Business name: LELE Logistics Ltd
Policy owner: Mark Keddie – Logistics Manager
Safeguarding Lead: Mark Keddie – Logistics Manager
Contact: 07870 490555 – mark@lelelogisticsltd.co.uk
Effective date: 12/05/2026
Review date: 12/05/2027
1. Purpose
LELE Logistics Ltd is committed to protecting the safety and wellbeing of children, young people and adults who may be at risk of abuse or neglect.
We recognise that safeguarding is everyone’s responsibility. We will take reasonable and appropriate steps to prevent harm, respond appropriately to concerns, and ensure that anyone working with or representing the business understands their safeguarding responsibilities.
This policy applies to all employees, directors, contractors, volunteers, temporary workers and other individuals working on behalf of LELE Logistics Ltd.
2. Our commitment
We will:
• Put the safety and wellbeing of children and adults at risk at the centre of our work.
• Take all safeguarding concerns seriously.
• Respond promptly and appropriately to allegations or concerns about abuse, neglect or exploitation.
• Maintain appropriate boundaries between staff, customers, service users and other individuals.
• Recruit and manage staff responsibly, including carrying out appropriate checks where required for the role.
• Provide appropriate safeguarding information and training to staff.
• Keep safeguarding information confidential and share it only where there is a legitimate reason to do so.
• Cooperate with relevant authorities and safeguarding organisations when necessary.
• Regularly review our safeguarding arrangements and this policy.
3. Who may be at risk?
Safeguarding concerns can involve anyone, but particular consideration should be given to:
• Children and young people under 18.
• Adults who may be unable to protect themselves from abuse or neglect because of their circumstances, disability, illness, age or other factors.
• Individuals who may be particularly vulnerable because of isolation, dependency, exploitation, domestic abuse or other circumstances.
We recognise that vulnerability can change over time and that a person should not be assumed to be vulnerable solely because of a particular characteristic or circumstance.
4. Types of abuse and harm
Safeguarding concerns may include, but are not limited to:
Children and young people
• Physical abuse
• Emotional or psychological abuse
• Sexual abuse
• Neglect
• Exploitation
• Criminal or sexual exploitation
• Online abuse
• Domestic abuse
• Bullying or harassment
• Female genital mutilation (FGM)
• Forced marriage
• Radicalisation or other forms of exploitation
Adults at risk
Concerns may include:
• Physical abuse
• Sexual abuse
• Emotional or psychological abuse
• Financial or material abuse
• Neglect or acts of omission
• Discriminatory abuse
• Organisational abuse
• Domestic abuse
• Self-neglect
• Modern slavery and exploitation
This list is not exhaustive.
5. Recognising a safeguarding concern
A safeguarding concern may arise because someone:
• Discloses abuse or neglect.
• Makes an allegation about another person.
• Shows unexplained injuries or changes in behaviour.
• Appears frightened, distressed or unusually withdrawn.
• Appears to be controlled, exploited or prevented from speaking freely.
• Shows signs of financial exploitation or coercion.
• Raises concerns about another person’s safety.
• Behaves in a way that causes a member of staff to have reasonable concerns about their welfare.
A safeguarding concern does not need to be proven before it is reported.
6. What staff should do if they have a concern
If a member of staff becomes concerned about someone’s safety or wellbeing, they should:
- Take the concern seriously.
- Listen calmly and allow the person to explain what has happened in their own words.
- Do not promise secrecy or confidentiality. Explain that information may need to be shared to keep someone safe.
- Do not investigate the allegation themselves.
- Do not ask leading questions or attempt to establish whether an allegation is true.
- Make a factual record of the concern as soon as possible, including what was seen, heard or disclosed.
- Report the concern promptly to the Safeguarding Lead or, if unavailable, an appropriate manager.
Staff should avoid expressing personal opinions about the alleged perpetrator or making assumptions about what has happened.
7. Immediate danger
If someone is in immediate danger or requires urgent medical attention, staff should contact the appropriate emergency service by calling 999.
Staff should not put themselves or others at risk when responding to an emergency.
Where appropriate, the Safeguarding Lead or senior manager should be informed as soon as possible afterwards.
8. Reporting concerns
The Safeguarding Lead is responsible for deciding what further action is required.
Depending on the circumstances, this may include contacting:
• The local authority children’s social care team.
• Adult social care.
• The police.
• Other relevant safeguarding or regulatory bodies.
• Parents or carers, where appropriate and where doing so would not increase risk.
• Other professional agencies involved with the individual.
Where there is a concern about a member of staff, volunteer, contractor or manager, the concern must be reported to the appropriate senior person and should be managed separately from any internal disciplinary process where necessary.
9. Allegations against staff or representatives
LELE Logistics Ltd will take allegations against employees, contractors, volunteers, directors or anyone acting on behalf of the business seriously.
Where an allegation concerns a member of staff, the person should not investigate the matter themselves.
The business will consider whether the concern needs to be referred to the relevant external safeguarding authority or the police and will take appropriate steps to protect the person at risk while the matter is considered.
Where applicable, the business will follow relevant local authority procedures for allegations against people who work with children.
10. Safer recruitment
LELE Logistics Ltd will take reasonable steps to ensure that people working for the business are suitable for their roles.
Depending on the nature of the role, this may include:
• Appropriate application and interview processes.
• Checking references.
• Verifying identity and qualifications where appropriate.
• Carrying out Disclosure and Barring Service (DBS) checks where legally appropriate and relevant to the role.
• Considering safeguarding responsibilities when allocating duties and supervising staff.
A DBS check will not automatically be required for every employee. The business will assess whether a check is legally available and appropriate for the particular role.
11. Professional boundaries
All staff are expected to maintain appropriate professional boundaries.
Staff must not:
• Engage in inappropriate or sexualised behaviour with customers, service users or anyone under the age of 18.
• Abuse their position of trust or authority.
• Develop inappropriate personal relationships with vulnerable customers or service users.
• Exchange inappropriate personal messages or images.
• Use their position to obtain money, gifts or other benefits improperly.
• Behave in a way that could reasonably place another person at risk.
Where staff communicate with customers or service users online, they should use approved business channels wherever reasonably possible.
12. Photography, video and online communication
Photographs, videos or personal information relating to children or vulnerable individuals must not be taken, stored or shared without an appropriate lawful basis and, where required, appropriate consent.
Staff must follow the business’s data protection and privacy procedures when handling personal information.
Particular care should be taken when communicating with children or vulnerable individuals through social media, messaging services or other online platforms.
13. Confidentiality and information sharing
Safeguarding information will be handled sensitively and securely.
Confidentiality does not prevent information from being shared where this is necessary to protect someone from harm or where there is another lawful basis for sharing it.
Information will be shared on a need-to-know basis, and records will be kept securely in accordance with the business’s data protection procedures.
14. Record keeping
Safeguarding concerns and actions taken should be recorded promptly.
Records should include, where relevant:
• The date and time of the concern.
• The name of the person involved.
• What was observed or disclosed.
• The exact words used where practicable.
• Any immediate action taken.
• Who the concern was reported to.
• Any referrals or further action taken.
• The outcome, where known.
Records should be factual, objective and free from speculation.
15. Safeguarding training
Staff whose roles involve contact with children or adults at risk will receive appropriate safeguarding information or training.
Training will cover:
• Recognising signs of abuse and neglect.
• Reporting safeguarding concerns.
• Maintaining professional boundaries.
• Confidentiality and information sharing.
• The responsibilities of the Safeguarding Lead.
• Emergency procedures.
Training will be refreshed periodically and when there are significant changes to the business or relevant guidance.
16. Responsibilities
Business owner / management
Management is responsible for ensuring that:
• This policy is implemented.
• Appropriate safeguarding arrangements are in place.
• Staff understand their responsibilities.
• Safeguarding concerns are acted upon appropriately.
• Relevant training and checks are undertaken.
Safeguarding Lead
The Safeguarding Lead is responsible for:
• Acting as the main point of contact for safeguarding concerns.
• Maintaining safeguarding records.
• Considering whether concerns should be referred to external agencies.
• Supporting staff who raise concerns.
• Keeping safeguarding procedures under review.
All staff
All staff are responsible for:
• Following this policy.
• Remaining alert to safeguarding concerns.
• Reporting concerns promptly.
• Maintaining professional boundaries.
• Completing required safeguarding training.
• Never ignoring or dismissing a concern.
17. Whistleblowing
Staff should feel able to raise safeguarding concerns without fear of unfair treatment or retaliation.
If a member of staff believes that a safeguarding concern has not been dealt with appropriately, they should raise the matter with a senior manager or another appropriate person.
Serious concerns may also be reported to an appropriate external authority where necessary.
18. Equality and inclusion
LELE Logistics Ltd is committed to treating people fairly and with dignity.
Safeguarding procedures will be applied without discrimination and with consideration for people’s individual circumstances, communication needs, disability, age, culture and other relevant factors.
19. Policy review
This policy will be reviewed at least annually and sooner if:
• There is a significant safeguarding incident.
• Relevant legislation or guidance changes.
• The business’s activities or services change.
• An internal review identifies a need for amendment.
Next review date: 12/05/2027