If an allegation has been made against you regarding your conduct with a child, we understand this is an extremely stressful and difficult time.
It is important to remember that the majority of people who work with children act professionally. However, when concerns are raised, they must be taken seriously and investigated fairly to protect children and to ensure that staff are not unfairly treated.
Local Authority Designated Officer (LADO)
The LADO is a statutory role responsible for overseeing and managing allegations against individuals who work or volunteer with children.
The LADO does not investigate personally. Instead, they coordinate the process, provide advice, and ensure that investigations are managed thoroughly and fairly.
The LADO ensures that the process is balanced, protecting the child’s welfare while ensuring you are not unfairly prejudged.
Why the LADO has been contacted
Employers and organisations have a duty to report concerns to the LADO within 24 hours if it is alleged that a person who works with children has:
1. behaved in a way that has, or may have, harmed a child
2. possibly committed a criminal offence against or in relation to a child
3. behaved in a way that indicates they may pose a risk of harm to children
4. behaved in a way that indicates they may not be suitable to work with children (this includes behaviour in your personal life)
The Investigation Process
Once a referral is made, the LADO will consult with your employer and relevant agencies (such as the Police or Children’s Social Care) to decide on the next steps.
1. Initial Evaluation: The LADO considers whether a meeting is required to share information and plan the investigation.
2. The Investigation: Depending on the nature of the allegation, the investigation may be led by:
- the Police: If a criminal offence may have occurred
- Children’s Social Care: If a child is at risk of significant harm
- your employer: An internal investigation into professional conduct
3. Your Involvement: You will be spoken to as part of the investigation.
Confidentiality
You are advised not to discuss the allegation with friends, family, or colleagues (other than your union representative or support person). This is to protect the integrity of the
investigation and the outcome.
If you choose to resign
Resignation does not stop the process.
● Investigation continues: If you resign, the investigation must still be concluded to determine whether the allegation is substantiated.
● Compromise Agreements: Settlement or compromise agreements are not acceptable in safeguarding cases, as they may put others at risk in the future.
● References: Allegations must be resolved so that future references are accurate.
Possible Outcomes
At the conclusion of the investigation, a determination will be made:
● Substantiated: There is sufficient evidence to prove the allegation. Your employer must consult the LADO regarding a referral to the Disclosure and Barring Service (DBS) or a professional body (e.g., for teachers or health professionals).
● Unsubstantiated: There is insufficient evidence to prove or disprove the allegation. This does not imply guilt or innocence.
● Unfounded: There is no evidence or proper basis to support the allegation, or the allegation was misinterpreted.
● False: There is sufficient evidence to disprove the allegation.
● Malicious: There is clear evidence that the allegation was made deliberately to cause you harm.
Record keeping
Unless an allegation is found to be malicious, records regarding the allegation are generally kept for 10 years or until you retire (whichever is longer).
Support for you
Facing an allegation can be overwhelming.
- Welfare Support: The LADO and your employer will consider how best to support you during this process.
- Union: If you are a member of a trade union or professional association, you are strongly advised to contact them for support and representation.
- General Practitioner (GP): If you are feeling anxious or stressed, please consult your GP.