Safeguarding Policy

Toyop Relief Private Limited (TRPL) fully recognizes and takes seriously its responsibility on safeguarding
its stakeholders including safeguarding children, young people and vulnerable adults. The purpose is to
bring about better outcomes for our stakeholders by facilitating open communication and provide clear
accountability within interpersonal working arrangement. We have a policy and guidance notes to tackle
the risks associated with safeguarding that allows our business to demonstrate the steps to mitigate risk.
The main elements of our policy are:

❖ Ensuring we practice safe recruitment in checking the suitability and eligibility to work with young and
vulnerable people

❖ Providing with training and regular updates to all staff and service users to raise awareness of all the
safeguarding issues

❖ Developing and implementing effective safeguarding procedures for identifying and reporting cases,
or suspected cases of safeguarding violations

❖ Supporting staff who suspect and disclose any safeguarding violations in accordance with our policies
and procedures

❖ Establishing and maintaining a safe environment in which young people can learn and develop

❖ Ensuring the safe use of ICT networks and online safety guidelines for access to internet facilities

❖ Ensuring all staff including consultants use Toyop email address to communicate with service users to
document all correspondence with service users to keep an audit trail.

TRPL has appointed individuals with specialized training to act as a point of reference to raise concerns
and discuss solutions if and when the need arises.

Our policies and procedures are in place, together with good record-keeping and training regime. Should
an incident arise, we have a clear investigation procedure in place.

The landscape is constantly evolving, not least due to the COVID-19 pandemic. Where some safeguarding
risks like workplace harassment may decline, other risks such as cyber-bullying may rise. As an
organization, we continuously review policies and procedures that may have been adequate in yesterday’s
world, may not be enough in tomorrows! Whenever any employee has the opportunity to correct a
misunderstanding or to put forward his/her position before us, we make sure he/she is heard.