Code of Conduct and Ethics frequently asked questions

We’re committed to upholding high standards of professional conduct among our members. This process allows individuals to raise concerns if they believe a CIPD member has breached the Code of Conduct and Ethics. 

We’re a professional body, not a statutory regulator. Our remit is limited to matters concerning our members and their adherence to our Code. If a member breaches the Code, we may apply sanctions, but we can’t take further action against individuals or organisations. 

We aren’t responsible for referring allegations to employers, external organisations, other parties (including the police), or another regulator or membership association. However, we may escalate concerns to external authorities where they involve serious matters and/or fall within the jurisdiction of another organisation or authority. 

We investigate complaints specifically related to a member’s professional conduct or behaviour in a working capacity. Matters arising in a member’s personal life generally fall outside the scope of the process, unless a recognised authority (like a court) has made a formal finding of misconduct. 

We can’t investigate complaints in the following situations: 

• The individual isn’t a CIPD member or wasn’t a member at the time of the incident. 
• The complaint doesn’t include supporting evidence. 
• The complaint is about an organisation, not an individual member. 
• The incident took place more than 12 months ago, unless exceptional circumstances apply. 
• The complaint relates to company policies or their application. 
• The issue concerns our products or services. 
• The behaviour falls outside the scope of our Code of Conduct and Ethics. 
• The matter is a personal grievance. 
• The complaint involves an employment dispute that should be handled by the employer or through legal/dispute resolution channels (unless the outcome of these has been included). 
• The concern relates to whistleblowing within an organisation. 
• The complaint attempts to appeal or challenge decisions made in other proceedings (e.g., legal, recruitment or disciplinary). 
• The complaint seeks financial compensation. 
• The complaint is anonymous. 

In most cases, complainants can’t remain anonymous, as members are generally entitled to know who has made a complaint against them. If you prefer anonymity, tell us when you submit your complaint. We’ll consider requests on a case-by-case basis. However, even if your name is withheld, the member may still identify you. If you choose to stay anonymous, we can’t treat you as a formal complainant, which means you won’t be able to challenge decisions or get updates on the investigation. This may also limit our ability to fully investigate. 

First, contact our Membership Team by email cscomplaints@cipd.co.uk or phone to confirm whether the individual you wish to complain about is a CIPD member and was a member at the time of the alleged incident. You'll need to provide information like their full name, workplace, email, membership level (if known) and date(s) of the incident(s). 

If the person is a confirmed member, we’ll send you a complaint form to complete. You must complete the form in full and submit all supporting evidence with it. Evidence must relate directly to the member and the matter raised. You should provide copies of original, complete documents (e.g., full email chains) and clearly link each document to the relevant part of your complaint. Please also include outcomes of any internal or external processes you’ve pursued. Don’t include complaint details in your email; all information should be within the complaint form. If you need any reasonable adjustments to engage with the complaints process, please let us know and we’ll do our best to support you. 

We only accept documentary evidence. We don’t accept audio or video recordings. 

Yes, you can send a hard copy to the Code Complaints Team at Chartered Institute of Personnel and Development, 151 The Broadway, London SW19 1JQ. It may take longer for us to process information sent by post as our team is not always on site to collect and handle mail. 

You’ll receive an acknowledgment email. We’ll then begin an initial review (within two to three weeks, but potentially longer for complex cases) to determine whether the complaint falls within our remit and meets the criteria for investigation. 

You’ll be notified of one of the following: 

• We need more information or evidence. 
• Your complaint has been progressed for investigation (the member will be contacted). 
• We are proceeding as the complainant (e.g., if you’re anonymous or not directly involved). 
• Your complaint has been placed on hold due to parallel investigations or legal proceedings. 
• Your complaint has been rejected. This could be because it lacks sufficient evidence, falls outside our scope, or is deemed vexatious or an abuse of process. 

No, our decision not to investigate is final and is not subject to appeal. However, if new and relevant information becomes available within three months, we may reconsider your complaint. 

If we accept your complaint for investigation, we’ll appoint an investigation panel of three trained volunteers to determine whether there’s sufficient evidence of a Code breach. We’ll collect evidence from you, the member and other sources. Both you and the member have the right to be accompanied by a supporter during any meetings. We act as an intermediary. 

No, we don’t provide periodic updates during the investigation. You’ll be told the outcome. 

You’ll be notified of one of the following: 

• We need more information or evidence. 
• Your complaint has been progressed for investigation (the member will be contacted). 
• We are proceeding as the complainant (e.g., if you’re anonymous or not directly involved). 
• Your complaint has been placed on hold due to parallel investigations or legal proceedings. 
• Your complaint has been rejected. This could be because it lacks sufficient evidence, falls outside our scope, or is deemed vexatious or an abuse of process. 

Sanctions are based on the severity of the conduct and our regulatory framework and can include advice, formal warnings, imposition of conditions on membership, downgrading of membership, or temporary or permanent exclusion from membership. 

Investigation timeframes depend on the complexity and can range from two weeks to six months, with particularly complex matters taking considerably longer. 

Yes, you or the member can submit an ‘outcome appeal’ in writing within seven days of receiving the outcome. This must be based on a procedural error that may have affected the outcome, or on new evidence that was not reasonably available during the investigation and which may materially alter the outcome. 

Appeal hearings are conducted by an appeal panel of three new volunteers who have not had any involvement in considering the original complaint. 

The appeal panel will hear the appeal and may uphold the original outcome, overturn it, or (if it’s a ‘sanction appeal’ by the member) modify the sanction. You have the right to be accompanied by a supporter. 

Yes, the appeal panel's decision is final, and there is no further right of appeal. 

We expect complainants to adhere to our confidentiality requirements. Failure to do so may result in removal from the complaints process, which means you’ll no longer be considered a formal complainant and you’ll lose the right to challenge decisions or receive updates. 

No. We can’t give complainants or potential complainants legal advice. 

Yes you can, but this may cause delays to the complaints process as we may place your complaint on hold pending the outcome of the other complaint or legal process. 

Holding a CIPD qualification indicates that an individual has completed a programme of study accredited by the CIPD. However, this does not necessarily mean the individual is a current member of the CIPD. Only those who maintain active membership are subject to our professional standards and disciplinary procedures. If a person is not a current member, we don’t have authority to investigate or take action under our Code of Conduct. 

All data is handled in line with our privacy policy. 

We’re committed to upholding high standards of professional conduct among our members. This process addresses complaints about members who may have breached the Code of Conduct and Ethics. 

We’re a professional body, not a statutory regulator. Our remit is limited to matters concerning members’ adherence to our Code. If a member breaches the Code, we may remove them from membership. We don’t have the power to take further action against individuals or organisations beyond membership. 

We aren’t responsible for referring allegations to employers, external organisations, other parties, or the police. However, we may escalate concerns to external authorities where they involve serious matters or fall within the jurisdiction of another organisation or authority. 

We’ll conduct an initial review of the complaint form and supporting documentation to determine whether it falls within our remit and meets the threshold for formal investigation. 

We may: 

• progress the complaint to investigation; 
• act as the complainant where appropriate (e.g., if the original complainant isn’t involved, is anonymous, or can’t be contacted); 
• reject the complaint if it is vexatious, is an abuse of process, lacks evidence, or falls outside our scope; 
• offer a ‘consent order’ if there is clear evidence of a breach at face value (‘prima facie’). 

A ‘prima facie’ breach means there’s clear evidence of a Code breach during the initial review, such as misrepresentation of membership, plagiarism, or high-profile incidents decided by a court. A consent order allows the member to admit wrongdoing and accept a sanction without a full investigation, resolving the matter more quickly. 

We’ll write to you with a proposed sanction. You must sign and return the consent order within 14 days. If you don’t reply in time or refuse the offer, the complaint will proceed to a full investigation. 

If a complaint progresses to investigation, we’ll appoint three trained volunteers to an investigation panel. 

Yes, we’ll contact you and give you the opportunity to respond to the complaint and engage with the process. You usually need to send your response within 14 days. 

Both you and the complainant have the right to be accompanied by a supporter during any meetings related to the investigation. 

No, we don’t provide periodic updates while the investigation is ongoing. 

If you were a member when the complaint was received, we may continue the investigation. 

You’re encouraged to: address each allegation; confirm whether you accept or deny each one; provide supporting evidence; name witnesses if applicable; include reflective practice; and provide information about progress if you’re undertaking CIPD qualifications. 

Yes, you can send a hard copy to the Code Complaints Team at 151 The Broadway, London SW19 1JQ. It may take longer for us to process information sent by post as our team is not always on site to collect and handle mail. 

Yes, we offer access to our Member Support Service to members subject to an investigation.  

The Member Support Service provides confidential, independent support. The member supporter can offer guidance on the Code complaints procedures, explain the process and help with preparing your response to the allegations. This isn’t legal advice. 

Support through this service is available until you submit your response to the complaint. 

The panel will conclude: 

• Complaint upheld: There’s sufficient evidence to indicate a breach of the Code. 
• Complaint dismissed: There’s insufficient evidence to support a breach of the Code. 

Sanctions, applied according to our regulatory framework, can range from advice and formal warnings to imposition of conditions on membership, downgrading, or temporary or permanent exclusion from membership. 

When all proceedings have been completed, we may publish details of the findings and outcome on our website. Where it is considered to be in the public interest, we may disclose the identity of the member concerned. 

Investigation timeframes depend on complexity and can range from two weeks to six months. Particularly complex matters can take considerably longer. 

Yes, you or the complainant can submit an outcome appeal in writing within seven days of receiving the outcome if you believe there has been a procedural error or you have new evidence. 

Yes, you can submit a sanction appeal if you have new evidence, or if you believe there was a procedural error or the sanction is an incorrect reflection of the evidence. 

Appeal hearings are conducted by an appeal panel of three new volunteers who have not had any involvement in considering the complaint in question. 

The appeal panel will hear the appeal and may uphold the original outcome, overturn it, or modify the sanction. You have the right to be accompanied by a supporter. 

Yes, the appeal panel’s decision is final, and there is no further right of appeal. 

We expect complainants to adhere to our confidentiality requirements. If they fail to do this, we may remove them from the complaints process. 

We generally contact members only when a complaint has been formally referred for investigation. In cases where a complaint has been received, reviewed, and subsequently dismissed, members are typically not notified. If you believe someone has made a complaint against you, and wish to clarify, please contact cscomplaints@cipd.co.uk .

All data is handled in line with our privacy policy.