{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Staff Conduct and Code of Ethics Policy

1. Purpose

The purpose of this policy is to establish the expected standards of professional conduct and ethical behaviour for all staff at {{org_field_name}}. Our organisation is committed to delivering high-quality, person-centred domiciliary care while upholding integrity, respect, and professionalism in all aspects of service delivery. This policy ensures compliance with CIW regulations, the Social Services and Well-being (Wales) Act 2014, and the Regulation and Inspection of Social Care (Wales) Act 2016.

2. Scope

This policy applies to:

• All employees, including care workers, managers, and office staff.
• Volunteers and agency workers providing services on behalf of {{org_field_name}}.
• Contractors or external partners engaged in service delivery.

It covers:

• Professional standards and ethical principles
• Expectations of staff conduct
• Confidentiality and data protection
• Conflicts of interest
• Safeguarding responsibilities
• Handling complaints and whistleblowing

3. Core Ethical Principles

At {{org_field_name}}, we expect all staff to uphold the following ethical principles in their work:

3.1 Respect and Dignity

• Treat all service users, colleagues, and stakeholders with dignity and respect.
• Recognise and support the individual choices, cultural beliefs, and personal preferences of service users.
• Refrain from any form of discrimination, harassment, or degrading treatment【29】.

3.2 Professionalism and Integrity

• Perform duties honestly, reliably, and competently in line with professional standards.
• Avoid fraud, dishonesty, or falsification of records.
• Do not accept bribes, gifts, or inducements that could influence decision-making.

3.3 Commitment to High-Quality Care

• Ensure all service users receive safe, person-centred care tailored to their needs.
• Follow care plans accurately and report any deviations or concerns.
• Maintain a positive attitude and professional appearance at all times.

3.4 Confidentiality and Data Protection

• Service user information must be kept confidential in line with the Confidentiality and Data Protection Policy (DCW34) and GDPR regulations.
• Do not discuss confidential matters in public or disclose service user information without consent.
• Use secure systems for storing and transmitting sensitive information.

4. Expected Standards of Conduct

4.1 Punctuality and Reliability

• Staff must arrive on time for all scheduled shifts and home visits.
• Report absences immediately to management following the Staff Leave and Absence Policy (DCW33).
• Ensure accurate timekeeping and documentation of care visits.

4.2 Communication and Teamwork

• Communicate clearly and respectfully with service users, colleagues, and external professionals.
• Listen actively and respond professionally to feedback or concerns.
• Work collaboratively with other staff to ensure seamless care delivery.

4.3 Use of Social Media and Public Representation

• Staff must not post inappropriate or sensitive information about service users, colleagues, or the organisation online.
• Any engagement with the media or public representation of {{org_field_name}} must be approved by management.

4.4 Dress Code and Personal Hygiene

• Staff must wear appropriate uniforms and maintain good personal hygiene.
• Jewellery should be minimal and non-hazardous.
• Hair should be tied back if working in close contact with service users.

4.5 Boundaries and Relationships with Service Users

• Maintain professional relationships at all times and avoid any personal or financial involvement.
• Do not engage in romantic or inappropriate relationships with service users or their families.
• Refrain from borrowing, lending, or handling money for personal gain.

5. Safeguarding and Whistleblowing Responsibilities

5.1 Duty to Report Safeguarding Concerns

• All staff have a legal duty to report suspected abuse, neglect, or exploitation following the Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13)【34】.
• Any concerns must be reported immediately to the Safeguarding Lead: {{org_field_safeguarding_lead_name}} ({{org_field_safeguarding_lead_role}}).
• Failure to report safeguarding concerns may result in disciplinary action.

5.2 Whistleblowing: Reporting Wrongdoing

• Staff are encouraged to speak up about misconduct, malpractice, or unsafe practices under the Whistleblowing (Speaking Up) Policy (DCW29).
• Reports can be made confidentially and will be taken seriously without fear of retaliation.
• Concerns can also be escalated externally to Care Inspectorate Wales (CIW) or Public Services Ombudsman for Wales if necessary.

6. Conflict of Interest and Gifts

6.1 Identifying Conflicts of Interest

• Staff must disclose any personal relationships with service users that could affect professional judgment.
• Any secondary employment or external business interests must be declared to management.

6.2 Accepting Gifts or Financial Transactions

• Staff must not accept money, gifts, or tips from service users.
• Small tokens of appreciation (e.g., chocolates, thank-you cards) may be accepted but must be declared to management.
• Handling service user finances is only permitted if outlined in the Managing Service User Finances Policy (DCW41).

7. Handling Complaints and Investigations

7.1 Responding to Complaints

• Complaints from service users or colleagues should be handled calmly and professionally.
• Staff must report all complaints to their manager and follow the Receiving and Acting on Complaints Policy (DCW14).
• Investigations into misconduct will be fair, transparent, and in line with disciplinary procedures.

7.2 Disciplinary Actions for Misconduct

• Breaches of conduct may result in warnings, suspension, or dismissal, depending on severity.
• Serious cases (e.g., abuse, fraud, gross misconduct) may be referred to CIW and could result in legal action.

8. Training and Support for Staff

• All employees must complete mandatory induction training on conduct, safeguarding, and ethics.
• Ongoing refresher training and professional development are provided annually.
• Managers will offer support and supervision to discuss ethical concerns or workplace challenges.

9. Monitoring and Compliance

• The Registered Manager is responsible for ensuring compliance with this policy.
• Regular audits and spot-checks are conducted to monitor adherence to ethical standards.
• CIW inspections will assess staff conduct as part of regulatory compliance checks.

10. Related Policies

This policy should be read in conjunction with:

• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13)
• Whistleblowing (Speaking Up) Policy (DCW29)
• Receiving and Acting on Complaints Policy (DCW14)
• Confidentiality and Data Protection (GDPR) Policy (DCW34)
• Disciplinary and Grievance Policy (DCW31)

11. Policy Review

This policy will be reviewed annually or sooner if required by legislative updates, CIW regulations, or operational needs. Staff will be informed of any amendments, and additional training will be provided as necessary.

---

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.