Youth work organisations, as ‘employers’ are required by law to appoint a ‘competent’ person or people to help them meet their legal health and safety responsibilities. Further information regarding competence can be found on the HSE Website
Insurance is designed to mitigate against financial loss or claims for compensation and, in most cases, the requirement will depend on what services are being provided, how the organisation is structured, the assets it owns or operates and its appetite to financial risk.
Whilst the aims of youth programmes will vary, safety should always be a core consideration. The benefits gained from well planned activity will normally be clear to see and will outweigh health and safety risks.
This is an example of a consent form template for young people to take part in youth work activities
Youth work organisations should pay particular attention to the safety management of large scale events such as: large fundraising, sponsorship or sporting events; jamboree style events; recruitment or promotional fairs; religious festivals; other events involving large groups of people.
About This Guidance This guidance promotes and supports a culture of fair and equal recruitment of staff or volunteers who have a criminal record, whilst ensuring the safe provision of services to children, young people and adults at risk. This guidance does not supersede the law and should be read alongside your Safer Recruitment Guidance … Continued
Our organisation is committed to a culture of inclusivity and equality whilst ensuring the safe provision of services to children, young people and adults at risk. Having a criminal record does not automatically prevent you from working with or for our organisation. We recognise the contribution that all people can make as current or future workers, as both employees and volunteers, and are committed to a fair recruitment process in which no-one faces unfair discrimination due to a criminal record.
This whistleblowing policy and procedure applies to all who work and volunteer with your organisation. It outlines when, and how, to raise any genuine and serious concerns that do not align with these values and the protection you are afforded as a whistleblower.
The aim of this guidance is to outline the legal requirements associated with having a legally defined position of trust and offer best practice guidelines for those working in a non-legal or informal position of trust whether paid, unpaid, over 18 or under 18.
This policy has been designed as a source of advice for the managers of staff who may be required to lone work within the Youth Work organisation. The guidance is to be read in conjunction with the organisation’s Lone Working Procedure, Safer Working practices and a specific, up-to-date risk assessment. Whilst it is the legal responsibility of the organisation to provide safe systems of work, individuals have a responsibility to follow safe working practices, both within the office environment and outside of it.