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Registration Number: {{org_field_registration_no}}

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Secondary Employment and Conflict of Interest Policy

1. Introduction and Purpose

{{org_field_name}} is committed to ensuring that all employees maintain high standards of integrity, professionalism, and commitment to their primary role. This Secondary Employment and Conflict of Interest Policy establishes clear guidelines for employees who wish to engage in secondary employment or any external activities that could present a conflict of interest. The purpose of this policy is to ensure transparency, protect service users, and uphold the company’s reputation while safeguarding employee well-being and performance.

2. Scope of the Policy

This policy applies to all employees, including full-time, part-time, temporary, agency staff, and contractors working within the company. It covers:

• Secondary employment, including self-employment.
• Voluntary work or unpaid roles.
• Business interests, investments, or affiliations with organisations that may present a conflict of interest.

3. Definition of Secondary Employment and Conflict of Interest

• Secondary Employment: Any additional employment or self-employment undertaken by an employee outside their contracted working hours with the company. This includes work within or outside the health and social care sector.
• Conflict of Interest: A situation where an employee’s personal, financial, or professional interests could interfere with their ability to perform their duties impartially and effectively. This includes situations where secondary employment may:
  • Compromise the quality of care provided to service users.
  • Create unfair competitive advantage.
  • Involve working for a competitor or partner organisation.

4. Declaration of Secondary Employment

To manage secondary employment efficiently, employees must:

• Notify the Company: Employees must inform the company of any existing or proposed secondary employment before commencing such activities. This must be done through a written declaration to the HR department.
• Approval Process: The company will assess each request based on:
  • Potential conflicts with the employee’s primary role.
  • The impact on working hours, rest periods, and overall well-being.
  • Potential risks to service user care, company interests, or confidentiality.
• Ongoing Monitoring: Employees must update the company if circumstances change, including new employment, changes in working hours, or additional responsibilities.

Failure to disclose secondary employment may result in disciplinary action, as it could compromise the quality of care and company compliance with employment and CQC regulations.

5. Managing Conflicts of Interest

To prevent and manage conflicts of interest effectively, the company follows these principles:

• Transparency: Employees must disclose any relationships, affiliations, or business interests that could influence their professional judgment.
• Assessment and Mitigation: The company assesses each declared conflict and implements measures to mitigate potential risks, such as adjusting job roles, reassigning duties, or restricting access to sensitive information.
• Confidentiality: Employees must not share confidential company information with external employers or third parties. Breaches of confidentiality may result in disciplinary action.

6. Working Hours, Rest Periods, and Well-Being

To safeguard employee well-being and ensure compliance with the Working Time Regulations 1998, the company enforces the following guidelines:

• Maximum Working Hours: Employees must not exceed 48 working hours per week across all employments unless they voluntarily opt out of the Working Time Directive.
• Rest Periods: Employees must have at least 11 consecutive hours of rest between shifts and a minimum of one full rest day per week.
• Health and Performance Monitoring: The company regularly monitors employee well-being, performance, and absenteeism. If secondary employment affects job performance or health, the company may review the employee’s working arrangements.

7. Confidentiality and Professional Conduct

Employees engaged in secondary employment must:

• Maintain confidentiality regarding company information, service users, and colleagues.
• Avoid representing the company in any external work unless authorised.
• Ensure that secondary employment does not interfere with professional conduct, attendance, or punctuality in their primary role.

8. Breach of Policy and Disciplinary Action

Failure to comply with this policy may result in disciplinary action, including formal warnings or termination of employment. Breaches include:

• Undertaking secondary employment without disclosure or approval.
• Failing to manage conflicts of interest appropriately.
• Allowing external work to affect job performance or service user care.

9. Employee Responsibilities

Employees must:

• Disclose any secondary employment or potential conflicts of interest.
• Seek approval before commencing external work.
• Maintain professional standards and prioritise their primary role.
• Report any changes in external employment status promptly.

10. Company Responsibilities

The company will:

• Assess secondary employment requests fairly and consistently.
• Monitor employee well-being and performance.
• Protect confidential information and mitigate conflicts of interest.
• Provide guidance and support to employees balancing multiple roles.

11. Review and Continuous Improvement

This policy will be reviewed annually or following significant changes in employment law, CQC regulations, or company operations. Employee feedback and incident reviews will inform continuous improvements.

12. Conclusion

{{org_field_name}} recognises the right of employees to engage in secondary employment while ensuring that it does not compromise their primary role, service user care, or company integrity. Through clear guidelines, transparent processes, and continuous monitoring, we promote a balanced approach that supports both professional growth and organisational excellence.

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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}}
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