Code of professional conduct

The IWFM is the professional body representing the interests of workplace and facilities management. Its function is to promote high standards, to foster professionalism and to emphasise the responsibility of members to society, to their clients and to each other as outlined in this Code of Professional Conduct (the Code). See below for a downloadable version of the Code.

The Code cannot claim to be comprehensive so where dilemmas remain members are expected to interpret the Code within its overall spirit or seek guidance from the Company Secretary. If you wish to report a breach of the Code then please contact [email protected].


This Code is issued by the IWFM for compliance by all grades and classes of membership and as a condition of membership. All members undertake to be bound by the Articles of Association, Bylaws and Regulations of IWFM, and to abide by the Code of Professional Conduct.

Promotion and publicity

Members shall not issue public statements on behalf of their clients or their employers or the IWFM without the expressed agreement, preferably in writing, of the said parties.

Members may not use the title or logo of the IWFM without the expressed written authority of the Board or Executive of IWFM.

General data protection regulation (GDPR)

All Members are expected to abide by the GDPR. If you have any concerns regarding the protection, use or storage of your personal data or you have any queries regarding the GDPR then please contact the Data Protection Officer (DPO) at [email protected]

For further information view our GDPR page.


Whistleblowing is defined as the raising of a concern, either within the workplace or externally; about a potential danger, subsequent risk, malpractice or wrongdoing which affects others.  A concern may include something which you may not be directly involved in but may become aware of, in the course of your work or involvement with others.

If you wish to raise a concern about a member, malpractice or risk to the institute please contact the Head of Governance on [email protected].

If you wish to raise a concern independently from the internal team specifically about the IWFM then please contact our Audit & Risk Committee Chairman; who is independent and impartial and is concerned about the appropriate treatment of members and their rights.  In this instance please contact the Chairman using this address [email protected].


Annual General Meeting (AGM)

Our Annual General Meeting provides members with the opportunity to engage with the Board and exercise their vote to contribute to the future direction of the Institute.

Details of the AGM 2024 are available here.


Would you like to volunteer?

We are always looking for inspired volunteers for key roles in the Institute.

Each committee member is responsible for actively participating on their relevant committee to enable it to fulfil its purpose and duties as set out in its terms of reference.

To apply for a vacancy, or to find out further information please contact [email protected] (If applying for a position, please include a copy of your current CV).

Current vacancies

Audit and risk committee member[s]

There is a need for a qualified accountant role on the Audit & Risk Committee [A&R], to replace the current qualified accountant when they come to the end of their tenure. The purpose of the A&R Committee is to advise and guide the Board and Executive Management on matters relating to the external audit; risk management and internal controls assurance; the integrity of the financial statements.

Therefore, we are looking for candidates with the following skills.

  • Qualified Accountants
  • Experienced in corporate finance
  • Good understanding of corporate & financial governance


Nomination and remuneration committee member[s]

There is a current need for additional committee member roles on the Nominations and Remuneration Committee [NomRemCom]. The purpose of the NomRem Committee is to provide a formal and transparent procedure for recruitment of the Institute’s Chief Executive, developing policy on remuneration for the executive directors (including the CEO,) ensuring that the performance of the Chief Executive is reviewed and fixing his/her remuneration package; also to oversee the process of Board Co-Options. They may also be required to deal with any similar matters as the Board may direct.

Therefore, we are looking for candidates with some, or all, of the following skills.

  • Performance Management Process
  • Succession Planning / Recruiting for executive directors/board members
  • Pensions / Benefits / Bonuses
  • Developing remuneration policy & benchmarking
  • Working with HR processes / Budgets
  • Working with a professional body