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Employee Code of Conduct

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What is this Code for?

The purpose of this Code is to provide all Bassetlaw Council Employees with an effective ethical framework in which to work.  It lays down guidance aimed at local government employees to help maintain and improve overall general standards of conduct and behaviour.  

It is considered that following this Code will give the Council’s customers and other stakeholders confidence that staff are working on their behalf in an appropriate manner. Following this Code will also assist in protecting employees from potential misunderstanding or criticism. 

It is important that employees, at all levels, read and appropriately understand the contents of the Code, as failure to adhere to its provisions may lead to disciplinary action and, in certain aspects of the Code constitute a criminal offence.

Who does it apply to?

This Code applies to all employees of Bassetlaw Council.

Inevitably some of the issues covered by the Code will affect senior, managerial and professional employees more than other employees.

All employees should be issued with a copy of the Code of Conduct.

Code Principles

The Council recognises that the public is entitled to the highest standards of conduct and service from its employees. In this regard all employees are expected to act lawfully and behave and carry out their work with:

  • Respect for others
  • Selflessness
  • Objectivity
  • Impartiality
  • Accountability
  • Loyalty
  • Care and due diligence
  • Stewardship (using all available resources responsibly and ensuring value for money)
  • Openness (with due respect for ‘confidential’ information and ‘personal/sensitive’ data)

Act with integrity and respect

Employees must:

  • Maintain honest, transparent, fair and lawful business activity with employees, employers, organisations, clients, tenants, other professionals and members of the public.
  • Uphold an exemplary attitude based on professional integrity, respect empathy and trust.
  • Always promote professional principles and values across the organisation and the wider local authority profession.
  • Apply informed, impartial and professional judgement and ethical decision-making principles in reaching difficult but responsible decisions.
  • Apply ethical business practices, ensuring that their professional duties and conduct are not compromised or influenced by their personal, political and financial interests, bias or the undue influence of others.
  • Ensure that all services provided by them and their organisation are performed in line with the code and in the best interest of the individuals and wider communities they serve.
  • Safeguard sensitive, confidential or privileged information entrusted to them as a result of their business activity.
  • Role model practices that promote equality of opportunity, diversity, collaboration, inclusion and human rights across their organisation.
  • Demonstrate sensitivity for the customs, cultures, perspectives and beliefs of others, valuing recognising and drawing on these in their professional activity.
  • Challenge others if they suspect unlawful, inappropriate, offensive, discriminatory or unethical behaviours and attitudes that are inconsistent with the values of Bassetlaw District Council and with their own professional values and integrity.

Dress Code

A professional and tidy appearance helps create a positive and inclusive work environment, so employees are expected to dress in a manner that reflects the standards of the organisation. Business‑casual attire is generally appropriate, which may include smart trousers, dresses, skirts, shirts, blouses, or clean company‑branded clothing.

Clothing should be well‑maintained, free from offensive graphics or slogans, and suitable for a professional setting. Employees should also consider safety requirements or role‑specific expectations where applicable. Overall, the aim is to present a respectful, comfortable, and professional image to colleagues, clients, and visitors.

Disclosure of Information

General

It is generally accepted that ‘openness’ is best in terms of public sector information. There are, however, a range of legislative requirements and restrictions in terms of different types of information which should not (or, conversely, should) be disclosed. The law also requires that certain types of information must be made available to Members, Auditors, Government Departments, service users, and the public. Working within the related legislation, the Council’s management makes policy decisions regarding openness and any processing and disclosure restrictions in terms of different types of information.

 

Generally speaking, information which is ‘confidential’ and is gained in respect of employment with the Council (i.e. information which is not trivial and/or is not easily/readily publicly available/accessible) generally has restrictions placed on it, as does data which is ‘personal ' or sensitive’.

All Employees should ensure they consider the different types of Council-related information they process or have access to, and understand the related processing, disclosure or restriction from disclosure requirements.

If an employee is uncertain whether or not particular information should be disclosed to the person/organisation making the request, they should first consult their line manager.

Employees who are also line managers have a responsibility to support their staff in understanding how processing and disclosure of information requirements relate to the types of information they process or have access to within their own particular role.

Employees should not use any information obtained in the course of their employment for personal gain or benefit, nor should they pass it on to others who might use it in such a way. Any particular information received by an employee from a Councillor which is personal to that Councillor and does not belong to the Council should not be divulged by the employee without the prior approval of that Councillor, except where such disclosure is required or sanctioned by the law.

Whistleblowing

The general duty of ‘confidentiality’ of information is, however, subject to public interest disclosure (whistleblowing) legislation, which protects workers who disclose certain information to another party, in certain circumstances.  (Examples of such issues include evidence of a serious criminal offence or serious breach of health and safety being committed by the organisation).   
Where an employee feels that it is in the public interest to disclose something that is deemed by the Council to be confidential, they must consider and act appropriately on this under the Council’s ‘Whistleblowing Policy and Procedure’.  

Under the Freedom of Information Act 2000, there is a general public right of access to recorded information held by a public authority.  This is, however, subject to certain exemptions, including: legal obligation; personal information; (actionable) breach of confidence; commercial interests.  

Any such requests for disclosure of the Council’s held information must be responded to carefully in line with the provisions of this Act.  If unsure, employees are advised to seek advice from their line manager, as appropriate, in the first instance. If you receive a request which you think falls under the Freedom of Information Act, send it immediately to the Central Freedom of Information Officer in Legal Services. Further advice and guidance can be obtained from the Council’s “Handling Information Requests” leaflet, which can be found under FOI on the Intranet.

The Data Protection Act protects the privacy and integrity of ‘personal’ and ‘sensitive’ data held and processed by the Council, whether electronic or held in relevant manual filing systems.

‘Personal data’ means data relating to a living individual, who can be identified from that data (e.g. items such a name and address, educational background, photographs, expressions of opinion about the individual). Certain types of personal data are regarded as ‘sensitive’ (e.g. race, disability, sexual life, TU membership, political opinions or criminal proceedings) and these types of data are afforded an even greater level of protection.

Employees of the Council will have varying roles and levels of access to different types of personal data, whether relating to other employees and/or service users. Employees must appropriately familiarise themselves with the detailed Data Protection requirements relating to their involvement and role with personal data.  The Council has a Data Protection Handbook which should appropriately be referred to in this regard.

Employees serve the Council as a whole. It follows they must serve all Councillors and not just those of the controlling group, and must ensure that the individual rights of all Councillors are respected.

Subject to the Council’s conventions, employees may also be required to advise political groups.They must do so in ways which do not compromise their political neutrality.

Freedom of Information

Under the Freedom of Information Act 2000 there is a general public right of access to recorded information held by a public authority. This is, however, subject to certain exemptions, including: legal obligation; personal information; (actionable) breach of confidence; commercial interests.

Any such requests for disclosure of the Council’s held information must be responded carefully in line with the provisions of this Act. If unsure, employees are advised to seek advice from their line manager, as appropriate, in the first instance. If you receive a request which you think falls under the Freedom of Information Act, send it immediately to the Central Freedom of Information Officer in Legal Services. Further advice and guidance can be obtained from the Council’s “Handling Information Requests” leaflet, which can be found under FOI on the Intranet.

Data Protection - Personal Data

The Data Protection Act protects the privacy and integrity of ‘personal’ and ‘sensitive’ data held and processed by the Council, whether electronic or held in relevant manual filing systems.

‘Personal data’ means data relating to a living individual, who can be identified from that data (e.g. items such as name and address, educational background, photographs, expressions of opinion about the individual). Certain types of personal data are regarded as ‘sensitive’ (e.g., race, disability, sexual life, TU membership, political opinions or criminal proceedings) and these types of data are afforded an even greater level of protection.

Employees of the Council will have varying roles and levels of access to different types of personal data, whether relating to other employees and/or service users. Employees must appropriately familiarise themselves with the detailed Data Protection requirements relating to their involvement and role with personal data. The Council has a Data Protection Handbook, which should appropriately be referred to in this regard.

Maintain Professional Competence

This applies to all professional contexts and interactions: these include (but are not limited to): networking events, meeting customers, third parties or service users, work-related social events, travelling for work including overnight stays, any online meetings, digital and social media professional interactions along with any written or physical formats (e.g. notes and letters).  Breaches of this code may result in disciplinary action.

Employees must:

  • Recognise and take ownership of their actions and mistakes, learning from them and striving to rectify them.
  • Recognise the social and environmental impact of their work.
  • Conduct themselves in a way that upholds the values of Bassetlaw District Council by driving positive outcomes and maximising the impact they make on the individuals and communities they serve, actively supporting and influencing others to follow suit.
  • Act as an ambassador for the organisation by championing, role-modelling and promote exemplary ethical conduct.
  • Recognise and value the impact of their behaviour.
  • Pursue opportunities to embrace innovation and vision.

Political Neutrality

Employees serve the Council as a whole. It follows they must serve all Councillors and not just those of the controlling group, and must ensure that the individual rights of all Councillors are respected.

Subject to the Council’s conventions, employees may also be required to advise political groups. They must do so in ways which do not compromise their political neutrality.

Employees, whether or not politically restricted, must follow every lawful expressed policy of the Council and must not allow their own personal or political opinions to interfere with their work.

Relationships

Councillors

Employees are responsible to the Council through its senior managers. For some, their role is to give advice to Councillors and senior managers, and all are there to carry out the Council’s work. Mutual respect between employees and Councillors is essential to good local government. Close personal familiarity between employees and individual Councillors can damage the relationship and prove embarrassing to other employees and Councillors and should therefore be avoided. Where a relationship does exist, efforts should be made to keep contact during work time to the absolute minimum.

For the effective conduct of Council business, there must be mutual respect, trust and courtesy in all meetings and contacts, both formal and informal, between Members and employees.

A Member should not apply undue pressure on an employee either to do anything that he/she is not empowered to do or to undertake work outside normal duties or outside normal hours.

Similarly, an employee must neither seek to use undue influence on an individual Member to make a decision in their favour nor raise personal matters to do with their job nor make claims or allegations about other staff.

Senior Officers may properly be called upon to support and contribute to deliberations by party groups if members wish to give preliminary consideration to matters of Council business in advance of such matters being considered by the relevant Council decision-making body.

In such circumstances, permission must be obtained from the Chief Executive prior to the Officer agreeing to attend the meeting.

Further information on Member Officer Protocols can be found in the Council’s Constitution on the Intranet. However, if you have any specific concerns relating to your contact with members, advice and guidance may be sought from the Monitoring Officer or the Senior Solicitor.

MPs

MPs can help their constituents by advising on problems (particularly those that arise from the work of government departments), representing the concerns of their constituents in Parliament and acting as a figurehead for the local area.

Problems with local authority services will generally be raised with the local councillor, however residents may contact their MP to raise issues on their behalf and seek clarification or a resolution.

Issues raised in writing should be coordinated centrally through Member Support to ensure responses are timely. Issues raised by phone should generally be dealt with by Senior Officers. Requests made to attend meetings should be referred to Senior Officers.

The Local Community and Service Users

Employees should always remember their responsibilities to the community they serve and ensure courteous, efficient, and impartial service delivery to all groups and individuals within that community as defined by the policies of the Council.

You should appropriately display and/or introduce your name and job title/role to any member of the public with whom you have contact in the course of your duties. This will be as appropriate to your role and provided by management, for example, a work identity card.

You should never allow any personal relationship with a service user to conflict with the duties of your employment or the best interests of any service user. You must not allow yourself to be compromised by, or take advantage of, your relationship with a service user.

Contractors and Suppliers

Employees should always remember their responsibilities to the community they serve and ensure courteous, efficient, and impartial service delivery to all groups and individuals within that community as defined by the policies of the Council.

You should appropriately display and/or introduce your name and job title/role to any member of the public with whom you have contact in the course of your duties. This will be as appropriate to your role and provided by management, for example, a work identity card.

You should never allow any personal relationship with a service user to conflict with the duties of your employment or the best interests of any service user. You must not allow yourself to be compromised by, or take advantage of, your Relationship with a service user.

Personal Relationships in the Workplace

To maintain fairness, objectivity, and the integrity of decision‑making, employees who are in a close personal relationship (including romantic relationships, domestic partnerships, or close family relationships) must not be placed within the same direct chain of command. This includes situations where one individual has supervisory responsibility over the other, or where their roles involve authorising, reviewing, or approving each other’s work, expenses, performance evaluations, or employment-related decisions.

Where such a relationship exists or develops, it is the responsibility of the employees involved to disclose it to HR as soon as possible so that appropriate adjustments can be made. The organisation will take reasonable steps, such as reassignment of duties or reporting lines, to prevent conflicts of interest or perceived bias.

Professional Boundaries

Professional boundaries define the limits of behaviour that allow an employee and service users to engage appropriately and safely. The boundaries are based upon trust and respect.

Employees have a responsibility to provide safe, effective and appropriate services to users. Whilst it is recognised that staff must remain approachable and provide accessible services, employees must at all times establish and maintain appropriate boundaries between themselves and service users.

The rights, needs and dignity of service users must be respected at all times. Employees must recognise and understand that they are in a position of trust, authority and sometimes relative power when providing services to customers. This position must not be abused at any time. In terms of all interactions with service users the aim must always be to build and maintain professional working relationships. Allowing more personal friendships and relationships to develop with service users should be avoided as this situation can place yourself and the Council in a difficult position, with increased risk of allegations and of being professionally compromised. This is particularly crucial when dealing with any vulnerable service uses.

Employees have a clear job description and policy and practice framework within which they must carry out all interactions with service users. Interactions with service users must have a clear business purpose that falls within the remit of the employee’s job description. For example, employees must not carry out tasks of personal favours for their services users which are outside of their job role.

If faced with a situation of service users requesting them to retain, transport or handle personal money or valuables (outside of the clearly defined job description) they should not do so. This can leave employees vulnerable to misunderstandings and/or unfair allegations and therefore should normally be avoided.

Appointment and Other Employment Matters

Employees involved in appointments should ensure that these are made on the basis of merit in line with the Council’s Recruitment and Selection Policy and Procedure. It would be unlawful for an employee to make an appointment, which was based on anything other than the ability of the candidate to undertake the duties of the post. In order to avoid any possible accusation of bias, employees should not be involved in an appointment where they are related to an applicant. Wherever possible, employees should not be involved in an appointment where they have a close personal relationship outside work with the applicant but where this is unavoidable a declaration of the relationship should be made to their relevant senior manager or Chair of the Appointment Panel.

Similarly, employees should not be involved in decisions relating to discipline, promotion or pay adjustments for any other employee who is a relative, partner, or where other close/personal relationships exists.

Outside Commitments 

Employees have conditions of service which require them to obtain written consent from their Director to take any outside employment. All employees should be clear about their contractual obligations and should not take outside employment which conflicts with the Council’s interests. Guidance should be sought from the relevant Head of Service.

The Council has ownership of all written material or computer data created during their employment. Such property should not be used for purposes other than in the course of their employment unless first obtaining the prior written approval of the relevant Director.

Although we do not in general seek to regulate the private behaviour of staff, we recognise that, on some occasions, a staff member’s behaviour away from work may call into question their suitability to be employed in certain areas of the Council. It is the responsibility of all staff therefore to behave, both at work and outside, in ways which uphold their own credibility and does not bring the Council into disrepute.

Declaration of Personal Interests

Employees must formally declare to the Chief Executive, through their Head of Service any financial or non-financial interests that they consider could bring about conflict with the Council’s interests.

Employees must formally declare to the Chief Executive, through their Head of Service, membership of any organisation which is not open to the public without formal membership and has a commitment of allegiance and which has secrecy about rules or membership or conduct.

Criminal Offences

Conduct by the employee in their private lives which may amount to a criminal offence but for which a conviction has not been secured will be considered by the Council. In some circumstances it may be considered to bring the Council into disrepute but in other cases this code will not apply if the offending conduct had nothing specifically to do with the employee’s employment or the duties and responsibilities that their post includes.

If an employee is convicted either whilst in employment or prior to employment that is thought to impact on their duties or brings the Council into disrepute, then the organisation may consider their future with the organisation.

It is the responsibility and duty of all employees to notify the Council of convictions or charges, including driving offences, taking into account the current Rehabilitation of Offenders legislation. Failure to do so may result in disciplinary action being taken.

Equality and Diversity

All employees should ensure that policies relating to equality issues, as agreed by the Council are complied with in addition to the requirements of the current related legislation.  All members of the local community, customers and other employees have a right to be treated with fairness, equity, dignity, and respect. 

Separation of Roles During Tendering

Employees involved in the tendering process and dealing with contractors should be clear on the separation of client and contractor roles within the Council. Senior employees who have both a client and contractor responsibility must be aware of the need for accountability and openness.

Employees in contractor or client units must exercise fairness and impartiality when dealing with all customers, suppliers, other contractors and sub-contractors.

Employees who are privy to confidential information on tenders or costs for either internal or external contractors should not disclose that information to any unauthorised party or organisation.

Employees contemplating a management buyout should, as soon as they have formed a definite intent, inform the Chief Executive and Solicitor to the Council and withdraw from the contract awarding processes.       
Employees should ensure that no special favour is shown to current or recent former employees or their partners, close relatives or associates in awarding contracts to businesses run by them or employing them in a senior or relevant managerial capacity.

Fraud, Bribery and Corruption

The Council regards fraudulent behaviour, bribery (giving or receiving of bribes) and/or corruption in terms of any aspect of an employee’s employment extremely seriously, and any such activity will not be tolerated. Not only are these serious internal disciplinary matters, but are also criminal offences for which prosecution may follow. In this regard, the Council has in place an Anti-Fraud and Anti-Corruption Strategy and Policy and Anti-Bribery Policy and Procedure, which should be appropriately understood, referred to and adhered to across the Council.

Employees must be aware that it is a serious criminal offence for them to corruptly receive or give any gift, loan, fee, reward or advantage for doing, or not doing, anything or showing favour, or disfavour to any person in their official capacity. If an allegation is made of bribery and/or other corruption, it is for the employee to demonstrate that any such rewards have not been corruptly obtained. Any allegations of corruption should be reported to their line manager or, if unable to do this, to another senior manager.

Preventing Harassment and Promoting Respect

Bassetlaw District Council is committed to creating a work environment free of harassment and bullying, which includes sexual harassment, where everyone is treated with dignity and respect.

Bassetlaw District Council’s approach to bullying and harassment is one of zero tolerance.  Any instance of bullying or harassment or other inappropriate behaviour at work that is likely to cause offence or breach the dignity and respect of colleagues, members, suppliers, customers, tenants or members of the public will be regarded as serious misconduct and is strictly prohibited.  Employees responsible for such behaviour will be subject to disciplinary action.

Bassetlaw District Council will also not tolerate victimisation of a person for making allegations of bullying or harassment in good faith or supporting someone to make such a complaint.  Victimisation is a disciplinary offence.

All employees are expected to uphold the highest standards of professional conduct in the workplace and all types of professional interactions.  This includes a proactive duty to prevent all forms of harassment or unwanted conduct, including sexual harassment in these contexts.  

All employees must:

  • Proactively support a safe, inclusive, and respectful working environment, free from harassment and discrimination.
  • Take reasonable steps to prevent sexual harassment, including by promoting good practice, raising awareness, and intervening where appropriate. 
  • Adhere to relevant workplace sexual harassment and dignity at work policies.

Definition of harassment

Harassment is defined as any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of:

  • Violating a person’s dignity; or
  • Creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.
    Unlawful harassment may include:
  • Conduct related to a protected characteristic: age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation.
  • Sexual harassment: conduct of a sexual nature that is unwanted.
  • Unfavourable treatment of someone because they have submitted to or rejected harassment related to sex or gender reassignment.

Online / digital harassment

All Bassetlaw District Council employees are expected to use digital technologies, including mobile phones and social media, responsibly and professionally, and ensure that their conduct does not amount to harassment, bullying, intimidation or misuse of personal or confidential information.

Employees must refrain from any digital behaviour that could reasonably be perceived as offensive, intrusive, abusive, discriminatory, or displaying any other form of online abuse, and any conduct damaging to the reputation of Bassetlaw District Council, which may include (but is not restricted to) monitoring, cyberstalking, cyberbullying, harassing, threatening, controlling or impersonating another person using the internet or other technology.

Accountability and reporting

Bassetlaw District Council employees are expected to:

  • Report concerns or incidents of harassment (including online harassment) they witness or are made aware of.
  • Support individuals who raise complaints in good faith.
  • Understand that inaction or failure to challenge inappropriate conduct may constitute a breach of this code.

Other Misconduct

Bassetlaw District Council will consider taking appropriate action through the Disciplinary Procedure against any staff member who:

  • Victimises, intimidates or harasses a fellow staff member, member of the public, family member or partner.
  • Uses resources and equipment at Bassetlaw District Council to track their partner, including phone, e-mail, Case management system or Police contacts/systems
  • Behaves in an unlawful or criminal manner, both inside or outside of work, which affects their DBS clearance
  • Contravenes any element of this Code of Conduct.

Use of Resources

Employees must ensure that they use public funds and other resources entrusted to them in a responsible and lawful manner.  They should strive to ensure value for money to the local community and to avoid legal challenge to the Council.

Facilities such as ICT or other equipment, tools, transport and telephones are provided by the Council for your use only whilst engaged on official duties.  Employees must not utilise such facilities for personal use or gain (unless specifically and appropriately authorised by senior management to do so).

On leaving the organisation the Employee is responsible for returning all equipment given by the Council to enable them to undertake their role/duties.  The equipment should normally be returned to the Employees line manager on their last working day of employment along with any corporate ID.

Gifts and Hospitality

All staff are required to comply with the requirements of the Gifts & Hospitality Protocol. The Protocol contains guidance on when gifts and hospitality may and may not be accepted and the process for recording such. Employees must always report offers of gifts and hospitality to their line manager and seek advice regarding acceptance.

For a more detailed explanation see the Anti-Bribery and Anti-Corruption Strategy and Policy. Should members of staff wish to report any concerns or allegations they should refer to the Whistleblowing Policy.

Sponsorship - Giving and Receiving

Where an outside organisation wishes to sponsor or is seeking to sponsor a local government activity, whether by invitation, tender negotiation or voluntarily, the basic conventions concerning acceptance of gifts or hospitality apply.   Particular care must be taken when dealing with contractors or potential contractors.

Where the Council wishes to sponsor an event or service neither an employee nor any partner, spouse or relative must benefit from such sponsorship in a direct way without there being full disclosure to the Chief Executive of any such interest. Similarly, where the Council through sponsorship, grant aid, financial or other means, gives support in the community, employees should ensure that impartial advice is given and that there is no conflict of interest involved.

Press and Media Relations

Employees must not deal directly with the press or media on any matters relating to or involving the Council unless they have the express authorisation of an appropriate Head of Service, Director (or the Chief Executive), as appropriate.

All press and media enquiries for information or comment on issues affecting the work or services of the Council must initially be referred to an appropriate Head of Service, who will ensure appropriate liaison with the Council’s Communications Team.

The Council's Image and Personal Presentation

Employees personal presentation whilst at work reflects on the Council. Employees are expected to present themselves at work with clean, presentable clothing and standards of dress (including appropriate dress and use of equipment in terms of health and safety/personal protection) as is deemed reasonable and appropriate to the job role held. There is an expectation for staff to maintain reasonable standards of personal hygiene and cleanliness at work.

Does this Code of Conduct link closely with other BDC documents?

  • Whistleblowing Policy & Procedure
  • Data Protection Handbook
  • Anti-Fraud & Anti-Corruption Strategy & Policy
  • Anti-Bribery Policy & Procedures
  • Corporate Procurement Policy & Strategy
  • Gifts and Hospitality Protocol
  • Protocol for Councillors and Employees (including ‘Registration of Offers of Gifts and Hospitality-Employees’ Declaration Form)
  • Disciplinary Policy & Procedure.

Last Updated on Wednesday, August 26, 2026