Policy paper

Code of conduct for disciplinary panel members

Published 21 October 2026

Applies to England and Wales

This code of conduct supplements the Building Safety Regulator (BSR) code of conduct. It sets out additional standards of behaviour and professional integrity expected of all members of the BSR disciplinary panel.

Panel members must act independently, fairly and in the public interest when considering allegations of professional misconduct.

The purpose of this code is to ensure that panel members uphold the highest ethical standards. By doing so, they help maintain confidence in the fairness, independence and integrity of the disciplinary process among the public, regulated professionals and other stakeholders.

Who this code applies to

This code applies to all individuals appointed as disciplinary panel members. This includes:

• legally qualified chairs
• lay members
• professional members (registered building inspectors)
• panel members acting as disciplinary officer at stage 1 of the procedure

It covers their conduct:

• during meetings and hearings
• in deliberations
• in written decisions
• in all associated communications or activities relating to their panel role

The Seven Principles of Public Life

Panel members must follow and demonstrate the Seven Principles of Public Life, also known as the Nolan Principles, in their role. These principles are:

• selflessness
• integrity
• objectivity
• accountability
• openness
• honesty
• leadership

Read guidance on the Seven Principles of Public Life. 

Expected standards of behaviour 

Panel members must: 

• act with professionalism, integrity, courtesy and respect towards all parties, witnesses, colleagues and staff
• avoid any conduct that could bring BSR or the disciplinary process into disrepute
• approach all cases impartially, with an open mind and without preconception
• base decisions solely on the evidence, submissions and relevant policies, and be willing to reconsider their views in light of information presented during the hearing
• promote equality, diversity and inclusion by treating all participants fairly, with dignity and respect, and by ensuring hearings are accessible and free from discrimination, harassment, victimisation or bullying
• be aware of the potential impact of conscious and unconscious bias and take reasonable steps to mitigate its influence on decision making
• respect and consider differing perspectives, experiences and backgrounds when reaching decisions
• listen to others and contribute constructively to panel deliberations, recognising that robust and respectful discussion supports fair and balanced decision making

Panel members must also notify the disciplinary and sanctions team promptly if they become subject to any:

• regulatory, fitness to practise, professional disciplinary, or criminal investigation or proceedings
• criminal convictions
• suspension or restriction of professional registration
• significant disciplinary action by an employer

Impartiality and conflicts of interest

Panel members must:

• ensure they comply with the disciplinary panel conflict of interest policy
• declare any actual, potential, or perceived conflict of interest as soon as it arises, including personal, professional, or financial interests
• not participate in any hearing or decision where a reasonable person could perceive bias
• ensure their register of interests is kept up to date
• follow the disciplinary and sanctions team’s guidance on withdrawing from a case where necessary
• avoid contact with parties, witnesses, or representatives outside the formal disciplinary process
• not accept gifts, hospitality, favours or benefits that could influence or appear to influence decision making
• declare any offers made to the disciplinary and sanctions team

Confidentiality

Panel members must:

• maintain strict confidentiality regarding case materials, evidence, and deliberations
• securely handle all case papers, notes and electronic information in accordance with data protection and information security policies
• not discuss or disclose information about cases or decisions except as authorised
• not use information obtained through their work for personal gain or to advance the interests of any particular group or sector, or to promote their private interests

Competence and training

Panel members must:

• complete all required induction training and any further training provided during their term of appointment
• keep up to date with developments in building control regulation, administrative justice and fair decision making
• engage constructively in feedback and review processes to improve panel performance
• maintain the knowledge, skills and experience required to perform the role effectively, and address any gaps in competence through training, guidance or support

Conduct during meetings and hearings

Panel members must:

• read and consider all relevant papers and evidence in advance of determining a case at stage 1, or attending a meeting or hearing at stage 2
• notify the disciplinary and sanctions team promptly of any delay or barrier to their participation
• treat all parties with respect, courtesy and patience
• listen actively to differing viewpoints, contribute constructively to discussions and deliberations and avoid interrupting, displaying bias, or expressing premature views
• consider all evidence objectively
• support the chair in maintaining orderly and fair proceedings
• contribute to reasoned, evidence-based and defensible decisions

Communication and social media

In communications with the media and on social media platforms, panel members must:

• refer all media enquiries to BSR through the appropriate channels
• ensure that their public communications and conduct, whether online or offline, maintain public confidence in the panel’s impartiality and the integrity of BSR, recognising that they may be perceived as representing the regulator
• not comment publicly on any case, party or matter relating to the panel’s work unless authorised
• not present personal views as those of BSR

Collective responsibility

Panel decisions are made collectively. Once a decision is reached, members must respect and uphold the outcome, even where they may have held differing views during deliberation. Deliberations and individual contributions remain confidential.

Breach of the code

Depending on the severity of the breach, and in accordance with the disciplinary panel member complaints process or other BSR governance procedures, failure to comply with this code may result in:

• an investigation
• a formal warning
• a requirement for remedial training
• suspension or termination of appointment

Panel members are expected to raise concerns about conduct, behaviour or actions that may be inconsistent with this code through the appropriate channels.