Close Personal Associations and Relationships Guidance - June 2026
In this section
- 1. Introduction
- 2. Scope
- 3. Principals
- 4. Roles and Responsibilities
- 5. Definition of Close Personal Associations / Relationships
- 6. Defining a Relevant Team or Establishment or Work Area
- 7. Recruitment and Appointment of Employees
- 8. Requirement to Disclose a Close Personal Association
- 9. Where there is a Relationship Between Applicant and Manager or Team Colleagues
- 10. Authority to Appoint
- 11. When Issues Cannot be Managed Effectively
- 12. When a Relationship Breaks Down
- 13. Conduct or Performance Issues
- 14. Close Personal Associations between an Employee and a Child / Young Person or Vulnerable Adult
- 15. Colleagues Affected by a Close Personal Association
- 16. Provision of References
- 17. Financial Regulations
- 18. Associations with Contractors or Potential Contractors
- 19. Failure to Disclose a Close Personal Association
- 20. Ensuring Equality of Opportunity
- APPENDIX 1 - Officers' Declaration of Personal Interests
- APPENDIX 2 - Relationship Protocol
1. Introduction
Carmarthenshire County Council recognises that a significant number of close personal associations / relationships are formed at work. Also, as a large employer, situations arise within the authority where parent and child, grandparent / grandchild, siblings, or other relatives are employed within the same team, establishment or work area.
In most cases, it is unlikely that an association / relationship between colleagues would have any impact on the work of the authority. However, from time to time a close personal association / relationship at work can interfere with and / or threaten to harm the work and /or service provision.
The implications of close personal associations / relationships at work can include:
effect on the trust and confidence of colleagues in relation to a conflict of interest, fair treatment, their own ability to discuss issues openly within a
team or with their line manager.
Perception of service users or the general public in relation to the
Professionalism and fairness of the authority and its employees.
Operational issues affecting the ability to deliver the service effectively.
Conflicting loyalties and breach of confidentiality.
The purpose of this guidance is, therefore, to assist managers and HR Team within People, Digital and Policy, in dealing sensitively, but effectively, with situations where employees have, or form a close personal association / relationship with someone with whom they work.
These provisions are intended to avoid any possible conflict of interest or accusation of bias, favouritism or prejudice. They are also intended to ensure that all employees feel confident of fair treatment without the fear that a close personal association will influence their own or other employee’s treatment or broader working relationships.