{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Code of Conduct for Temporary Workers

1. Purpose

The purpose of this Code of Conduct is to set clear professional, lawful and ethical standards for all temporary workers engaged by {{org_field_name}}, including registered nurses, healthcare assistants, support staff and any other temporary workers supplied to client organisations. This Code is intended to support safe, respectful and professional conduct during all assignments and must be read alongside the worker’s contract or terms of engagement and all applicable client-site rules. This Code is designed to reflect the legal framework applicable to temporary staffing agencies and temporary workers in England, including the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, the Agency Workers Regulations 2010, the Employment Rights Act 1996, the Working Time Regulations 1998, the National Minimum Wage Act 1998 and National Minimum Wage Regulations 2015, the Equality Act 2010, the Immigration, Asylum and Nationality Act 2006, the Safeguarding Vulnerable Groups Act 2006, the Police Act 1997, the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, the UK GDPR and Data Protection Act 2018, the Health and Safety at Work etc. Act 1974, and, where applicable, the Modern Slavery Act 2015.

This Code forms part of the contractual and compliance framework governing your engagement by {{org_field_name}} and applies together with your contract, assignment details, Key Information Document (where applicable), and relevant company policies.

2. Scope

This policy applies to:

• All temporary workers engaged by {{org_field_name}} under zero-hours, agency, or casual contracts.
• All assignments undertaken in client organisations, including care homes, healthcare settings, supported living environments, community settings, and any other client locations to which workers are introduced or supplied by {{org_field_name}}.
• All professional situations, including contact with service users, families, clients, visitors, colleagues, and the general public.

3. Related Policies

• Equality, Diversity and Inclusion Policy
• Safeguarding Adults and Children Policy
• Health and Safety Policy
• Complaints Policy
• Whistleblowing Policy
• Confidentiality and Data Protection Policy
• Disciplinary Policy
• Grievance Policy
• Right to Work Checks Policy
• Safer Recruitment and Vetting Policy
• DBS Certificate Handling and Retention Policy
• Modern Slavery and Labour Exploitation Policy
• Agency Worker Rights / Equal Treatment Policy
• Key Information Document Procedure
• Social Media and Electronic Communications Policy
• Lone Working Policy

4. Code of Conduct Requirements

4.1 Professionalism and Integrity

Temporary workers must:

• Maintain the highest standards of professional conduct, honesty, and integrity.
• Refrain from any conduct likely to bring {{org_field_name}} or the client organisation into disrepute.
• Comply with the requirements of The Nursing and Midwifery Council (NMC) Code (for registered nurses) or the Care Certificate Standards (for care assistants).
• Declare to {{org_field_name}} immediately if they are under investigation or subject to a restriction by any professional body.
• Work only within the scope of their role, competence, training, registration and current authorisation, and must not undertake duties for which they are not appropriately trained, inducted or authorised.
• Provide accurate, complete and truthful information to {{org_field_name}} and to clients at all times, including information about qualifications, registration, training, experience, identity, right to work, health declarations where lawfully required, criminal record information where lawfully required, and availability for work.

4.2 Duty of Care and Safeguarding

Temporary workers must:

• Prioritise the welfare, safety, dignity, and rights of all service users.
• Take immediate action if they suspect or witness abuse, neglect, exploitation, or unsafe practice by reporting to both the client and {{org_field_name}} following the Safeguarding Policy.
• Comply with all applicable safeguarding requirements, including client safeguarding procedures, local authority or NHS reporting pathways where relevant, the Safeguarding Vulnerable Groups Act 2006, and any lawful requirement for DBS checks, barring checks, or safer recruitment controls relevant to the assignment.

4.3 Compliance with Client Policies

Temporary workers must:

• Comply with the policies and procedures of the client organisation, including dress code, infection control, manual handling, medication administration, and safeguarding procedures.
• Adhere to assignment-specific instructions given by the client and {{org_field_name}}.
• Report any incidents, near misses, or concerns during their assignment promptly to both the client and {{org_field_name}}.

Where there is any conflict between client instructions and law, professional standards, this Code, or the worker’s competence and authorisation, the worker must stop, raise the issue immediately, and seek direction from {{org_field_name}} and the client before proceeding.

4.4 Confidentiality, Data Protection and Information Security

Temporary workers must:

• Protect all personal data and confidential information relating to service users, clients, colleagues and {{org_field_name}} in accordance with the UK GDPR, the Data Protection Act 2018, common law confidentiality duties, and all applicable information governance rules.
• Access, use, share, record, store and dispose of information only where this is necessary, lawful, proportionate and authorised for work purposes.
• Take particular care with special category personal data, including health data, safeguarding information, DBS or criminal record information, and any data relating to allegations, incidents or investigations.
• Use only authorised systems, devices, accounts and communication channels for work-related information and must not retain confidential information longer than necessary or remove it from authorised systems except where expressly permitted.
• Keep passwords and access credentials secure and must not share them.
• Immediately report any actual, suspected or threatened data breach, loss of records, misdirected email, unauthorised disclosure, cyber incident or confidentiality concern to {{org_field_name}} and, where required, to the client.

4.5 Fitness to Work

Temporary workers must:

• Only undertake work if they are fit, competent, and authorised to do so.
• Notify {{org_field_name}} immediately of any health, wellbeing, or personal circumstances that may affect their ability to perform safely and effectively.
• Not report to work under the influence of alcohol, drugs (unless medically prescribed and declared), or other substances that impair performance.
• Maintain throughout their engagement a valid and lawful right to work in the United Kingdom for the work in question and promptly provide original documents, share codes, follow-up evidence or other information reasonably requested by {{org_field_name}} to enable compliant right-to-work checks.
• Promptly inform {{org_field_name}} if any visa condition, immigration status, professional registration, driving entitlement, DBS status, health restriction or other matter changes in a way that may affect eligibility or suitability for assignments.

4.6 Equality and Non-Discrimination

Temporary workers must:

• Treat all service users, families, clients, colleagues, and others with respect, dignity, and without discrimination.
• Promote equality, diversity, and inclusion in line with The Equality Act 2010.
• Challenge and report discriminatory, offensive, or abusive behaviour.
• Not engage in, condone or ignore bullying, harassment, victimisation, sexual harassment, unlawful discrimination or retaliatory behaviour, and must report any such conduct affecting themselves or others through the appropriate reporting channels.

4.7 Communication and Record Keeping

Temporary workers must:

• Communicate clearly, respectfully, and effectively with service users, colleagues, clients, and other stakeholders.
• Record all work activity, care, support, observations, incidents, timesheets, administration records, medication records where authorised, and any other required documentation accurately, contemporaneously, legibly and truthfully, in accordance with client requirements, professional standards and {{org_field_name}} procedures.
• Report any errors, omissions, or incidents without delay.

4.8 Health and Safety

Temporary workers must:

• Follow all relevant health and safety regulations, including The Health and Safety at Work etc. Act 1974.
• Take reasonable care for their own health and safety and that of others affected by their actions.
• Cooperate with client and {{org_field_name}} health and safety arrangements, including risk assessments, use of PPE, and incident reporting.
• Do not undertake moving and handling, clinical intervention, use of equipment, administration of medication, lone working, driving duties, or any other higher-risk activity unless properly trained, inducted, competent and authorised for that assignment.
• Escalate immediately any unsafe staffing level, missing equipment, defective equipment, violence or aggression risk, infection control issue, lone working concern, or other material health and safety risk.

4.9 Working Time, Rest and Holiday

Temporary workers must:

• Comply with the Working Time Regulations 1998 and all lawful scheduling arrangements, including requirements relating to rest breaks, daily and weekly rest, night work where applicable, and safe limits on working time.
• Notify {{org_field_name}} of any additional work or engagements that may affect fatigue, rest periods, night work limits, or safe deployment.
• Submit accurate working time and holiday information when requested.
• Take statutory annual leave in accordance with company procedures. Where the worker is an irregular-hours or part-year worker, holiday entitlement and holiday pay will be calculated in accordance with the applicable statutory rules in force at the time, including any lawful accrual or rolled-up holiday pay arrangements.

4.10 Pay, Deductions and Agency Worker Rights

Temporary workers must:

• Ensure that timesheets, attendance records and pay-related information submitted to {{org_field_name}} are accurate and submitted on time.
• Promptly raise any concern about pay, holiday pay, deductions, underpayments, or assignment terms with {{org_field_name}}.
• Understand that eligible agency workers may have rights under the Agency Workers Regulations 2010, including day-one rights to access collective facilities and information about relevant vacancies, and rights after the qualifying period to equal treatment in relation to basic working and employment conditions.
• Cooperate reasonably with requests for information required to assess qualifying periods, comparable terms and assignment history.
• Never falsify hours, expenses, mileage, training records or any other information connected with remuneration.

4.11 Conflicts of Interest

Temporary workers must:

• Avoid any situation where a personal interest could conflict with professional responsibilities.
• Disclose immediately to {{org_field_name}} any potential or actual conflict of interest.

4.12 Declining Assignments

Temporary workers have the right to:

• Subject to the terms of their contract or engagement, accept or decline offered assignments without being subjected to unlawful detriment, and to raise concerns where an offered assignment appears unsafe, unsuitable, beyond competence, inconsistent with disclosed availability, or inconsistent with agreed reasonable adjustments.
• Request reasonable adjustments if they have a disability or health condition.

4.13 Right to Work, Vetting and Compliance Checks

Temporary workers must:

• Cooperate fully with identity, right-to-work, reference, qualification, registration, training, employment history and DBS checks that are lawfully required for registration or for a particular assignment.
• Produce documents and information promptly and honestly and must not submit false, misleading, altered or incomplete documents.
• Understand that offers of work and continued engagement may be conditional on satisfactory checks, ongoing eligibility, and compliance with legal and client requirements.
• Inform {{org_field_name}} immediately if arrested for, charged with, cautioned for, convicted of, or made subject to any order or professional restriction in relation to any matter that may affect suitability for their role, to the extent lawfully required for the role concerned.

4.14 No Fees, Additional Services and Accurate Engagement Information

{{org_field_name}} will not charge workers work-finding fees except where a specific statutory exception applies. Workers must not agree any side arrangement, payment, introduction fee, rebate arrangement or undisclosed deduction connected with obtaining work through {{org_field_name}}. Workers must review and retain the Key Information Document and any assignment terms provided to them and raise any question immediately if any pay information, deductions, intermediary arrangements or assignment details are unclear or appear inaccurate.

5. Agency Responsibilities, Compliance and Oversight

{{org_field_name}} is responsible for implementing this Code and maintaining systems that support lawful and safe recruitment, supply and management of temporary workers. This includes:

• carrying out lawful pre-engagement and ongoing compliance checks, including identity, right-to-work, suitability, registration, reference, qualification and DBS checks where required;
• providing workers, before agreement of terms where legally required, with a Key Information Document and clear contractual documentation;
• obtaining from clients sufficient information about assignments, duties, risks, qualifications, experience, supervision arrangements, pay-related terms relevant to agency worker rights, and any assignment-specific compliance requirements;
• providing induction, training and policy access proportionate to the role;
• maintaining accurate records required by law, including records required under the Conduct Regulations, payroll legislation, working time and holiday rules, and safeguarding / vetting requirements;
• investigating complaints, safeguarding concerns, incidents, professional conduct concerns, pay concerns and alleged breaches of this Code promptly and fairly;
• taking appropriate action, which may include supervision, retraining, removal from assignment, suspension, disciplinary action, termination of engagement, notification to clients, referral to professional bodies, referral to safeguarding authorities, referral to the DBS, referral to the Home Office, or referral to law enforcement where appropriate; and
• reviewing this Code whenever legislation, statutory guidance, enforcement practice or operational need changes.

6. Policy Review

This policy will be reviewed at least annually and earlier where required by changes in legislation, case law, statutory codes, government guidance, enforcement practice, regulatory expectations, client requirements, or the operational needs of {{org_field_name}}. This includes review following material changes affecting temporary staffing agencies, agency workers, safeguarding, right-to-work checks, data protection, DBS handling, National Minimum Wage, working time, holiday pay, and equality law.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.