Protecting children online begins with protecting the people who make that work possible. The nature of our mission – identifying and removing child sexual abuse material – demands technical skill, emotional resilience and unwavering dedication. Employee wellbeing is central to how we operate, embedded at every stage of their journey, from recruitment to retirement.
Support starts before day one. For roles involving exposure to distressing material, a trauma-informed recruitment process ensures candidates understand the challenges ahead and feel supported from the outset. Emotional resilience is as vital as technical expertise and all new employees engage with trained counsellors as part of the onboarding experience.
“Wellbeing is not a benefit – it’s a foundation,” says Samantha O’Byrne, Head of People. “We take every measure to ensure people understand the nature of this work and feel supported from the moment they join us.”
Once part of the team, employees follow structured schedules designed to protect both their wellbeing and performance. Exposure to sensitive material is managed with strict daily limits and a firm cut-off at the end of the day; overtime for our Hotline is prohibited and breaks are encouraged whenever needed. These measures ensure our people can process their work, recharge and maintain a healthy work-life balance.
Welfare extends far beyond schedules and safeguards. Counselling is routine and accessible, with flexible options including walk-and-talk sessions and emergency appointments. Annual psychological assessments for image-viewing employees, access to trained mental health first-aiders, and tailored reintegration plans for returning employees ensure support is available whenever it is needed.
“Counselling is part of daily life here,” Samantha explains. “It removes stigma and ensures that emotional wellbeing is treated with the same importance as professional performance.”
The workplace culture reinforces these protections, with practical and social wellbeing initiatives woven into daily life. Stress-relief spaces, collaborative hubs, healthy snacks, flu vaccinations and twice-yearly massages all contribute to balance, connection and care across the organisation.
In 2026, the IWF moves to a much larger, purpose-designed office where wellbeing is central. The new space includes areas intended to promote recovery and tranquillity, alongside vibrant hubs for collaboration and connection. Employee input shaped every aspect of the design, ensuring the workplace meets the needs of those carrying out this challenging mission every day.
“Our new office is built around people,” Samantha adds. “From quiet recovery areas to social spaces, every element was shaped by staff feedback to create an environment where our team can thrive – together and individually.”
Investing in employee welfare strengthens the resilience, expertise, and compassion needed to sustain the mission. These practices are shared with Members, partners and law enforcement colleagues, helping those we work with to adapt strategies that support wellbeing across the sector.
Our wellbeing approach isn’t static – it grows with us.
Through open conversations, employee feedback and expert guidance, we continue to refine how we care for our people. Every improvement, no matter how small, strengthens the collective resilience that underpins our mission. Because when our people are supported, they can bring their full selves to the work that protects children and creates change across the digital world.
Find out more about our shared values and staff welfare.