STAFF HANDBOOK

STAFF HANDBOOK AND CODES OF CONDUCT

Introduction:

The purpose of the staff handbook is to provide a clear view to new and existing staff of the responsibilities and codes of conduct set within the nursery setting.

The full list of the nursery’s policies and procedures are on the website www.weydownnursery.co.uk

Key information for becoming a member of the Weydown Team:

Please read through all the Policies and Procedures on the Weydown website (www.weydownnursery.co.uk)

Induction and probation:

You will receive induction training when you start working for the Nursery to help you become comfortable at the Nursery as soon as possible. Once the induction training has been fully completed, you will be asked to sign to say that you have understood and agree to follow the policies and procedures of the Nursery. New staﬀ will be subject to a 6 month probation period with regular reviews including at 3 months. Probation periods may be extended if necessary

DBS and Criminal Offences:

You will be required to subscribe to the DBS update service or sign an ‘Annual Self Declaration Disclosure’ on a yearly basis. It is the individuals responsibility to inform the nursery if there are any changes to their personal circumstances and criminal records that could effect their suitability to work with children.

Common Purpose:

You will work as part of a team to constantly improve the nursery. You have a role and contribution to make, together with the rest of the team, to achieving this common purpose.

Professionalism:

You will represent the nursery so you must consider how your actions when you are not on duty could be interpreted by parents, colleagues and the wider community. You should act in a way that will maintain and enhance the reputation of the nursery.

Communication:

You will communicate with children, parents and colleagues on a daily basis, face-to-face and through our Famly app. Please remember to be an active listener, avoid conflict, de-escape potential conflict and remain calm. You should take care to express yourself clearly, professionally and tactfully.

Health and Safety:

You have a legal responsibility to comply with health and safety guidance given by the nursery and to not act in any way that endangers the health and safety of yourself or others. This is a serious priority of the nursery. You should be aware of the risk assessments within the nursery and ensure you risk assess your area every morning, looking for any potential hazards and be ready to ensure a high level of safety. Staff are expected to remain calm, mindful and focused so that the children are safe at all times.

Manual lifting:

You will sometimes have to lift objects and children, please ensure you are following the manual lifting policy.

Record keeping:

You will be required to update on naps, nappies, observations and many other aspects involved in looking after children within the nursery. Please ensure your spelling, punctuation and grammar are correct and take the time to read through your writing for mistakes before you publish.

Confidentiality :

Please respect the privacy of others and the sensitive information you may be trusted with. You should avoid gossiping with colleagues and you must not leave confidential information where it can be seen by others.

Personal possessions:

Please ensure that your mobile phone is not on your person.

Staff Meetings, Parent Consultations and Events:

On occasion, you will be required to attend work outside of your normal working hours to attend a monthly team meeting where we will discuss training and share new updates/ talk through any issues and announce an employee of the month award. You will be paid for this time.

CPD:

You will take part in regular supervision meetings to provide opportunity to reflect on your practice and to identify training needs. You will be expected to attend and incorporate changes into your work practice. You will be given ‘time out’ periods to work on CPD and planning.

Noodle Now:

You will be given your won user log in and password to the online training portal where you can complete training courses as part of your development. Often these are discussed in your supervision but can also be taken on individually.

Nursery Ethos:

A place where children are celebrated, loved and given the tools & knowledge to succeed in their next step.

We also know that a close partnership with parents and families is essential for improving outcomes for children. Parents know their children best and can help us get to know them better. This is why we go out of our way to develop close, respectful relationships between parents and practitioners.

We have 10 key features for effective practice which are listed below along with the key Policies and Procedures. Staff are responsible for reading through these, they are listed on our website (www.weydownnursery.co.uk) under the ‘About Us’ tab.

To provide a safe and secure environment

Access to the building
Access & Storage of Information
Allergies & Allergic Reactions
Accidents, Incidents & First Aid
Baby Feeding
Drop off, Collection and the non-collection of Children
Emergency
Fire Procedure
Health & Safety
Lost Child
Medication
Sleeping & Rest Times
Transitions
Welcoming Children Each Day

To keep children fed, hydrated, rested and healthy

- Absence Management

Baby Feeding
Dummy
Mealtimes
Weather

To maintain safeguarding standards (list of safeguarding information at the end of this document)

Confidentiality & Data Protection
Camera, Mobile Phone and Recording Device Use
Safeguarding & Child Protection

To provide hygienic personal care

Intimate Care & Physical Intervention

To enable all children to learn develop and progress; access to high-quality early education for all children, including those with SEND

Admissions
Inclusive Practice
Key Person System
Non-attendance of Children

To maintain positive relationships and ways of interacting with parents

Complaints an Compliments
Fees, Invoicing and Funding

To record information accurately and share it appropriately

To establish an effective child care team and be fair in our human resource management

Alcohol & Substance Misuse
Babysitting
Disciplinary Procedure
Gross Misconduct
Equal Opportunities
Promoting Staff Well being
Safer Recruitment, Staff Training & Development
Staff conduct & Social Media
Supervision Policy
Whistleblowing

To be fair in our human resource management

Other relevant policies:

Annual leave
Disciplinary & Grievance
Dress Code
Management Right to Search
Manual Handling
Staff Conduct
Staff Sickness & Absence
Staff smoking and Drinking

Our Curriculum:

The curriculum is a top-level plan of everything the early years setting wants the children to learn.
Planning to help every child to develop their language is vital.
The curriculum needs to be ambitious. Careful sequencing will help children to build their learning over time.
Young children’s learning is often driven by their interests. Plans need to be flexible.
Babies and young children do not develop in a fixed way. Their development is like a spider’s web with many strands, not a straight line.
Depth in early learning is much more important than covering lots of things in a superficial way.

Daily Routine:

The routine below is a generic routine and may differ slightly in each room depending on the age group of the children.This will be on display

Staff role for the children in the daily routine:

Routine it’s important for children but can be modified if needed. Staff should always supervise children closely and interact appropriately. The level of staff led interaction should vary to incorporate times where:

staff are leading an activity/ discussion which children are following
Staff are participating in an activity/ discussion but allowing children to direct play naturally according to their interests, participating on invitation with comments and suggestions
Staff are observing children in an activity/ discussion so that they are encouraged to be independent and creative choosing how to play and explore, the focus of the staff is on learning about the children

Staff must allow opportunities for periods of free plat, child-led and teacher-led play. Staff should ensure that an enabling environment is maintained, ensure that play stations are inviting and properly resourced.

Staff are expected to set up activities with the 3 i’s:

intention: what’s is the purpose of the skill you are learning and trying to develop
Implementation: what is the method/ how does the activity target the skills and learning
Impact: what is the outcome/ skills developed and learned, what’s next

Staff sickness:

When you are unable to come to work or will be late, you will need to inform the Nursery Manager or another member of the senior management team as soon as possible. You can do this via a phone call before 7:30am on the day. Please note that all absences should be informed in person and not by a third person.

Senior management must be informed if you are well enough to attend the nursery the following day by 2pm on the first day of absence.

If you a are absent for more than 3 days then we will require a doctors certificate. If the illness if longer than 5 working days then we will require a fit to work letter from the doctor to explain that you are well enough to return.

Annual leave:

This can be requested in writing from your line manager. One working week can you asked for at least 2months in advance and is approved at your manager’s discretion and will be looked at with all the nursery staffing holidays/ staffing requirements in mind. Annual leave runs from the beginning of September to the end of August. Employees must ensure that they use their holiday allowance within the academic year or the days will be forfeited.

You are expected to attend all doctors, dental and hospital appointments in your own time and outside of your working hours unless previous arrangements have been made with your manager and senior management.

Pay:

Wages are paid on the last Friday of every month by midnight. This allows enough time for the Finance Manager to check through overtime/ shift changes.

School image

All employees must constantly bear in mind the importance of maintaining the image of the nursery in the market place and in the public eye. Anything which projects the image of the nursery such as advertising, employees’ attitudes, employees’ appearance, staff uniform, school vehicles, premises etc., must be maintained in such a way as to enhance this image and support the total quality approach.

Your use of discretion in style of dress and behaviour is essential to illustrate your professionalism. Therefore, whilst performing duties for Weydown Pre-School and Day Nursery, you are expected to dress in attire appropriate to the business environment and are expected to behave in a professional and business-like manner. You will use good judgement in your behaviour at all times to best represent yourself and the school.

Every employee must play their part in maintaining excellent standards of the nursery.

Personal appearance - the nursery is a parent-orientated organisation and parents are likely to visit the premises at any time. It is therefore essential that individuals dress and appearance is of a high standard and conforms to acceptable business standards. Hygiene standards are of extremely importance. If in doubt about your appearance then do not hesitate to seek advice from the Manger or Deputy Manager in the first instance. Staff are required to wear a uniform which is updated or altered / extended from time to time. This is so that parents and children can easily identify staff and so that the staff image is smart and efficient.

Staff Uniform

Uniform is as follows; black top, trousers and green apron. The apron is provided by Weydown.

Footwear – Acceptable footwear includes closed toes and a fitted back strap or closed

back. Heels must be stout and of a sensible height. Trainers or any other shoe that meets

the requirement can be worn. Footwear must be removed on entering the baby rooms

and you must wear the right footwear when you leave. You must not wear slippers,

socks, go barefoot or wear someone else’s shoes around the nursery especially on the

stairs. You must also make sure that any shoe fastenings are used and shoes are

correctly worn. No heavy make-up or heavy jewellery that can harm the children should be worn. No smoking in uniform.

Cold weather

It is perfectly acceptable to wear v-neck thermal underwear or otherwise. Jumpers, sweaters or cardigans should not be worn over the apron.

Hot weather

In hot weather it is acceptable to wear a hat in the garden and sunglasses.

Outings

When on a school trip or outing, staff must wear the Weydown’s uniform.

Jewellery

For your safety and for the children’s the following jewellery may only be worn during nursery hours:

Necklaces - must not be longer than 45cms (18 inches) in length and must be worn inside clothing

Rings – engagement, wedding, eternity and flat rings are permitted.

Ear wear - Sleeper and stud earrings are acceptable in the nursery environment under

the following conditions. Sleeper earrings worn should not be bigger than a one pence

coin. Any stud earrings worn should not have anything dangling from them.

Nose stud. Nose rings and eyebrow studs and rings are not acceptable.

Bracelets – should not be too long to dangle and the number worn should be a minimum.

(no more than 4). Ankle bracelets are not permitted.

Hair

If your hair is shoulder length or longer, your hair must be tied back at all times.

Bathrooms and Kitchens

when working in the bathrooms and kitchens you must be well protected from hot and or caustic materials at all times. Disposable aprons should be worn along with disposable gloves when required.

Fingernails

fingernails should be no longer than 5mm in length the reasons for this are:

• To prevent injury to others

• Hygiene

• To enable good manual handling

Nail varnish if worn should be pale in colour with no chips. Gloves must be worn when handling food.

Parent relations

Weydown Pre-School and Day Nursery School is privately owned and therefore it is the absolute responsibility of all employees to maintain the standards to the school at all times. The telephone is one of the major contact points that prospective or current parents may

reach the school and therefore staff must remain professional at all times.

Nut free nursery – we operate a strict no nut policy within the nursery and all staff should

be aware that any food brought onto the premises for breakfast, lunch or snacks should

be nut free.

Mobile phones – Personal mobiles, ipads and tablets etc are not to be used in the

classroom or in the playground at all times. The use of such devices is only acceptable

when on break and can only be used in the staff rooms or outside the nursery. All devices

must be handed in to a Manager on arrival at work and these will be put away

Code of conduct and professionalism

At Weydown, all employees are expected to treat each other with the respect and dignity that they deserve and refrain from gossiping or causing other staff members to feel uncomfortable in the workplace. Good working relationships help to build a positive team attitude and a happy working environment. All staff are expected to be professional at all times and treat other colleagues with the respect that they deserve.

Confidentiality by all staff forms a key part to the working environment and rumours must be avoided at all costs. Unfound gossip is often damaging to staff morale and can be detrimental to the good reputation of the nursery.

Comments made on social media sites in connection with the school or staff members is a violation of the ICT policy and will invoke disciplinary action, which may result in dismissal. Further details of the nursery rules on social media can be found later on in this handbook and within your training policy file.

Weydown Pre-School and Day Nursery encourages a climate of openness and the company hopes that the individual employees have enough confidence to speak freely and openly to any manager in regards to any problems within the workplace.

Weydown is committed to the continual development of all its employees. It is vital that employees possess the skills and knowledge to enable them to perform their duties effectively. Any needs should be discussed with the employee’s manager in their annual performance review. The nursery may, in its absolute discretion, provide financial assistance for external training courses, however a training agreement will have to be signed and the course has relevance to the employee’s current or likely future duties with the nursery.

Performance reviews

All employees and manager will have supervisions every 2-3 months and. A supervision will include some aspects of an appraisal and help will be given to staff where needed. Sometimes a staff member will be put on a personal development plan, (PDP) to assist them with part of their job. Any matter affecting an individual’s performance should be discussed during your appraisal or in subsequent training.

Change of status, address and telephone numbers

All employees must to notify the nursery of changes of status, address, contact telephone numbers and health issues.

Equal opportunities

Weydown is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination. It is our aim to ensure that all individuals will be treated in a fair and equal manner and in accordance with the law regardless of gender, marital status, race, religion, colour, age, disability or sexual orientation.

Data protection

The Data Protection Act 1998 gives individuals the right to know what information is held about them. It provides a framework to ensure that personal information is handled properly. The protection given by the legislation is for the privacy of personal data not documents as such.

You consent to the nursery holding and processing, both electronically and manually, the personal and sensitive data it collects in relation to you and your employment (in the course of your employment), for the purposes of the nursery, for example, management and administration of its employees and its business, and/or for compliance with applicable procedures, laws and regulations and to the transfer, storage and processing by the nursery comply with obligations relating to the payment of statutory sick pay and the management and administration of its employees.

You may be assured that the nursery will treat all personal data as confidential and will not use or process it other than for legitimate purposes. Steps will be taken to ensure that the information is accurate, kept up to date and not be kept for longer than is necessary. Measures will also be taken to safeguard against unauthorised or unlawful processing and accidental loss or destruction or damage to the data.

It is the nursery’s policy to take all reasonable steps to protect its interests. This includes ensuring that systems and equipment are used for the proper purposes. There will be regular checks. Therefore, you should not have any expectation of privacy in respect of company systems and equipment. For the avoidance of doubt, this includes: telephone systems, computer systems, use of e-mail, Internet and the postal system. The nursery reserves the right, without notice, to access, listen to or read any communication made or received by you on its computers or telephone system for the following purposes: to establish the existence of facts, to ascertain compliance with regulatory or self-regulatory practices and procedures, for quality control and staff training purposes, to prevent or detect crime (including ‘hacking’), to intercept for operational purposes, such as protecting against viruses and making routine interceptions such as forwarding emails to correct destinations, to check voicemail systems when you are on holiday or on sick leave. The nursery will endeavour to minimise any contact with you outside work hours but reserves the right to contact you in the event of an emergency or for urgent operational reasons.

Attendance and timekeeping

Employees are expected to attend work punctually at the hours defined in their contract of employment. Employees must receive prior approval to leave the nursery during working hours, except during lunch breaks. This will enable the nursery to ensure that employees can be located in the event of an emergency. Staff must ensure that they sign in and out of the nursery each timeZq

Your job / job descriptions

All managers, supervisors and staff will have job descriptions indicating their responsibilities. These responsibilities will be arranged into key areas of the job and the remainder will be routine tasks. Responsibility for management tasks as opposed to technical tasks will also be included.

a. The purpose of the job description is to design the job as the Nursery wants it undertaken and to define the organisation of the school.
b. It is important to understand that the job description is describing the job as it is today. In the future it may have to change according to business or other requirements.
c. A high degree of flexibility is required and in no way is this working document a restriction on initiative or gives the job holder any rights in deciding on work they will do or not do.

Staff meetings / key carer / parent meetings

All employees will be required to attend up to 8 staff meetings per annum unless on holiday. You will also be required to attend all parent / key carer meetings which take place three times a year on a termly basis.

Working hours and overtime

Additional hours worked to maintain the staff to child ratio, for staff meetings, staff training, nursery organisation, planning, administration, report writing, curricula setting or parent teacher evenings are part of your normal duties.

Your primary duty during school hours is to facilitate the nursery to carry out its legal, moral and contractual obligations and stated objectives of quality education and child care. It must be understood that you are contractually committed to be available for duty during nursery hours.

It is not our current intention to alter our hours and this would only happen if competitive forces made it essential to do so. In the event that the child to staff ratio is not met as per our legal obligation staff maybe required to work overtime. Additional time worked in order for the nursery to maintain the correct staff / child ratio will be recorded as overtime. In the event that you are asked to do overtime we will endeavour to organise your shifts in subsequent weeks so that you may work reduced hours and therefore be given time back in lieu of overtime.

Your manager will keep a running total of overtime and under-time hours and any outstanding overtime due will be paid at your normal hourly rate at the end of each month. In addition to this, we reserve the right to ask you to work such additional hours that are from time to time reasonably necessary in the performance of your duties at the nurseries. Overtime pay or time off in lieu of overtime will be in accordance with rates in force from time to time. Whenever possible, adequate prior notice of overtime working will be given by the manager concerned, in the case of staff meetings, parent information evenings and parent teacher evenings that are outside normal school hours, normally at least one week’s notice will be given and the nursery will aim to give two weeks’ notice. In the case of staff training normally two days’ notice will be given and the nursery will aim to give one week’s notice.

When you are requested to work additional hours for child care reasons it is unlikely that any notice can be given as this will be to cover sickness or other unexpected staff shortages. If notice can, it will be given.

Any private arrangements made during school hours are therefore at risk in the event of overtime being requested however, the managers on duty will endeavour to be reasonable in requesting overtime working.

Sickness policy

If you are to be absent due to sickness or injury you must personally let the school know on the first day of illness. We will not accept notification from anyone other than yourself and likewise on any subsequent days.

If you are unable to attend work due to sickness you must telephone between 8.00am – 8:30am and speak to Kim, Jamie or Anika.

Compassionate leave

Weydown recognises that employees do face difficult personal situations where they may require time off to support their family or close relatives. Please speak to Kim, Jamie or Anika to discuss compassionate leave.

Medical and dental appointments

Medical and dental appointments should wherever possible be arranged on your non-working day or out of working hours so as to allow for minimal disruption to the working day. All staff must check with their manager before making any appointments and must produce appropriate documentation confirming the appointment. Policy guidelines on time off from work for hospital, doctors or dental appointments will be explained in your induction with your manager and can be found in the non key policy file within each staff room.

Safeguarding Guidance for Staff

Types of Abuse

Abuse and neglect are forms of maltreatment of a child. Somebody may abuse or neglect a child by harming them, or by failing to act to prevent harm. Children may be abused within a family, institution, or community setting by those known to them or a stranger. This could be an adult or adults, another child or children.

The signs and indicators listed below may not necessarily indicate that a child has been abused, but will help us to recognise that something may be wrong, especially if a child shows a number of these symptoms or any of them to a marked degree.

Indicators of Child Abuse

Failure to thrive and meet developmental milestones
Fearful or withdrawn tendencies
Aggressive behaviour
Unexplained injuries to a child or conflicting reports from parents or staff
Repeated injuries
Unaddressed illnesses or injuries

Staff should make an objective record (supported by the nursery manager or DSL/DDSL) of any observation or disclosure and include:

Child's name
Child's address
Age of the child and date of birth
Date and time of the observation or the disclosure
Exact words spoken by the child
Exact position and type of injuries or marks seen
Exact observation of an incident including any other witnesses
Name of the person to whom the concern was reported, with date and time; and the names of any other person present at the time
Any discussion held with the parent(s) (where deemed appropriate)

These records should be signed by the person reporting this and the manager/deputy and/or DSL/DDSL, then dated and kept in a separate confidential file.

If a child starts to talk to an adult about potential abuse it is important not to promise complete confidentiality. This promise cannot be kept. It is vital that the child is allowed to talk openly and disclosure is not forced or words put into the child’s mouth. As soon as possible after the disclosure, details must be logged accurately leaving no space for alteration.

It may be thought necessary that through discussion with all concerned, the matter needs to be raised with C-SPA and Ofsted, and/or an Early Help Assessment Framework (EHAF/CAF) initiated.

Staff involved may be asked to supply details of any information/concerns they have with regard to a child. The nursery expects all members of staff to co-operate with C-SPA and Ofsted in any way necessary to ensure the safety of the children.

Staff must not make any comments either publicly or in private about a parent’s or staff’s supposed or actual behaviour.

Physical Abuse

Action needs to be taken if staff have reason to believe that there has been a physical injury to a child, where there is definite knowledge, or reasonable suspicion that the injury was inflicted or knowingly not prevented.

Symptoms may include bruising or injuries in an unusual area for a child (e.g. fleshy parts of the arms/legs, back, wrists, ankles, face).

Many children will have cuts and grazes from normal childhood injuries. These should also be logged and discussed with the DSL/DDSL.

Children and babies may be abused physically through shaking or throwing. Other injuries may include burns or scalds. These are not usual childhood injuries and should always be logged and discussed with the DSL/DDSL.

Fabricated Illness

This is a type of physical abuse where a child is presented with an illness fabricated by the adult carer. The carer may seek unnecessary medical treatment or investigation.

Signs may include:

Exaggeration of a real illness or symptoms
Complete fabrication of symptoms
Inducing physical illness (e.g. poisoning, starvation, inappropriate diet)
False allegations of abuse
Encouraging the child to appear unwell

Procedure:

All signs of marks/injuries to a child will be recorded and discussed with the DSL/DDSL
The incident will be recorded on an incident report and discussed with the parent (where appropriate)
Such discussions will be recorded and the parent will have access to such records
If there are any queries regarding the injury, C-SPA or Ofsted will be notified in line with nursery procedures

Sexual Abuse

Action is required if a staff member witnesses a child indicating sexual activity through words, play, drawing, excessive preoccupation with sexual matters, or inappropriate knowledge of adult sexual behaviour.

This may include:

Acting out sexual activity on dolls/toys
Drawing inappropriate pictures
Talking about sexual activities or using sexual words
Worry when clothes are removed (e.g. for nappy changes)

Procedure:

Reassure the child and listen without interruption
Detail observed instances in a confidential report
Report to DSL/DDSL
Refer the matter to C-SPA
Hold a confidential discussion with parents/carers of any other children involved in inappropriate play

Emotional Abuse

Action is required if a staff member has reason to believe that there is a severe, adverse effect on the child’s behaviour and emotional development caused by persistent/severe ill treatment or rejection.

This may include:

Constant shouting or put-downs
Lack of emotional attachment
Unrealistic developmental expectations
Exposure to domestic abuse, alcohol or drug misuse

Procedure:

Discuss the concern with the DSL/DDSL and record it in an incident report
Discuss with the parent if appropriate
Record the discussion and provide parent access to records
Complete an EHAF form if required
Refer to C-SPA if concerns remain

Neglect

Action is required if there is persistent/severe neglect of a child (e.g. exposure to danger, cold, starvation, or failure to seek medical treatment).

Signs may include:

Persistently unwashed/unkempt
Clothes too small (especially shoes)
Same nappy worn to nursery
Illness not being addressed
Persistent hunger
Lack of emotional attention at home (clinginess at nursery)
Maternal substance abuse during pregnancy

Procedure:

Discuss with DSL/DDSL, record in an incident report, and with the parent if appropriate
Record discussions and allow parent access
Complete incident report
Report to C-SPA if required

Allegations Against Staff, Students or Volunteers

If an allegation is made against a staff member, student, volunteer, or anyone working on the nursery premises, the procedure is:

Report allegation to senior manager on duty and DSL/DDSL
Inform LADO, Ofsted, and C-SPA immediately
Follow professional investigation procedures
Suspend staff member if necessary
Provide support to all involved
Document all enquiries/investigations in a locked file
Report founded allegations to local authority and police if necessary
Notify DBS and Ofsted of outcomes
Keep records until retirement age or 10 years minimum
Provide counselling to affected staff, colleagues, and parents

Outside Agencies and Contact Numbers

NSPCC: 0808 800 5000
Child Line: 0800 1111
Ofsted: 08456 404040
LADO: 01284 758590
Ofsted Whistleblowing Hotline (Mon–Fri, 8am–6pm): 0300 123 3155
Ofsted General Enquiries: 0300 123 1231

Promoting British Values & Prevent Duty Policy

Purpose

This policy sets out Weydown Nursery’s commitment to promoting British Values and fulfilling our legal duty under the Counter-Terrorism and Security Act 2015 (Prevent Duty).

It ensures that all staff understand their responsibilities to:

Safeguard children from radicalisation
Actively promote a culture of respect, inclusion, and democracy
Deliver practice in line with the EYFS Statutory Framework (2024)

British Values

We are committed to promoting the four fundamental British Values, as defined by the Department for Education (DfE, 2014):

1. Democracy

Children are encouraged to make choices and have their voices heard
Staff provide opportunities for decision-making (e.g. choosing activities, voting for stories)

2. Rule of Law

Staff consistently model clear boundaries and expectations
Children learn about right and wrong, fairness, and respect for rules

3. Individual Liberty

Children are supported to make independent choices in a safe environment
Staff encourage self-confidence, resilience, and exploration

4. Mutual Respect and Tolerance of Different Faiths and Beliefs

Staff actively promote inclusive practice
Children are encouraged to respect and celebrate differences in culture, religion, ability, and family background
Activities include festivals, stories, and songs from a range of cultures

The Prevent Duty

All early years providers have a statutory duty under the Prevent Duty (Counter-Terrorism and Security Act 2015) to safeguard children from radicalisation and extremism.

Staff Responsibilities

Be alert to signs of radicalisation, extremist views, or behaviours
Create a safe space for children to explore sensitive topics appropriately
Promote critical thinking and resilience to extremist messages
Report concerns immediately to the Designated Safeguarding Lead (DSL)

DSL Responsibilities

Ensure Prevent awareness is included in safeguarding training
Maintain links with the Local Authority Prevent Coordinator and Channel Panel if required
Escalate concerns via safeguarding procedures

Implementation in Practice

British Values are embedded into daily routines, curriculum, and staff interactions
Children are taught respect, fairness, and equality through stories, circle times, and play
Staff challenge stereotypes and discriminatory behaviour
Displays, resources, and activities reflect diversity and inclusion

Training

All staff receive training on Prevent Duty and promoting British Values as part of their induction and ongoing CPD
Refresher training is provided annually and updated in line with government guidance

Monitoring & Review

The DSL monitors staff knowledge through supervisions and training logs
Managers regularly review curriculum planning and the environment to ensure values are consistently promoted
This policy is reviewed annually or earlier in line with changes in statutory guidance

Legal Framework

This policy is underpinned by:

EYFS Statutory Framework (2024) – safeguarding and welfare requirements
Counter-Terrorism and Security Act 2015 (Prevent Duty)
Working Together to Safeguard Children (2023)
Keeping Children Safe in Education (2024)
Equality Act 2010

Reminder

If you are worried about a child, you must follow safeguarding procedures and report immediately to the DSL.

Concerns may also be raised with:

Local Authority Designated Officer (LADO)
The Prevent Team
Ofsted, if necessary