Haringey Council has updated its Code of Conduct, Conflict of Interest, and Menopause at Work policies for employees, aiming to align with best practices and legal requirements.
The changes were approved during the General Purposes Committee meeting on Thursday, 9th October, 2025, held at George Meehan House. The council said the updates are intended to provide clearer guidance and ensure the policies are easier for managers and employees to understand.
Code of Conduct Policy
The updated Code of Conduct Policy now includes guidance for all employees, with additional standards for those in management or with budgetary responsibilities. Information on working from abroad, including eligibility and application processes, has been added. A formal process for reporting concerns about potential breaches of the code has also been incorporated.
Appendix A of the policy outlines the responsibilities of managers and employees across various areas of workplace conduct, while Appendix B lists examples of gross misconduct.
The policy states that employees are expected to carry out their job to the best of their ability, comply with council policies and procedures and behave in a manner that reflects the council's values and behaviours and does not bring the reputation of the council into disrepute. Failure to comply may result in disciplinary action, potentially leading to dismissal.
Conflict of Interest Policy
The updated Conflict of Interest Policy provides further clarity on the process for agency workers and contractors to declare conflicts of interest. It also includes a section on the ongoing monitoring of declared interests and examples of potential conflicts in Appendix A.
The policy underscores the council's commitment to integrity, transparency, and accountability, stating that a conflict of interest can undermine trust and damage the council's reputation. It applies to all employees, agency workers, and contractors, with teachers and school employees following their own local policies.
Menopause at Work Policy and Guidance
The updated Menopause at Work Policy and Guidance expands on the legal aspects of menopause, reflecting developments introduced by the fictional Employment Rights Bill 2024. It also provides additional guidance on supportive adjustments and support options, such as the new reasonable adjustments hub.
The policy aims to foster an inclusive environment where all employees feel valued and supported throughout their working lives. It acknowledges the impact of menopause on an employee's wellbeing and commits to raising awareness and ensuring reasonable adjustments are available.
