A DBS check is one part of safeguarding, not the complete picture. Clients, commissioning bodies, and local authorities increasingly expect self-employed workers in contact with children or vulnerable adults to hold up-to-date safeguarding training and to have a written safeguarding policy in place as well as a current DBS certificate.
This guide explains what safeguarding training levels mean, what a policy for a self-employed practitioner should cover, how often training should be refreshed, and why the combination of a DBS check, training, and policy is what clients are looking for.
Why DBS Checks Are Only Part of Safeguarding
A DBS check establishes what is on someone’s criminal record at the point the check is carried out. It confirms whether they are barred from working with the relevant group. What it does not confirm is whether they know how to recognise a safeguarding concern, how to respond to a disclosure from a child or vulnerable adult, who to report a concern to, or what professional boundaries are appropriate for the role.
These are the questions that safeguarding training addresses. Training does not replace a DBS check; it complements it. A worker with a clear DBS certificate and no safeguarding training knows they are not on a barred list, but they may not know what to do if a child discloses abuse during a session. A worker with training and no DBS certificate has knowledge but no verified criminal history status.
Clients and commissioning bodies understand this distinction. The expectation in most professional settings is that self-employed workers in regulated activity hold both: a current DBS certificate, and evidence of relevant safeguarding training completed within an appropriate timeframe.
Safeguarding Training Levels
Safeguarding training in England is typically structured in levels, though the specific framework and terminology varies by sector.
Level 1 is awareness-level training. It is designed for anyone who has any contact with children or adults at risk, even incidentally. It covers the basic principles of safeguarding: what it is, what abuse looks like in its various forms, and what to do if a concern arises. This level is a foundation and is not sufficient on its own for workers in direct, regular contact with vulnerable groups.
Level 2 is practitioner-level training. It is intended for workers who have direct and regular contact with children or vulnerable adults as part of their role. It goes deeper into recognising signs of abuse, understanding the local referral pathways, maintaining appropriate records, and understanding professional responsibilities. For most self-employed workers in regulated activity roles, Level 2 is the minimum appropriate standard.
Level 3 is for workers with designated safeguarding responsibilities. In an organisation, this would be the designated safeguarding lead. For a sole trader, Level 3 may be appropriate if the worker has a supervisory or leadership function in relation to other people working with children or vulnerable adults, but it is not required for most individual practitioners.
How Often to Refresh Safeguarding Training
Safeguarding guidance and legislation is updated periodically, and training that was current three years ago may not reflect current practice. Regular refresher training is expected in most sectors involving work with children or vulnerable adults.
For workers in education or childcare settings, a two-year refresh cycle is widely expected and aligns with the recommendations in statutory safeguarding guidance. For workers in health and social care settings, the relevant regulatory bodies often set more frequent requirements, with annual or biennial refresher training being common.
In the absence of a sector-specific requirement, a two-year refresh cycle is a sensible default for self-employed workers in contact with children or vulnerable adults. Some clients and commissioning bodies ask to see evidence of training completed within the last two years; a certificate that is three or more years old may not satisfy this requirement.
Refresher training does not need to be a full new course. Many training providers offer update modules for practitioners who have already completed the full programme. Keeping a record of all training completed, including the date and the provider, makes it straightforward to demonstrate compliance when asked.
What a Safeguarding Policy Looks Like for a Sole Trader
A safeguarding policy for a sole trader does not need to be a lengthy document. What it needs to be is specific, practical, and actually used rather than simply filed away. A policy that a worker understands and can act on is more valuable than an elaborate document that has never been read.
A basic safeguarding policy for a self-employed worker typically includes the following elements. First, a statement of the worker’s commitment to safeguarding and the relevant legislative framework, including the Children Act 1989 and the Care Act 2014 where applicable. Second, a clear statement of who is responsible for safeguarding concerns in the worker’s practice, which will be the worker themselves for a sole trader. Third, a description of how concerns will be identified, recorded, and reported. Fourth, contact details for the relevant local authority children’s services or adult safeguarding team. Fifth, a statement on professional boundaries and appropriate conduct, including rules around communication with clients and the use of technology.
The policy should be reviewed and updated at least annually, or whenever there is a relevant change in the legislative or guidance framework. It should be available to clients on request and, for workers operating in formal settings, should be provided proactively as part of introductory documentation.
At a minimum, the policy should name the local safeguarding contacts for the area where you work, state that you hold a current DBS certificate and confirm the level of check, and include a clear statement that you will report any safeguarding concern to the relevant authority without delay.
Reporting Safeguarding Concerns
Self-employed workers who work with children or vulnerable adults are not exempt from the responsibility to report safeguarding concerns. While the legal duty to make a mandatory referral applies primarily to specific categories of professionals, any worker who has reasonable cause to suspect that a child or adult is at risk of abuse or neglect can and should make a referral.
The referral is made to the relevant local authority children’s services or adult social care team, depending on the group involved. In an emergency, the police should be contacted. The referral does not need to be certain; it needs to be based on a reasonable concern. It is not the self-employed worker’s role to investigate; it is their role to report.
Self-employed workers should know the contact details for the relevant local authority before a concern arises, not at the moment one does. Keeping this information in the safeguarding policy document means it is immediately accessible if needed.
If you witness or suspect abuse, neglect, or exploitation, the appropriate step is to contact the local authority’s children’s or adults’ safeguarding team, depending on the age and circumstances of the person at risk. In an emergency, call 999. A safeguarding concern does not need to be proven before it is reported. The threshold is reasonable suspicion, not certainty.
What Clients Look For
When a parent, a commissioning body, or a local authority engages a self-employed worker for a role with children or vulnerable adults, the three things they most commonly ask for are: a current DBS certificate at the appropriate level, evidence of relevant safeguarding training completed within an acceptable timeframe, and a written safeguarding policy.
Having all three ready to present demonstrates professional practice. It signals that the worker takes their safeguarding responsibilities seriously and has not treated a DBS check as the only box to tick.
For self-employed workers looking to build a professional practice that clients and commissioning bodies trust, the combination of a current Enhanced DBS certificate registered with the DBS Update Service, Level 2 safeguarding training from an accredited provider, and a written policy is the baseline professional standard in 2026.
Where to Get Safeguarding Training
Safeguarding training for self-employed workers is available from a range of providers. Local Safeguarding Children Partnerships, formerly Local Safeguarding Children Boards, offer training in many areas and often accept bookings from self-employed individuals as well as employed staff.
Online providers offer Level 1 and Level 2 safeguarding courses that can be completed at your own pace. These are widely accepted by clients and commissioning bodies for initial and refresher training. When choosing an online provider, check that the course is accredited or recognised by a relevant body and that it covers the current statutory guidance for your sector.
For higher-level training, such as Designated Safeguarding Lead courses, in-person or live online delivery is more common. This level of training is typically required only for those with a specific safeguarding leadership role, but some self-employed workers in management positions within out-of-school settings may need it.
Combining DBS Checks With a Safeguarding Portfolio
A growing number of self-employed workers maintain a safeguarding portfolio that brings together their DBS certificate, safeguarding training certificates, written safeguarding policy, and insurance documentation. This portfolio can be shared with new clients as a single package rather than providing each document separately.
Keeping everything in one place also makes it easier to track renewal dates. DBS certificates registered for the DBS Update Service need renewing at £16 per year. Safeguarding training typically needs refreshing every two to three years. Insurance policies renew annually. A simple spreadsheet or diary reminder for each renewal date prevents any of these from lapsing without notice.
For more about the DBS application process and how it fits alongside your other professional requirements, see our self-employed DBS checks page.
Common Questions About Safeguarding Training and Policies
- Do self-employed workers need a safeguarding policy?
There is no single law requiring sole traders to have a written safeguarding policy, but clients, commissioning bodies, and local authorities increasingly expect one as part of professional practice. For self-employed workers who regularly work with children or vulnerable adults, a written policy demonstrates that safeguarding is taken seriously and provides clarity for clients about how concerns will be handled.
- What should a safeguarding policy cover?
A basic safeguarding policy for a self-employed worker should cover: the legal and professional framework the worker operates within; how safeguarding concerns will be identified and reported; who the local authority designated officer is and how to contact them; the worker’s commitment to appropriate professional boundaries; and what will happen if a disclosure is made by a child or adult at risk during a session.
- How often does safeguarding training need to be refreshed?
The frequency of refresh depends on the sector and any relevant regulatory framework. For workers in education-related settings, refreshing safeguarding training every two years is widely expected. For health and care settings, annual or biennial refresher training is common. In the absence of a specific regulatory requirement, a two-year refresh cycle is a sensible default for self-employed workers in contact with children or vulnerable adults.
- What is a designated safeguarding lead?
A designated safeguarding lead (DSL) is the named person within an organisation responsible for safeguarding. In schools, this is a statutory requirement. For self-employed sole traders, there is no employer to appoint a DSL, but the self-employed worker fulfils that function themselves. They are the person who would manage a safeguarding concern, make referrals to external agencies, and maintain appropriate records.
- What is the difference between safeguarding level 1 and level 2 training?
Safeguarding training is often categorised by level. Level 1 is awareness-level training covering the basic principles of safeguarding, how to recognise signs of abuse, and what to do if a concern arises. Level 2 covers the responsibilities of practitioners who work directly with children or vulnerable adults and is more detailed. Most self-employed workers in regulated activity should complete at least level 2 training. Level 3 is for those with designated safeguarding responsibilities and leadership functions.
- Is a DBS check sufficient for safeguarding compliance?
No. A DBS check is one element of safeguarding, but it is not the whole picture. It confirms that the worker does not have a disclosed criminal history that disqualifies them from the role. It does not confirm that they have the knowledge, training, or policies in place to respond appropriately if a safeguarding concern arises during their work. Comprehensive safeguarding compliance involves a DBS check, appropriate training, and a policy framework.
This guide applies to self-employed workers in England and Wales only. Self-employed workers in Scotland should apply through Disclosure Scotland. In Northern Ireland, the equivalent service is AccessNI. This page is for guidance only and does not constitute legal advice. If you have questions about your specific circumstances, contact our support team or consult a qualified legal adviser.
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