Child Protection Policy

Policy

Our organisation is committed to child protection and complies with the Vulnerable Children Act 2014, as well as any relevant contracting, funding, or licensing requirements.  

This policy aligns with Ngā Paerewa Health and Disability Services Standard NZS 8134:2021 Section 1.5. 

 

Scope

This policy applies to all employees and contractors of the organisation. Where there is service-specific information, it will be clearly identified as relevant only to that particular service. 

 

Principles

 A strong commitment is placed on maintaining and enhancing employee awareness of how to prevent, identify, and respond to abuse through appropriate training. 

 

Key Definitions 

Child - According to the Vulnerable Children Act 2014, a child is defined as someone who is under the age of 18 years and is not married or in a civil union. 

Child abuse – The organisation adopts the following definition of child abuse: “the harming (whether physically, emotionally, or sexually), ill-treatment, abuse, neglect, or deprivation of any child or young person” .

Neglect - The organisation adopts the following definition of neglect: “ is when the basic needs of te tamaiti are not met”  

Oranga Tamariki - The Government Agency responsible for investigating and responding to concerns about child abuse or neglect. They provide a statutory response, meaning they act under legal authority when a child is identified as needing care and protection.  

 

Guidelines

Our approach to identifying abuse or neglect is guided by the following principles:

  • It is important to consider all available information about the child and their environment before drawing conclusions. For example, behavioural changes may be linked to life events such as divorce, accidental injury, or the arrival of a new sibling. 
  • The organisation will act on the recommendations of agencies such as Oranga Tamariki and the  New Zealand Police. Families, whānau, or support persons will only be informed of suspected or confirmed abuse after consultation with these agencies. 
  • Our guiding principle is to prioritise the overall wellbeing of the child and assess the risk of harm.  
  • Staff may feel unsure, but it is  important to recognise when something doesn’t feel right, especially if there’s a pattern of behaviour or multiple signs that raise concern. 
  • Exposure to Intimate Partner Violence is considered a form of child abuse, and research shows a strong correlation between Intimate Partner Violence and physical abuse of children

 

Recruitment

Our recruitment process adheres to safer recruitment practices, including identity verification, reference checks, structured interviews, and Police vetting.  

 

Reporting and Response Procedures 

If an employee suspects a child is experiencing abuse or neglect, or believes there is an imminent risk, they must report this to their local office. The office will engage the General Manager and Quality Manager, to ensure a safe and planned response in accordance with legal and policy requirements. The Chief Executive must also be informed in all cases by General Manager/Quality Manager. 

 

When responding to suspected child abuse or any concerning behaviour , the employee will record their observations, impressions and communications and complete the appropriate Incident Report. 

 

Support for Staff 

We acknowledge that identifying child abuse or neglect can be traumatic and distressing for employees. The organisation is committed to: 

  • Ensuring the safety and wellbeing of staff 
  • Maintaining confidentiality and anonymity if requested 
  • Providing access to Employee Assistance Programme (EAP) 
  • Offering additional support strategies as mutually agreed .

 

Employee responsibilities  

  • Staff must report the incident using the Incident Report  form, in line with the Incident and Accident Policy, and to escalate the issue to their line manager. If there is immediate physical danger to the child, staff must call emergency services without delay 
  • Any investigation involving allegations against a fellow employee must include People and Culture  involvement. The investigation should be handled with confidentiality, fairness, and in line with legal and contractual obligations
  •  Section 16 of the Oranga Tamariki Act 1989 provides legal protection for individuals who disclose information concerning the safety or well-being of a child or young person. It states that no civil, criminal, or disciplinary proceedings can be taken against a person for sharing such information under this part of the Act, unless the disclosure was made in bad faith.

 

Signs of Potential Abuse 

Recognising signs of abuse or neglect is critical to ensuring the safety and wellbeing of children. Staff should be aware of the following indicators: 

  • Physical Signs: These may include unexplained injuries such as bruises, burns, or fractures. Other signs can be genital injuries, sexually transmitted infections, excessive or unusual itching, or signs of malnutrition and failure to thrive. These physical indicators may suggest harm that requires immediate attention
  • Developmental Delays: Children experiencing abuse or neglect may show delays in physical or cognitive development. This can include being noticeably small for their age, falling behind in school, or having poor speech and social skills. These delays may reflect a lack of stimulation, care, or safety in their environment
  • Emotional Abuse or Neglect: Emotional harm can manifest in various ways, such as sleep disturbances, low self-esteem, obsessive or withdrawn behaviour, difficulty coping in social situations, or signs of sadness and loneliness. In some cases, children may show evidence of self-harm. These behaviours often indicate emotional distress or neglect 
  • Behavioral Concerns: Watch for behaviours that seem out of place for the child’s age, such as sexualised play or interest, fear of a specific person or place, eating disorders, substance use, aggression, or extreme neediness. These behaviours may be coping mechanisms or responses to trauma
  • Verbal Disclosures:  Sometimes, a child may speak directly about experiences that suggest abuse. This is known as a disclosure or allegation and must be taken seriously. Staff should respond calmly, listen carefully, and follow reporting procedures without delay. 

 

Signs of Potential Neglect 

  • Physical signs (e.g. looking rough and uncared for, dirty, without appropriate clothing, underweight) 
  • Developmental delays (e.g. small for their age, cognitive delays, falling behind in school, poor speech and social skills) 
  • Emotional abuse/neglect (e.g. sleep problems, low self-esteem, obsessive behavior, inability to cope in social situations, sadness/loneliness and evidence of self-harm) 
  • Behavioral concerns (e.g. disengagement/neediness, eating disorders/substance abuse, aggression, looking “on edge” or “jumpy”) 
  • Neglectful supervision (e.g. out and about unsupervised, left alone, no safe home to return to) 
  • Medical neglect (e.g. persistent nappy rash or skin disorders or other untreated medical issues). 

 

Confidentiality and information sharing 

Section 15 of the Oranga Tamariki Act 1989 and the  Children’s and Young People’s Well-being Act 1989  states, that any person who believes that a child or young person has been, or is likely to be, harmed, ill-treated, abused (physically, emotionally, or sexually), neglected, or deprived—or who has concerns about their well-being—may report the matter to the Chief Executive of Oranga Tamariki or a constable. In alignment with this provision, the organisation will seek advice from Oranga Tamariki and/or the Police before sharing any identifying information about an allegation with individuals outside of Management. This ensures that all disclosures are handled lawfully, respectfully, and in the best interests of the child or young person involved. However, any concerns raised must first be escalated internally by completing an incident report or feedback form. A final report to Oranga Tamariki and/or Police will then be submitted by the General Manager or Quality Manager, in accordance with our internal procedures after approval by Chief Executive. 

 

Review 

This policy will be reviewed within 3 years of publication. Publication date: October 2025