The Code of Conduct and Ethics sets standards for all CIPD Members. If you believe that a CIPD Member has acted outside of the Code of Conduct and Ethics, you may wish to submit a complaint so that it can be considered through the conduct process.

Before making a complaint, please complete our checklist to help you determine whether the CIPD can deal with your concern(s).

Once you have completed the checklist, email to confirm whether the individual you wish to raise an allegation against was in current membership at the time the breach occurred. Once this has been confirmed, the Code of Conduct team will provide you with a raising an allegation form where you should fill in the details of your allegation and submit appropriate supporting evidence. The CIPD are not able to look in to complaints that are not supported by evidence. You do not need to provide us with details of the allegations or submit evidence before you have been provided with the raising an allegation form.

The CIPD recognises and designates individuals, not organisations. A Member is not automatically accountable if their organisation departs from expected standards or accepted practices. For there to be a breach of the Code, there should be a demonstrable element of discredit upon the Member’s behaviour. The approach of the CIPD is that establishing a case for disciplinary action, the degree of any departure from the CIPD Code is considered. It is not the role of the CIPD to review or act in an appellate capacity over decisions made in other related proceedings (legal or otherwise, including employment, recruitment or disciplinary disputes).

If it is believed that a Member has lied or attempted to mislead court or tribunal proceedings, the court hearing the evidence is the appropriate authority to make this determination. The CIPD cannot investigate such complaints unless the court has made an express finding to that effect. The weight of evidence required to show that a witness knew a statement was untrue when he/she made it (as opposed to having made a mistake or having a different interpretation of events) is too great to achieve within the limitations of a CIPD investigation. It would be inappropriate for CIPD to encroach upon the jurisdiction of a court in such a way.

The CIPD wishes to ensure that the Investigation and Conduct Procedures are fair and reasonable to all the parties involved. It is not therefore usually possible for the Complainant to remain anonymous.

Misrepresentation of membership

If an individual is misrepresenting their CIPD membership level or qualification you must inform in the first instance. If the matter is not concluded, it will be referred to the Code of Conduct team to review.

We cannot investigate allegations about:

  • people who were not in membership with the CIPD at the time of the alleged breach
  • events that took place more than 12 months ago unless in exceptional circumstances
  • companies' policies or their application of policies or processes
  • CIPD products or services
  • behaviour that falls outside the Code.

In these cases, please consider talking to one of the alternative contacts listed below.

  • Directgov is the UK government's help and information online service for people in England and Wales. It delivers information and practical advice about public services. 
  • The Equality and Human Rights Commission provides advice and information about the laws and rights in the UK about age, disability, gender, race and religion.
    0845 604 6610 (England)
    0845 604 5510 (Scotland)
    0845 604 8810 (Wales) 
  • The Information Commissioner’s Office is the UK’s independent authority set up to uphold information rights in the public interest, promoting openness by public bodies and data privacy for individuals.
    0303 123 1113 or 01625 545745
  • Acas stands for Advisory, Conciliation and Arbitration Service. Acas aim to improve organisations and working life through better employment relations and supply up-to-date information, independent advice and high quality training. Whether you're an employer or an employee you can get free advice from their website or by calling their telephone helpline.
    0300 123 1100
  • Protect advice
    Advise individuals with whistleblowing dilemmas at work, supports organisations with their whistleblowing arrangements and informs public policy and seeks legislative change.