To help you understand the implications of the updated Codes of Professional Practice, this guide combines some of the high-level code principles with the newly updated day-to-day Practice Guidance to detail the key changes. For full details of all the changes please refer to the links at the bottom of this guide.
Perhaps the most important change is that every single standard has changed from a workplace instruction (“You must”) to an individual, firstperson promise (“I must”), completely shifting accountability to the worker themselves. This is a huge change to the code and makes individuals much more responsible for their own actions and removes the option for workers to shift the blame to their employer, by saying they were following instructions.
Section 1: Views, Wishes, and Rights
The Code Principle: “I must respect the views and wishes, and support the rights and interests of individuals, their carers, and my colleagues.”
The changes and what they mean:
- Active Bystanding (Section 1.3): The previous code simply told you to avoid discriminatory actions. The new standard makes it a mandatory breach of your registration if you stay silent when witnessing bias. You are required to actively challenge or report discriminatory comments, behaviours, or unfair routines from colleagues, managers, or visitors.
- The Language “Active Offer”: Respecting language choice has been elevated from a minor rule to a core right within Section 1. You must proactively ask individuals if they prefer to communicate or receive their care in Welsh or British Sign Language (BSL), ensuring plans accommodate them seamlessly.
Section 2: Trust and Confidence
The Code Principle: “I must do what I can to gain and maintain the trust and confidence of individuals and carers.”
The changes and what they mean:
- Proactive Discussions about Boundaries (Section 2.5): You are no longer just expected to silently adhere to company rules on gifts or cash. You are required to have transparent conversations with families early on, to explain exactly why you cannot accept tips, personal cash, or other items.
- Personal Interest Declarations (Section 2.7): Explicit text mandates that you must immediately and openly flag to management if an individual you are caring for crosses paths with your personal, financial, or family life.
Section 3: Well-being, Voice, and Control
The Code Principle: “I must promote the well-being, voice and control of individuals and carers, while supporting them to stay safe.”
The changes and what they mean:
- Strengths-Based Delivery: The guidance moves away from traditional “doing everything for a person” models. Your daily practice must actively map out what an individual can do, supporting them to control their own schedules and promote their independence.
- Independent Advocacy Mandate: If an individual struggles to articulate their choices or is going through a complex care transition, you are directed to ensure they have swift access to independent advocacy services to legally represent their voice.
Section 4: Risk Management and Safeguarding
The Code Principle: “I must respect individuals’ rights to take risks, while working with them to help manage and understand the risks…”
The changes and what they mean:
- Positive Risk-Taking (Section 4.1): The code heavily protects an individual’s choice to engage in activities that carry calculated risk (e.g. preparing hot meals or accessing the community independently). You must work collaboratively to balance their personal choices with documented risk assessments, avoiding restrictive practices.
- Direct Safeguarding Escalation: If you recognise signs of abuse, neglect, or financial exploitation, you have a direct mandate to share the concern. If internal leadership fails to address a safety concern appropriately, the code empowers you to bypass the workplace hierarchy entirely to notify Care Inspectorate Wales (CIW) or local authority safeguarding teams.
Section 5: Public Trust and Accountability
The Code Principle: “I must act with integrity and in a way that maintains public trust and confidence in the social care profession – at work and outside work, online and in person.”
The changes and what they mean:
- Full Digital Regulation (Section 5.8): This is the most highly publicised adjustment. Your online behaviour—even during your private hours on personal device is fully regulated. Sharing issues relevant to work, leaking identifiable client details, or engaging in online misconduct is a breach of the code of practice and may lead to disciplinary action.
Section 6: Accountable and Responsible Practice
The Code Principle: “I must be accountable and responsible for the quality of my work, and for maintaining and improving my knowledge and skills.”
The changes and what they mean:
- Absolute Openness & Duty of Candour: If a practice mistake happens—such as a medication error or a fall—you must declare it to your supervisor instantly.
- Simplified Data Entries (Section 6.3): Complex documentation instructions have been cut down to a simple rule: “I must keep clear and accurate records, using agreed systems and processes.” Keeping factual, bias-free notes is the overarching expectation.
Section 7: Leaders and Managers
The Code Principle: “If I’m responsible for managing or leading staff, I must also embed the Code in their work…”
The changes and what they mean:
- A Brand-New Framework: This entirely revamped section focuses on managing teams safely. Managers must “support an open, safe and inclusive culture where staff can raise concerns and access, discuss, reflect on and share best practice.”
- Universal Standards: All role-specific “guidance apps” (like separate apps for managers or domiciliary care workers) have been permanently retired. This single code applies to everyone working in social care in Wales, whether formally registered or not.
More detail can be found on the codes of practice, the full changes and what they mean here:
