The apology should be “aimed directly at the complainan

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The guidance further states: “The time limit can be extended at the local authority’s discretion if it is still possible to consider the representations effectively and efficiently. Local authorities may also wish to consider such complaints if it would be unreasonable to expect the complainant to have made the complaint earlier. For example, where the child was not able to make the complaint or did not feel confident in bringing it forward in the year time limit”. Para ; emphasis added “Though not exclusive, possible grounds for accepting a complaint made after one year are: genuine issues of vulnerability;  the local authority believes that there is still benefit to the complainant in proceeding.


There is likely to be sufficient access to information or individuals inv Guangdong Mobile Number List olved at the time, to enable an effective and fair investigation to be carried out; and  action should be taken in light of human rights-based legislation." Para ; emphasis added Making an effective apology Section of Local Government and Social Care Ombudsman’s guidance on remedies While the Ombudsman’s guidance is not statutory, it makes clear that local authorities and other organisations investigated by the Ombudsman are expected to have due regard to the following principles when making an apology: Timely: The apology should be prompt and reflective of what went wrong, any distress and delay caused to the complainant.





For putting the complainant in a situation where they had to complain to the Ombudsman to achieve an appropriate remedy. Authoritative: The apology should come from “someone sufficiently senior and accountable for taking any corrective action” to show “the organisation has taken the findings seriously, recognises the impact on the complainant and is committed to learn and put things right”. In deciding the format of the apology, reasonable adjustments should be considered. Specific:t and their poor experience of the organisation’s services”. References to other people’s similar experiences or service pressures may have the result of diminishing the apology and should be avoided. Plain language: The apology should be free of organisational jargon and expressed in plain language.