{{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 establish clear, professional, and ethical standards for all temporary workers engaged by {{org_field_name}}, including registered nurses, healthcare assistants, and support staff. This Code ensures that all staff act with integrity, compassion, and professionalism while safeguarding the welfare of service users, promoting dignity, and complying with current English legislation including, but not limited to, The Health and Social Care Act 2008, The Agency Workers Regulations 2010, The Working Time Regulations 1998, and The Equality Act 2010.

This Code is a vital part of the employment relationship and forms part of your employment documentation as incorporated terms under your contract with {{org_field_name}}.

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, primarily care homes and other health and social care settings.
• 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

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.

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 safeguarding legislation and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014.

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}}.

4.4 Confidentiality and Data Protection

Temporary workers must:

• Protect all confidential information about service users, clients, and {{org_field_name}}, complying fully with the Data Protection Act 2018 and GDPR.
• Only share information on a “need to know” basis, in line with safeguarding, health, and legal requirements.
• Report any actual or suspected data breach immediately

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.

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.

4.7 Communication and Record Keeping

Temporary workers must:

• Communicate clearly, respectfully, and effectively with service users, colleagues, clients, and other stakeholders.
• Record all care and support accurately, contemporaneously, and truthfully, following both client and {{org_field_name}} policies.
• 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.

4.9 Working Time and Rest

Temporary workers must:

• Comply with The Working Time Regulations 1998, including required rest breaks and limits on working hours.
• Notify {{org_field_name}} of any additional employment to avoid exceeding safe working limits and to allow for appropriate scheduling.

4.10 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.

4.11 Declining Assignments

Temporary workers have the right to:

• Accept or decline assignments without fear of detriment, in line with their zero-hours contract rights.
• Request reasonable adjustments if they have a disability or health condition.

5. How Directors and Management Manage This Efficiently

The directors and management of {{org_field_name}} are responsible for ensuring the effective implementation and ongoing management of this Code of Conduct. They do so by:

• Training: Providing mandatory induction and ongoing training covering the Code of Conduct, safeguarding, equality, and health and safety.
• Monitoring Compliance: Regularly auditing staff records, complaints, incident reports, and feedback from clients and service users to ensure compliance.
• Support and Supervision: Offering regular supervision and support, creating a positive and safe environment for workers to raise concerns.
• Disciplinary Action: Investigating breaches of this Code promptly and fairly, taking disciplinary action where necessary in accordance with the Disciplinary Policy.
• Partnership Working: Collaborating with client organisations to ensure temporary workers understand and comply with client-specific requirements.
• Communication: Ensuring clear channels of communication between temporary workers, clients, and {{org_field_name}} are maintained.
• Continuous Improvement: Reviewing this Code annually and when changes to legislation, best practice, or business needs arise.

6. Policy Review

This policy will be reviewed annually, or earlier if there is a change in legislation, regulatory guidance, or the operational needs of {{org_field_name}}. Any updates will be communicated promptly to all workers and clients.

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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.