FAQ

In cases involving potential risks to children, the decision to suspend an employee will follow this process:

Grounds for suspension

Suspension will only be considered when there is a reasonable cause to believe that a child or children at your workplace may be at risk of harm, or if the allegation is so serious that it could lead to dismissal.

Careful consideration

Your employer will carefully evaluate whether suspension is necessary. This will include consulting with their human resources advisor and the Local Authority Designated Officer (LADO) to ensure the decision is proportionate and appropriate.

Alternatives to suspension

Instead of suspension, an employer may consider redeployment as an alternative. This involves moving you to a different role or setting to prevent direct contact with the child or children concerned. Whether redeployment is suitable depends on the nature and seriousness of the allegation.

Proportional response

The goal is to ensure the safety of children while also acting fairly towards the employee. Suspension is not automatic and will only be used if absolutely necessary. This approach ensures that the decision to suspend is measured and guided by safeguarding priorities, with alternatives considered whenever possible.

In situations where issues in your personal life may be relevant to your role at work, the following process will be followed to determine how to manage the information:

Evaluation by the LADO

The Local Authority Designated Officer (LADO) will assess the personal situation to determine if it poses any risk or potential risk to children in your care or within your professional environment.

Examples of cause for concern include:

• your child is the subject of a Child Protection enquiry (Section 47).
• your child is being supported by a Child Protection plan.
• you have been arrested, cautioned or convicted in relation to offences of violence.
• drug or alcohol misuse in your personal life
• there has been an allegation of abuse against a member of your
• household or a person closely associated with you.

Immediate Risk of Harm

If it is assessed that a child is at immediate risk of harm, the LADO will share the relevant information directly with your employer without delay. In this case, you may not be notified before your employer is informed, as the priority is safeguarding the child.

No Immediate Risk of Harm

If the LADO concludes that there is no immediate risk to children, it is more likely that you will be given the opportunity to share the information with your employer yourself. This provides you with the chance to address the matter openly with your employer before any formal actions are taken.

This process ensures that the balance between protecting children and respecting your opportunity to disclose personal issues is maintained. The focus remains on assessing whether the personal circumstances impact the safety and well-being of children.

Every organisation that works with children should have a manager or Designated Safeguarding Lead (DSL) responsible for progressing allegations that a child may have been harmed. When they are informed of the allegation they must contact the Local Authority Designated Officer (LADO) within 24 hours to report the concern.

The criteria for making a report to the LADO are that an individual may have: 

• Behaved in a way that has harmed a child, or may have harmed a child
• Possibly committed a criminal offence against or related to a child
• Behaved towards a child or children in a way that indicates they may pose a risk of harm to children
• Behaved or may have behaved in a way that indicates they may not be suitable to work with children.

The LADO will agree with the manager/DSL how and when the staff member or volunteer will be informed of the concern. This is dependent upon the nature of the allegation, and any current or ongoing risk to children. If it becomes apparent at any stage that the allegation is false, you will be informed of this and no further action will be taken. 

If the above criteria has been met then contact needs to be made with the LADO. Please complete the Tower Hamlets Referral Form and email it to LADO@towerhamlets.gov.uk.

The Tower Hamlets LADO regularly checks the LADO mailbox. They will contact the referrer as soon as possible to discuss the case and decide on a course of action.

In cases where it is necessary to speak directly to the Tower Hamlets LADO, you can call 020 7364 0677. Referrers may reach the LADO Business Support Officer or a voicemail. They should leave a message which will be returned as soon as possible.

Complete the LADO form. You can also download the risk assessment framework.

You should also notify the LADO using the LADO form when any person who works or volunteers with children:

• has behaved in a way in their personal life that raises safeguarding concerns – these concerns do not have to directly relate to a child but could, for example, include arrest for possession of a weapon
• as a parent or carer, has become subject to child protection procedures
• is closely associated with someone in their personal lives (e.g. partner, member of the family or other household member) who may present a risk of harm to the child or children for who the member of staff is responsible in their employment or volunteering

Whilst the LADO provides advice on a wide range of safeguarding issues, they must give priority to cases which meet the statutory criteria for LADO oversight. We encourage employers to use their internal resources such as:

• Designated Safeguarding Leads
• Managers advice
• HR services

When someone makes an allegation against an employee or volunteer it is the responsibility of the employer to notify the individual. The employer is also responsible for keeping them updated in relation to any investigation process and possible outcomes.

View the guide for organisation.