SIC’s Safeguarding Vulnerable Adults Policy

1. Introduction

At Sick in the City CIC (referred to throughout as SIC), we are committed to safeguarding and promoting the welfare of vulnerable adults. This policy outlines our approach to protecting individuals who are at risk of abuse or neglect, ensuring that all employees, contractors, and stakeholders understand their responsibilities in safeguarding vulnerable adults in a remote working environment.

2. Policy Statement

The mission of SIC is to close the disability employment gap, connecting talent-short organisations with talented disabled professionals. We aim to break down the barriers which exist in employment, recognising and advocating for the talent pool of disabled people that exists in the UK and educating on the value a diverse and inclusive workplace brings to a business.

SIC works with vulnerable people and as such a safeguarding policy is key to our operation. SIC works with students, but does not work with under 18s. As such, children are not included further within this policy document. This policy relates to adults regardless of gender, ethnicity, disability, sexual orientation or religion.

It is important that employees know who to contact, and the process, if there is a problem. 

Safeguarding is about ensuring all of our clients and employees are safe and well.  

Safeguarding needs to consider how vulnerable adults are protected from harm or neglect, whether physical, sexual or emotional and often from relatives or people in positions of trust. Our role at SIC works with vulnerable people and getting them into employment. As such, this safeguarding policy also includes consideration of risks around criminal exploitation and modern slavery.

The Safeguarding Policy establishes clear guidelines for safeguarding adults and promoting their welfare as well as the protection of employees and other adults in a position of responsibility from potential allegations of abuse.

In this policy, "employee" refers to anyone working for SIC, full or part-time, volunteers, and anyone working on a paid or unpaid basis on SIC's behalf. Employees should be aware of the policy and able to spot the signs of abuse and how to respond. Employees should feel comfortable raising issues which they identify.


The Safeguarding Policy introduces an organisation-wide commitment that all employees receive training, via e-learning, to gain a basic level of awareness in safeguarding and understand the reporting procedure for safeguarding concerns.

3. Principles 

The guidance given in the policy is based on the following principles:-


  • the welfare of the vulnerable adult is the primary concern;

  • all vulnerable adults, whatever their age; gender; racial origin; religious belief; disability and sexual identity have the right to protection from abuse;

  • it is everyone’s responsibility to report concerns but it is the responsibility of the relevant Local Authority services and / or Police to determine whether or not abuse has taken place;

  • allegations or incidents of suspicious poor practice or abuse will be taken seriously and responded to appropriately.

4. Aims

The Safeguarding Policy and Procedure aims to:-


  • Assist and support all staff to understand the importance of safeguarding vulnerable adults and how to keep themselves and other safe.

  • Establish the importance of safer recruitment practices,

  • Establish a training protocol for all staff.

  • Define a reporting proceedure for safeguarding concerns.

  • Ensure that the principles of the Equality Act 2010 are adhered to.

5. Scope

This policy applies to all staff, volunteers, contractors, and partners of SIC, covering all activities and interactions with vulnerable adults. It includes:

  • Direct contact and support services

  • Remote communication and digital interactions

  • Any work-related activities that may involve vulnerable adults

6. Definition of Safeguarding and the Legal Framework

6.1 Vulnerable Adults

6.1.1  The Care Act 2014

The adult safeguarding duties under The Care Act 2014 apply to an adult, aged 18 or over, who:

  •  has needs for care and support (whether or not the Local Authority is meeting any of those needs) and;

  • Is experiencing, or at risk of, abuse or neglect; and

  • As a result of those care and support needs is unable to protect themselves from either the risk of, or the experience of abuse and neglect..

6.2 Abuse

  • Abuse can take various forms, including physical, emotional, sexual, financial, neglect, and self-neglect. It may occur in a single incident or as a series of incidents over time.

7. Our Commitment

7.1 Prevention

  • We will take proactive steps to prevent abuse, neglect, and exploitation through awareness, training, and robust safeguarding practices.

7.2 Protection

  • We will ensure that all vulnerable adults are protected from harm by maintaining clear policies, procedures, and support systems.

7.3 Response

  • We will respond promptly and effectively to any safeguarding concerns, ensuring that appropriate actions are taken to protect vulnerable adults.

8. Roles and Responsibilities

8.1 Designated Safeguarding Lead (DSL)

SIC will ensure there is a Safeguarding Lead within the organisation with a specific responsibility for safeguarding. Any major issues or concerns will be raised with the chief executive officer.

Where concerns are raised a meeting to discuss will be arranged. To ensure appropriate action an external safeguarding company will be brought in to moderate discussion and maintain fairness and anonymity throughout the process. A written record will be made of what information has been shared with whom, what, when, where, and how.

Any files to be held will be stored as required by law.


The policy will be updated and reviewed regularly.

  • Alice Hargreaves

  • Responsibilities: Lead on all safeguarding matters, provide training, support staff, and ensure the effective implementation of this policy.

8.2 All Staff and Volunteers

SIC employees are responsible for:

  • Always acting on safeguarding concerns. It is not expected that staff will be trained to intervene in cases of suspected abuse. All staff, however, must always act on any suspected or potential safeguarding concerns. Doing nothing is not an option.

  • Undertaking the safeguarding training;

  • Ensure safeguarding responsibilities are taken seriously and being proactive in responding to any safeguarding concerns and reporting as necessary;

  • Following the correct reporting procedures.

9. Recruitment 

Safer recruitment practice will include scrutinising applicants, verifying identity and qualifications, obtaining professional and character references, and checking previous employment history. It also includes undertaking interviews and appropriate checks through the Disclosure and Barring Service (DBS) where staff may be working with vulnerable adults.


All recruitment materials will include a reference to the SIC commitment to safeguarding.


9.1     Safeguarding Vulnerable Groups Act 2006


The  Safeguarding Vulnerable Groups Act 2006 provides the legislative framework for a vetting and barring scheme for people working with children and vulnerable adults. The Act created a centralised vetting system for people barred from working with children and/or vulnerable adults, in paid and unpaid work.


The DBS is responsible for the decision-making and maintenance of the two barred lists; Protection of Children Act List (POCA) for childcare jobs, and the Protection of Vulnerable Adults (POVA) list. The DBS also provides information about people included on the lists where appropriate.


It is a criminal offence for barred individuals to offer to, seek to, or actually engage in a regulated activity. In addition, where SIC knowingly permits a barred individual to engage in a “regulated activity”  they are committing a criminal offence and may be liable to fines and/or imprisonment if convicted.


9.2     “Regulated activity”


9.2.1. In relation to vulnerable adults


“Regulated activity” includes training, teaching, care, supervision, assistance, advice, driving, treatment and therapy in relation to vulnerable adults. It must also be carried out frequently by the same person (i.e. once a week or more), or intensively (i.e. on more than three days in any period of 30 days or anytime between 2am and 6am)


9.3     Duty to Refer


Under The Safeguarding Vulnerable Groups Act 2006, employers and employment businesses and agencies are under a duty to pass information about certain individuals to the DBS. The duty to refer information arises where an employee has resigned or been dismissed, or would or could have been dismissed, because he or she has harmed, or may harm, a child, young person or vulnerable adult. The duty applies only in relation to individuals carrying out regulated activities.

10. Safeguarding Procedures

10.1 Recognising Abuse

  • Be vigilant and aware of the signs of abuse, which may include:

    • Physical signs (bruises, fractures)

    • Behavioural changes (withdrawal, fearfulness)

    • Unexplained financial transactions

10.2 Reporting Concerns

  • All concerns must be reported to the DSL immediately. Use the Safeguarding Incident Report Form (https://forms.gle/Sxj8DQprmpkF2spf6) to document details.

  • If there is an immediate safety concern, dial 999. 

10.3 Recording Information

  • Record all concerns, observations, and actions taken in a factual, confidential manner. Use the designated recording form and ensure all information is securely stored.

10.4 Referring Concerns

  • The DSL will assess the concern and, if necessary, refer it to the relevant local authority safeguarding team or the police. Ensure that referrals are made following local safeguarding protocols.

11. Training and Support

11.1 Training for Staff and Volunteers

  • All staff and volunteers will receive comprehensive safeguarding training as part of their induction and at regular intervals thereafter. Training will cover:

    • Recognising and reporting abuse

    • Understanding the rights of vulnerable adults

    • Identifying signs of abuse and neglect

11.2 Ongoing Support

  • The DSL will provide ongoing support, advice, and supervision to staff and volunteers, ensuring that safeguarding practices are maintained and updated regularly.

12. Confidentiality and Information Sharing

12.1 Confidentiality

  • All safeguarding concerns and information will be handled with the utmost confidentiality, sharing information only with those who need to know to protect the vulnerable adult.

12.2 Information Sharing

  • Information will be shared in line with data protection laws and local safeguarding procedures, ensuring that all necessary details are communicated to relevant agencies and professionals.

13. Monitoring and Review

13.1 Monitoring Safeguarding Practices

  • The DSL will regularly review safeguarding practices, ensuring compliance with this policy and relevant legislation. This includes:

    • Audits of safeguarding practices

    • Reviewing incident reports and referrals

13.2 Policy Review

  • This policy will be reviewed annually or in response to changes in legislation, guidance, or operational practices. Feedback from staff and stakeholders will be sought to improve safeguarding measures.

14. Contact Information

For any questions or concerns regarding this Safeguarding Vulnerable Adults Policy, please contact:

SIC (Sick in the City CIC)

DSL: Alice Hargreaves
Email: hello@sicofficial.co.uk
Website: https://sicofficial.co.uk/ 

By adhering to this policy, SIC aims to safeguard the welfare of vulnerable adults and ensure that our practices are robust, effective, and compassionate. We appreciate the commitment of all employees and stakeholders in upholding these standards.