Staff Allegation
Staff Allegations and Low Level Concerns Policy
The Independent Grammar School Durham
1. This policy sets out the procedures which will be followed in the event of a safeguarding concern or allegation about an adult working in or on behalf of IGS: Durham. It includes teachers, supply staff, trainee teachers, volunteers, contractors and members of the School Board, whether paid or unpaid. It also covers allegations relating to organisations or individuals using school premises for activities involving children.
2. No policy document can cover every case. Each case requires careful consideration of the circumstances, risks and appropriate action. No member of staff, however senior, should attempt to deal with a safeguarding allegation alone. Discussion with, and involvement of, appropriate people and agencies within and outside school is vital from the outset and throughout the case.
3. This policy follows Keeping Children Safe in Education (KCSIE) September 2026, particularly Part Four, Working Together to Safeguard Children 2026 and Durham Safeguarding Children Partnership procedures. It should be read with the Safeguarding, Staff Behaviour, Whistleblowing, Safer Recruitment and Reasonable Force policies. KCSIE should be consulted for detailed guidance.
4. The school will deal with allegations as quickly as possible, fairly, consistently and thoroughly, protecting children while treating the person concerned fairly. Concerns below the harm threshold are dealt with under paragraphs 35–40; staff need not decide the threshold before reporting.
5. The allegations procedure applies where an adult is alleged to have:
- behaved in a way that has harmed a child, or may have harmed a child;
- possibly committed a criminal offence against or related to a child;
- behaved towards a child or children in a way indicating that they may pose a risk of harm to children; or
- behaved, or possibly behaved, in a way indicating that they may not be suitable to work with children.
6. This includes any type of abuse or neglect, inappropriate relationships with pupils, grooming, child sexual abuse images and relevant sexual offences. Conduct outside work, including online conduct, may indicate a transferable risk to children. Concerns about children in the adult’s family or elsewhere must also be considered.
7. The Principal normally acts as case manager. Where the allegation concerns the Principal, the Chairman of the Board acts on behalf of the proprietor and arranges appropriate independent advice or investigation. Anyone implicated in an allegation must not manage their own case.
8. The DSL will ensure that all staff know and understand the reporting arrangements, including at induction. All staff must read KCSIE 2026 Part One in full; those managing allegations must be familiar with Part Four. The proprietor and Board will ensure these procedures are implemented effectively.
9. Anyone receiving information or having a concern must:
- report the facts to the Principal immediately, however minor the concern may seem;
- in the Principal’s absence, or where the concern is about the Principal, report directly to the Chairman of the Board;
- where the concern is about the Chairman, or reporting internally would create a conflict of interest, contact the LADO directly without first informing the person concerned;
- make a signed and dated factual record, including dates, times, people present and the child’s or informant’s own words where possible; do not delay reporting while completing it; and
- share information only with those who need it for safeguarding or management of the case.
10. Staff must not investigate the allegation themselves, ask leading questions, make assumptions, offer alternative explanations, diminish or embellish the information, promise secrecy or inform the person concerned or parents before advice is taken. Listen calmly, take the report seriously and explain that information must be shared to keep children safe. Confidentiality must never prevent a referral or lawful safeguarding information sharing.
11. The case manager will consult the local authority designated officer (LADO) without delay and refer allegations meeting the harm threshold within one working day. If uncertain about the threshold, seek LADO advice. Durham’s LADO service is contacted by telephone on 03000 268835. The DSL will keep local referral contacts current and readily accessible to staff.
12. Immediate protection must not wait for a LADO discussion. Where a child has been harmed, is at immediate risk or needs an urgent safeguarding response, contact children’s social care and, as appropriate, the police immediately under the Safeguarding Policy. Call 999 in an emergency. The DSL or an unimplicated deputy will coordinate protection and support for the child.
13. The case manager may establish basic facts in accordance with local procedures, such as whether the adult was present, could have had contact with the child and whether relevant records or CCTV exist. This must not become an internal investigation before LADO consultation, jeopardise evidence or delay referral. Preserve relevant evidence securely.
14. The case manager will discuss the nature, content and context of the allegation with the LADO and agree the next steps, who will investigate and what information can be shared. The LADO oversees and advises on the process; the LADO does not conduct the investigation. Police, social care and school enquiries must be coordinated.
15. If no further action is required following initial consideration, the case manager and LADO will record the decision and reasons, agree what should be put in writing to the person concerned and identify any support or other action needed.
16. The school will inform the person concerned as soon as appropriate, explaining the allegation and likely course of action. The timing and information disclosed will be agreed with the LADO and, where involved, police or social care. The person will be advised to seek support from a trade union representative or colleague and given a named school contact and appropriate welfare support.
17. Where a school investigation or disciplinary action is appropriate, it will follow the school’s employment procedures and the course agreed with the LADO. A suitable senior member of staff will normally investigate; an independent investigator will be secured where complexity, capacity or a conflict of interest requires it. The person concerned will have a fair opportunity to respond. Timescales will be agreed, recorded and monitored, with avoidable delays removed.
18. The case manager will maintain contact with the LADO and review progress. Wherever possible, the first case review will take place within four weeks of initial assessment, with subsequent reviews ideally fortnightly and no longer than monthly while the investigation continues. Closure without charge or an acquittal does not automatically remove the need for a school safeguarding or disciplinary decision; further action will be considered with the LADO on the available evidence.
19. If the allegation concerns supply staff, trainee teachers or contracted staff, the school will gather facts and manage the safeguarding response with the LADO, involving the employer or training provider. It will not simply cease using the person’s services without establishing the facts and agreeing an appropriate outcome. Relevant agencies or providers will be involved in meetings, information sharing and decisions about suspension or redeployment.
20. Where there is reason to suspect significant harm, the school will cooperate with the strategy discussion and any police or children’s social care investigation. Allegations involving sexual abuse or possible criminal offences require prompt advice and referral to the appropriate agencies. This is not an exhaustive list; uncertainty must be discussed with the LADO.
21. The school follows current Durham Safeguarding Children Partnership arrangements. The case manager and the DSL, or appropriate unimplicated representatives, will attend relevant meetings and carry out agreed actions. Allegations involving physical contact or restraint will be assessed in context, including the law on reasonable force and the school’s Reasonable Force Policy.
22. Suspension is not an automatic response to an allegation or police involvement. It will be considered where there is cause to suspect a risk of harm to children or the case is sufficiently serious that there may be grounds for dismissal. The employer will decide, taking account of advice from the LADO, HR advisers and any agencies involved.
23. Alternatives to suspension will be considered, through a recorded risk assessment, such as supervised work or redeployment avoiding contact with the children concerned. The child’s welfare is paramount; arrangements must also take account of the adult’s welfare and professional reputation. Reasons for suspension, alternatives considered and reasons for rejecting them will be recorded and reviewed.
24. If suspension is necessary, written confirmation will be provided within one working day, with appropriate reasons and the name and contact details of the support contact. Pay arrangements will follow the employee’s contract and applicable employment procedures. If an interim prohibition order is imposed, the school will immediately ensure the person undertakes no teaching work prohibited by the order.
25. Investigations will continue if the person leaves, resigns, retires, stops providing services or refuses to cooperate. The school will seek and record a conclusion and notify the person appropriately. Settlement agreements must not be used to avoid investigation of allegations indicating risk to children, statutory referrals or accurate references.
26. The school will make a DBS referral when the legal criteria are met: it has removed a person from regulated activity, or would have done so had they not left, and believes they engaged in relevant conduct, satisfied the harm test or received a relevant caution or conviction. This applies to paid staff and volunteers. Referral will be made as soon as possible once the criteria are established, with relevant evidence; it is not dependent on LADO permission or a criminal conviction. A referral to another agency does not discharge this duty. Where a teacher is dismissed or their services cease for serious misconduct, or might have been had they not left, the employer must also consider a referral to the Teaching Regulation Agency and record its decision.
27. Accurate, comprehensive and current records are vital. Discussions, referrals, meetings, risk assessments and decisions will be recorded with dates, times and those involved. Records will be held securely with restricted access. Allegations retained on the personnel file will include the allegation, follow-up, decisions, outcome and whether it may be included in a reference. A copy will be provided to the person where agreed with police or social care.
28. Details of allegations found after investigation to be malicious or false will be removed from personnel records unless the individual consents to their retention. Other allegations, including substantiated, unfounded and unsubstantiated allegations, will be retained at least until normal pension age or for ten years from the allegation, whichever is longer. Separate child protection records will be managed under the Safeguarding Policy and lawful retention arrangements.
29. Outcomes will be recorded using the KCSIE categories: substantiated (sufficient evidence to prove the allegation); false (sufficient evidence to disprove it); malicious (disproved, with a deliberate intention to deceive or harm); unsubstantiated (an inconclusive investigation – this is not a finding of wrongdoing and does not place any burden on the person concerned to prove their innocence); or unfounded (no evidence or proper basis supporting it). These categories must not be treated as interchangeable.
30. For false, malicious, unfounded or unsubstantiated allegations, the case manager and LADO will consider whether the child or informant needs help, including protection from abuse by someone else. Disciplinary action under the Behaviour Policy will be considered only where deliberate invention or malice is established, not merely because an allegation cannot be proved. The adult will be informed of the actual outcome and offered support; where appropriate, a supported return to work and arrangements for contact with the child will be agreed.
31. False, unfounded, unsubstantiated or malicious allegations, including repeated allegations with those outcomes, will not be included in employer references. Substantiated safeguarding allegations meeting the harm threshold will be included factually, without opinions. Low-level concerns will be handled as described in paragraph 40.
32. Parents or carers will be informed as soon as appropriate, after agreement with the LADO and any police or social care involved about what may be disclosed. They will be kept informed about matters relating to their child, without inappropriate disclosure of confidential staff information. Children will receive appropriate support and have their views and communication needs considered. The school will guard against unwanted publicity and explain applicable legal restrictions on publishing information identifying an accused teacher, including through social media.
33. The school will review each case and learn lessons, whether or not the allegation is substantiated, involving the LADO where appropriate. This includes examining decisions about suspension, its duration, alternatives and any changes needed to policy, training or practice. Relevant learning will be reported to the Board without unnecessary personal details.
34. Non-recent allegations made by a child will be referred to the LADO under local procedures. An adult reporting abuse experienced as a child will be advised to contact the police; any current risk to children will be addressed immediately. Allegations about Board members will follow local procedures and, if substantiated, the proprietor will consider removal from office through the appropriate process.
35. A low-level concern is a concern about conduct inconsistent with the Staff Behaviour Policy, including conduct outside work, which does not meet the harm threshold. Examples given by KCSIE, 2026, paragraph 50, include inappropriate familiarity, favouritism, humiliating a pupil, unauthorised personal-device photographs or secluded one-to-one contact. “Low-level” does not mean insignificant. Context matters, and serious examples or patterns may meet the harm threshold.
36. All low-level concerns must be reported promptly to the Principal. The alternative reporting routes in paragraph 9 apply where the Principal is absent or implicated, or the Chairman is implicated. Staff are encouraged to report their own conduct where it could be misinterpreted or falls below expected standards. The school promotes openness and will respond sensitively and proportionately to concerns raised in good faith.
37. The Principal is the ultimate decision maker for low-level concerns, except where personally implicated. The recipient will clarify the facts, speaking as appropriate with the reporter, adult concerned and witnesses, and record the assessment, reasons and action. If there is doubt about the threshold, consult the LADO before proceeding with enquiries that could compromise a statutory investigation. Concerns about supply staff or contractors will also be shared with their employer; relevant trainee concerns will be shared with the training provider.
38. Every low-level concern will be recorded in writing, including context, dates, the reporter’s identity where known, decisions and action taken. A request for anonymity will be respected as far as reasonably possible. Records will be held securely in a confidential low-level concerns record with restricted access, in accordance with data protection requirements, and retained at least until the person leaves, with any longer retention justified under the school’s retention schedule.
39. The Principal, or an unimplicated person acting for the proprietor, will review records for patterns and act on them. Responses may include clarification of expectations, training, supervision or disciplinary action. Any concern or pattern reaching the harm threshold will be referred to the LADO without delay. Wider weaknesses in culture, procedures or training will also be addressed.
40. Low-level concerns relating exclusively to safeguarding will not be included in references unless they have become substantiated concerns meeting the harm threshold. Issues which would ordinarily be included, such as established misconduct or poor performance, will be addressed under normal reference procedures. These arrangements must remain consistent with the Staff Behaviour and Safeguarding policies.
This policy will be reviewed annually and sooner following changes in guidance, local arrangements or lessons from a case.
Reviewed October 2026
Next review October 2027 or earlier if required
Staff Allegations and Low Level Concerns Policy
The Independent Grammar School Durham
1. This policy sets out the procedures which will be followed in the event of a safeguarding concern or allegation about an adult working in or on behalf of IGS: Durham. It includes teachers, supply staff, trainee teachers, volunteers, contractors and members of the School Board, whether paid or unpaid. It also covers allegations relating to organisations or individuals using school premises for activities involving children.
2. No policy document can cover every case. Each case requires careful consideration of the circumstances, risks and appropriate action. No member of staff, however senior, should attempt to deal with a safeguarding allegation alone. Discussion with, and involvement of, appropriate people and agencies within and outside school is vital from the outset and throughout the case.
3. This policy follows Keeping Children Safe in Education (KCSIE) September 2026, particularly Part Four, Working Together to Safeguard Children 2026 and Durham Safeguarding Children Partnership procedures. It should be read with the Safeguarding, Staff Behaviour, Whistleblowing, Safer Recruitment and Reasonable Force policies. KCSIE should be consulted for detailed guidance.
4. The school will deal with allegations as quickly as possible, fairly, consistently and thoroughly, protecting children while treating the person concerned fairly. Concerns below the harm threshold are dealt with under paragraphs 35–40; staff need not decide the threshold before reporting.
5. The allegations procedure applies where an adult is alleged to have:
- behaved in a way that has harmed a child, or may have harmed a child;
- possibly committed a criminal offence against or related to a child;
- behaved towards a child or children in a way indicating that they may pose a risk of harm to children; or
- behaved, or possibly behaved, in a way indicating that they may not be suitable to work with children.
6. This includes any type of abuse or neglect, inappropriate relationships with pupils, grooming, child sexual abuse images and relevant sexual offences. Conduct outside work, including online conduct, may indicate a transferable risk to children. Concerns about children in the adult’s family or elsewhere must also be considered.
7. The Principal normally acts as case manager. Where the allegation concerns the Principal, the Chairman of the Board acts on behalf of the proprietor and arranges appropriate independent advice or investigation. Anyone implicated in an allegation must not manage their own case.
8. The DSL will ensure that all staff know and understand the reporting arrangements, including at induction. All staff must read KCSIE 2026 Part One in full; those managing allegations must be familiar with Part Four. The proprietor and Board will ensure these procedures are implemented effectively.
9. Anyone receiving information or having a concern must:
- report the facts to the Principal immediately, however minor the concern may seem;
- in the Principal’s absence, or where the concern is about the Principal, report directly to the Chairman of the Board;
- where the concern is about the Chairman, or reporting internally would create a conflict of interest, contact the LADO directly without first informing the person concerned;
- make a signed and dated factual record, including dates, times, people present and the child’s or informant’s own words where possible; do not delay reporting while completing it; and
- share information only with those who need it for safeguarding or management of the case.
10. Staff must not investigate the allegation themselves, ask leading questions, make assumptions, offer alternative explanations, diminish or embellish the information, promise secrecy or inform the person concerned or parents before advice is taken. Listen calmly, take the report seriously and explain that information must be shared to keep children safe. Confidentiality must never prevent a referral or lawful safeguarding information sharing.
11. The case manager will consult the local authority designated officer (LADO) without delay and refer allegations meeting the harm threshold within one working day. If uncertain about the threshold, seek LADO advice. Durham’s LADO service is contacted by telephone on 03000 268835. The DSL will keep local referral contacts current and readily accessible to staff.
12. Immediate protection must not wait for a LADO discussion. Where a child has been harmed, is at immediate risk or needs an urgent safeguarding response, contact children’s social care and, as appropriate, the police immediately under the Safeguarding Policy. Call 999 in an emergency. The DSL or an unimplicated deputy will coordinate protection and support for the child.
13. The case manager may establish basic facts in accordance with local procedures, such as whether the adult was present, could have had contact with the child and whether relevant records or CCTV exist. This must not become an internal investigation before LADO consultation, jeopardise evidence or delay referral. Preserve relevant evidence securely.
14. The case manager will discuss the nature, content and context of the allegation with the LADO and agree the next steps, who will investigate and what information can be shared. The LADO oversees and advises on the process; the LADO does not conduct the investigation. Police, social care and school enquiries must be coordinated.
15. If no further action is required following initial consideration, the case manager and LADO will record the decision and reasons, agree what should be put in writing to the person concerned and identify any support or other action needed.
16. The school will inform the person concerned as soon as appropriate, explaining the allegation and likely course of action. The timing and information disclosed will be agreed with the LADO and, where involved, police or social care. The person will be advised to seek support from a trade union representative or colleague and given a named school contact and appropriate welfare support.
17. Where a school investigation or disciplinary action is appropriate, it will follow the school’s employment procedures and the course agreed with the LADO. A suitable senior member of staff will normally investigate; an independent investigator will be secured where complexity, capacity or a conflict of interest requires it. The person concerned will have a fair opportunity to respond. Timescales will be agreed, recorded and monitored, with avoidable delays removed.
18. The case manager will maintain contact with the LADO and review progress. Wherever possible, the first case review will take place within four weeks of initial assessment, with subsequent reviews ideally fortnightly and no longer than monthly while the investigation continues. Closure without charge or an acquittal does not automatically remove the need for a school safeguarding or disciplinary decision; further action will be considered with the LADO on the available evidence.
19. If the allegation concerns supply staff, trainee teachers or contracted staff, the school will gather facts and manage the safeguarding response with the LADO, involving the employer or training provider. It will not simply cease using the person’s services without establishing the facts and agreeing an appropriate outcome. Relevant agencies or providers will be involved in meetings, information sharing and decisions about suspension or redeployment.
20. Where there is reason to suspect significant harm, the school will cooperate with the strategy discussion and any police or children’s social care investigation. Allegations involving sexual abuse or possible criminal offences require prompt advice and referral to the appropriate agencies. This is not an exhaustive list; uncertainty must be discussed with the LADO.
21. The school follows current Durham Safeguarding Children Partnership arrangements. The case manager and the DSL, or appropriate unimplicated representatives, will attend relevant meetings and carry out agreed actions. Allegations involving physical contact or restraint will be assessed in context, including the law on reasonable force and the school’s Reasonable Force Policy.
22. Suspension is not an automatic response to an allegation or police involvement. It will be considered where there is cause to suspect a risk of harm to children or the case is sufficiently serious that there may be grounds for dismissal. The employer will decide, taking account of advice from the LADO, HR advisers and any agencies involved.
23. Alternatives to suspension will be considered, through a recorded risk assessment, such as supervised work or redeployment avoiding contact with the children concerned. The child’s welfare is paramount; arrangements must also take account of the adult’s welfare and professional reputation. Reasons for suspension, alternatives considered and reasons for rejecting them will be recorded and reviewed.
24. If suspension is necessary, written confirmation will be provided within one working day, with appropriate reasons and the name and contact details of the support contact. Pay arrangements will follow the employee’s contract and applicable employment procedures. If an interim prohibition order is imposed, the school will immediately ensure the person undertakes no teaching work prohibited by the order.
25. Investigations will continue if the person leaves, resigns, retires, stops providing services or refuses to cooperate. The school will seek and record a conclusion and notify the person appropriately. Settlement agreements must not be used to avoid investigation of allegations indicating risk to children, statutory referrals or accurate references.
26. The school will make a DBS referral when the legal criteria are met: it has removed a person from regulated activity, or would have done so had they not left, and believes they engaged in relevant conduct, satisfied the harm test or received a relevant caution or conviction. This applies to paid staff and volunteers. Referral will be made as soon as possible once the criteria are established, with relevant evidence; it is not dependent on LADO permission or a criminal conviction. A referral to another agency does not discharge this duty. Where a teacher is dismissed or their services cease for serious misconduct, or might have been had they not left, the employer must also consider a referral to the Teaching Regulation Agency and record its decision.
27. Accurate, comprehensive and current records are vital. Discussions, referrals, meetings, risk assessments and decisions will be recorded with dates, times and those involved. Records will be held securely with restricted access. Allegations retained on the personnel file will include the allegation, follow-up, decisions, outcome and whether it may be included in a reference. A copy will be provided to the person where agreed with police or social care.
28. Details of allegations found after investigation to be malicious or false will be removed from personnel records unless the individual consents to their retention. Other allegations, including substantiated, unfounded and unsubstantiated allegations, will be retained at least until normal pension age or for ten years from the allegation, whichever is longer. Separate child protection records will be managed under the Safeguarding Policy and lawful retention arrangements.
29. Outcomes will be recorded using the KCSIE categories: substantiated (sufficient evidence to prove the allegation); false (sufficient evidence to disprove it); malicious (disproved, with a deliberate intention to deceive or harm); unsubstantiated (an inconclusive investigation – this is not a finding of wrongdoing and does not place any burden on the person concerned to prove their innocence); or unfounded (no evidence or proper basis supporting it). These categories must not be treated as interchangeable.
30. For false, malicious, unfounded or unsubstantiated allegations, the case manager and LADO will consider whether the child or informant needs help, including protection from abuse by someone else. Disciplinary action under the Behaviour Policy will be considered only where deliberate invention or malice is established, not merely because an allegation cannot be proved. The adult will be informed of the actual outcome and offered support; where appropriate, a supported return to work and arrangements for contact with the child will be agreed.
31. False, unfounded, unsubstantiated or malicious allegations, including repeated allegations with those outcomes, will not be included in employer references. Substantiated safeguarding allegations meeting the harm threshold will be included factually, without opinions. Low-level concerns will be handled as described in paragraph 40.
32. Parents or carers will be informed as soon as appropriate, after agreement with the LADO and any police or social care involved about what may be disclosed. They will be kept informed about matters relating to their child, without inappropriate disclosure of confidential staff information. Children will receive appropriate support and have their views and communication needs considered. The school will guard against unwanted publicity and explain applicable legal restrictions on publishing information identifying an accused teacher, including through social media.
33. The school will review each case and learn lessons, whether or not the allegation is substantiated, involving the LADO where appropriate. This includes examining decisions about suspension, its duration, alternatives and any changes needed to policy, training or practice. Relevant learning will be reported to the Board without unnecessary personal details.
34. Non-recent allegations made by a child will be referred to the LADO under local procedures. An adult reporting abuse experienced as a child will be advised to contact the police; any current risk to children will be addressed immediately. Allegations about Board members will follow local procedures and, if substantiated, the proprietor will consider removal from office through the appropriate process.
35. A low-level concern is a concern about conduct inconsistent with the Staff Behaviour Policy, including conduct outside work, which does not meet the harm threshold. Examples given by KCSIE, 2026, paragraph 50, include inappropriate familiarity, favouritism, humiliating a pupil, unauthorised personal-device photographs or secluded one-to-one contact. “Low-level” does not mean insignificant. Context matters, and serious examples or patterns may meet the harm threshold.
36. All low-level concerns must be reported promptly to the Principal. The alternative reporting routes in paragraph 9 apply where the Principal is absent or implicated, or the Chairman is implicated. Staff are encouraged to report their own conduct where it could be misinterpreted or falls below expected standards. The school promotes openness and will respond sensitively and proportionately to concerns raised in good faith.
37. The Principal is the ultimate decision maker for low-level concerns, except where personally implicated. The recipient will clarify the facts, speaking as appropriate with the reporter, adult concerned and witnesses, and record the assessment, reasons and action. If there is doubt about the threshold, consult the LADO before proceeding with enquiries that could compromise a statutory investigation. Concerns about supply staff or contractors will also be shared with their employer; relevant trainee concerns will be shared with the training provider.
38. Every low-level concern will be recorded in writing, including context, dates, the reporter’s identity where known, decisions and action taken. A request for anonymity will be respected as far as reasonably possible. Records will be held securely in a confidential low-level concerns record with restricted access, in accordance with data protection requirements, and retained at least until the person leaves, with any longer retention justified under the school’s retention schedule.
39. The Principal, or an unimplicated person acting for the proprietor, will review records for patterns and act on them. Responses may include clarification of expectations, training, supervision or disciplinary action. Any concern or pattern reaching the harm threshold will be referred to the LADO without delay. Wider weaknesses in culture, procedures or training will also be addressed.
40. Low-level concerns relating exclusively to safeguarding will not be included in references unless they have become substantiated concerns meeting the harm threshold. Issues which would ordinarily be included, such as established misconduct or poor performance, will be addressed under normal reference procedures. These arrangements must remain consistent with the Staff Behaviour and Safeguarding policies.
This policy will be reviewed annually and sooner following changes in guidance, local arrangements or lessons from a case.
Reviewed October 2026
Next review October 2027 or earlier if required
Discover more
If you would like to know more about life at IGS, or to book an in-person visit, contact us now.
Discover more
If you would like to know more about life at IGS, or to book an in-person visit, contact us now.