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Corporate Governance Framework

Our corporate governance framework sets out the necessary responsibilities and procedures that guarantee we operate properly.


1. The Gambling Commission’s (the Commission) position as the regulator of the gambling industry requires that the Commission and its employees are able, at all times, to demonstrate that their actions and behaviour are beyond reproach. We want to ensure that you are protected from any situation where you might be seen as vulnerable to personal compromise of any kind, or situations which might lead to the integrity of the Commission being questioned. To support this, the Code of Conduct reflects the Commission’s values and sets out the standards of behaviour that are expected of everyone who works with us and the ways in which the Commission will help you to avoid any unwarranted criticism or pressure. Throughout the Code of Conduct for Employees, the term ‘employee’ includes all employees and others working for the Commission.

Gambling Commission values


We will be consistent, proportionate, evidence-based and free from bias, prejudice or discrimination in all that we do.


We will be frank about the way in which we work and reach decisions in the public interest, while safeguarding the personal and confidential data that we hold.


We will ensure that we have the right skills and knowledge base and follow international regulatory best practice.


We will work positively and courteously with our internal and external stakeholders to ensure that their needs and views are taken fully into account in all we do.

2. This Code sets out the framework within which you must conduct yourself and forms a part of the Employee Handbook and your contract of employment. This Code applies to everyone who works for the Commission and you will be required to confirm that you have read this Code as a part of your induction. We will, on occasions, ask you to review the Code and confirm that you have done so.

3. You should normally discuss any matters arising under the Code in the first instance with your Development Manager. If you, or your manager, require further assistance, you should refer the matter to the Head of Human Resources. Certain matters under the Code require declarations to be made to a Director. These requirements are summarised in Annex A.

4. This Code has been developed to reflect the Commission’s values and covers the following areas:

  • general principles
  • gambling by employees
  • confidentiality and conflicts of interest
  • appointments on leaving the Commission
  • gifts and hospitality
  • political activities
  • promoting equality and respect
  • smoking
  • dealing with the media
  • employee concerns about improper conduct and public interest disclosure
  • use of Commission information systems.
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General principles
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