Physical Restraint Techniques

Should You Use Physical Restraint in Crisis Situations?

Physical restraint should only be used in health, education, and children’s services as a last resort to prevent immediate and serious harm to the individual or others. It must never be used for punishment, coercion, or staff convenience.

Any intervention must be the least restrictive option, applied for the shortest possible time, and carried out only by trained and competent staff.

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physical restraint techniques

Key Considerations for Safe and Lawful Restraint Use

Last Resort Only

Restraint should only ever happen when everything else has been tried and hasn’t worked.

If de‑escalation, communication, space, or other preventative strategies can keep everyone safe, those should always come first. Restraint is the absolute last step, not a behaviour‑management tool.

Purpose

The only reason to use restraint is to stop someone from being seriously harmed — whether that’s the person themselves, someone nearby, or in some cases to prevent major damage that could lead to injury.

It should never be used to make someone comply, follow instructions, or manage behaviour that isn’t dangerous.

Legal and Policy Compliance

Any use of restraint must align with relevant legislation and guidance, such as:

  • Human Rights Act 1998
  • Mental Capacity Act 2005
  • Mental Health Act 1983 (where applicable)
  • Sector‑specific guidance (DfE, Ofsted, CQC)
  • Restraint should be part of an agreed, risk‑assessed plan wherever possible.

Risks Involved

Physical restraint carries significant risks you should be aware of and this include:

  • Physical injury.
  • Psychological trauma.
  • Increased distress or escalation.
  • Risk of death, particularly in children and vulnerable individuals.

This is why regulators emphasise prevention, de‑escalation, and least restrictive practice.

Training

Staff must receive accredited, evidence‑based physical restraint training in the safe use of restrictive interventions.

This ensures they understand:

  • Legal and ethical boundaries
  • Medical risks
  • Safe positioning and monitoring
  • When to stop and seek help

When and Where Might Restraint Be Needed?

1. Healthcare & Mental Health

In clinical or mental health settings, restraint is only used in genuine emergencies,  situations where someone is at immediate risk of harming themselves or others.

Even then, the aim is always to use the least restrictive approach possible and to bring the situation back to safety as quickly as you can.

2. Education & Children’s Services

In schools and children’s settings, restraint is used solely to keep a child or others safe from immediate harm. The focus should always be on

Positive Behaviour Support (PBS) and early intervention, so the need for restraint becomes increasingly rare.

It’s widely recognised that when restraint happens, it often signals that something earlier in the support plan didn’t work — a missed opportunity to prevent escalation.

Better Alternatives to Physical Restraint 

Before restraint is ever on the table, there are many safer, more proactive options that can make a huge difference:

  • Proactive Care / Positive Behaviour Support (PBS):
    Understanding the person, their needs, and what helps them stay regulated. Consider our positive behaviour support training cover content to understand how this will benefit more.
  • De‑escalation:
    Talking, listening, spotting triggers early, and using calming strategies. You can equip yourself or your team with safer option such as breakaway training or managing challenging behaviour course which are more RRN standard compliant.
  • Environmental Changes:
    Adjusting the space, this means quieter areas, reduced stimulation, or a calm room.
  • Containment (Non‑physical):
    Making the environment safe without touching the person, such as clearing hazards or creating space.


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Reflective Questions

1. Understanding the Need for Restraint

  • When restraint has been used in our setting, what was happening before the incident that we might have responded to differently?
  •  Are we confident that restraint is genuinely a last resort in our practice, or are there patterns suggesting earlier intervention could help?
  • How well do we understand the individual’s triggers, communication needs, and stress responses?

2. Prevention & De‑escalation

  • Do staff feel confident using de‑escalation strategies, or do they default to physical responses when under pressure?
  • Are we consistently using Positive Behaviour Support (PBS) to reduce the likelihood of crisis situations?
  • What environmental or routine changes could reduce the need for restrictive interventions?

3. Training & Competence

  • Do all staff feel properly trained, supported, and supervised in managing challenging situations safely?
  • Are we clear on the legal and ethical boundaries around restraint in our sector?
  • How do we ensure new staff understand our expectations around least restrictive practice?

4. Safety & Risk

  • When restraint has been used, did we monitor the person’s breathing, distress, and communication throughout?
  • Have we reviewed any incidents where restraint increased risk rather than reducing it?
  • Are we confident that no high‑risk or prohibited techniques are being used in our setting?

5. Culture & Leadership

  • Do staff feel able to speak up if they see unsafe or unnecessary restraint?
  • How do we support staff emotionally after incidents, especially when they feel shaken or unsure?
  • Are we modelling a culture where dignity, respect, and trauma‑informed practice come first?

6. Learning & Improvement

  • After each incident, do we meaningfully review what happened and update plans accordingly?
  • Are we involving the person, their family, or advocates in post‑incident reflection where appropriate?
  • What changes can we make today that would reduce the likelihood of restraint tomorrow?

Are you currently experiencing situations where behaviour is escalating faster than your team can safely manage?

Sometimes incidents happen suddenly, and staff are left feeling unsure, overwhelmed, or worried about doing the wrong thing.

Our conflict, behaviour management, and CQC‑compliant conflict resolution and safety courses are designed to help your team feel confident, calm, and legally aligned when things get challenging.

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