1. Scope

This Young People and Employment Policy applies to all employees, contractors, volunteers, and young people (aged 16-18) employed within No user found’s domiciliary care services in England. The policy provides a comprehensive framework to support, protect, and manage young employees, ensuring compliance with legal and regulatory standards that apply specifically to young workers. This policy addresses the unique needs of young employees who may be new to the workforce, ensuring they have a safe, supportive, and inclusive environment as they begin their careers in the care sector.

The scope of this policy includes:

• Safe Employment Practices for Young Workers: Implementing policies that adhere to restrictions on working hours, types of tasks, and supervisory needs, aligned with CQC regulations and employment law.
• Support for Career Development and Educational Needs: Providing structured opportunities for skill development, training, and mentorship while supporting young employees’ education or training commitments.
• Safeguarding and Health and Safety Protocols: Ensuring young employees are protected from potential harm, with a focus on safeguarding, health and safety, and appropriate work conditions tailored to their needs.
• Equal Opportunities and Non-Discrimination: Creating an environment that promotes equal opportunities, respects young employees’ rights, and fosters a supportive, non-discriminatory workplace.

This policy reflects No user found‘s commitment to fostering a positive, supportive, and compliant work environment for young employees, promoting their safety, development, and well-being as valued members of the care team.

2. Legal and Regulatory Framework

This policy is based on Regulations 12, 17, and 18, along with other relevant English legislation, to ensure that No user found provides a safe, compliant, and supportive environment for young people employed within domiciliary care services. The following table outlines key laws and regulations governing the employment of young people within a domiciliary care setting.

3. Definitions of Key Terms

The following table provides definitions for key terms used in this policy, clarifying No user found’s approach to the employment of young people.

4. Policy Statement

The purpose of this Young People and Employment Policy is to establish a clear, structured approach to the employment and support of young people within No user found’s domiciliary care services. Young employees bring fresh perspectives and energy to the workplace but may also face unique challenges due to limited work experience. This policy ensures that young employees are provided with a safe, respectful, and supportive environment, receiving appropriate training, supervision, and development opportunities.

This policy reflects No user found‘s commitment to the following principles:

• Providing a Safe and Supportive Work Environment: Young employees are welcomed into a work environment that prioritises safety, respect, and support, with safeguards in place to protect their well-being and promote their development.
• Encouraging Career Development: No user found supports young employees’ professional growth through mentoring, structured training programmes, and ongoing development opportunities that are tailored to their needs.
• Compliance with Legal and Regulatory Standards: This policy aligns with CQC Regulations 12, 17, and 18, as well as relevant employment laws, ensuring that young employees’ rights, safety, and well-being are protected at all times.
• Promoting Equality and Non-Discrimination: All young employees are treated with fairness, respect, and equality, receiving the same opportunities and protections as all staff members, with adaptations as necessary to meet their needs.

5. Roles and Responsibilities

The table below outlines the roles and responsibilities of team members at No user found in implementing the Young People and Employment Policy, ensuring that employment practices for young people are consistent, supportive, and aligned with regulatory standards.

6. Procedures

The following procedures outline the steps No user found follows to ensure the safe, compliant, and supportive employment of young people within domiciliary care. These procedures address health and safety, safeguarding, appropriate working hours, training, and role-specific requirements.

6.1 Recruitment and Pre-Employment

1. Clear Job Descriptions and Role Requirements: All roles available to young people are clearly defined, detailing responsibilities, required skills, and any limitations related to young workers, such as tasks they may be restricted from performing.
2. Verification of Age and Education Requirements: During recruitment, No user found verifies the age and, if applicable, school or college enrolment of young candidates, ensuring compliance with regulations that affect working hours and duties.

6.2 Risk Assessments and Safety Protocols

1. Conducting Risk Assessments: The Health and Safety Officer (No user found) conducts risk assessments tailored to the needs and vulnerabilities of young employees, focusing on tasks, environments, and conditions that may present additional risks.
2. Implementing Safety and Safeguarding Measures: Risk assessments inform safeguards and protocols, such as task restrictions, protective equipment, and supervised shifts, to ensure that young employees work in a safe and supportive environment.

6.3 Supervision and Mentoring

1. Assigning Mentors or Supervisors: Young employees are paired with experienced mentors or supervisors who provide guidance, oversee their tasks, and answer any questions, promoting a positive learning environment.
2. Regular Check-Ins and Feedback Sessions: Supervisors hold regular check-ins with young employees to review their progress, address any concerns, and provide constructive feedback, supporting their development and confidence.

6.4 Working Hours and Conditions

1. Adherence to Legal Working Hour Restrictions: Working hours for young employees are scheduled in compliance with legal requirements, including limitations on night shifts, total weekly hours, and breaks during shifts.
2. Provision of Appropriate Workspaces: Young employees are provided with safe, clean, and suitable workspaces that support both their physical well-being and comfort, promoting productivity and safety.

7. Training and Development

Training and development are central to equipping young employees with the knowledge, skills, and confidence they need to excel in their roles. The training provided by No user found is designed to be engaging, accessible, and relevant, with a strong focus on supporting young employees in their personal and professional growth.

7.1 Induction Training

1. Comprehensive Induction Programme: All young employees participate in an induction programme that covers essential skills, health and safety protocols, safeguarding principles, and No user found‘s values. Induction is tailored to be engaging and accessible for young people, with clear explanations and hands-on demonstrations.
2. Introduction to Role-Specific Requirements: During induction, young employees are introduced to the specific responsibilities of their roles, including any limitations, such as restricted tasks, ensuring they understand their responsibilities and boundaries.

7.2 Ongoing Skill Development

1. Structured Learning and Development Opportunities: Young employees are encouraged to engage in structured learning opportunities, including workshops, e-learning modules, and on-the-job training sessions that help them build skills and gain confidence.
2. Supporting Educational Commitments: No user found respects the educational commitments of young employees, allowing flexible scheduling to accommodate school, college, or training obligations, and offering study support where appropriate.

7.3 Mentorship and Support

1. Mentorship Programmes for Young Employees: Young employees are paired with mentors who provide guidance, support, and encouragement, promoting professional growth and a positive work experience. Mentors help young employees navigate their roles, build confidence, and develop key skills.
2. Providing Constructive Feedback and Recognition: Supervisors and mentors offer regular feedback, recognising young employees’ achievements and identifying areas for growth. Constructive feedback helps young employees feel valued and supported in their development journey.

8. Monitoring and Review

Continuous monitoring and review are essential to ensure that the Young People and Employment Policy remains effective, compliant, and aligned with best practices. No user found is committed to evaluating the success of this policy through audits, feedback, and regular reviews, ensuring that employment practices for young people are safe, supportive, and development-focused.

8.1 Routine Audits and Documentation Review

1. Regular Audits of Employment Practices for Young People: The Registered Manager (No user found) conducts regular audits to verify that all employment practices for young people comply with regulatory standards, safeguarding requirements, and No user found‘s policies.
2. Evaluation of Working Conditions and Task Assignments: Audits include an assessment of young employees’ working conditions, tasks, and job assignments to ensure that they are appropriate, safe, and supportive of young workers’ needs.

8.2 Collecting and Analysing Feedback

1. Feedback from Young Employees and Supervisors: Feedback is regularly collected from young employees and their supervisors to assess the effectiveness of training, supervision, and support practices, using this information to identify areas for improvement.
2. Review by Management and Adaptation: Senior management reviews audit findings and feedback to make necessary adjustments to the policy, training programmes, or workplace practices, fostering an environment that values continuous improvement and adaptation.

8.3 Policy Review and Updates

1. Annual Policy Review and Legislative Compliance Check: This policy is reviewed annually by the Registered Manager to ensure alignment with CQC standards, legislative updates, and best practices for employing young people. Findings from audits, feedback, and regulatory changes are incorporated to keep the policy relevant and effective.
2. Communicating Policy Changes to Staff: Any updates to this policy are communicated clearly to all staff. Training materials and guidance are revised as needed, and additional sessions are provided to ensure that all employees understand and comply with new guidelines and responsibilities.

9. Reporting Concerns

A clear reporting process is essential to address any concerns related to the employment of young people, including issues related to safety, discrimination, or safeguarding. No user found is committed to creating a safe and supportive environment where young employees can report concerns without fear of retaliation, fostering a culture of openness and accountability.

9.1 Internal Reporting Channels

1. Direct Reporting to Supervisors or Safeguarding Lead: Young employees are encouraged to report any concerns regarding safety, work conditions, or unfair treatment directly to their supervisor, the Safeguarding Lead (No user found), or the Registered Manager (No user found). Reports are managed confidentially, with a prompt investigation and follow-up to address issues effectively.
2. Anonymous Reporting Option: An anonymous reporting option is available to young employees who prefer confidentiality. This option allows young employees to raise concerns without fear of identification, promoting a secure and open reporting environment.

9.2 Whistleblowing for Serious Concerns

1. Guidance on Reporting to External Bodies: If young employees feel that internal reporting channels have not adequately addressed their concerns, they are provided with guidance on reporting to external regulatory bodies, such as the Care Quality Commission (CQC) or the Health and Safety Executive (HSE). Clear instructions are provided to help young employees understand their rights and options for external reporting.
2. Non-Retaliation Policy: No user found enforces a strict non-retaliation policy, ensuring that young employees who report concerns in good faith are protected from retaliation, including any form of dismissal, discrimination, or harassment.

9.3 Documentation and Follow-Up

1. Comprehensive Documentation of Reports and Actions: All reported concerns related to young employees are documented, including details of the issue, actions taken, and outcomes. The Data Protection Officer (No user found) ensures that records are securely stored, supporting transparency and accountability.
2. Regular Follow-Up with Young Employees: Young employees who report concerns receive updates on the progress and outcome of the investigation, along with any actions taken. Additional support services, such as counselling or mentorship, are provided to ensure a respectful and supportive resolution process.

Through these structured procedures for monitoring, reporting, and addressing concerns, No user found ensures a transparent, accountable, and supportive approach to employing young people. This policy reinforces No user found‘s commitment to providing a safe, positive, and development-focused environment for young employees, enabling them to thrive and grow within the care sector.