Baby Loss Support Worker Employment Contract UK

Responsibilities reflected in the contract

• Listen and provide support within role scope.
• Facilitate approved groups or remembrance activities.
• Share verified resources and referral options.
• Recognise and escalate immediate safety concerns.
• Maintain proportionate confidential contact records.

A realistic working scenario

A caller describes immediate risk of harm, so the worker follows the emergency safeguarding route rather than trying to manage the crisis alone.

Outputs to agree

• compassionate accessible support
• safe referral and safeguarding decisions
• respectful confidential contact

Records and evidence

• Consent preference and contact.
• Support topic resource and referral.
• Risk concern action and supervisor.
• Group attendance incident and follow-up.
• Work records.
• Handover notes.

Reporting relationship

Typically reports to Line Manager or Department Manager. Confirm the employer's actual reporting structure in the builder.

Authority and escalation

• The worker cannot diagnose grief or mental illness, give clinical advice, promise confidentiality where urgent safeguarding action is required or present personal experience as universal guidance.
• Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.

Workplace context

• Office, client premises, remote systems or assigned work locations.

Contract priorities

• support model channels and beneficiaries
• boundaries supervision and wellbeing
• safeguarding crisis and referral routes
• consent records and sensitive information

Information the employer should prepare

• the charity services and eligibility scope
• the employee training and lived-experience boundaries
• the contact group and outreach pattern
• the safeguarding crisis and clinical interfaces
• the supervision record and data controls