Key points​​

• Your primary duty is to protect clients.
• Follow workplace protocols first, then escalate to BCCNM if needed.
• Document and report concerns confidentially and factually.

• Understand your legal protections for reporting in good faith.​ 

As a regulated health professional, you have a legal and ethical obligation to report unsafe practice, neglect, or unprofessional conduct by another regulated health professional if it puts client safety or wellbeing at risk.

This duty is grounded in the Health Professions Act, BCCNM bylaws, nursing and midwifery regulations, and the standards of practice. Understanding when, what, how, and to whom you must report is essential for protecting clients and upholding the integrity of the professions. 

When to repor​​t​

You must report if you observe or become aware of:

• Unsafe, incompetent, or unethical practice
• Impairment due to physical or mental health or substance use
• Breaches of ethical or professional standards
• Failure to provide culturally safe care
• Sexual misconduct (if the information comes from a client, client consent is required)

• Criminal charges or convictions relevant to work​​ing with vulnerable populations

Some issues, such as interpersonal conflicts or rudeness, not related to client safety or professional standards, are outside BCCNM's mandate and should be addressed directly with the employer or individual.

To help decide if a concern is reportable, ask yourself:

• Has the behaviour harmed or put clients at risk? How and when?
• Is the individual failing to provide competent, ethical, or culturally safe care? How and when?
• Is there a pattern of questionable behaviour? How and when?
• Are clients likely to be harmed in the future? How and when?

If you answer "yes" to any of these, you have a duty to act. 

Reporting in an employment setti​ng

Your primary duty is to protect clients by ensuring safe, competent, and ethical care. If you observe unsafe, incompetent, or unethical practice, impairment, breaches of standards, failure to provide culturally safe care, sexual misconduct, or relevant criminal charges in your workplace you must act.

Consider whether it is safe and appropriate to discuss your concerns with the person involved:

• If it were you, how would you want the situation addressed?
• Can you have a private, objective conversation?
• What is your relationship with the person (e.g., reporting relationship, co-worker, personal relationship)?
• What is the likelihood of the person being receptive to your concerns?

• Will this discussion resolve the concern and prot​ect clients?

If you discuss your concerns with the person and the matter is resolved, it may not be necessary for you to take further action. If the conversation does not resolve your concerns or you decide that talking to the person involved will not be safe or helpful, escalate the concern to your manager or supervisor.

Follo​​w your workplace policies and processes​​

• Bring your concerns to your manager or supervisor as soon as possible. They are responsible for reporting to BCCNM or the appropriate regulatory body if required.
• Use workplace resources for guidance and share information only with those who need to know.
• Document your concerns factually and confidentially, including dates, times, and the impact on client care. Do not photocopy or share confidential records.

• Request written confirmation that yo​ur report has been received and will be investigated.

Once you've reported to your manager, you may not know how the concerns are addressed, as details of internal workplace investigations are confidential; however, you should be advised that the complaint was investigated. Be aware that these problems can take time to investigate and resolve. If practice concerns are ongoing, continue to document and report to your manager.

Escalate if needed. If your employer does not address the concern, or if you do not have an employer, escalate the matter by reporting directly to BCCNM.

Employer​s, managers, and supervis​​ors

As an employer, manager, or supervisor, you must report to BCCNM if you have reasonable grounds to believe a nurse's or midwife's continued practice could endanger clients. This includes when employment is terminated, privileges are restricted, or a partnership is dissolved for reasons related to unsafe practice. You must also report relevant criminal charges or convictions.

​Reporting as a regi​​st​rant

If you observe or become aware of rep​​ortable behaviour by a regulated health professional in a context other than an employment setting, or if your employer does not address the concern, you have a legal and ethical duty to act.

• As outlined above, consider if it is safe and appropriate to discuss your concerns with the person involved.
• If you cannot discuss the concern with the person or the matter is not resolved, escalate by reporting directly to BCCNM or the appropriate regulatory college.

• If you need guidance, p​lease reach out to BCCNM Standards Support for advice. 

Reporting​​ to other regulatory bodies​​

If the concern involves a regulated health professional who is not a nurse or midwife, report to their respective college. Each health regulatory body in B.C. has its own process for investigating complaints. Visit the B.C. Health Regulators website for more information.

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