Safeguarding Adults Week takes place from (17th-21st November) and it is a useful reminder that safeguarding is not only a concern for health or care settings. Every business has adults who might be at risk at some point. This could be an employee, a contractor, a volunteer or a client who interacts with your team.
Most managers want to do the right thing, yet many worry about overreacting or stepping into personal territory. The aim of this short guide is to help you notice the early indicators that something is not quite right and know what to do next without panicking.
Why early recognition is important
You see your team regularly which means you are often the first person to notice a change in behaviour or a shift in mood. Early signs rarely look dramatic. More often they are small changes that build over time. Recognising these changes allows you to check in promptly which can prevent issues from escalating and can help the person feel supported rather than exposed.
Early signs an adult might be at risk
There is no single checklist that confirms someone is at risk. Instead, look for patterns or changes that do not match the person you usually see. This might include:
- Noticeable withdrawal from colleagues or activities they previously enjoyed
- A sudden dip in performance that is out of character
- Signs of distress such as tearfulness or agitation
- Avoiding certain people or situations without a clear reason
- Unexplained injuries or appearing unusually tired or unwell
- Frequent absences or arriving very early or very late in a way that is new for them
These signs do not automatically mean abuse or harm is taking place. They simply signal that something may need attention.
How to raise a concern without overstepping
Start with a private, calm conversation. Keep your tone low key. You are not investigating and you are not asking for personal details. A simple question such as “I have noticed a few changes and I want to check if you are okay” shows care without pressure.
If the person chooses to share information, listen without judgement. Do not make promises you cannot keep. If they are at risk, you may need to share the information with your safeguarding lead if you have one.
If you feel something is not right, but the person does not wish to talk you can still raise a concern with your manager or speak to a specialist HR person. Support. Your role is to pass concerns to someone who can assess what is needed.
Practical next steps for managers
Your actions should be calm, proportionate and consistent with your business’ approach to employee wellbeing and risk management.
- Make a brief factual note of what you observed and when
- Pass your concern to your safeguarding lead or HR adviser
- Maintain normal workplace support and check in again if appropriate
- Do not attempt to handle the situation alone if you believe there is a risk of harm
Managers or small business owners are often the first line of safeguarding awareness. You do not need to diagnose the problem or solve it. You only need to notice, record and pass concerns to the right person(e.g. go to their doctor, call charity helplines, etc.).
Safeguarding should be part of everyday good management
Safeguarding is not an extra piece of work. It sits naturally within your responsibility to support people, create a safe workplace and notice when someone is struggling. When managers feel confident about raising concerns early, it protects both the individual and the business.
Need Support?
If you want support to strengthen your safeguarding approach or train managers to spot early warning signs, Dakota Blue Consulting can help. Get in touch for practical HR guidance that keeps your business safe and confident.