Handing over the role of safeguarding lead is one of the most important transitions in any organisation. Whether you’re moving on to a new role, retiring, or simply stepping down from the position, it’s important to ensure people in your care remain safe. Ensuring a smooth, thorough handover will help protect the people and give your successor the best possible start.
This blog highlights our top 10 things to consider to make your handover a success.
1. Allow an overlap of roles
Where possible, allow a period of overlap so the new safeguarding lead can shadow you. This hands-on time is invaluable and gives them a real sense of what the role involves day-to-day. If immediate overlap isn't possible, consider leaving a brief guide or checklist to get them started.
2. Passwords, Keys & Access
It sounds obvious, but don’t forget to hand over all the practical access tools—this includes any physical keys, passcodes, and logins to safeguarding systems. If your organisation has a shared safeguarding@ email address, make sure the password is updated and handed over securely. It's also a good time to reset and document login credentials to ensure continuity and security.
3. Lines of Accountability
Introduce them to the Safeguarding Trustee or any senior contacts they may need early on. Knowing where to turn for support—especially when dealing with complex or sensitive issues—will help them feel more confident and connected.
4. Clear and Legible Records
You may know your team and service users inside out, but your successor won’t. Ensure all safeguarding records are up to date, clearly written, and include full names, accurate dates (including the year), and relevant context. This is especially important if you’ve been working with individuals over a long period and have used shorthand or nicknames in your notes.
5. Familiarity with Policies
Encourage your successor to read the Safeguarding Policy in detail. Make them aware of when it’s due for review and who is responsible for updates. This ensures they remain compliant and proactive from the outset.
6. Training Records
Pass on all relevant training records, not just for yourself but for the wider team. Your successor needs to know when team members are due for refresher training and whether any updates are required to meet current safeguarding standards.
7. Safer Recruitment
Make sure you share any safer recruitment documents. It might be helpful to document any safer recruitment processes to ensure best practice continues seamlessly, including connecting and communicating well with the Lead recruiter.
8. Behavioural Contracts & Statutory Agency Triggers
Make sure your successor is aware of any active behavioural contracts in place, and what the triggers are for re-referrals to statutory agencies. This knowledge could be crucial in the early days of their leadership. Notify external agencies/professionals of the change in personnel as well.
9. Ongoing Concerns
Share a clear and confidential summary of any ongoing safeguarding concerns and where you are in the process. Ensure they know where to find the relevant documentation and how to follow up as needed.
10. Update Communications
Finally, ensure all internal and external communications (email footers, policy documents, safeguarding posters, website pages, etc.) reflect the new Safeguarding Lead’s name and contact information. Let the wider team and any relevant partners know about the change.
Final Thoughts
Safeguarding isn’t just policies and processes—it’s a culture and by handing over the role with clarity and care, you’re helping that culture continue and thrive. Taking the time to ensure a thorough transition is not only professional—it’s a legacy of your commitment to keeping people safe.
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