01.12 – Threats and abuse towards staff and volunteers

Gan Kinneret Nursery is responsible for protecting the health and safety of all staff and volunteers in its services and has a duty of care in relation to their physical and emotional well-being. We believe that violence, threatening behaviour and abuse against staff are unacceptable and will not be tolerated. Where such behaviour occurs, we will take all reasonable and appropriate action in support of our staff and volunteers.

Staff and volunteers have a right to expect that their workplace is a safe environment, and that prompt and appropriate action will be taken on their behalf if they are subjected to abuse, threats, violence or harassment by parents, service users or other adults as they carry out their duties.

Unreasonable behaviour and assault

The most common example of unreasonable behaviour is abusive, intimidating or aggressive language. Where informal action is not appropriate or proves ineffective, the ultimate sanction is withdrawal of permission to be on the premises.

Applying unlawful force or putting another in fear of immediate attack constitutes assault. The police should normally be contacted immediately.

Common Assault: Threat of immediate violence or minor injury (e.g. bruise, graze).
Actual Bodily Harm: Injury interfering with comfort or health (e.g. multiple bruising, broken tooth).
Grievous Bodily Harm: Serious injury (e.g. broken bone, injury requiring lengthy treatment).

Aggravated assaults based on protected characteristics (race, religion, disability, sexual orientation etc.) carry higher penalties.

Responding to threats or violence

Any staff member or volunteer who feels under threat or has been threatened, assaulted or intimidated must report this immediately to their manager, who will follow the setting’s procedures and guidance for responding.

When to dial 999

Danger to life
Likelihood of violence
Assault in progress
Offender on the premises
Offence just occurred and early arrest likely

If unable to speak, make a quiet noise or press 55 (mobile only) for a silent call.

Harassment and intimidation (including sexual harassment)

Staff may face persistent unreasonable behaviour (e.g. constant demands, emails or calls). Though each act may appear minor, cumulatively it may undermine confidence, well-being and health. Under the Protection from Harassment Act 1997 it is an offence to pursue conduct amounting to harassment that the person knows, or ought to know, amounts to harassment.

Police may act against the offender. The manager should support affected staff and may send a written warning. All incidents must be recorded and reported to the owners/directors/trustees.

Banning parents/carers or visitors

Parents/carers and visitors have implied permission to be on premises; this may be withdrawn for unreasonable behaviour. A formal letter will be issued by owners/directors/trustees. Further breaches may lead to police prosecution for trespass.

Full records must be kept in the Reportable Incident Record, including witnesses’ details for potential court evidence.

Dealing with incidents

All harassment or assault cases are regarded as serious and must be reported to the setting manager and/or police.
Records must be made whether or not police are involved.
Support, counselling and practical help must be offered to victims.

Victim support is available from the manager, owners/directors/trustees, colleagues or Victim Support (especially for court evidence).

Non-emergency police number should be used where immediate attendance is not required.

Police procedures

The police will take written statements (including a Victim Personal Statement) and gather evidence. The decision to prosecute rests with the police or Crown Prosecution Service (CPS). Afterward, a risk assessment must identify preventative measures.

Harassment or intimidation of staff by parents/carers or visitors

Respectful, open communication between staff and parents/carers should always be promoted. Where staff feel threatened or intimidated, the manager must intervene and, if necessary, warn parents/carers formally that behaviour is unacceptable and may be reported to police.

A written letter outlining our zero-tolerance policy should follow. Staff must keep detailed records (dates, times, witnesses) as per Policy 7 – Record Keeping.

Depending on investigation outcomes, the setting manager may advise parents/carers to make a formal complaint if their concerns are legitimate. Complaints about potential breaches of EYFS Safeguarding and Welfare requirements are handled under Policy 10.2 – Complaints Procedure for Parents/Carers and Service Users.