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Registration Number: {{org_field_registration_no}}

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Workplace Relationships and Professional Conduct Policy

1. Purpose

The purpose of this policy is to promote and maintain a positive, respectful, and professional working environment at {{org_field_name}}, where staff uphold the highest standards of integrity, ethics, and behaviour. This policy outlines how we manage interpersonal conduct, workplace relationships, and professional boundaries, ensuring our care and support remains safe, person-centred, and in compliance with Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, particularly Regulation 13 (Safeguarding Service Users from Abuse and Improper Treatment), Regulation 17 (Good Governance), and Regulation 19 (Fit and Proper Persons Employed). It also ensures staff conduct aligns with the CQC’s Key Lines of Enquiry (KLOEs), particularly in demonstrating leadership, professionalism, and caring culture.

2. Scope

This policy applies to all employees, volunteers, agency staff, contractors, and any individuals representing {{org_field_name}} in a professional capacity. It applies to behaviour inside and outside of the workplace where it may impact professional reputation, working relationships, or the safety and well-being of the people we support. It includes guidance on maintaining boundaries with colleagues and people we support, and expectations of professional behaviour in communication, conduct, and decision-making.

3. Related Policies

This policy should be read in conjunction with:

• CH07 – Person-Centred Care Policy
• CH08 – Dignity and Respect Policy
• CH13 – Safeguarding Adults from Abuse and Improper Treatment Policy
• CH28 – Staff Conduct and Code of Ethics Policy
• CH29 – Whistleblowing (Speaking Up) Policy
• CH30 – Equality, Diversity, and Inclusion Policy
• CH31 – Disciplinary and Grievance Policy
• CH32 – Handling and Prevention of Bullying and Harassment Policy

4. Policy Details

4.1 Standards of Professional Behaviour

All staff must conduct themselves professionally and respectfully at all times, treating colleagues, management, people we support, and visitors with dignity and courtesy. Staff are expected to maintain a calm, positive, and cooperative attitude, avoid gossip, refrain from disruptive behaviour, and communicate clearly and respectfully. Any behaviour that undermines trust, causes distress, or affects the delivery of safe, high-quality care is not acceptable and will be addressed under our disciplinary procedures. Professionalism includes punctuality, appropriate dress, clear documentation, and maintaining confidentiality.

4.2 Boundaries with People We Support

Staff must always maintain appropriate professional boundaries with people we support. Forming personal, romantic, or financial relationships with people we support or their family members is strictly prohibited and considered a safeguarding concern under Regulation 13. Staff must not accept personal gifts or money, become involved in family disputes, or share personal contact details or social media. Any concerns about overfamiliarity or blurred boundaries must be reported immediately to the Registered Manager {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} or Safeguarding Lead {{org_field_safeguarding_lead_name}}.

4.3 Relationships Between Staff Members

While we recognise that genuine friendships and relationships may develop between colleagues, staff must ensure that these do not compromise professionalism, performance, or team dynamics. Romantic relationships between colleagues must be disclosed to the Registered Manager to ensure no conflict of interest, especially where supervision or line management exists. Staff are expected to maintain discretion and separation between personal and professional matters while on duty. Favouritism, exclusion, or conflicts arising from personal relationships will not be tolerated.

4.4 Use of Language and Attitude

Staff must use inclusive, respectful, and supportive language at all times. Discriminatory, offensive, or aggressive language, whether in jest or frustration, is strictly prohibited and considered misconduct. Jokes or comments that target protected characteristics under the Equality Act 2010 will trigger disciplinary action. We promote a culture where everyone feels safe, valued, and supported to speak up about inappropriate behaviour.

4.5 Confidentiality and Discretion

All staff are expected to protect the confidentiality of the people we support, colleagues, and the organisation. Gossip, speculation, or sharing of personal information—either in person or online—is a breach of trust and may constitute misconduct or a data protection violation. Staff must never discuss confidential matters in public spaces or online forums, including social media. Compliance with CH34 – Confidentiality and Data Protection Policy is mandatory.

4.6 Managing Conflict and Raising Concerns

All staff have a responsibility to address workplace disagreements constructively and respectfully. Where conflict arises, it should be managed informally where possible or escalated to a line manager. We provide a supportive environment for resolving disputes and accessing mediation where needed. Where staff observe bullying, harassment, or any breach of conduct, they are expected to report this under the Whistleblowing Policy (CH29) without fear of victimisation.

4.7 Monitoring and Conduct Oversight

The Registered Manager and team leaders are responsible for monitoring professional conduct and interpersonal dynamics within the workplace. Supervisions, team meetings, and observations are used to assess team culture and behaviour. Patterns of unprofessional behaviour or boundary concerns are addressed through reflective supervision, support plans, and, where necessary, disciplinary action. Feedback from people we support and families is also used to identify concerns with professional behaviour.

4.8 Supporting a Positive Culture

We promote a supportive and inclusive workplace culture based on respect, empathy, and accountability. Staff are encouraged to model values-based behaviours and support one another. Positive relationships, teamwork, and open communication are integral to delivering outstanding care. Managers regularly celebrate staff achievements and promote reflective practice to reinforce professionalism and morale.

5. Policy Review

This policy will be reviewed annually, or earlier if required by regulatory changes, learning from incidents, or staff feedback. All updates are communicated to staff through meetings, internal memos, and supervision sessions. Staff understanding of this policy is assessed during induction, supervisions, and performance reviews. Any breaches of this policy are addressed through the disciplinary procedures as outlined in CH31 – Disciplinary and Grievance Policy.

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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.