Positions of trust
All adults working with children, young people and vulnerable adults are in a position of power or influence over them because of the work they do. This is known as being or working in a 'position of trust'.
The term ‘Position of Trust’ has both a legal and a general meaning.
General Meaning
Anyone working with children, young people or adults at risk holds a position of trust, with power and influence over those individuals. They must recognise this responsibility and maintain professional boundaries at all times.
Trust may also stem from your organisation’s reputation—people may assume that if you’ve been given a role, you are safe and trustworthy. In faith settings, this perception can be even stronger, as some may believe your position is divinely appointed, making them less likely to question you and giving your words added weight.
Workers must never misuse their authority. Clear boundaries and expectations should be set out in your organisation’s code of conduct to safeguard vulnerable groups and prevent behaviour that could be misinterpreted.
Workers should not use their position to:
- Intimidate, bully, humiliate, threaten, coerce or undermine.
- Form or promote relationships that are or may become sexual.
- Gain access to information for their own or another's benefit.
- Promote their own agenda and make people feel they can’t disagree with them.
Any kind of sexual relationship between an adult worker and a child is never acceptable and if concerns arise this should be reported.
Legal Meaning
‘Position of Trust' (or in Northern Ireland, ‘Abuse of Position of Trust Offences’) is a legal term that refers to certain roles and settings where an adult has regular and direct contact with children. It's against the law for someone in a Position of Trust to engage in sexual activity with a child in their care, even if that child is over the age of consent (16 or over).
Examples of Positions of Trust include:
- Teachers
- Care workers
- Youth justice workers
- Social workers
- Doctors.
In England, Wales and Northern Ireland changes to the law made in 2022 extend the definition to include:
- Faith group leaders
- Sports coaches.
Currently, the ‘Positions of Trust’ law in Scotland does not cover religious or sports settings, but organisations like Thirtyone:eight are campaigning to get this changed.
Abuse of trust can include where a person in a position of trust has:
- Behaved in a way that has harmed, or may have harmed a child or adult at risk.
- Possibly committed a criminal offence against or related to a child or adult at risk.
- Behaved towards a child or adult at risk in a way that indicates that they may pose a risk of harm to children or adults at risk.
If you have a concern that someone in a Position of Trust may not be safe or suitable, talk to your Safeguarding Lead.
If you are the Safeguarding Lead and there is an allegation of abuse against someone in a Position of Trust:
Member resource:
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Contact the Local Authority Designated Officer.
Report to the police if a crime has been committed.
There is a legal duty to report to the Disclosure and Barring Service if:
- Your organisation dismissed the person because they harmed or posed a risk of harm to a child or vulnerable adult.
- You would have dismissed the person, but the individual resigned, retired, or left before action could be taken.
- The person was removed from regulated activity due to safeguarding concerns.
In cases where the role is regulated activity, the organisation has a duty to refer the concern to the Local Authority Designated Officer. There is also the option to make a voluntary referral when someone is not in regulated activity but where there is a significant concern.
Contact your local Health and Social Care Trust.
Report to PSNI if a crime is suspected.
You can also report to the Department of Justice.
There is a legal duty to report to the Disclosure and Barring Service if:
- Your organisation dismissed the person because they harmed or posed a risk of harm to a child or vulnerable adult.
- You would have dismissed the person but the individual resigned, retired, or left before action could be taken.
- The person was removed from regulated activity due to safeguarding concerns.
Contact the local authority’s child or adult protection team.
Report to Police Scotland if a crime is suspected.
There is a legal duty to refer someone to Disclosure Scotland if:
- The person was removed from a regulated role due to harmful behaviour.
- The organisation would have removed the person but they left before action could be taken.
- The harmful behaviour occurred inside or outside of work, and the organisation becomes aware of it.
This applies even if the person is not a member of a PVG Scheme.
Contact your local safeguarding board or social services.
Use the Wales Safeguarding Procedures.
Report to the police if a crime is suspected.
There is a legal duty to report to the Disclosure and Barring Service if:
- Your organisation dismissed the person because they harmed or posed a risk of harm to a child or vulnerable adult.
- You would have dismissed the person but the individual resigned, retired, or left before action could be taken.
- The person was removed from regulated activity due to safeguarding concerns
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Page last updated: 05 November 2025