Book training with confidence

We are pleased to let you know we are back delivering training for your people in accordance with the Government and NHS England guidelines.

Measures to keep your staff and our trainers safe:

  • Attendees/trainers temperatures checked prior to training
  • PPE provided for trainer’s and delegates as required
  • Socially-distanced training

IKON Live – Face-to-face training direct to device

In addition to our face to face training we now offer IKON Live – Virtual Training. We can deliver bespoke communications training direct to device, enabling your people to get the training they need wherever they are.  IKON Live is the effective solution to working remotely, so even if your teams are working from home, we can still help you out with your training needs.

We appreciate you might be worried about the impact of coronavirus on your training requirements and wanted to reassure you that IKON’s here to chat whenever you need.
01473 927333 8.30am to 5.00pm Monday to Friday

IKON remains open

We appreciate you might be worried about the impact of coronavirus on your training requirements and wanted to reassure you that IKON’s here to chat whenever you need.

01473 927333 8.30am to 5.00pm Monday to Friday

It’s business as usual for us. If needed, we can run sessions with smaller delegate numbers so that training can be completed as scheduled.  Our trainers are fit and well and looking forward to working with your teams to give them the necessary skills to deal with any challenges that may arise. 
IKON remains open and, even if you need to cancel or postpone courses, we’re always pleased to chat. Regrettably any cancellations or postponements made within 10 working days of the training date will be charged at full rate. 
We wish you the very best in the face of the challenges ahead.
Thank you for choosing IKON.

A new way of working with IKON makes training simpler for you


In-house training programmes

The new Retained Resource service from IKON provides organisations with specialist trainers in-house for as long as they’re needed.

‘It’s like having an in-house training team without having to recruit, train or manage it,’ says Louise Ballard.

The idea is that Retained Resource makes it simpler for people to manage training needs, budgets and financial forecasting.

‘After 15 years in business, we decided that it was time to look at how we worked with our clients, not just the training we offered them. We’ve reviewed our service offering and launched some new ways of engaging with IKON.  Retained Resource came directly out of that.’ Louise Ballard explains,

‘Most of our clients work with us on a continuing basis. This is great for us, of course, but we wanted to come up with a service that simplified things for them.’

Retained Resource can be beneficial when an organisation is preparing for an inspection or report because it enables them to demonstrate that the necessary training skills are in place and that top-ups and renewals are prepared for.

‘We believe that Retained Resource will turn out to be an easier and more cost-effective way of buying training and managing budgets for many of our clients,’ says Louise Ballard

6 ways to keep lone workers safe

1 – Share your policy

A lone working policy is a document that provides guidance and support for employees that work alone. Although it’s not a legal requirement, an effective policy can help to promote a strong safety culture among employees, in order to keep them safe and reduce the risk of legal issues.

2 – Assess the risks of the role

Ensure that you carry out thorough risk assessments for each lone working role. The assessments should cover the risk associated with a particular job and the environment in which they work.
Adapt the risk assessment if the lone worker is pregnant, under 18 or has a disability.

3 – Equip lone workers correctly

Make sure that you have proven and tested systems in place:

  • Accurate monitoring with check in/check out facilities
  • Personal alarms – so that the lone worker can get fast and effective assistance in an emergency
  • GPS tracking – so that you can keep track of your lone worker’s location
  • accurate records of emergency contact numbers, including out-of-hours if appropriate

4 – Provide training and advice

Lone workers need training on how to work safely.
This must cover dealing with risks, recognising danger signs, how to act in an emergency and how to de-escalate a difficult situation if needed. 

Lone workers should also be advised on safe lone working practices and any procedures to ensure their safety, including how to use personal alarms. 

If an employee feels they have not been shown how to do a task safely, they should request training from their employer before attempting it.

5 – Encourage openness and communication

Prevention is the best cure and lone workers are often best placed to identify safety risks. It’s the employer’s responsibility to encourage openness and facilitate communication with and between lone workers in order to create an environment in which people feel safe to report risk.

6 – Know when lone working is not ok

Working alone may not be appropriate in high-risk situations, for example if lone workers are likely to encounter people prone to aggressive behaviour, with mental health problems or individuals under the influence of drugs or alcohol.

We listen to our clients

Since introducing the managing challenging behaviour course for clinical staff, the response has been overwhelmingly positive.  Many, including matrons and senior sisters, say that it is the best training they have done in a long time and that it should be mandatory for clinical staff.

Mark Dunnett
Trust Security Advisor (LSMS)
Dartford & Gravesham NHS Trust