Key Policy and Procedure Documents
Daybreak Oxford Terms and Conditions
(effective 1st April 2025)
(effective 1st April 2025)
- Following your first visit or referral, you must complete a “Starter Form” before you can attend again. This must include the full details of the individual or agency responsible for payment for our services.
- Daybreak provides itemized monthly invoices in arrears for our services. We require payments within 14 days of receipt. Our bank account details, and postal address are shown on our invoices.
- Daybreak reserves the right to withdraw our services if payment is one month overdue or if unpaid invoices exceed £400.
- If you are waiting for social services to pay for Daybreak services, you are responsible for all payments each month until such time that Daybreak receives notification from social services that they will be assume payments. At that time, you will a refund for any payments that social services have agreed to compensate Daybreak and you have already made payments.
- If you wish to increase the day(s) you attend, we will try to accommodate your request. However, this may not be possible depending, in particular, on centre’s capacity.
- Non – attendance will be charged in the follow manner: If notified 48 hours or more prior to the day of attendance, there will be no charge. If notified less than 48 hours’ notice a reduced rate (retention fee) will be charged. This is due to Daybreak’s incurring costs that cannot be cancelled less than 48 hours prior to your attending. See point 17
- Daybreak may offer, when available, minibus transportation. Daybreak’s transport is entirely provided without obligation. There is an additional charge for this service which will be on your invoice. We reserve the right to withdraw or decline transport at any time. Please see transport terms of service.
- If you wish to stop using our services, you are responsible for any outstanding invoices at that time.
- Daybreak reserves the right to ensure our services continue to meet a member’s needs. This is a pre-condition for the withdrawal, reduction or alteration of service provision for an individual attending Daybreak Oxford’s centres or transport. Following a review and reassessment there are several grounds on which Daybreak Oxford can withdraw, reduce or alter services for members. These include a change in a member’s needs, a change in a member’s behaviour, or abuse of staff by carers or members. Our staff have the right to work in a safe and abuse free environment. Daybreak’s Harassment Policy it is posted on our website.
- Centre drop off time is no earlier than 9:30 am. Pick up time is no later than 2:45 pm.
- Daybreak understands on occasion you may miss drop off/pickup times and we will accommodate you, as best we can. We ask you to give us a call so we can act accordingly.
- There are also times that Daybreak needs to close early, when it is beyond our control.
- Daybreak requests the number of early drop offs or late pick-ups to less than 10 times per year. If the number exceeds 10, we will be imposing a £5 late fee after the 10th pick-up past 2:45 pm or drop off before 9:25 am. We regret having to do this. We require this for the extra staff time that is required.
- Whilst care will be taken, we cannot accept responsibility for loss or damage to any member’s property.
- Daybreak has very thorough Health & Safety standards and risk assessments designed to ensure compliance with all relevant laws and standards. If you are unhappy, have concerns, or questions about the service, please contact a manager or the CEO. If you wish to make a formal complaint, please see our website for a complaint form and procedure. We take all complaints seriously and can address your concerns in full and in a timely manner, when this procedure is followed.
- Daybreak reserves the right to change these terms and conditions at any time by notifying you.
Whistleblowing Policy
Objectives:
All staff have a duty to ensure standards of quality care by raising concerns regarding wrongdoing or malpractice. This main objective of this policy is to provide the means of ensuring that staff can confidentially raise genuine concerns of malpractice and/or misconduct through appropriate means, at the earliest point without fear of reprisal.
Policy:
Daybreak is committed to the principals of whistleblowing and supporting and providing mechanisms for employees to fulfil their duty without fear of any reprisals.
Daybreak is committed to a high standard of care, to honesty, openness and decency in all its activities. It is recognised that Resident safety must come first at all times and whilst it can be difficult for staff to raise concerns about the practice of others, including managers, the implications of not raising those concerns are potentially very serious for Daybreak, its employees and most importantly for those receiving our services.
Daybreak encourages a free and open culture in its dealings with its employees and all people with whom it engages in business and legal relations. In particular, Daybreak recognises that effective and honest communication is essential if any wrongdoing or malpractice is to be effectively dealt with and the organisation’s success ensured.
Daybreak believes raising concerns/speaking up is important to ensure the safety of our Residents, employees and public safety.
Daybreak recognises staff members are likely to be the first to realise that there may be something seriously wrong within the organisation but may feel that speaking up would be disloyal to colleagues or their employer - who may under certain circumstances face criminal charges. They may also fear harassment or victimisation and fear for a loss of job or reduction in work hours.
Daybreak will not tolerate the ill treatment including any bullying or harassment of anyone raising a concern. We will ensure that any individual who raises a concern, can do so confidentially in line with the Public Interest Disclosure Act 1998 (PIDA).
Daybreak will ensure that any individual who raises a genuine concern under the Whistleblowing Policy and Procedure will not be at risk of termination of their employment or suffer any form or reprisal which includes but not limited to 'loss or reduction of hours' or 'changes to regular working patterns' because of it.
Daybreak will support and enable members of staff and volunteers to speak out regarding misconduct and malpractice through a structured and regularly reviewed process.
Daybreak recognise that whistleblowing concerns are often raised when employees do not feel their earlier concerns have been listened to or that any action has been taken.
Daybreak will put in place mechanisms for our staff to discuss concerns when they arise and endeavour to give feedback on any actions if confidentiality will not be breached.
All staff have a duty to ensure standards of quality care by raising concerns regarding wrongdoing or malpractice. This main objective of this policy is to provide the means of ensuring that staff can confidentially raise genuine concerns of malpractice and/or misconduct through appropriate means, at the earliest point without fear of reprisal.
Policy:
Daybreak is committed to the principals of whistleblowing and supporting and providing mechanisms for employees to fulfil their duty without fear of any reprisals.
Daybreak is committed to a high standard of care, to honesty, openness and decency in all its activities. It is recognised that Resident safety must come first at all times and whilst it can be difficult for staff to raise concerns about the practice of others, including managers, the implications of not raising those concerns are potentially very serious for Daybreak, its employees and most importantly for those receiving our services.
Daybreak encourages a free and open culture in its dealings with its employees and all people with whom it engages in business and legal relations. In particular, Daybreak recognises that effective and honest communication is essential if any wrongdoing or malpractice is to be effectively dealt with and the organisation’s success ensured.
Daybreak believes raising concerns/speaking up is important to ensure the safety of our Residents, employees and public safety.
Daybreak recognises staff members are likely to be the first to realise that there may be something seriously wrong within the organisation but may feel that speaking up would be disloyal to colleagues or their employer - who may under certain circumstances face criminal charges. They may also fear harassment or victimisation and fear for a loss of job or reduction in work hours.
Daybreak will not tolerate the ill treatment including any bullying or harassment of anyone raising a concern. We will ensure that any individual who raises a concern, can do so confidentially in line with the Public Interest Disclosure Act 1998 (PIDA).
Daybreak will ensure that any individual who raises a genuine concern under the Whistleblowing Policy and Procedure will not be at risk of termination of their employment or suffer any form or reprisal which includes but not limited to 'loss or reduction of hours' or 'changes to regular working patterns' because of it.
Daybreak will support and enable members of staff and volunteers to speak out regarding misconduct and malpractice through a structured and regularly reviewed process.
Daybreak recognise that whistleblowing concerns are often raised when employees do not feel their earlier concerns have been listened to or that any action has been taken.
Daybreak will put in place mechanisms for our staff to discuss concerns when they arise and endeavour to give feedback on any actions if confidentiality will not be breached.
Safeguarding Policy
Objectives:
The main objectives of this policy are:
To ensure that all staff & volunteers working for or on behalf of Daybreak Oxford fully understand their responsibilities in relation to safeguarding adults at risk, and they know who to escalate concern to within Daybreak Oxford.
To manage the safety and well-being of adults in line with the Six Principles of Safeguarding.
To identify lessons to be learned from cases where adults have experienced abuse or neglect.
Support and empower each of our Clients to make choices and to have control over how they want to live their own lives. This supports the prevention of abuse and neglect occurring in the future which is a key underpinning principle of Making Safeguarding Personal (MSP). Daybreak Oxford intends to take this approach with all safeguarding concerns.
Policy:
Everybody has the right to live a life that is free from harm and abuse. Daybreak Oxford recognises that safeguarding adults at risk of abuse or neglect is everybody's business. Daybreak Oxford aims to ensure that all adults at risk of abuse or neglect are enabled to live and work, be cared for and supported in an environment free from abuse, harassment, violence or aggression. Daybreak Oxford's safeguarding Policies and Procedures will dovetail with the local multi-agency Policy and Procedures, which we understand take precedence over Daybreak Oxford's Policies and Procedures.
We aim to provide services that will be appropriate to the adult at risk and not discriminate because of disability, age, gender, sexual orientation, race, religion, culture or lifestyle. We will make every effort to enable Clients to express their wishes and make their own decisions to the best of their ability - recognising that such self-determination may well involve risk. We will work with Clients and others involved in their care, to ensure they receive the support and protection they may require; that they are listened to and treated with respect (including their property, possessions and personal information) and that they are treated with compassion and dignity at all times.
Daybreak Oxford will follow the Six Principles (outlined below) as set out in guidance to the Care Act 2014:
1. Empowerment
People being supported and encouraged to make their own decisions and informed consent.
2. Prevention
It is better to take action before harm occurs.
3. Proportionality
The least intrusive response appropriate to the risk presented.
4. Protection
Support and representation for those in greatest need.
5. Partnership
Local solutions through services working with their communities. Communities have a part to play in preventing, detecting and reporting neglect and abuse.
6. Accountability
Accountability and transparency in delivering safeguarding.
Daybreak Oxford understands the importance of working collaboratively to ensure that:
The needs and interests of adults at risk are always respected and upheld.
The human rights of adults at risk are respected and upheld.
A proportionate, timely, professional and ethical response is made to any adult at risk who may be experiencing abuse.
All decisions and actions are taken in line with the Mental Capacity Act 2005.
Each adult at risk maintains: Choice and Control, Safety, Health, Quality of Life, Dignity and Respect.
Our robust governance processes will make sure that staff working for and on behalf of Daybreak Oxford recognise and respond to the main forms of abuse which are set out in the Care Act 2014 (Statutory Guidance Chapter 14). This is not an exhaustive list but an illustration as to the sort of behaviour that could give rise to a safeguarding concern:
Physical abuse
Domestic violence
Sexual abuse
Psychological abuse
Financial or Material abuse
Modern Slavery
Discriminatory abuse
Organisational abuse
Neglect and Acts of Omission
Self-neglect
Daybreak Oxford is committed to the principles of Making Safeguarding Personal and aims to ensure that safeguarding is person-led and focused on the outcomes that Clients want to achieve. We will engage Clients in a conversation about how best to respond to their safeguarding situation in a timely way that enhances involvement, choice and control as well as improving quality of life, well-being and safety.
The main objectives of this policy are:
To ensure that all staff & volunteers working for or on behalf of Daybreak Oxford fully understand their responsibilities in relation to safeguarding adults at risk, and they know who to escalate concern to within Daybreak Oxford.
To manage the safety and well-being of adults in line with the Six Principles of Safeguarding.
To identify lessons to be learned from cases where adults have experienced abuse or neglect.
Support and empower each of our Clients to make choices and to have control over how they want to live their own lives. This supports the prevention of abuse and neglect occurring in the future which is a key underpinning principle of Making Safeguarding Personal (MSP). Daybreak Oxford intends to take this approach with all safeguarding concerns.
Policy:
Everybody has the right to live a life that is free from harm and abuse. Daybreak Oxford recognises that safeguarding adults at risk of abuse or neglect is everybody's business. Daybreak Oxford aims to ensure that all adults at risk of abuse or neglect are enabled to live and work, be cared for and supported in an environment free from abuse, harassment, violence or aggression. Daybreak Oxford's safeguarding Policies and Procedures will dovetail with the local multi-agency Policy and Procedures, which we understand take precedence over Daybreak Oxford's Policies and Procedures.
We aim to provide services that will be appropriate to the adult at risk and not discriminate because of disability, age, gender, sexual orientation, race, religion, culture or lifestyle. We will make every effort to enable Clients to express their wishes and make their own decisions to the best of their ability - recognising that such self-determination may well involve risk. We will work with Clients and others involved in their care, to ensure they receive the support and protection they may require; that they are listened to and treated with respect (including their property, possessions and personal information) and that they are treated with compassion and dignity at all times.
Daybreak Oxford will follow the Six Principles (outlined below) as set out in guidance to the Care Act 2014:
1. Empowerment
People being supported and encouraged to make their own decisions and informed consent.
2. Prevention
It is better to take action before harm occurs.
3. Proportionality
The least intrusive response appropriate to the risk presented.
4. Protection
Support and representation for those in greatest need.
5. Partnership
Local solutions through services working with their communities. Communities have a part to play in preventing, detecting and reporting neglect and abuse.
6. Accountability
Accountability and transparency in delivering safeguarding.
Daybreak Oxford understands the importance of working collaboratively to ensure that:
The needs and interests of adults at risk are always respected and upheld.
The human rights of adults at risk are respected and upheld.
A proportionate, timely, professional and ethical response is made to any adult at risk who may be experiencing abuse.
All decisions and actions are taken in line with the Mental Capacity Act 2005.
Each adult at risk maintains: Choice and Control, Safety, Health, Quality of Life, Dignity and Respect.
Our robust governance processes will make sure that staff working for and on behalf of Daybreak Oxford recognise and respond to the main forms of abuse which are set out in the Care Act 2014 (Statutory Guidance Chapter 14). This is not an exhaustive list but an illustration as to the sort of behaviour that could give rise to a safeguarding concern:
Physical abuse
Domestic violence
Sexual abuse
Psychological abuse
Financial or Material abuse
Modern Slavery
Discriminatory abuse
Organisational abuse
Neglect and Acts of Omission
Self-neglect
Daybreak Oxford is committed to the principles of Making Safeguarding Personal and aims to ensure that safeguarding is person-led and focused on the outcomes that Clients want to achieve. We will engage Clients in a conversation about how best to respond to their safeguarding situation in a timely way that enhances involvement, choice and control as well as improving quality of life, well-being and safety.
Harassment Policy
Objectives:
The main objectives of this policy are:
- To ensure staff are aware of the reporting procedure if they have been subjected to bullying and/or harassment.
- To ensure all staff understand what action will amount to bullying and/or harassment of another.
- To enforce Daybreak’s commitment to stamping out any acts of bullying and harassment between members of staff.
- To create an open and inclusive atmosphere in which all members of staff can thrive and feel supported.
Policy:
Daybreak deplores all forms of harassment, including sexual or racial harassment and harassment based on disability, age, gender, gender reassignment, religion or belief, pregnancy or maternity, marital or civil partner status and sexuality and seeks to ensure that the working environment is conducive to all its employees.
The following procedure informs employees of the type of behaviour that is unacceptable and provides employees who are the victims of any form of harassment with a means of redress.
Implementation of the policy is the duty of all staff, particularly managers and supervisors. All employees must comply with this policy. (The organisation encourages and welcomes the support of the recognised trade union(s) in seeking to eradicate harassment of all forms from the workplace).
Under the Equality Act 2010, harassment is unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
The Protection from Harassment Act 1997 also makes it unlawful to pursue a course of conduct which you know or ought to know would be harassment, which includes causing someone alarm or distress.
Under the Health and Safety at Work Act 1974 staff are entitled to a safe place and system of work. Individual members of staff may in some cases be legally liable for harassment of colleagues or third parties, and may be ordered to pay compensation by a court or employment tribunal.
The relevant protected characteristics are:
- Race, including colour, nationality, ethnic or national origin
- Sex
- Disability
- Age
- Religion or belief
- Sexual orientation
- Gender re-assignment
- Marital or civil partner status
- Pregnancy or maternity
The main objectives of this policy are:
- To ensure staff are aware of the reporting procedure if they have been subjected to bullying and/or harassment.
- To ensure all staff understand what action will amount to bullying and/or harassment of another.
- To enforce Daybreak’s commitment to stamping out any acts of bullying and harassment between members of staff.
- To create an open and inclusive atmosphere in which all members of staff can thrive and feel supported.
Policy:
Daybreak deplores all forms of harassment, including sexual or racial harassment and harassment based on disability, age, gender, gender reassignment, religion or belief, pregnancy or maternity, marital or civil partner status and sexuality and seeks to ensure that the working environment is conducive to all its employees.
The following procedure informs employees of the type of behaviour that is unacceptable and provides employees who are the victims of any form of harassment with a means of redress.
Implementation of the policy is the duty of all staff, particularly managers and supervisors. All employees must comply with this policy. (The organisation encourages and welcomes the support of the recognised trade union(s) in seeking to eradicate harassment of all forms from the workplace).
Under the Equality Act 2010, harassment is unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
The Protection from Harassment Act 1997 also makes it unlawful to pursue a course of conduct which you know or ought to know would be harassment, which includes causing someone alarm or distress.
Under the Health and Safety at Work Act 1974 staff are entitled to a safe place and system of work. Individual members of staff may in some cases be legally liable for harassment of colleagues or third parties, and may be ordered to pay compensation by a court or employment tribunal.
The relevant protected characteristics are:
- Race, including colour, nationality, ethnic or national origin
- Sex
- Disability
- Age
- Religion or belief
- Sexual orientation
- Gender re-assignment
- Marital or civil partner status
- Pregnancy or maternity
Reduced, Suspension or Withdrawal Policy
(short form)
Objectives:
There may be occasions or circumstances where it would no longer be appropriate for Daybreak to continue offering support to someone and this might lead to a reduction, suspension or withdrawal of service. The aim of the procedure which follows is to set out the circumstances under which reduction, suspension or withdrawal of service will be invoked. Any reduction, suspension or withdrawal of service will be invoked in line with one of the following principles:
Application
2.1 This Procedure applies at any time when it comes to Daybreak's attention that:
(a) a Beneficiary's behaviour or capability is preventing, or is likely to prevent, Daybreak from complying with its safety or legal requirements.
(b) a Beneficiary's behaviour or capability is, or is likely to be, detrimental to the rights and interests of Daybreak or of others.
(c) a Beneficiary is infringing, or acting contrary to, one or more of the Policies; or
(d) a Beneficiary has failed to make payments to Daybreak for 3 months, as required of them for the use of Daybreak’s Services.
Reduced, Suspension, Withdrawal of Service Decision
3.1 Reduced service Decision may only be taken when it is necessary. It may be taken by a centre manager.
3.4 Suspension or Withdrawal Decision will be at Daybreak's sole discretion and may be given without notice where circumstances require.
Notice
4.1 When a Decision is taken, the Centre manager will notify the Beneficiary to whom it applies within 2 working days.
Appeals
5.1 A Beneficiary who has received a Decision may, within 30 days appeal in writing to Daybreak's CEO for the Decision to be reversed or modified.
There may be occasions or circumstances where it would no longer be appropriate for Daybreak to continue offering support to someone and this might lead to a reduction, suspension or withdrawal of service. The aim of the procedure which follows is to set out the circumstances under which reduction, suspension or withdrawal of service will be invoked. Any reduction, suspension or withdrawal of service will be invoked in line with one of the following principles:
- To safeguard the welfare of our beneficiaries.
- To safeguard the welfare of our staff and volunteers.
- To care for Daybreak’s resources of which we have been entrusted by the donors and supporters.
Application
2.1 This Procedure applies at any time when it comes to Daybreak's attention that:
(a) a Beneficiary's behaviour or capability is preventing, or is likely to prevent, Daybreak from complying with its safety or legal requirements.
(b) a Beneficiary's behaviour or capability is, or is likely to be, detrimental to the rights and interests of Daybreak or of others.
(c) a Beneficiary is infringing, or acting contrary to, one or more of the Policies; or
(d) a Beneficiary has failed to make payments to Daybreak for 3 months, as required of them for the use of Daybreak’s Services.
Reduced, Suspension, Withdrawal of Service Decision
3.1 Reduced service Decision may only be taken when it is necessary. It may be taken by a centre manager.
3.4 Suspension or Withdrawal Decision will be at Daybreak's sole discretion and may be given without notice where circumstances require.
Notice
4.1 When a Decision is taken, the Centre manager will notify the Beneficiary to whom it applies within 2 working days.
Appeals
5.1 A Beneficiary who has received a Decision may, within 30 days appeal in writing to Daybreak's CEO for the Decision to be reversed or modified.
Our Privacy Policy has been updated 2025
Daybreak Privacy Notice
What information we collect, use, and why
We collect or use the information to provide services and goods, including delivery and third party referrals:
• Names and contact details
• Emergency contact details
• Next of kin details
• Information about care needs (including disabilities, dietary requirements and general care provisions)
• Information about support requirements
We collect or use the following information to receive donations and organise fundraising activities:
• Names and contact details
• Addresses
• Payment or banking details
• Tax payer information (for Gift Aid purposes)
We collect or use the following personal information for archiving purposes:
• Names and contact details
• Addresses
We collect or use the following personal information to comply with legal requirements:
• Name
• Identification documents (including concessionary bus pass)
We collect or use the following personal information for recruitment purposes:
• Contact details (eg name, address, telephone number or personal email address)
• Date of birth
• Copies photo ID
We collect or use the following personal information for dealing with queries, complaints or claims:
• Names and contact details including address
• Payment details and account information
• Customer or client records
We also collect or use the following special category information for dealing with queries, complaints or claims. This information is subject to additional protection due to its sensitive nature:
Lawful bases and data protection rights. Under UK data protection law, we must have a “lawful basis” for collecting and using your personal information. There is a list of possible lawful bases in the UK GDPR. You can find out more about lawful bases on the ICO’s website.
We may also rely on the newly introduced lawful basis of recognised legitimate interests under the Data (Use and Access) Act 2025 for processing in certain public purpose or safeguarding contexts.
Which lawful basis we rely on may affect your data protection rights which are set out below.
You can find out more about your data protection rights and the exemptions which may apply on the ICO’s website:
• Your right of access - You have the right to ask us for copies of your personal information. You can request other information such as details about where we get personal information from and who we share personal information with. There are some exemptions which means you may not receive all the information you ask for. Read more about the right of access.
• Your right to rectification - You have the right to ask us to correct or delete personal information you think is inaccurate or incomplete. Read more about the right to rectification.
• Your right to erasure - You have the right to ask us to delete your personal information. Read more about the right to erasure.
• Your right to restriction of processing - You have the right to ask us to limit how we can use your personal information. Read more about the right to restriction of processing.
• Your right to object to processing - You have the right to object to the processing of your personal data. Read more about the right to object to processing.
• Your right to data portability - You have the right to ask that we transfer the personal information you gave us to another organisation, or to you. Read more about the right to data portability.
• Your right to withdraw consent – When we use consent as our lawful basis you have the right to withdraw your consent at any time. Read more about the right to withdraw consent.
If you make a request, we must respond to you without undue delay and in any event within one month.
To make a data protection rights request, please use the contact details at the top of this privacy notice.
Our lawful bases for collecting or using information to provide service delivery and third party (Social Services) are:
• Consent - we have permission from you after we gave you all the relevant information. All of your data protection rights may apply, except the right to object. You have the right to withdraw consent at any time.
• Contract – we have to collect or use the information so we can enter into or carry out a contract with you. All of your data protection rights may apply except the right to object.
• Legal obligation – we have to collect or use information so we can comply with the law. All of your data protection rights may apply, except the right to erasure, the right to object and the right to data portability.
• Legitimate interests – we’re collecting or using your information because it benefits you, our organisation or someone else, without causing an undue risk of harm to anyone. All of your data protection rights may apply, except the right to portability. Our legitimate interests are:
o To arrange transport, care, or answer queries, we need personal data (name, email, address, physical ability, etc.) to create an account, track progress, and develop personalized care plans.
For more information on our legitimate interests, you can contact us using the contact details set out above.
• Vital interests – collecting or using information is needed when one’s physical or mental health or wellbeing is at risk. All of your data protection rights may apply, except the right to object and the right to portability.
Our lawful bases for collecting or using personal information to receive donations and organise activities are:
• Consent - we have permission from you after we gave you all the relevant information. All of your data protection rights may apply, except the right to object.
To be clear, you do have the right to withdraw your consent at any time.
• Contract – we have to collect or use the information so we can enter into or carry out a contract with you. All of your data protection rights may apply except the right to object.
• Legitimate interests – we’re collecting or using your information because it benefits you, our organisation or someone else, without causing an undue risk of harm to anyone. All of your data protection rights may apply, except the right to portability. Our legitimate interests are:
o This enables us to address priorities, demonstrating a clear understanding of needs and values, ensuring the use of funding is correctly applied to a project.
For more information on our use of legitimate interests as a lawful basis you can contact us using the contact details set out above.
Our lawful bases for collecting or using personal information to comply with legal requirements and for recruitment purposes or archiving purposes are:
• Consent - we have permission from you after we gave you all the relevant information. All of your data protection rights may apply, except the right to object. To be clear, you do have the right to withdraw your consent at any time.
• Contract – we have to collect or use the information so we can enter into or carry out a contract with you. All of your data protection rights may apply except the right to object.
• Legitimate interests – we’re collecting or using your information because it benefits you, our organisation or someone else, without causing an undue risk of harm to anyone. All of your data protection rights may apply, except the right to portability. Our legitimate interests are:
o This knowledge enables to address the priorities, demonstrating a clear understanding of their needs and values and ensuring their wishes are addressed.
For more information on our legitimate interests as a lawful basis contact us using the details set out above.
Our lawful bases for collecting or using personal information for dealing with queries, complaints or claims are:
• Consent - we have permission from you after we gave you all the relevant information. All of your data protection rights may apply, except the right to object. To be clear, you do have the right to withdraw your consent at any time.
• Legal obligation – we have to collect or use your information so to comply with the law. All of your data protection rights may apply, except the right to erasure, the right to object and the right to data portability.
• Vital interests – collecting or using the information is needed when physical or mental health or wellbeing is at serious risk. Your data protection rights may apply, except the right to object and the right to portability.
Where we get personal information from
• Directly from you
• Regulatory authorities
• Family members or carers
• Social services and other health and care providers
How long we keep information: Six years +1. We will review this privacy notice regularly to reflect legislative developments such as the Data (Use and Access) Act 2025 and update it as necessary. For more information on how long we store your personal information or the criteria we use to determine this please contact us using the details provided above.
Who we share information with
• Charities and voluntary organisations
• Organisations we need to share information with for safeguarding reasons
• Emergency services
• Legal bodies or authorities
• Organisations we’re legally obliged to share personal information with
How to complain
If you have any concerns about our use of your data, you can make a complaint to us using the details at the top of this privacy notice. We will acknowledge your complaint within 30 days and respond without undue delay in line with the requirements under the Data (Use and Access) Act 2025. If you remain unhappy with how we’ve used your data after raising a complaint with us, you can complain to ICO. The ICO’s address:
Information Commissioner’s Office
Wycliffe House Water Lane
Wilmslow Cheshire SK9 5AF
Helpline number: 0303 123 1113
Website: https://www.ico.org.uk/make-a-complaint
If you would like to see full Daybreak policy documents, please contact our main office.
01865 776744 or admin@daybreak-oxford.org.uk.
01865 776744 or admin@daybreak-oxford.org.uk.
