You must tell your employers if your practice is restricted, for example by an interim order or conditions. Beyond that, your contract, local policy or a job application form will often require you to disclose an NMC investigation. The RCN advises that failing to disclose when required can lead to a dishonesty concern, so check your obligations and put any disclosure in writing.
Key takeaways
- Any restriction on your practice must be disclosed to employers under the Code.
- Contracts, policies and application forms often require disclosure of investigations.
- Not disclosing when you are required to can create a new, more serious concern.
- Keep it short, factual and forward-looking, and confirm it in writing.
Deciding what to tell your employer is one of the most anxious parts of an NMC case. People worry about gossip, losing shifts or being judged. Those fears are understandable. But getting disclosure wrong can create a bigger problem than the original referral, so it is worth being clear about the rules.
Do I have to tell my employer about an NMC investigation?
Sometimes, yes. You must tell employers if the NMC or another body has restricted your practice or imposed conditions. You will also have to disclose if your contract, a local policy or a job application form asks about investigations. If none of these apply and your practice is unrestricted, the RCN's advice is that there is no positive duty to disclose, but take advice on your situation.
- Interim order or conditions of practice: you must tell every employer you work for, including agencies and bank.
- Contract or policy says to report investigations: you must follow it.
- Application form asks about current or past investigations: you must answer honestly.
- None of the above: disclosure is a choice, but many registrants find it helps to tell a trusted manager.
Will the NMC contact my employer anyway?
Often. The NMC usually asks for details of your employers during an investigation and may contact them for information. If your employer made the referral, it already knows. In many cases, the question is less whether your employer will find out and more whether they hear it from you first.
Most managers respond better to hearing it from you, early, than to finding out another way.
What happens if I do not tell my employer when I should?
If you had a duty to disclose and did not, the NMC may treat it as a separate concern, potentially including dishonesty, which is taken very seriously. The RCN also warns that failing to disclose when required may affect the support it can give you.
Read duty of candour vs dishonesty to understand why openness matters so much to the NMC.
How do I tell my manager about an NMC referral?
Ask for a private conversation, keep it brief and factual, and focus on what you are doing now. You do not need to share every detail or your full reflection, and you should not discuss evidence or witnesses. Afterwards, confirm what you said in a short email so there is a record.
Example wording you can adapt:
“I want to let you know that I have been referred to the NMC. The concern relates to [brief, factual description]. My registration is [unrestricted / subject to interim conditions, which are…]. I am engaging fully with the process and I have already [completed training / started a reflective log / arranged supervision]. I wanted you to hear it from me, and I am happy to talk about any support that would help.”
Do I have to tell a new employer or agency?
If your practice is restricted, yes, before you start. Many application forms, including NHS forms, ask directly about current or past investigations; answer honestly and briefly, and be ready to talk about it at interview. Agencies usually have their own declaration requirements and some may have restrictions on who they can place.
We cover this in detail in finding a nursing job with conditions of practice. The return to work and interview disclosure planner helps you prepare honest answers, and our CV writing service can help you present your experience with confidence.
Can telling my employer help my case?
It can. A manager who knows about the concern can give an informed testimonial, provide supervision, and confirm your safe practice since the incident. Decision-makers give more weight to testimonials from people who know about the concern and can comment on your current practice.
See character references and testimonials for what makes a useful one.
What if my employer reacts badly?
Contact your union rep early. Your employer may run its own processes, but it should treat you fairly and follow its policies. Keep notes of meetings, stay professional, and look after your wellbeing: this is a stressful time and support is available.
Frequently asked questions
You must if your practice is restricted, or if your contract, policy or an application form requires it. Otherwise it is usually a choice, but take advice.
If you have an interim order or conditions, yes. Agencies also often ask about investigations in their declarations, which you must answer honestly.
Generally no, a CV is not the place for it. Disclose where you are asked or required, such as on the application form or before starting a role, and prepare to discuss it at interview.
Employers usually tell you, but they are not always required to. The NMC will tell you if it opens a case about you.
