# data[].attributes.body
Woodland Trust Volunteer Role for 14-25 year olds.

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Become a voice for education and prevention of wildfires to protect our wildlife and landscapes.

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The Community and Engagement Survey, a continuous survey of thousands of people aged 16 and over in England, measures how individuals engage with their community and is the successor to the Community Life Survey, which was discontinued last year.

Latest figures from the CES, covering the period between last October and March this year, show that 18 per cent of respondents said they had taken part in formal volunteering at least once a month in the past 12 months, up from 17 per cent last year.

The proportion who said they had done the same at least once a year was up 2 percentage points to 30 per cent over the same period.

Formal volunteering is defined as giving unpaid help through a group, club or organisation and tends to include set hours and role descriptions.

The figures mean the levels of formal volunteering have bounced back slightly from a record low in 2023/24, when a proportion of 16 per cent was recorded, but remain considerably lower than the high of 27 per cent reached in 2013/14.

The figures show that 25 per cent of respondents said they had carried out informal volunteering at least once a month in the last 12 months, up from 24 per cent a year earlier.

Informal volunteering involves giving unpaid help to people who are not a relative but not through an organisation and could include things like doing shopping for a neighbour.

The proportion of people who said they had done formal or informal volunteering at least once a month in the past 12 months rose from 33 per cent in 2024/25 to 35 per cent this year.

The most popular reason for wanting to volunteer was "I wanted to improve things/help people" and was selected by 51 per cent of those who had volunteered, a rise of 5 percentage points on the previous study.

The figures show the growth in volunteering levels is driven by the older age groups, which includes a 4 percentage point increase in the proportion of over-75s who took part in formal volunteering at least once a month over the past year to 24 per cent.

The figures rose by 1 percentage point among those aged 35 to 49, by 3 percentage points in the 50- to 64-year-old bracket and by 2 percentage points among those aged between 65 and 74.

But volunteering levels among those aged 16 to 24 and 25 to 34 were flat, the figures show.

The proportion of people who said they had given to a charity in the past month dropped by 1 percentage point over the course of the year to 66 per cent.

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Volunteering rates rise but remain below pre-pandemic levels

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The figures come from the government's Community Engagement Survey

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How volunteering affects your benefits - overview

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Check the rules about volunteering for the benefit you claim to make sure your benefits aren’t affected. Read our advice about volunteering while on benefits.

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Sample UK volunteer policy template for charities, one of 60+ free volunteering and charity policy templates you can download

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Tips for Engaging and Recruiting Volunteers

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Tips for Engaging and Recruiting Volunteers

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Guide to building an application form on Go Volunteer Glos

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Guide to building an application form on Go Volunteer Glos

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Building Forms on Go Volunteer Glos 2025

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Guide to listing your opportunities on Go Volunteer Glos

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Guide to listing your opportunities on Go Volunteer Glos

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Opportunities checklist for Go Volunteer Glos 2025

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Our expert insight videos showcase important safeguarding and child protection information in a different format.

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NSPCC Guidance: Writing safeguarding policies and procedures

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NSPCC Guidance: Writing safeguarding policies and procedures

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Introduction

Children have the right to be protected from harm. If your organisation or group works with children or young people you must have a clear set of guidelines about how you will:

keep children safe

respond to child protection concerns.

Your safeguarding and child protection policies and procedures are an important part of protecting children and young people. They must be supported by good governance, health and safety, financial management, staff supervision and management.

This page explains how to write a safeguarding or child protection policy statement that sets out your organisation's commitment to keeping children safe.

What is a safeguarding policy statement?

A safeguarding or child protection policy statement makes it clear what your organisation or group will do to keep children safe.

It should set out:

your organisation's commitment to protecting all children

the more detailed policies and procedures your organisation will put in place to keep children safe and respond to child protection concerns.

What are safeguarding and child protection procedures?

Safeguarding and child protection procedures are detailed guidelines and instructions that support your overarching safeguarding policy statement. They explain the steps that your organisation will take to keep children and young people safe and what to do when there are concerns about a child's safety or wellbeing.

For example, your safeguarding procedures should cover issues like how staff and volunteers should respond to concerns about a child and young person and how you will make sure you recruit the right people to work with children and young people.

You should also ensure that staff and volunteers know what to do if they are concerned about anything happening in a child's life - whether or not it is happening within your organisation.

Where to start

Getting started on your safeguarding policy statement

There are different ways to write a safeguarding or child protection statement, but before you put pen to paper it's helpful to think about:

the potential risks to a child in your organisation

how someone might raise a concern

the practicalities of who should be involved in writing the policy statement.

It is also useful to think about all the things that you might already be doing to help make your organisation a place where children and young people can flourish, have positive experiences and stay safe.

Things to consider

What are the potential risks to children - who may pose a risk? what situations may increase risk?

How do you make sure the people who work or volunteer for your organisation are suitable to do so?

What are the different ways someone might raise a concern about a child's wellbeing?

How should you respond to concerns or allegations of harm that has happened within your organisation?

How does this overarching policy statement link up with your more detailed child protection procedures?

How will you make sure everyone involved with your organisation is aware of how to spot and respond to child protection concerns?

> Find out more about best practice for recognising and responding to abuse
Practical tips

Tailor your policy statement to suit the needs of your organisation.

Use words and phrases that will mean the most to the group or community.

Involve people from different parts of the organisation to make sure the policy is relevant for everyone.

Think about how you can involve children and incorporate their perspective.

Ask different people in different roles to read the policy statement and feedback to ensure it is accessible to everybody.

Writing a policy statement

Writing a safeguarding and child protection policy statement

Your policy statement should be clear, concise and cover all the information listed below. Aim to keep it to two sides of A4 paper if possible, though you may need more space depending on your organisation's needs and context.

Purpose and aim of the policy statement

Identify the organisation, its purpose and function. Set out the organisation's overarching commitment to keeping children safe.

Scope of the policy statement

Be clear about who the policy applies to. It should cover all children under 18 but are all adults expected to comply with it? Should it just be staff and volunteers who work directly with children? What about those who have occasional contact with children such as a caretaker?

Context

Briefly state the main legislation and guidance that supports the policy statement. Explain how this policy statement links to more detailed child protection policies and procedures.
> Find out more about the child protection system in each UK nation
Policy statement

Set out your organisation's beliefs about the importance of child protection.

For example, "we believe everyone has a responsibility to promote the welfare of all children and young people, to keep them safe and to practise in a way that protects them".

Include a statement about equality and a commitment to anti-discriminatory practice. For example "we will give equal priority to keeping all children and young people safe regardless of their age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation".

Make sure your policy statement recognises the additional needs of children from Black, Asian and minoritised ethnic communities and disabled children and the barriers they may face, for example with communication or the impact of discrimination.

> Find out more about safeguarding d/Deaf and disabled children > Read our information on safeguarding children from Black, Asian and minoritised ethnic communities
Explain how, in broad terms, the organisation will meet your commitment to keeping children safe. For example by:

listening to children and respecting them

appointing a nominated child protection lead and a member of the trustee board who takes lead responsibility for safeguarding at the highest level in the organisation

writing detailed safeguarding and child protection procedures

making sure all staff and volunteers understand and follow the safeguarding and child protection procedures

ensuring children, young people and their families know about the organisation's safeguarding and child protection policies and what to do if they have a concern

building a safeguarding culture where staff, volunteers and children know how they are expected to behave and feel comfortable about sharing concerns.

Supporting documents

You need a set of more detailed policies and procedures which explain the steps adults within your organisation must take to keep children safe. Your policy statement should include a list of these. You can find more details about writing these policies and procedures on the "writing safeguarding policies" tab.

Contact details

Include the names and contact details of the people responsible for safeguarding and child protection in your organisation.

Include the contact details for the NSPCC Helpline and Childline so that people know they can contact us if they need child protection support and advice.

Dates

Provide the date the policy statement comes into force.

It's important to keep the statement up to date so you should include and a review dates and make sure the review happens on time.

Signature

Your policy statement should be signed and dated by the most senior person in your organisation who has responsibility for safeguarding and child protection.
> See an example safeguarding and child protection policy statement
Next steps after completing your safeguarding policy statement

When you have completed your overarching safeguarding and child protection policy statement, you need to ensure that all adults and children are aware of, understand and can access your safeguarding policies.

You should consider:

how you will tell everyone about new or updated policies and any challenges that might arise

how to ensure your policy is accessible to people with communication difficulties or different language needs.

Writing procedures

Writing safeguarding and child protection procedures

Your overarching safeguarding and child protection policy statement should refer to a set of more detailed policies and procedures. These procedures should outline the steps that must be taken if there are any concerns about a child's or young person's safety and wellbeing.

It is essential that your procedures are clear and easy to follow. Make sure each procedure includes the items below.

Purpose and aim of the procedure

Every procedure you create should clearly state its aim and purpose and who it applies to. For example, each procedure should be written for everyone who comes into contact with children and young people even if it is not their main role in your organisation.

Summary of useful information

Include a summary of any information that is relevant. For example, a procedure about responding to concerns about a child's wellbeing could include a description of the different types of abuse (physical, emotional, sexual abuse and neglect) as well as the signs and indicators that might be a cause for concern.

Clear instructions

Each procedure should include clear steps of the action needed. You could consider using diagrams and flowcharts to help make the steps easy to follow.

If someone is concerned about child's welfare they should tell the nominated child protection lead or their deputy. Any concerns must be kept confidential and should not be discussed with anyone other than the child protection lead, who should make a referral to children's services. Reporting concerns helps children's services build an overall picture of the child's life and the support they or their family may need.

If a child tells you they are experiencing abuse, it's important to reassure them that they've done the right thing in telling you. Make sure they know that abuse is never their fault. Never promise a child that you will keep the things they're telling you a secret. Explain that you need to share what they've told you with someone who will be able to help.
> Find out more about recognising and responding to abuse
What information to record

Ensure the procedure details how, when and what information needs to be recorded. You should also cover who should record this information (for example, your organisation's nominated child protection lead) and where records should be stored.

Contact details

Make sure the procedure includes contact details for anyone who needs to be informed, including any external agencies and make sure it's clear who is responsible for making any referrals. This should be your organisation's nominated child protection officer.

It is important that staff and volunteers know who to speak to and don't feel they are on their own when dealing with a worrying situation. Parents, children and young people also need to know who to talk to if they are worried.

Confidentiality

Be clear about confidentiality. Information should only be shared with people who need to know. Make sure your procedures are clear about what should be shared and who with. Remember you must share any concerns you have about a child, even if they ask you not to.

Ensure your procedures are clear and accessible

Make sure that all adults and children are aware of, understand and can access your safeguarding and child protection procedures. Reading them should be part of your induction processes and training.
> See our Introduction to safeguarding and child protection training > See our Safeguarding 16 to 25 year olds training
You may need to provide procedures in different languages or in other formats such as Braille or large text. You should also consider whether you need a child-friendly version. Decide in advance how you will tell everyone about any new or updated procedures.

What procedures should you have?

When writing your more detailed policies and procedures you should consider all elements of keeping a child or young person safe. You should make sure your procedures cover:
> View our Introductory guide to safeguarding for the voluntary and community sector

Legislation and guidance

Legislation and guidance

Each UK nation has its own child protection legislation and guidance.

As part of this, there is guidance setting out the safeguarding and child protection responsibilities of organisations and groups.

England

In England, the Department for Education (DfE) provides the key statutory guidance for anyone working with children and young people: Working together to safeguard children (DfE, 2018). This sets out how organisations should work together to keep children safe. Sections 57 - 62 set out the requirements for voluntary, charity, social enterprise, faith-based organisations and private sectors.

The DfE's guidance What to do if you're worried a child is being abused (PDF) describes the actions to take if you think a child is being abused or neglected. (DfE, 2015)

The DfE has published a voluntary code of practice for out-of-school settings. It includes advice on safeguarding and child protection, staff suitability, and governance (DfE, 2020).

If your organisation is a registered charity, you must also follow the Charity Commission's guidance.
> Find out more about the safeguarding legislation and guidance for charities
Northern Ireland

In Northern Ireland, the Department of Health has published Co-operating to safeguard children and young people in Northern Ireland (Department of Health, 2017). Section 3.8 sets out how voluntary, charitable, faith and community-based organisations should contribute to keep children safe.

The Revised regional core child protection policies and procedures for Northern Ireland explain what actions people who work with children should take if they have concerns about a child or young person's welfare (Safeguarding Board for Northern Ireland, 2021).

If your organisation is a registered charity, you must also follow the Charity Commission for Northern Ireland's guidance.
> Find out more about the safeguarding legislation and guidance for charities
Scotland

In Scotland, the National guidance for child protection provides a framework for anyone who might face child protection issues (Scottish Government, 2021). This includes third sector organisations (voluntary and community organisations, charities, social enterprises, co-operatives and mutuals).

If your organisation is a registered charity, you must also follow guidance from the Office of the Scottish Charity Regulator.
> Find out more about the safeguarding legislation and guidance for charities
Wales

The Welsh Government has published Working together to safeguard people, a suite of guidance and codes of practice that sets out how agencies and practitioners should work together to safeguard children (Welsh Government, 2019).

Volume 5 (PDF) focuses on handling individual cases to protect children at risk.

The Working together to safeguard people: code of safeguarding practice sets out safeguarding expectations for all individuals, groups and organisations providing activities or services to children and adults in Wales (Welsh Government, 2022).

The Wales Safeguarding Procedures provide a framework for how child protection referrals, actions and plans should be carried out (Wales Safeguarding Procedures Project Board, 2020).

If your organisation is a registered charity, you must also follow the Charity Commission's guidance.
> Find out more about the safeguarding legislation and guidance for charities

References and resources

References and resources

Department for Education (DfE) (2020) Keeping children safe in out-of-school settings: code of practice. [Accessed 25/11/2021].

Department for Education (DfE) (2015) What to do if you're worried a child is being abused: advice for practitioners (PDF). London: HM Government.

Department for Education (DfE) (2018) Working together to safeguard children: a guide to inter-agency working to safeguard and promote the welfare of children.[Accessed 25/11/2021].

Department of Health (2017) Co-operating to safeguard children and young people in Northern Ireland. [Accessed 25/11/2021].

Safeguarding Board for Northern Ireland (SBNI) (2021) Revised regional core child protection policies and procedures for Northern Ireland. [Accessed 25/11/2021].

Scottish Government (2021) National guidance for child protection in Scotland. [Accessed 25/11/2021].

Wales Safeguarding Procedures Project Board (2020) Wales Safeguarding Procedures [Accessed 25/11/2021].

Welsh Government (2019) Working together to safeguard people: volume 5: handling individual cases to protect children at risk (PDF). Cardiff: Welsh Government

Welsh Government (2021) Safeguarding guidance. [Accessed 25/11/2021].

Welsh Government (2022) Working together to safeguard people: code for safeguarding practice. [Accessed 03/02/2022].

Childline

If a child or young person needs confidential help and advice after an image of them has been shared online, direct them to Childline. Calls to 0800 1111 are free and children can also contact Childline online.

You can also download or order Childline posters and wallet cards.

Elearning

Our elearning courses can help develop your understanding of how to protect children from abuse:

Related NSPCC resources

You may also be interested in the following NSPCC Learning resources:

Introduction

Children have the right to be protected from harm. If your organisation or group works with children or young people you must have a clear set of guidelines about how you will:

keep children safe

respond to child protection concerns.

Your safeguarding and child protection policies and procedures are an important part of protecting children and young people. They must be supported by good governance, health and safety, financial management, staff supervision and management.

This page explains how to write a safeguarding or child protection policy statement that sets out your organisation's commitment to keeping children safe.

What is a safeguarding policy statement?

A safeguarding or child protection policy statement makes it clear what your organisation or group will do to keep children safe.

It should set out:

your organisation's commitment to protecting all children

the more detailed policies and procedures your organisation will put in place to keep children safe and respond to child protection concerns.

What are safeguarding and child protection procedures?

Safeguarding and child protection procedures are detailed guidelines and instructions that support your overarching safeguarding policy statement. They explain the steps that your organisation will take to keep children and young people safe and what to do when there are concerns about a child's safety or wellbeing.

For example, your safeguarding procedures should cover issues like how staff and volunteers should respond to concerns about a child and young person and how you will make sure you recruit the right people to work with children and young people.

You should also ensure that staff and volunteers know what to do if they are concerned about anything happening in a child's life - whether or not it is happening within your organisation.

Where to start

Getting started on your safeguarding policy statement

There are different ways to write a safeguarding or child protection statement, but before you put pen to paper it's helpful to think about:

the potential risks to a child in your organisation

how someone might raise a concern

the practicalities of who should be involved in writing the policy statement.

It is also useful to think about all the things that you might already be doing to help make your organisation a place where children and young people can flourish, have positive experiences and stay safe.

Things to consider

What are the potential risks to children - who may pose a risk? what situations may increase risk?

How do you make sure the people who work or volunteer for your organisation are suitable to do so?

What are the different ways someone might raise a concern about a child's wellbeing?

How should you respond to concerns or allegations of harm that has happened within your organisation?

How does this overarching policy statement link up with your more detailed child protection procedures?

How will you make sure everyone involved with your organisation is aware of how to spot and respond to child protection concerns?

> Find out more about best practice for recognising and responding to abuse
Practical tips

Tailor your policy statement to suit the needs of your organisation.

Use words and phrases that will mean the most to the group or community.

Involve people from different parts of the organisation to make sure the policy is relevant for everyone.

Think about how you can involve children and incorporate their perspective.

Ask different people in different roles to read the policy statement and feedback to ensure it is accessible to everybody.

Writing a policy statement

Writing a safeguarding and child protection policy statement

Your policy statement should be clear, concise and cover all the information listed below. Aim to keep it to two sides of A4 paper if possible, though you may need more space depending on your organisation's needs and context.

Purpose and aim of the policy statement

Identify the organisation, its purpose and function. Set out the organisation's overarching commitment to keeping children safe.

Scope of the policy statement

Be clear about who the policy applies to. It should cover all children under 18 but are all adults expected to comply with it? Should it just be staff and volunteers who work directly with children? What about those who have occasional contact with children such as a caretaker?

Context

Briefly state the main legislation and guidance that supports the policy statement. Explain how this policy statement links to more detailed child protection policies and procedures.
> Find out more about the child protection system in each UK nation
Policy statement

Set out your organisation's beliefs about the importance of child protection.

For example, "we believe everyone has a responsibility to promote the welfare of all children and young people, to keep them safe and to practise in a way that protects them".

Include a statement about equality and a commitment to anti-discriminatory practice. For example "we will give equal priority to keeping all children and young people safe regardless of their age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation".

Make sure your policy statement recognises the additional needs of children from Black, Asian and minoritised ethnic communities and disabled children and the barriers they may face, for example with communication or the impact of discrimination.

> Find out more about safeguarding d/Deaf and disabled children > Read our information on safeguarding children from Black, Asian and minoritised ethnic communities
Explain how, in broad terms, the organisation will meet your commitment to keeping children safe. For example by:

listening to children and respecting them

appointing a nominated child protection lead and a member of the trustee board who takes lead responsibility for safeguarding at the highest level in the organisation

writing detailed safeguarding and child protection procedures

making sure all staff and volunteers understand and follow the safeguarding and child protection procedures

ensuring children, young people and their families know about the organisation's safeguarding and child protection policies and what to do if they have a concern

building a safeguarding culture where staff, volunteers and children know how they are expected to behave and feel comfortable about sharing concerns.

Supporting documents

You need a set of more detailed policies and procedures which explain the steps adults within your organisation must take to keep children safe. Your policy statement should include a list of these. You can find more details about writing these policies and procedures on the "writing safeguarding policies" tab.

Contact details

Include the names and contact details of the people responsible for safeguarding and child protection in your organisation.

Include the contact details for the NSPCC Helpline and Childline so that people know they can contact us if they need child protection support and advice.

Dates

Provide the date the policy statement comes into force.

It's important to keep the statement up to date so you should include and a review dates and make sure the review happens on time.

Signature

Your policy statement should be signed and dated by the most senior person in your organisation who has responsibility for safeguarding and child protection.
> See an example safeguarding and child protection policy statement
Next steps after completing your safeguarding policy statement

When you have completed your overarching safeguarding and child protection policy statement, you need to ensure that all adults and children are aware of, understand and can access your safeguarding policies.

You should consider:

how you will tell everyone about new or updated policies and any challenges that might arise

how to ensure your policy is accessible to people with communication difficulties or different language needs.

Writing procedures

Writing safeguarding and child protection procedures

Your overarching safeguarding and child protection policy statement should refer to a set of more detailed policies and procedures. These procedures should outline the steps that must be taken if there are any concerns about a child's or young person's safety and wellbeing.

It is essential that your procedures are clear and easy to follow. Make sure each procedure includes the items below.

Purpose and aim of the procedure

Every procedure you create should clearly state its aim and purpose and who it applies to. For example, each procedure should be written for everyone who comes into contact with children and young people even if it is not their main role in your organisation.

Summary of useful information

Include a summary of any information that is relevant. For example, a procedure about responding to concerns about a child's wellbeing could include a description of the different types of abuse (physical, emotional, sexual abuse and neglect) as well as the signs and indicators that might be a cause for concern.

Clear instructions

Each procedure should include clear steps of the action needed. You could consider using diagrams and flowcharts to help make the steps easy to follow.

If someone is concerned about child's welfare they should tell the nominated child protection lead or their deputy. Any concerns must be kept confidential and should not be discussed with anyone other than the child protection lead, who should make a referral to children's services. Reporting concerns helps children's services build an overall picture of the child's life and the support they or their family may need.

If a child tells you they are experiencing abuse, it's important to reassure them that they've done the right thing in telling you. Make sure they know that abuse is never their fault. Never promise a child that you will keep the things they're telling you a secret. Explain that you need to share what they've told you with someone who will be able to help.
> Find out more about recognising and responding to abuse
What information to record

Ensure the procedure details how, when and what information needs to be recorded. You should also cover who should record this information (for example, your organisation's nominated child protection lead) and where records should be stored.

Contact details

Make sure the procedure includes contact details for anyone who needs to be informed, including any external agencies and make sure it's clear who is responsible for making any referrals. This should be your organisation's nominated child protection officer.

It is important that staff and volunteers know who to speak to and don't feel they are on their own when dealing with a worrying situation. Parents, children and young people also need to know who to talk to if they are worried.

Confidentiality

Be clear about confidentiality. Information should only be shared with people who need to know. Make sure your procedures are clear about what should be shared and who with. Remember you must share any concerns you have about a child, even if they ask you not to.

Ensure your procedures are clear and accessible

Make sure that all adults and children are aware of, understand and can access your safeguarding and child protection procedures. Reading them should be part of your induction processes and training.
> See our Introduction to safeguarding and child protection training > See our Safeguarding 16 to 25 year olds training
You may need to provide procedures in different languages or in other formats such as Braille or large text. You should also consider whether you need a child-friendly version. Decide in advance how you will tell everyone about any new or updated procedures.

What procedures should you have?

When writing your more detailed policies and procedures you should consider all elements of keeping a child or young person safe. You should make sure your procedures cover:
> View our Introductory guide to safeguarding for the voluntary and community sector

Legislation and guidance

Legislation and guidance

Each UK nation has its own child protection legislation and guidance.

As part of this, there is guidance setting out the safeguarding and child protection responsibilities of organisations and groups.

England

In England, the Department for Education (DfE) provides the key statutory guidance for anyone working with children and young people: Working together to safeguard children (DfE, 2018). This sets out how organisations should work together to keep children safe. Sections 57 - 62 set out the requirements for voluntary, charity, social enterprise, faith-based organisations and private sectors.

The DfE's guidance What to do if you're worried a child is being abused (PDF) describes the actions to take if you think a child is being abused or neglected. (DfE, 2015)

The DfE has published a voluntary code of practice for out-of-school settings. It includes advice on safeguarding and child protection, staff suitability, and governance (DfE, 2020).

If your organisation is a registered charity, you must also follow the Charity Commission's guidance.
> Find out more about the safeguarding legislation and guidance for charities
Northern Ireland

In Northern Ireland, the Department of Health has published Co-operating to safeguard children and young people in Northern Ireland (Department of Health, 2017). Section 3.8 sets out how voluntary, charitable, faith and community-based organisations should contribute to keep children safe.

The Revised regional core child protection policies and procedures for Northern Ireland explain what actions people who work with children should take if they have concerns about a child or young person's welfare (Safeguarding Board for Northern Ireland, 2021).

If your organisation is a registered charity, you must also follow the Charity Commission for Northern Ireland's guidance.
> Find out more about the safeguarding legislation and guidance for charities
Scotland

In Scotland, the National guidance for child protection provides a framework for anyone who might face child protection issues (Scottish Government, 2021). This includes third sector organisations (voluntary and community organisations, charities, social enterprises, co-operatives and mutuals).

If your organisation is a registered charity, you must also follow guidance from the Office of the Scottish Charity Regulator.
> Find out more about the safeguarding legislation and guidance for charities
Wales

The Welsh Government has published Working together to safeguard people, a suite of guidance and codes of practice that sets out how agencies and practitioners should work together to safeguard children (Welsh Government, 2019).

Volume 5 (PDF) focuses on handling individual cases to protect children at risk.

The Working together to safeguard people: code of safeguarding practice sets out safeguarding expectations for all individuals, groups and organisations providing activities or services to children and adults in Wales (Welsh Government, 2022).

The Wales Safeguarding Procedures provide a framework for how child protection referrals, actions and plans should be carried out (Wales Safeguarding Procedures Project Board, 2020).

If your organisation is a registered charity, you must also follow the Charity Commission's guidance.
> Find out more about the safeguarding legislation and guidance for charities

References and resources

References and resources

Department for Education (DfE) (2020) Keeping children safe in out-of-school settings: code of practice. [Accessed 25/11/2021].

Department for Education (DfE) (2015) What to do if you're worried a child is being abused: advice for practitioners (PDF). London: HM Government.

Department for Education (DfE) (2018) Working together to safeguard children: a guide to inter-agency working to safeguard and promote the welfare of children.[Accessed 25/11/2021].

Department of Health (2017) Co-operating to safeguard children and young people in Northern Ireland. [Accessed 25/11/2021].

Safeguarding Board for Northern Ireland (SBNI) (2021) Revised regional core child protection policies and procedures for Northern Ireland. [Accessed 25/11/2021].

Scottish Government (2021) National guidance for child protection in Scotland. [Accessed 25/11/2021].

Wales Safeguarding Procedures Project Board (2020) Wales Safeguarding Procedures [Accessed 25/11/2021].

Welsh Government (2019) Working together to safeguard people: volume 5: handling individual cases to protect children at risk (PDF). Cardiff: Welsh Government

Welsh Government (2021) Safeguarding guidance. [Accessed 25/11/2021].

Welsh Government (2022) Working together to safeguard people: code for safeguarding practice. [Accessed 03/02/2022].

Childline

If a child or young person needs confidential help and advice after an image of them has been shared online, direct them to Childline. Calls to 0800 1111 are free and children can also contact Childline online.

You can also download or order Childline posters and wallet cards.

Elearning

Our elearning courses can help develop your understanding of how to protect children from abuse:

Related NSPCC resources

You may also be interested in the following NSPCC Learning resources:

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Writing safeguarding policies and procedures | NSPCC Learning

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Introduction Children have the right to be protected from harm. If your organisation or group works with children or young people you must have a clear set of guidelines about how you will: keep children safe respond to child protection concerns. Your safeguarding and child protection policies and procedures are an important part of protecting children and young people.

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GUIDANCE: Involving volunteers in your organisation

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GUIDANCE: Involving volunteers in your organisation

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Involving volunteers in your organisation

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This guidance aims to help organisations and groups understand how to safely and effectively involve volunteers.

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About this guidance

This guidance tells you about handling requests for permission to work from asylum seekers, failed asylum seekers, and those who have submitted protection based further submissions. It applies to applications which fall to be considered under Part 11B, paragraphs 360 to 360E of the Immigration Rules and it explains the policy, process and procedure which must be followed when considering such applications. It also covers volunteering.

Employers should consult Home Office guidance before employing a foreign national who is not settled in the UK to establish whether that person is allowed to work here and whether there are any restrictions or conditions on the type of employment the person is legally entitled to undertake.

If you have any questions about the guidance and your line manager or senior caseworker cannot help you or you think that the guidance has factual errors, then email the Asylum Policy team.

If you notice any formatting errors in this guidance (broken links, spelling mistakes and so on) or have any comments about the layout or navigability of the guidance then you can email the Guidance Rules and Forms team.

Publication

Below is information on when this version of the guidance was published:

Changes from last version of this guidance

This guidance has been updated to add a new paragraph under Revocation to tell caseworkers to use template letter Asylum - Revocation of Permission to Work when revoking permission to work.

Introduction

Purpose of instruction

This guidance explains how caseworkers must consider applications under Part 11B, paragraphs 360 to 360E of the Immigration Rules for permission to work from those who have lodged an asylum claim or further submission which remains outstanding. It also provides guidance on the fact that asylum seekers can undertake volunteering at any stage of the asylum process.

Background

Those who claim asylum in the UK are not normally allowed to work whilst their claim is being considered. They are instead provided with accommodation and support to meet their essential living needs if they would otherwise be destitute. The policy outlining when permission to work will be granted to those who claim asylum is set out in the Immigration Rules. This makes clear that the Home Office may grant permission to work to asylum seekers whose claim has been outstanding for more than 12 months through no fault of their own. Under this policy, those who are allowed to work are restricted to jobs on the shortage occupation list published by the Home Office. Any permission to work granted will come to an end if their claim is refused and any appeals rights are exhausted because at that point, they are expected to leave the UK. Those who are granted leave have unrestricted access to the labour market.

Asylum seekers are encouraged to volunteer whilst their claim is being considered. Volunteering involves spending time, unpaid, doing something that aims to benefit the environment or someone (individuals or groups) other than, or in addition to, close relatives. By volunteering for a charity or public sector organisation, asylum seekers can support their local community, and this will also assist with their integration if they are granted leave to remain in the UK.

Policy intention

The policy objectives in restricting permission to work for asylum seekers and failed asylum seekers whilst their claim is considered are to:

ensure a clear distinction between economic migration and asylum that discourages those who do not need protection from claiming asylum to benefit from economic opportunities they would not otherwise be eligible for

prevent illegal migration for economic reasons and protect the integrity of the asylum system so that we can more quickly offer protection to those who really need it

be clear that asylum seekers can undertake volunteering as this provides a valuable contribution to the wider community and may help those who qualify for leave to remain here to integrate into society

Application in respect of children

Considering an application for permission to work is an immigration function and as such must take into account the need to safeguard and promote the welfare of children in the UK. This is in accordance with requirements under Section 55 of the Borders, Citizenship and Immigration Act 2009. This means caseworkers must have regard to the best interests of any child when making a decision on any aspect of a permission to work application.

If any delay in reaching a decision can be attributed to the applicant (for example, where the applicant does not cooperate with the asylum process and is responsible for the delay in considering their claim), permission to work should be refused in line with paragraphs 360 and 360C of the Immigration Rules. Those who do not meet the requirements of paragraphs 360 and 360C of the Immigration Rules should not be granted permission to work, unless there are exceptional circumstances raised by the applicant so as to justify departure from the Immigration Rules.

It may be argued that refusing permission to work or granting restricted permission to work in line with paragraphs 360A and 360C of the Immigration Rules is not in the best interests of a child. Caseworkers should consider the best interests of the child carefully, including all relevant facts put forward by the applicant, and balance these against the policy objectives and public interest considerations. A decision to refuse permission to work or grant restricted permission to work in line with paragraphs 360A and 360C of the Immigration Rules for an adult could adversely impact on a child; however, the child's interests are not necessarily determinative and can be outweighed by public interest considerations.

Although the child's interests are a primary consideration, they are not the only consideration and will have to be sufficiently compelling so as to outweigh the public interest considerations. Where relevant, caseworkers should also consider the Application of Discretion when deciding applications for permission to work outside of the Immigration Rules where a child may be impacted by that decision.

Paragraph 360 of the Immigration Rules only applies to the principal applicant in an asylum claim and there is no provision to grant permission to work to dependants on the claim.

Children under the age of 18 should not be given permission to take employment. However, unaccompanied asylum-seeking children or children dependent on their parents are entitled to access the education system until they reach 18 years of age whilst their claim is being considered. They are also able to take part in work experience placements or training if that forms part of their education.

For further information on the key principles to take into account, see: Section 55 Children's Duty Guidance.

Relevant legislation

For the purposes of this guidance the terms 'employee' and 'worker' are defined in statutory provisions, in particular:

Further information on employment status and volunteer placements, rights and expenses is available on GOV.UK.

The Immigration Rules

Part 11B of the Immigration Rules sets out the policy criteria for granting asylum seekers permission to take up employment. In particular:

paragraph 360 sets out that asylum seekers may apply for permission to work if they have not received an initial decision on their claim within 12 months but this will only be considered if that delay was through no fault of the applicant

paragraph 360A sets out the restrictions on employment for those granted permission to work under paragraph 360 and refers to the Shortage Occupation List published by the Home Office

paragraph 360B makes clear that any permission to work granted will only be valid until the claim has been determined and any appeal rights are exhausted

Paragraphs 360C to 360E mirror the provisions set out above for failed asylum seekers who have lodged protection based further submissions and were introduced on 9 September 2010 following the Supreme Court judgment in ZO (Somalia) UKSC 36 (PDF, 74.7 KB)

Permission to work application process

All applications for permission to work from asylum seekers or failed asylum seekers should be made by writing to UK Visas and Immigration (UKVI) and should include the following information:

full name of the applicant, date of birth and nationality

Home Office reference number

a statement setting out the request for permission to work

contact details for the applicant and legal representative (if they have one)

Applications must be sent to the one of the following teams:

Asylum Casework Teams

Asylum seekers awaiting an initial decision on their claim or failed asylum seekers who have outstanding further submissions should submit any request for permission to work by post to:

They should make it clear whether the application relates to an asylum claim or further submissions.

Alternatively, they can email the application to AomPTW@homeoffice.gov.uk for
asylum claims or ACSCPTW@homeoffice.gov.uk for further submissions.

Any decision to grant permission to work must not be taken without first reviewing the asylum claim or further submission to assess why a decision has been delayed.

Requests must be dealt with as soon as possible and without unnecessary delay.

Any queries relating to outstanding further submissions should be emailed to CSUpostteam@homeoffice.gov.uk

Applications for permission to work at reporting centres

If a request for permission to work is made at a reporting centre, staff should advise the applicant to write to the Asylum Casework Team at the above address. Reporting centre staff must not take a decision to grant permission to work.

Applications for permission to work in litigation

Where a request for permission to work is submitted as part of a pre-action protocol letter or judicial review application relating to another matter, the - applicant must be advised that they need to make a formal application in writing to UKVI in order for their request to be considered. A request for permission to work will not be considered unless it is made in accordance with the process set out above.

Considering permission to work applications

Excluding exceptional circumstances, applications for permission to work by asylum seekers awaiting an initial decision only need to be considered where a decision by the Home Office on their asylum claim is still pending and has been outstanding for more than 12 months. This requirement is set out in Part 11 B of the Immigration Rules in Paragraph 360.

Following the Supreme Court judgment in ZO (Somalia) [2010] UKSC 36 (PDF, 74.7 KB) the Rules were amended on 9 September 2010 so that failed asylum seekers whose further submissions have been outstanding for more than 12 months can also apply for permission to work.

The following criteria are relevant and must be considered by caseworkers when deciding whether to grant permission to work applications:

Outstanding UKVI decision on protection grounds

To consider any permission to work application there must be an asylum claim or further submission on protection grounds that has not been decided by UK Visas and Immigration (UKVI) and has been outstanding for at least 12 months from the date the claim was lodged. This only applies to UKVI decisions. Where a decision has been made within 12 months but an appeal against that decision is still pending an individual will not be granted permission to work.

Caseworkers dealing with a permission to work application must first review the asylum claim to assess the reason for the delay and ensure that the case is not unnecessarily delayed any further.

Delay

The Home Office must consider applications for permission to work if the delay is not, in the Secretary of State's opinion, the applicant's fault. Caseworkers must take into account how much of the 12 month delay is down to the applicant. This includes considering the reasons behind the applicant's contribution to any delay, such as repeated or long periods of non-compliance with the asylum process. Permission to work must be refused where the delay was their fault.

Where an individual puts forward reasons for failing to comply with required procedures, these must be taken into account when considering whether the delay was their fault. For example, periods of serious illness would be an acceptable reason, a prison sentence would not. If there is evidence that absconder action has been taken at some point and there is no further evidence that the applicant has resumed contact, permission to work must be refused.

Criminality

Asylum seekers or failed asylum seekers who have been convicted of criminal offences must not be granted permission to work if the decision on their asylum claim has been delayed to await the outcome of any prosecution. Any delay on this basis is, at least in part, attributable to the applicant.

Dependants

There is no provision in the Immigration Rules to grant permission to work to dependants of an asylum seeker or failed seeker even where the claim or further submission has been outstanding for more than 12 months. Where permission to work is granted to the main applicant, caseworkers need to make clear that this permission does not extend to any dependants.

Those who claim asylum whilst they still have limited leave in another capacity that allows them to work may ask whether they can still work beyond the date on which their leave expires. This will depend on whether they applied for asylum before their current leave expires.

Where an application for asylum was made before the expiry of their current leave, and that leave did not prohibit work, the applicant is able to carry on working on the same conditions as that leave until their asylum claim is finally determined.

Section 3C of the Immigration Act 1971 (as amended) automatically extends the leave of a person who applies for further leave to remain (for example, asylum) providing they have existing leave to enter or remain when they lodge the application. The applicant must be informed that they can continue to work on the same terms as their previous visa.

If an asylum application is made out-of-time, then they cannot benefit from Section 3C leave and any conditions attached to that leave, including permission to work, cease from the date the leave expires. If the applicant has not made an application for asylum, or if the application was lodged after their current leave expired, caseworkers should refuse permission to work unless they meet the requirements under Paragraph 360.

Immigration bail conditions

Information on immigration bail conditions regarding permission to work is set out in the published immigration bail guidance (PDF, 911 KB) - see the section on work or occupation.

Work that forms part of a further education course

When considering permission to work applications for work that forms part of a further education course, caseworkers must check that the individual meets the requirements under Paragraph 360 or 360C or that the role in question meets the volunteering requirements set out in this guidance.

Granting or refusing applications

Granting permission to work

Caseworkers must use the template letter ASL.4264 and choose option 1 when granting permission to work. This informs the individual of the conditions of their permission to work and advises them to contact Department for Work and Pensions (DWP) to be issued with a national insurance number.

Caseworkers should then use the process outlined in Application Registration Card (ARC) guidance (Change of circumstances, Permission to work at p16).

The ASL.4264 must be retained by -applicants as proof of permission to work for Job Centre Plus and future employers.

Caseworkers must update the case file and relevant Home Office records when granting permission to work. This allows reporting centre staff and the Croydon Contact Centre to verify that their permission to work is legitimate. The following wording must be used when updating Home Office records:

permission to work request received in [name of team] on [date]

request granted on [date]

permission to work restricted to the Shortage Occupation List (SOL)

granted on basis of: [further submissions outstanding for more than 12 months / asylum claim outstanding for more than 12 months / other - give detail (delete as applicable)]

ASL.4264 sent/handed to the applicant/representative at [address] on [date]

name of caseworker

name of team

telephone number (including external code)

The ASL.4264 (option 1) informs the individual that they must provide employment details when available, so that a review of their eligibility for and level of asylum support (if any) can be conducted. Failure to do so will result in any support being discontinued. Caseworkers must ensure that a review of support is conducted when employment details are received. See Assessing eligibility for asylum support for further guidance.

Confirming permission for those with extant leave

Where an applicant has a continuing right to work because they still have extant leave in another capacity, caseworkers must use template letter ASL.4043 and select 'option 1 - In time option'. When the applicant does not have continuing permission to work, caseworkers should select 'option 2 - Out of time option'. Caseworkers should amend the ARC by following the process outlined in the ARC Guidance.

Travel costs

Caseworkers should arrange for any necessary biometric capture at a suitable location. Caseworkers must arrange and pay for travel to facilitate enrolment from their own local budget.

Shortage Occupation List (SOL)

If an asylum seeker or failed asylum seeker is granted permission to work (subject to the exceptions listed in the section on Applications from asylum seekers with existing leave, or exceptional circumstances), this must be restricted to jobs on the Shortage Occupation List (SOL), published by the Home Office.

The Home Office will not routinely review an applicant's qualifications and experience when considering permission to work applications to determine whether they have the necessary skills to obtain employment in a shortage occupation, although we reserve the right to do so if there is particular cause for concern. It is the responsibility of the applicant and potential employer to ensure the job is one which is included on the list of shortage occupations and that the applicant is qualified for the position being offered before taking up the post. Where certain occupations on the SOL require that an applicant must have a specified period of experience, this must not have been gained through working illegally.

The government sets the SOL following recommendations from the Migration Advisory Committee (MAC). The MAC assesses whether the job is skilled, whether the job is in shortage, and whether it is sensible to fill that shortage with migrant workers.

Refusing permission to work

In cases where it is appropriate to refuse an application for permission to work, caseworkers must use template letter ASL.4264 and select option 2. Reasons for refusing permission to work might include the following:

the asylum claim (or further submission) has not been outstanding for 12 months

the delay is entirely the result of the -applicant's actions or inaction

the delay is partly due to the applicant's actions or inaction and it is not appropriate to exercise discretion in their favour

there is evidence of criminality either in the UK or abroad which causes a delay in determining the asylum application - the reasons for delay could be due to Article 1(F) exclusion considerations or because the outcome of any prosecution is awaited

further submissions are not protection based and are instead based on Article 3 medical grounds or Article 8 family grounds where a valid charged application should have been made

Caseworkers must update the case file and relevant Home Office databases when refusing permission to work. This allows enforcement staff to verify that permission to work has not been granted. The following wording must be used:

permission to work request received in [name of team] on [date]

permission to work refused on [date]

permission to work refused because: [asylum claim not outstanding for 12 months or more / further subs not outstanding for 12 months or more / further subs not asylum-based / delay is the applicant's fault / other - give detail (delete as applicable)]

ASL.4264 sent/handed to the applicant /representative at [address] on [date]

name of caseworker

name of team

telephone number (including external code)

Where the Immigration Rules are not met, it will be justifiable to refuse an application for permission to work made by an asylum seeker or failed asylum seeker unless there are exceptional circumstances raised by the applicant so as to justify departure from the Immigration Rules. If caseworkers consider that the circumstances of an application are exceptional and merit a grant of permission to work outside of the Immigration Rules, they should refer the matter to a technical specialist to review that decision and whether the matter should be considered on a discretionary basis (under our residual discretion flowing from Section 3 of the Immigration Act 1971). In any case in which it is decided that there are exceptional circumstances, our discretion would allow a grant of permission to work, notwithstanding the requirements of the Immigration Rules. What amounts to exceptional circumstances will depend upon the particular facts of each case. A grant of permission to work on a discretionary basis is expected to be rare and only in exceptional circumstances.

In cases involving applicants with dependent children included on the asylum claim, the caseworker should consider the need under section 55 of the Borders Citizenship and Immigration Act 2009 to safeguard and promote the welfare of children in the UK. The best interests of any relevant child should be taken into account as a primary consideration, but will not necessarily be determinative. Consideration should also be given to the Section 55 guidance, Every child matters.

In cases involving victims and potential victims of trafficking the primary objectives of the Council of Europe Convention on Action against Trafficking in Human Beings (PDF, 325 KB) (ECAT) will be a relevant consideration, particularly with regards to their physical, psychological and social recovery. The caseworker should consider all the factual information and evidence submitted ensuring it is fully addressed particularly where a decision has been taken to consider the application on a discretionary basis.

Revoking permission to work

Where an asylum seeker or failed asylum seeker is granted permission to work because their claim has not been decided, this will come to an end when the asylum claim or further submission has been refused and any appeal rights against refusal are exhausted.

Caseworkers should monitor their caseload and once the asylum claim has been finally determined, or the further submissions have been concluded, must clearly update Home Office records to reflect that the individual's permission to work has ceased.

From 1 October 2023, caseworkers must use template letter Asylum - Revocation of Permission to Work when revoking permission to work. This informs the individual that they no longer have the right to work in the UK and that they should return their ARC to the Home Office.

The ARC will then need to be amended as soon as possible to reflect the fact the permission to work is once again prohibited.

There is no need to take any action to revoke permission to work where an asylum seeker is granted refugee status, humanitarian protection, leave under the family rules or discretionary leave because following the grant they will have full access to the labour market.

Volunteering

Volunteers are those who give their time for free to charitable or public sector organisations without any contractual obligation or entitlement. They are not employees or workers as defined by various statutory provisions.

Volunteering can be undertaken at any stage of the asylum process, but such activities must not interfere with scheduled events such as a substantive asylum interview, regular reporting event or re-documentation interview. These events will not be rescheduled to accommodate volunteering. Organisations offering such opportunities will need to allow some flexibility so that volunteers can attend interviews or appointments around their volunteering. Volunteering must also not undermine the effective removal of those who do not need protection and do not qualify to remain in the UK on any other basis.

Asylum seekers can volunteer whilst their claim is considered without being granted permission to work. It is Home Office policy to support asylum seekers volunteering for charities or public sector organisations. However, this must not amount to engagement as an 'employee' or a 'worker' and it is the responsibility of the individual and the organisation they are volunteering for to check that such activity does not mean they are working in breach of conditions. The organisation should also undertake all relevant safeguarding checks required. Any personal details provided by the -applicant as part of the immigration process cannot be confirmed by the Home Office for use in any other context other than immigration matters.

Key elements in establishing whether someone is a volunteer rather than an employee or worker are whether there is an obligation on the individual to perform the work, and an obligation on the organisation to provide it; and whether the individual is rewarded for the work, through money or benefits in kind. Volunteers may be reimbursed for expenses incurred whilst volunteering, for example, for travel and food but should not receive any other payment. If any other payment is received the role may be classed as an employee or worker. Working or being employed by a charity or voluntary organisation is subject to the same restrictions as employment in other sectors. Genuine volunteering roles are not subject to these restrictions.

To summarise, the principal difference is that volunteering must not amount to unpaid work, or job substitution. In particular:

there should be no payment, other than reasonable travel and meals expenditure actually incurred (not an allowance for the same)

there should be no contractual obligations on the volunteer and they should not enjoy any contractual entitlement to any work or benefits

the volunteer is helping a registered voluntary or charitable organisation, an organisation that raises funds for either of these, or a public sector organisation

volunteering is not a substitute for employment, that is fulfilling a role that a salaried worker would normally fulfil

Organisations need to be clear about the legal status of volunteering roles they create before they recruit people to such roles. The guidance above is to help organisations understand the distinctions. However, if in doubt about whether a specific opportunity constitutes engagement as an employee or worker or volunteering, organisations should seek independent legal advice before taking on volunteers who are asylum seekers and who do not have permission to work.

Working for a charity

Asylum seekers or failed asylum seekers awaiting the outcome of an asylum claim or further submission cannot work as an employee or a worker, even for a voluntary organisation, unless they have been granted permission to work under Paragraph 360 or 360C of the Immigration Rules.

Further information is available on GOV.UK: Preventing Illegal Working.

Enquiries from employers and voluntary organisations

Caseworkers must be aware that under no circumstances must they reply directly to enquiries by employers on a particular case without first seeking the permission of the applicant, as this may contravene our obligations under the Data Protection Act 1998.

Further advice for employers can be found on the Employers and educational providers page on GOV.UK.

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Permission to work and volunteering for asylum seekers (accessible)

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This guidance tells you about handling requests for permission to work from asylum seekers, failed asylum seekers, and those who have submitted protection based further submissions. It applies to applications which fall to be considered under Part 11B, paragraphs 360 to 360E of the Immigration Rules and it explains the policy, process and procedure which must be followed when considering such applications.

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Template Volunteer Management Policy (Light touch)

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Template Volunteer Management Policy - Comprehensive

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Young volunteers and safeguarding | NSPCC Learning

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Find out what you need to do support young volunteers in your organisation and keep them safe. Covers recruitment, induction and safeguarding.

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Beginners tutorial for the platform

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Video beginners tutorial for organisations

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Beginners training: video’s for organisations