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
5. Definition of Close Personal Associations / Relationships
When considering whether to declare a close personal association the employee should consider whether there could be any perceived influence or bias. Close personal associations / relationships within this guidance are defined as employees who are:
Married, Civil Partners, in a Partnership or Co-habiting arrangement.
Immediate family members of the applicant or employee e.g. Parents, Son / Daughter, Brother / Sister, Grandparent / Grandchild.
Other relations of the applicant or employee e.g. extended family such as Aunts/Uncles/Cousins/Nieces/Nephews and any other individuals with who there is a close personal association e.g. close friendships or relationships, business associates (outside the authority). It also includes a previous association e.g. former spouse, where there could be a degree of bias.
A child / young person or vulnerable adult /client whom an employee meets as a result of their employment.
A person with whom you are/have been in conflict or dispute.
In accordance with the Employee Declaration Procedure, where any employee is uncertain about whether an association should or should not be declared then they should err on the side of caution and declare it. The key test is whether such an association could be seen to affect an individual’s personal judgement.