Health and Care Professions Council logo HCPC - Health and Care Professions Council
Park House, 184 Kennington Park Road, London, SE11 4BU
+44 (0)300 500 6184

When should an employer or manager raise a concern?

Employment issues

Incidents involving employment issues which do not affect the safety or wellbeing of service users do not need to be referred to us.

Examples are:

Local Resolution

We recognise that employers and managers deal with situations concerning the misconduct, lack of competence and ill health of their staff every day, and that this will include situations with our registrants. In most cases, these situations can be resolved quickly and proportionately through local procedures.

If issues are resolved satisfactorily at a local level, it is unlikely that there will be evidence to suggest that the registrant’s fitness to practise is impaired. So if it is referred to us, we would normally close the case without taking any further action. We are unlikely to find evidence that a registrant’s fitness to practise is impaired in cases:

What concerns should I tell you about?

Whether or not you need to tell us about a concern will depend on the circumstances and the seriousness. The information above will help you make this decision. However, we should be told if:

If you or anyone in your organisation is in any doubt about whether we need to be told, you should contact us.

Remember that issues that cause you to take disciplinary action may not result in us placing any sanction on the registrant. In other cases, we may take more serious action than you. This may mean that the registrant cannot work in their profession or has restrictions placed on their practice. Fitness to practise and employment processes are different and can result in different outcomes.

When should I refer a concern to you?

You should refer a concern to us immediately if:

Otherwise, you should normally refer a concern to us when you know the outcome of your disciplinary process.

Letting us know about a matter does not necessarily mean that we will begin fitness to practise proceedings immediately, or ask you to suspend or end your own procedures. In many instances it will be more appropriate for us to wait until you have finished your procedures.

Even if we do not immediately pursue an allegation, once we have been told about it, we are better placed to protect the public. For example, once we are made aware of an allegation, the registrant concerned cannot avoid the consequences by removing themselves from the Register or allow their registration to end.

We can also place interim restrictions on a registrant’s right to practise, if that proves to be appropriate. You can find more information about by clicking here.

Related Documents
Fitness to practise referral form - EmployersMicrosoft Word Document101kb
Information for employers and managers: The fitness to practise processAdobe PDF Document120kb