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
12. When a Relationship Breaks Down
There may be occasions when a close personal association breaks down and the individuals concerned remain in the same team, establishment, or work area with a potential impact on team relationships and service delivery. In such cases use of the authority’s Occupational Health service may be appropriate. The line manager should also consider the Authority’s Behavioural Standards Guidance. This may apply where an employee raises concerns relating to the perceived inappropriate behaviour of another member of the team.
There may be cases where professional mediation is the most appropriate and effective route to rebuild the relationship. Mediation is not however a universal remedy and as such advice should be sought from HR before discussion with the parties involved to assess whether this is the appropriate course of action.
Advice from the HR team can assist with this process where required. This may ultimately involve exploring with the parties whether a move to another team, establishment or location might be the most appropriate way forward. Managers should seek advice from the HR Team prior to discussing a move with an employee.