NEUROROCKET CIC 

Lone Working Policy

1. Policy Statement 

Where the conditions of service delivery or its associated tasks require staff to work alone face to face with service users, both the individual staff member and their Line Manager/or another director have a duty to assess and reduce the risks which lone working presents. 
This policy should be read in conjunction with the Health & Safety and Safeguarding policies.

2. Purpose 

This policy is designed to alert staff to the risks presented by lone working when not working from home, to identify the responsibilities each person has in this situation, and to describe procedures which will minimise such risks. It is not intended to raise anxiety unnecessarily, but to give staff a framework for managing potentially risky situations. 

3. Scope 

This policy applies to all staff who may be working alone, at any time, in any of the situations described in the definition below. 


4. Context 

Some staff work outside office hours and/or alone due to flexible working patterns and/or to undertake their job role (i.e. workshop facilitators). NEUROROCKET CIC principles for supporting lone workers include: 

  • a commitment to supporting staff and managers both in establishing and maintaining safe working practices 

  • recognising and reducing risk 

  • a commitment to the provision of appropriate support for staff 

  • a clear understanding of responsibilities 

  • the priority placed on the safety of the individual over property 

  • a commitment to providing appropriate training for staff 


5. Definition 

Within this document, ‘lone working’ refers to situations where staff in the course of their duties work alone or are physically isolated from colleagues and without access to immediate assistance. This last situation may also arise where there are other staff in the building but the nature of the building itself may essentially create isolated areas. 

6. Mandatory Building Procedures 

Line Managers and their employees must ensure that:‐ 

  • All appropriate steps are taken to control access to the building/room and that emergency exits are accessible 

  • They are familiar with the fire and, if applicable, intruder alarm procedure and know the location of both exits and alarms 

  • When making a booking at a venue there will be somebody else present in the building (i.e. Building Manager or Caretaker) and that this person can be contacted in the event of an emergency. 

  • There is access to a telephone and first aid kit 

  • If there is any indication that the building has been broken into, they call for assistance before entering 

  • Staff are familiar with the no‐smoking rules and procedures 

  • Whenever possible that they park in a well lit and busy area 

  • Ensure sign in and sign out procedures are followed 


7. Personal safety 

  • Staff should take all reasonable precautions to ensure their own safety, as they would in any other circumstances. 

  • Before working alone, an assessment of the risks involved should be made in conjunction with the Line Manager 

  • Where required, staff must ensure that they sign in and out of building registers. 

  • Where staff work alone for extended periods and/or on a regular basis, managers must make provision for regular contact, both to monitor the situation and to counter the effects of working in isolation. 

  • Staff working away from the office should ensure that they have access to a mobile phone at all times. Staff are expected to use their own mobile phone for this purpose and claim back any cost for using it. 

8. Assessment of risk 

In drawing up and recording an assessment of risk the following issues should be considered, as appropriate to the circumstances: 

  • The environment – location, security, access.

  • The context – nature of the task, any special circumstances. 
  • The individuals concerned – indicators of potential or actual risk. 
  • History – any previous incidents in similar situations.

  • Any other special circumstances. 

9. Monitoring and Review 

Any member of staff with a concern regarding lone working issues should ensure that it is discussed with their manager or with the whole team, as appropriate. 

Last reviewed date by all the company directors of NeuroRocket CIC

Approved and updated by NeuroRocket Board March 2024