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{{org_field_name}}

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 outline expectations regarding workplace relationships and professional conduct within our domiciliary care organisation. A professional, respectful, and inclusive work environment is essential to delivering high-quality care to service users, maintaining a safe and ethical workplace, and ensuring compliance with Care Quality Commission (CQC) Fundamental Standards, the Equality Act 2010, and other employment laws.

This policy establishes guidelines for maintaining professional relationships, managing conflicts of interest, ensuring dignity and respect in the workplace, and handling inappropriate conduct efficiently and fairly.

2. Scope

This policy applies to:

• All employees, including care workers, administrative staff, and management.
• Contractors, volunteers, and third-party service providers working with or representing {{org_field_name}}.
• Service users and their families, ensuring professional interactions.
• External stakeholders, including healthcare professionals, suppliers, and local authorities.

It covers:

• Expected standards of professional behaviour.
• Relationships in the workplace.
• Managing conflicts of interest.
• Boundaries in relationships with service users.
• Bullying, harassment, and discrimination.
• Reporting misconduct and handling breaches of conduct.

3. Legal and Regulatory Framework

This policy is aligned with the following legal and regulatory frameworks:

• Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 – Ensuring safe and effective service delivery.
• Care Quality Commission (CQC) Fundamental Standards – Maintaining high professional standards in care settings.
• Equality Act 2010 – Preventing workplace discrimination and promoting inclusivity.
• Employment Rights Act 1996 – Protecting employee rights and workplace fairness.
• General Data Protection Regulation (GDPR) 2018 – Governing the secure handling of personal and professional relationships data.

4. Expected Standards of Professional Behaviour

Employees are expected to uphold the highest standards of professionalism, respect, and integrity in all workplace interactions. This includes:

• Treating colleagues, service users, and stakeholders with dignity, respect, and fairness.
• Maintaining honesty, confidentiality, and professionalism at all times.
• Ensuring workplace communications remain professional, inclusive, and free from offensive language.
• Adhering to the organisation’s values, safeguarding policies, and ethical responsibilities.

5. Workplace Relationships

Positive workplace relationships contribute to a healthy work environment. However, relationships must remain appropriate, ethical, and free from conflicts of interest.

• Colleague Relationships: Employees must maintain respectful and collaborative working relationships.
• Personal Relationships: Any close personal or familial relationships between employees must be disclosed to management to prevent conflicts of interest.
• Romantic Relationships: If an employee enters a romantic relationship with a colleague, it must not impact workplace professionalism. Employees should notify management if any conflict of interest arises.

6. Managing Conflicts of Interest

Conflicts of interest may arise when personal relationships interfere with professional responsibilities. Employees must:

• Declare any personal, financial, or familial connections that may impact decision-making.
• Avoid favoritism, bias, or preferential treatment in hiring, promotions, and disciplinary actions.
• Ensure that workplace decisions remain impartial and ethical.

7. Boundaries in Relationships with Service Users

Employees must maintain professional boundaries with service users to protect their well-being and maintain ethical standards. This includes:

• Avoiding personal relationships with service users that could lead to exploitation or conflicts of interest.
• Not engaging in financial transactions, gifts, or loans with service users.
• Ensuring social media interactions remain professional and do not compromise confidentiality.
• Reporting any concerns about inappropriate attachments or boundary-crossing to management immediately.

8. Bullying, Harassment, and Discrimination

{{org_field_name}} maintains a zero-tolerance approach to bullying, harassment, and discrimination. This includes:

• Physical, verbal, or psychological harassment of any kind.
• Unfair treatment, exclusion, or intimidation of colleagues.
• Discriminatory behavior based on age, gender, race, disability, sexual orientation, or religion.
• Sexual harassment, inappropriate jokes, or offensive comments.

Reporting Procedures:

• Employees who experience or witness inappropriate behaviour should report it to their line manager.
• Complaints will be handled confidentially, fairly, and in accordance with grievance procedures.
• Disciplinary action, up to termination of employment, will be taken for proven cases of misconduct.

9. Reporting Misconduct and Handling Breaches of Conduct

To maintain a professional and safe workplace, all employees are encouraged to report breaches of this policy.

• How to Report Concerns:
  • Speak to a line manager or the Registered Manager.
  • Use the organisation’s whistleblowing procedures if necessary.
  • Reports can be made anonymously where appropriate.
• Investigation Process:
  • All reports are taken seriously and investigated promptly.
  • Investigations follow fair and impartial procedures.
  • If misconduct is proven, appropriate disciplinary action is taken.
• Protection Against Retaliation:
  • Employees who report genuine concerns are protected under whistleblowing laws.
  • Retaliation against complainants will result in disciplinary action.

10. Compliance Monitoring and Continuous Improvement

To ensure adherence to this policy, {{org_field_name}}:

• Conducts regular training and awareness sessions for all employees.
• Holds annual reviews to assess policy effectiveness.
• Provides ongoing HR support and confidential reporting mechanisms.
• Seeks employee feedback to improve workplace culture.

11. Policy Review and Updates

This policy is reviewed annually or in response to:

• Legislative changes impacting workplace relationships.
• Feedback from employees, service users, or regulators.
• Incidents or concerns that necessitate policy updates.

12. Conclusion

By implementing this Workplace Relationships and Professional Conduct Policy, our domiciliary care organisation fosters a safe, professional, and ethical working environment. Through clear behavioural expectations, conflict resolution procedures, and staff training, we ensure that our workplace culture supports respect, integrity, and compliance with employment and care sector regulations.

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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.