Prevent Duty Policy image

Policies / Prevent Duty Policy

1.0 Background to Prevent Duty

As part of the government’s strategy for countering terrorism all institutions have a legal responsibility to fulfil the prevent duty statement and all apprenticeships have to comply with the Prevent Duty under the Counter Terrorism Act 2015. 

The Prevent strategic objective is to stop people from becoming or supporting terrorists or radicalisation and challenge all forms of terrorism, including the influence from far-right extremist groups. The Prevent duty is to protect people from all streams of extremist activity and not solely aimed at one specific group.

2.0 Prevent & British Values

To comply with the Prevent Duty, providers are expected to exemplify British Values in their management, teaching practice & general behaviours. British Values are defined as:

  • Rule of Law.
  • Individual Liberty.
  • Mutual respect & tolerance of those from other backgrounds, religions, beliefs.
  • Democracy.
  • Compliance with the Equality Act & those protected by it.

The protected characteristics in the Equality Act are:

  • Age.
  • Gender reassignment.
  • Disability.
  • Marriage & civil partnership.
  • Pregnancy & maternity.
  • Race.
  • Religion or belief.
  • Sex.
  • Sexual orientation.

Trainers will be expected to understand & embed British Values into the apprenticeship delivery journey to ensure learners are aware of them, can evidence and exemplify them and understand what it means to be a successful learner and take part in life & Britain today. 

Learners will also be required to understand how to keep themselves protected from risks associated with radicalisation, extremism, forms of abuse, grooming, bullying & staying safe online.

Training providers are also expected to work with employers to ensure learners are not exposed to risks associated with any of the above and adequate awareness of Prevent & British Values has taken place with workplace mentors, line managers or HR.

Trainers and training providers must have an open culture which allows freedom of speech and exploration of issues that affect learners locally, nationally & internationally.  Providers are to operate a safe place for learners to communicate but provide a safe space to challenge constructively where views or discussions become offensive, extreme, or upsetting to others. 

LI Europe will provide all staff, trainers, and delivery partners with the support they need to implement the prevent duty.  This will include annual safeguarding and prevent health checks, risk assessments, arranging training, awareness sessions for staff and management, developing teaching and support materials, sharing good practice from the sector, and ensuring communication is frequent and open. 

If trainers notice any changes to behaviour of apprentices and employees, then the safeguarding policy and procedures must be referred to. All issues raised by an apprentice or employee will be investigated, ensuring that a copy of the complaints and other related policies are made available with relevant contact details.

3.0 Challenging extremism

If students make comments which could be regarded as extreme, staff should encourage the students:

  • To think critically.
  • To consider whether the evidence they have is accurate and full.
  • To consider whether they have received a partial and/or unsustainable interpretation of evidence.
  • To consider alternative interpretations and views.

Staff should use opportunities to challenge extremist narratives through discussion with students. If staff do not feel confident in challenging extremist ideas with their students, they should ask for support from the Safeguarding officer, Jeremy Praud.

If students behave in a way which contravenes the equality and diversity aspects of the code of conduct which they have signed, then this is a disciplinary issue e.g., refusing to work with a gay student or a student of a different ethnicity. It should be dealt with through their normal employee disciplinary processes.

Tutors and training providers must have an open culture which allows freedom of speech and exploration of issues that affect learners locally, nationally, and internationally.  Providers are to operate a safe place for learners to communicate, but provide challenges where views or discussions become offensive, extreme, or upsetting to others.

4.0 Related LI Europe Policies

  • Continuity Plan – LIEURAPP22001.
  • Equality & Diversity Policy – LIEURAPP22002.
  • Safeguarding Policy – LIEURAPP22003.
  • Health & Safety Policy – LIEURAPP2205.
  • Complaint’s policy – LIEURAPP22006.
  • Accreditation of Prior Learning – LIEURAPP2207.
  • Quality and High Standards in Apprenticeships Training – LIEURAPP22008.
  • Employee Professional Development Policy – LIEURAPP22009.
  • Teaching, Learning and Assessment Policy and Procedure.
  • Examination and Assessment, Internal Verification and Moderation Policy.
  • Fraud, Bribery & Corruption.
  • General Data Protection Regulation (GDPR).

For further information on our policies please call LI Europe on 0333 456 1988 or email us –


With the support of the LI team, the Bars business unit has made great strides forward with some exceptional results. It has been gratifying to witness the confidence and capability of the people grow paralleling the rise in plant performance. I look forward with great optimism to the continuing journey and an ongoing partnership with LI Europe.

Mike Parsons, Head of Manufacturing, Weetabix

It must be said that the concept of change management which LI were asked to bring in was a very big ‘ask’. Their work on the floor was very beneficial to change management. LI try to problem solve by using the workforce. This has to be done tactfully. They achieved it. They had the respect of the people on the floor and the management which is a major credit.

Peter Barnett, CFO, KR Castlemaine