Conduct Rules Breaches – follow up

We wrote recently about the Conduct Rules and, in particular, breaches and notifications . See here.

This article is intended to clarify some of the grey around COCON breaches. All of the following is taken from Policy Statement PS 18-14.

When is disciplinary action required?

When and how a firm decides to undertake disciplinary action is a matter for individual firms. The FCA has not imposed a wider duty on firms to investigate all potential breaches or disclose information that they have not been able to verify.

When is notification required?

Section 64C of FSMA requires firms to notify the FCA of disciplinary action taken against relevant individuals because of breaches of the Conduct Rules. Under FSMA, disciplinary action covers:

  • issuing a formal written warning
  • suspension or dismissal of an individual
  • reduction or recovery of any of the person’s remuneration

Firms should only report Conduct Rule breaches where they result in one of these courses of action, and once the relevant disciplinary process has been completed. This means that if an individual leaves the firm during the disciplinary process and the process can’t be completed, the firm should not submit a report.

For Senior Managers, the notification requirements apply more widely than just the Conduct Rules. They also cover other factors including fitness and propriety. For notifications made due to breaches of the Conduct Rules, the 7-day period begins once disciplinary action has been concluded.

Firms should only report Conduct Rule breaches once disciplinary action has concluded. If a firm takes disciplinary action for a Conduct Rule breach but the employee appeals, or plans to, this should still be reported to the FCA.

In some circumstances, individuals will appeal the outcome of a concluded disciplinary process and the decision will be overturned. Where an appeal is successful, firms should update the FCA in the following REP008 submission. It is expected that these instances will be rare given the annual submission cycle and that this is likely only to occur where a disciplinary process is concluded shortly before the due date for REP008 so leaving insufficient time to assess the appeal before submission. In the case of a Senior Manager, a firm should report the result of a successful appeal as soon as reasonably practicable after the appeal.

Important Note: ATEB news is intended to provide general information ONLY. The content, including any views expressed or guidance provided, does not replace the need to comply fully with FCA Rules and Guidance. Unless you have discussed news article content with ATEB, and specifically how it relates to your circumstances, then ATEB disclaims all liability and responsibility and actions arising from any reliance placed upon it. For the avoidance of doubt therefore, any reliance you place on such information without our consultation is at your own risk.

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With a wealth of consultancy experience, we like to think that Huw has aged well, like a fine wine. Considered and practical in his approach, he will help you to demystify the complex world of regulation and provide a sympathetic shoulder to lean on.

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