliance documentation is complete before placement.
   

Compliance Team
 

The compliance team is responsible for:

• verifying identity documentation;

• confirming DBS status where applicable;

• obtaining references;

• checking employment history;

• maintaining recruitment records.

 

7. Recognising Abuse
 

Staff should be aware that abuse may include:
 

• Physical abuse

• Emotional abuse

• Sexual abuse

• Neglect

• Domestic abuse

• Child sexual exploitation

• Criminal exploitation

• Online abuse

• Grooming

• Female genital mutilation (FGM)

• Forced marriage

• Radicalisation
   

Agency staff are not expected to investigate concerns but should report them promptly.
 

8. Reporting Safeguarding Concerns

If an employee becomes aware of information suggesting that a child may be at risk:
 

1. Record the information accurately.

2. Report immediately to the designated safeguarding lead (or senior manager).

3. Inform the client where appropriate.

4. Cooperate with statutory agencies where required.

5. Maintain confidentiality.

6. Do not investigate independently.
    

If a child is believed to be in immediate danger, emergency services should be contacted by calling 999.
 

9. Allegations Against Candidates
 

Where information is received suggesting a candidate may pose a safeguarding risk:

• placements may be suspended;

• the client will be informed where appropriate;

• further recruitment activity may cease pending investigation;

• relevant authorities may be notified where legally required.

The agency will cooperate fully with safeguarding investigations.
 

10. Confidentiality
 

Safeguarding information will be:
 

• handled sensitively;

• shared only where necessary;

• processed in accordance with UK GDPR and the Data Protection Act 2018.

Records will be securely retained in accordance with the agency’s data retention policy.

 

11. Safer Recruitment
 

The agency applies safer recruitment principles by:

• verifying identity;

• confirming right to work;

• obtaining employment history;

• obtaining references;

• verifying qualifications where appropriate;

• obtaining DBS information where required;

• checking gaps in employment history;

• assessing candidate suitability before placement.

 

12. Staff Training
 

Agency employees involved in recruiting childcare staff will receive safeguarding awareness training appropriate to their role.
 

Training may include:
 

• recognising abuse;

• reporting concerns;

• safer recruitment principles;

• confidentiality;

• professional boundaries.
   

Training records will be maintained.
 

13. Whistleblowing
 

Employees who have safeguarding concerns about the conduct of colleagues, candidates or clients are encouraged to raise these concerns immediately.
 

No employee will suffer detriment for raising genuine safeguarding concerns in good faith.
 

14. Record Keeping
 

The agency will maintain secure records relating to:

• safeguarding concerns;

• compliance checks;

• DBS information (where appropriate);

• references;

• identity verification;

• training records.
   

Access will be limited to authorised personnel.
 

15. Policy Review
 

This policy will be reviewed annually or sooner if:

• legislation changes;

• government guidance changes;

• safeguarding incidents identify improvements;

business practices change.