The Institution of Chemical Engineers (IChemE) holds its members to high professional standards, as set out in the IChemE Code of Conduct and Ethics. All members are expected to uphold these standards and conduct themselves in a manner that reflects the integrity and values of the profession.

Preliminary steps

Any allegation involving unacceptable behaviour (that could lead to a complaint being considered under the Code of Professional Conduct) should normally be referred first to the Appropriate Person, who would be:

• the Chair of the Committee or Panel in which the behaviour has occurred, or:
• Chartered Member nominated by the President if the behaviour has occurred elsewhere (including behaviour by the Chair of a Committee or Panel).

The steps taken by the Appropriate Person will be directed towards resolving the issues raised by the behaviour informally. The steps will be informal and outside the formal disciplinary procedure embodied in the Code of Professional Conduct. As a consequence, the Appropriate Person will usually (but not necessarily) deal with the matter orally and there will be no formal written record.

The steps might lead to a Member having the impact of their conduct explained to them and being invited to apologise or to step down from one or more Committees, Panels or other activities within IChemE or to cease contact with other Members or IChemE staff.

If the Preliminary Steps do not resolve the issues then a complainant may refer the issues under the Disciplinary Regulations.

Making a formal complaint against an IChemE Member

IChemE has formal Disciplinary Regulations and Disciplinary Procedures in place to regulate membership and address concerns about professional conduct. If a member is alleged to have breached the Code of Conduct and Ethics, a complaint can be submitted for investigation. Where a breach is found, appropriate sanctions may be applied. IChemE’s Board of Trustees has the authority to censure, suspend, or expel members if it determines that such action is warranted.

IChemE does not intervene in contractual or legal disputes between members and third parties. These matters must be resolved through negotiation or legal channels. IChemE cannot offer rulings or remedies in such cases. However, if a court judgment is made against a member, it may be considered as part of an investigation into a related complaint.

Complaints are reviewed by IChemE’s Disciplinary Panel. If a complaint is upheld, the outcome and any disciplinary action taken may be published. In cases of expulsion, members are required to return their membership certificates and cease using IChemE designatory letters in any professional or promotional materials.

If you wish to proceed in raising a complaint you should submit a completed professional conduct complaint form to the Clerk.  

Please include the nature of the complaint and reference the specific clause(s) of the IChemE Code of Conduct & Ethics that you believe have been breached.  Anonymous complaints will not usually be considered under IChemE processes.

Complaint process

Your complaint will be reviewed by the Clerk, who will firstly check whether the allegation/complaint is about a member's conduct whilst they were a member of IChemE; and secondly will consider whether the allegation/complaint should be dealt with under the disciplinary regulations, or should be dealt with under another process. The Clerk may refer the allegation/complaint to any other appropriate process.

The Clerk may also suggest that the Preliminary Steps be followed before a complaint or other process is pursued further.

The next steps depend on which process applies. However, in general:

• you may be asked to provide further information to the Clerk
• if a matter proceeds further you may be asked to engage with an early resolution process, to give evidence to an investigator, or to give evidence at a hearing
• information about members who are the subject of complaints or who are subject to disciplinary proceedings should be disclosed to as few people as possible, and usually only to those involved in investigating or deciding the matter
• it is not normal practice to withhold the identity of complainants during investigations or disciplinary proceedings. To do so may put the member who is the subject of the complaint at a disadvantage. If you do not agree to them knowing your identity it may not be appropriate to rely on your evidence
• you may be informed about any decision made about the allegation/complaint and the reasons for that decision, but this is not a right.