Safeguarding is everyone’s responsibility. Whether you work in education, healthcare, social care, hospitality, or any other sector where you come into contact with children or vulnerable adults, understanding safeguarding is not optional — it is a fundamental duty.
Yet safeguarding can feel complex. The legislation spans multiple Acts of Parliament. The terminology varies between sectors. The levels of training are not always clearly explained. And many people are unsure whether safeguarding training applies to their role at all.
This guide cuts through the complexity. It explains the legal framework, the different levels of safeguarding training, who needs what level, how to recognise and report concerns, and how to get trained.
What Is Safeguarding?
Safeguarding is the action taken to protect children and vulnerable adults from abuse, neglect, and harm. It encompasses:
- Protecting individuals from maltreatment
- Preventing impairment of health or development
- Ensuring that care is provided in a safe and effective manner
- Taking action to enable the best outcomes for individuals
Safeguarding is broader than child protection or adult protection alone. It includes proactive measures to prevent harm before it occurs, as well as reactive measures to respond when harm is suspected or has taken place.
The concept applies across all sectors. A hotel receptionist who notices a child in distress, a care worker who spots signs of neglect, a teacher who is told about abuse by a pupil, a hospitality worker who suspects exploitation — all of these situations require a safeguarding response.
The Legal Framework
Safeguarding in the UK is underpinned by several key pieces of legislation:
Children Act 1989
The Children Act 1989 established the legal framework for child welfare in England and Wales. It introduced the principle that the child’s welfare is paramount and defined the concept of “significant harm” as the threshold for compulsory intervention in family life. It places duties on local authorities to investigate when they have reasonable cause to suspect that a child is suffering, or is likely to suffer, significant harm.
Children Act 2004
The Children Act 2004 strengthened the 1989 Act in response to the Victoria Climbie inquiry. It established Local Safeguarding Children Boards (now replaced by Safeguarding Partners), introduced the duty for agencies to cooperate in safeguarding children, and created the role of Children’s Commissioner. Section 11 places a duty on key organisations — including local authorities, the NHS, police, and probation services — to make arrangements to safeguard and promote the welfare of children.
Working Together to Safeguard Children 2023
This statutory guidance sets out how organisations and individuals should work together to safeguard and promote the welfare of children. It is the core reference document for anyone involved in child safeguarding in England, defining the roles of different agencies and providing guidance on information sharing and multi-agency working.
Care Act 2014
The Care Act 2014 established the legal framework for adult safeguarding in England. It defines an “adult at risk” as someone who has needs for care and support, is experiencing or at risk of abuse or neglect, and is unable to protect themselves because of those needs. The Act requires local authorities to make Section 42 enquiries when abuse or neglect is suspected, establish Safeguarding Adults Boards, and conduct Safeguarding Adults Reviews when serious harm occurs.
Other Key Legislation
The Mental Capacity Act 2005 provides the framework for making decisions on behalf of adults who lack capacity, based on the principle of best interests. The Safeguarding Vulnerable Groups Act 2006 established the Disclosure and Barring Service (DBS) system and barred lists that prevent unsuitable individuals from working with children or vulnerable adults.
Types of Abuse
Recognising abuse is at the heart of safeguarding. The main categories are:
- Physical abuse — deliberate use of physical force causing harm (hitting, shaking, burning, poisoning). Signs include unexplained injuries, injuries inconsistent with the explanation given, and fear of physical contact.
- Emotional or psychological abuse — persistent maltreatment including threats, humiliation, intimidation, isolation, and controlling behaviour. Signs include low self-esteem, withdrawal, sudden behavioural changes, and self-harm.
- Sexual abuse — forcing or enticing a person to take part in sexual activities, including contact abuse (assault, inappropriate touching) and non-contact abuse (exploitation through images, grooming). Signs include inappropriate sexualised behaviour, fear of specific individuals, and withdrawal.
- Neglect — persistent failure to meet basic needs, including food, clothing, shelter, supervision, or medical care. Signs include poor hygiene, malnutrition, untreated medical conditions, and social isolation.
- Financial or material abuse — theft, fraud, exploitation, or misuse of a person’s money or possessions, including misuse of power of attorney and coercion to change wills. Particularly relevant in adult safeguarding.
- Domestic abuse — controlling, coercive, or violent behaviour between intimate partners or family members. The Domestic Abuse Act 2021 recognises children who witness domestic abuse as victims in their own right.
- Modern slavery and exploitation — forced labour, sexual exploitation, and criminal exploitation (such as county lines). The Modern Slavery Act 2015 provides the legal framework.
- Self-neglect — in adult safeguarding, situations where an adult neglects their own care and wellbeing, including hoarding and refusing necessary care.
Safeguarding Training Levels
Safeguarding training is typically delivered at different levels depending on the individual’s role and level of contact with children or vulnerable adults:
Level 1: Safeguarding Awareness
Who needs it: Everyone who has any contact with children or vulnerable adults in the course of their work, including those in non-specialist roles.
What it covers: Basic awareness of safeguarding — what abuse is, how to recognise the signs, how to report a concern, and organisational safeguarding policies. This is the minimum level for anyone in a public-facing role.
Relevant for: Hospitality workers, retail staff, receptionists, drivers, administrative staff, volunteers, cleaning staff, maintenance workers.
Level 2: Safeguarding for Those Working with Children or Adults at Risk
Who needs it: Anyone who works regularly with children or vulnerable adults as part of their role.
What it covers: More detailed understanding of legislation, types of abuse, indicators, how to respond to disclosures, recording and reporting procedures, information sharing, and the role of different agencies.
Relevant for: Teachers, teaching assistants, care workers, youth workers, health professionals, sports coaches, childminders. Our Preparing to Work in Care course is a useful companion for anyone entering the care sector who needs to understand safeguarding in that context.
Level 3: Designated Safeguarding Lead
Who needs it: The person in an organisation who takes the lead responsibility for safeguarding. In schools, this is the Designated Safeguarding Lead (DSL). In other organisations, this is the safeguarding lead or named person.
What it covers: In-depth understanding of safeguarding legislation and policy, how to manage referrals and work with local authority safeguarding teams, how to conduct internal investigations, record-keeping, and how to support staff dealing with safeguarding concerns.
Relevant for: DSLs in schools, safeguarding leads in care settings, safeguarding coordinators in organisations.
DBS Checks
The Disclosure and Barring Service (DBS) is a key component of the safeguarding framework. DBS checks help employers make safer recruitment decisions by providing information about an individual’s criminal record.
Types of DBS Check
- Basic DBS check — shows unspent convictions only. Available to anyone for any purpose.
- Standard DBS check — shows spent and unspent convictions, cautions, reprimands, and final warnings. Required for certain roles, such as security staff.
- Enhanced DBS check — shows everything on a standard check plus any relevant information held by local police forces. Required for roles involving regular contact with children or vulnerable adults.
- Enhanced DBS check with barred list check — the most thorough check, also showing whether the individual is on the children’s barred list, the adults’ barred list, or both. Required for roles involving regulated activity with children or vulnerable adults.
When Is a DBS Check Required?
Employers must request an enhanced DBS check with barred list check for anyone engaged in “regulated activity” with children or vulnerable adults. Regulated activity — defined in the Safeguarding Vulnerable Groups Act 2006 (as amended by the Protection of Freedoms Act 2012) — broadly includes unsupervised teaching, care, or supervision of children, providing personal care or healthcare to adults, and any role involving regular unsupervised contact with vulnerable groups.
A DBS check is a point-in-time snapshot showing only what is on record at the date of the check. It should be part of a broader safer recruitment process that includes references, interviews, and ongoing supervision. The DBS Update Service allows individuals to keep their certificate current and enables employers to check its status without requiring a new application.
Reporting Concerns
Knowing what to do when you have a safeguarding concern is as important as recognising the signs. The general process is:
1. Listen and Observe
If someone discloses abuse or you observe signs that concern you, listen carefully without interrupting. Do not ask leading questions or investigate the allegation yourself. Reassure the person that they are right to tell you.
2. Record
Write down what you have been told or observed as soon as possible, using the person’s own words where you can. Record the date, time, what was said or observed, and any visible signs or injuries. Keep your record factual and avoid speculation or opinion.
3. Report
Report your concern to the designated safeguarding lead in your organisation (or your line manager if there is no designated lead). They will decide on the appropriate course of action, which may include making a referral to the local authority safeguarding team, the police, or other agencies.
If you believe a child or adult is in immediate danger, call 999.
4. Do Not Investigate
It is not your role to investigate allegations of abuse. Investigation is the responsibility of trained professionals — social workers, police officers, and other specialists. Attempting to investigate yourself can compromise a formal investigation and may inadvertently put the individual at further risk.
5. Maintain Confidentiality
Share information only with those who need to know — your safeguarding lead, your manager, or the relevant authorities. Do not discuss the concern with colleagues, the alleged abuser, or anyone else who does not need to be involved. However, remember that confidentiality must never be a barrier to safeguarding — if sharing information is necessary to protect someone from harm, you must share it.
Safeguarding in the Hospitality Sector
Safeguarding is increasingly recognised as relevant to the hospitality sector. Hotels, restaurants, pubs, and event venues are places where vulnerable people may be present — as customers, guests, or employees. Specific safeguarding considerations for hospitality include:
Child Sexual Exploitation and Trafficking
Hotels can be used by perpetrators of child sexual exploitation. The signs may include adults checking in with children who appear distressed or uncomfortable, young people being brought to hotel rooms by different adults, or requests for rooms with no identification provided. Many hotel groups now provide specific training on recognising and responding to these situations.
Modern Slavery
The hospitality sector has been identified as a high-risk sector for modern slavery and labour exploitation. Signs may include workers who appear to be controlled by others, who do not have access to their own identity documents, who live at their workplace, who work excessive hours for little or no pay, or who appear frightened, withdrawn, or unable to speak freely.
Vulnerable Guests
Hotels and care-adjacent hospitality businesses may accommodate vulnerable adults, including those with mental health conditions, learning disabilities, or dementia. Staff should be trained to recognise signs of self-neglect, distress, or abuse. Understanding mental capacity is particularly important when working with guests or residents who may lack the capacity to make decisions about their own safety.
Young Workers
Hospitality employs many young workers, some of whom may be under 18. Employers have specific safeguarding duties towards young employees, including ensuring appropriate supervision, not assigning hazardous tasks, and being alert to signs that a young worker may be experiencing abuse or exploitation outside the workplace.
How to Get Certified
Getting your safeguarding certificate through Chefs Bay Academy is straightforward:
- Buy a licence for £29 — this gives you access to the Safeguarding Adults course, the Child Protection Awareness course, and 130+ other courses in the library
- Start learning — work through the course modules at your own pace on any device
- Complete the assessment — pass the end-of-course assessment to confirm your understanding
- Download your certificate — your CPD accredited certificate is available immediately
The courses cover the key legislation, types of abuse, how to recognise signs and indicators, reporting procedures, and the principles of safer working practice. They are suitable for Level 1 safeguarding awareness training and provide a thorough foundation for anyone who needs to understand safeguarding in their role.
For those working in health and social care settings, explore our full range of health and social care courses — covering topics from mental health awareness to dementia care. All are included in the same £29 licence.
Frequently Asked Questions
Is safeguarding training a legal requirement?
While there is no single law that mandates a specific safeguarding certificate for all workers, safeguarding training is a legal or regulatory requirement in many sectors. Schools must train all staff in safeguarding under Keeping Children Safe in Education. Care providers must train staff under CQC regulations. The Children Act 2004 (Section 11) places duties on key organisations to ensure staff are trained. Even where not specifically mandated, safeguarding training is considered a professional duty and an expectation of good practice in any role that involves contact with children or vulnerable adults.
How often should safeguarding training be refreshed?
Guidance varies by sector and role. In schools, the Department for Education recommends that safeguarding training for DSLs is refreshed every two years, with annual updates for all staff. In social care, CQC expects safeguarding training to be refreshed regularly. Best practice across all sectors is to refresh safeguarding training at least every three years, with annual awareness updates. Training should also be updated when legislation or guidance changes.
What is the difference between safeguarding and child protection?
Child protection is a part of safeguarding. Safeguarding is the broader term that encompasses all actions taken to promote the welfare of children and adults and protect them from harm. Child protection refers specifically to the activity undertaken to protect children who are suffering or are at risk of suffering significant harm. In practice, the terms are often used interchangeably, but safeguarding is the wider concept.
Do I need a DBS check to work in hospitality?
A DBS check is not routinely required for all hospitality roles. However, if your role involves regulated activity with children or vulnerable adults — for example, working in a hotel that provides care services, or working in a children’s activity centre — an enhanced DBS check may be required. Some employers also request basic DBS checks as part of their standard recruitment process. The need for a DBS check depends on the specific role and the level of contact with vulnerable groups.
What should I do if a child tells me they are being abused?
Listen calmly and take what they say seriously. Do not promise confidentiality — explain that you may need to tell someone who can help. Do not ask leading questions or try to investigate. Reassure the child that they are not in trouble and that they were right to tell you. As soon as possible, record what was said using the child’s own words. Report the disclosure to your organisation’s safeguarding lead or, if the child is in immediate danger, call 999.
Related Guides
If you found this guide helpful, you might also want to read:
- Mental Health Awareness in the Workplace — understanding mental health is essential for recognising vulnerability and supporting individuals at risk
- Equality, Diversity and Inclusion Training — safeguarding and equality are closely linked, particularly around discrimination and harassment
- GDPR Training for Employees — data protection is a key consideration when handling sensitive safeguarding information
All these courses are included in your Chefs Bay Academy licence — £29 for instant access to 130+ courses.