What does probity mean for healthcare professionals?
Probity means being honest and trustworthy and acting with integrity. For a healthcare professional it covers far more than not stealing. It applies to what you tell patients, what you write in records, what you put on a CV or application, how you handle money and conflicts of interest, and how you deal with your employer and your regulator.
Every UK regulator builds this into its standards. The GMC's Good medical practice (2024) has a domain on trust and professionalism. It asks doctors to be honest about their experience, qualifications and role, to be honest in financial and commercial dealings, and to make sure what they communicate is accurate and not misleading. The NMC Code, the HCPC standards of conduct, performance and ethics, and the GPhC standards for pharmacy professionals contain equivalent duties.
Why do regulators treat dishonesty so seriously?
The whole system of healthcare relies on trust. Patients cannot check every record, prescription or result themselves. Colleagues rely on handovers and notes. Employers rely on references and declarations. Regulators rely on what professionals tell them. If a professional is willing to deceive, all of that trust is at risk.
There are three main reasons regulators see dishonesty as particularly serious:
- Public protection: false records or concealed errors can directly harm patients, because others make decisions based on wrong information.
- Public confidence: the public needs to trust the profession as a whole. Regulators act to uphold that trust, even where no patient was harmed.
- Attitude rather than skill: dishonesty usually reflects a choice, not a knowledge gap. NMC guidance notes that concerns about attitude are harder to address through training or supervision than an isolated clinical error.
NMC guidance on serious cases explains that a professional found to have acted dishonestly is at real risk of being struck off, although the committee must still weigh how serious the particular conduct was. It also notes that conditions of practice are rarely suitable in dishonesty cases, because conditions cannot easily address attitude.
What kinds of dishonesty come up in fitness to practise cases?
Dishonesty concerns are wide-ranging. Some of the common types include:
| Area | Examples |
|---|---|
| Clinical records | Recording observations or checks that were not done; changing or backdating entries after an incident |
| Covering up errors | Not reporting a medication error; asking a colleague to say nothing |
| Employment and applications | False or exaggerated qualifications or experience on a CV; not declaring previous concerns or restrictions |
| Time and money | Claiming for shifts not worked; working elsewhere while on sick leave without disclosure; misuse of expenses |
| Training and revalidation | Falsifying CPD, practice hours, references or reflective accounts |
| Declarations to the regulator | Not declaring a caution, conviction or charge when required |
| Research and prescribing | Fabricating data; inappropriate prescribing for yourself or for friends without proper records |
Dishonesty outside work can also be relevant if it calls into question your trustworthiness as a professional. Convictions and cautions usually have to be declared to your regulator, and the rules on what and when differ between regulators. Check your regulator's current guidance.
What makes a dishonesty case more or less serious?
Not all dishonesty is treated the same way. NMC guidance gives a helpful list of factors, and other regulators look at similar issues. The new MPTS guidance for doctors also treats dishonesty as a distinct case type, with sanction ranges that depend on the level of risk.
| Tends to be more serious | Tends to be less serious |
|---|---|
| Covering up mistakes, especially where patients could be harmed | A one-off incident |
| Abuse of a position of trust or power | Spontaneous rather than planned |
| Personal or financial gain | No direct personal gain |
| A direct risk to patients | Conduct outside professional practice |
| Planned, systematic or long-running deception | Early admission and genuine remorse |
How you respond also matters. NMC guidance says that if a professional denies dishonesty and the panel rejects that account, this may count against them. That is more likely where they lied about facts that can be checked, blamed others, or falsely accused witnesses. This is not a reason to admit something you did not do. It is a reason to be truthful, and to get advice before responding.
How do panels decide whether something was dishonest?
In general terms, a panel first works out what you actually knew or believed at the time. It then asks whether, given that state of mind, your conduct would be seen as dishonest by the standards of ordinary decent people. It does not ask whether you personally thought it was dishonest.
This is why context and evidence matter. A record that turns out to be wrong is not automatically dishonest. It may have been an honest error, made under pressure or from a misunderstanding. The panel will look at the circumstances, your explanation and any supporting evidence. Your representative can explain how the test applies to your facts.
Panels also look at the whole picture over time. A single false entry made in panic and corrected the same day is very different from a pattern of false entries over months. If you are asked about a past event, answer what you remember truthfully, say clearly where you are unsure, and avoid guessing to fill gaps.
Can you show insight after a dishonesty concern?
Yes, although it takes more than training. Because dishonesty is about attitude, panels look closely at whether you really understand why it was wrong and why it mattered. NMC guidance notes that remorse, acknowledging the dishonesty, and evidence that it will not happen again can help.
Useful elements of insight usually include:
- A clear, honest account of what you did and why, without minimising or blaming others.
- Understanding of the impact on patients, colleagues, your employer and public trust in your profession.
- Recognition of the pressures or thinking that led to it, and what you do differently now.
- Relevant ethics and probity learning, ideally with some form of assessment or discussion.
- A sustained record of honest conduct since, confirmed by people who know about the concern.
I accept I made an error with the timesheet. Everyone on the ward rounded up their hours and nobody told me it was wrong. I have done a probity course and I am an honest person, so this will not happen again.
I claimed for three shifts I did not fully work, on two separate weeks. I knew the hours were wrong when I submitted them, and I told myself it balanced out unpaid overtime. That was dishonest. It took public money and broke my employer's trust, and it makes people question whether my records can be relied on. I told my manager as soon as I was asked and repaid the money. Since then I have completed a probity course with a reflective assessment, I discuss any uncertainty about claims with my manager, and she has written a statement about my conduct over the past year.
The weaker answer calls dishonesty an error and shifts responsibility. The stronger answer names the behaviour plainly, explains the reasoning that led to it, recognises the wider impact, and points to independent evidence.
How can you protect yourself from probity problems?
Most professionals never face a dishonesty allegation. Some get into difficulty through a moment of panic, a shortcut that became a habit, or a failure to declare something. Simple habits help:
- Never alter an existing record. Add a dated, signed correction or late entry that says why.
- Report errors promptly, even small ones. Openness about a mistake is almost always better than delay.
- Keep CVs, applications and revalidation evidence accurate. If in doubt, understate rather than overstate.
- Declare cautions, convictions, charges and other regulatory findings as your regulator requires.
- Declare conflicts of interest and gifts in line with your employer's policy.
- When you are unsure whether something is acceptable, ask before you act, and record the advice.
Amir realised after a busy shift that he had documented a neurological examination he had only partly completed. He was tempted to leave it. Instead, he added a dated late entry explaining what had and had not been examined, examined the patient again the next morning, and told his supervisor. His supervisor discussed documentation under pressure with him. Correcting the record openly kept it an honest error rather than turning it into a probity concern. (Fictional example.)
Further learning on probity
Honesty is easy to agree with and harder to practise when you are tired, frightened or under pressure. Thinking it through in advance helps.
Our Probity and Dishonesty: Ethics Course for Healthcare Professionals explores the standards, the reasoning panels use and how to reflect on a probity concern. Record Keeping and Documentation: Remediation Course is relevant where the concern involves records. If you need to understand what to declare, Criminal Convictions, Cautions and Declaring to Your Regulator covers that area. These courses support reflection and learning. They cannot change or predict the outcome of any case.
Frequently asked questions
Will I be struck off for dishonesty?
Not necessarily. Dishonesty carries a real risk of removal from the register, but outcomes depend on the facts. Panels consider how serious, planned and sustained the conduct was, whether patients were put at risk, whether there was personal gain, and the insight shown. Some cases end with suspension or a lesser outcome. Get advice from your defence organisation or union early.
What is the difference between a mistake and dishonesty?
A mistake is an honest error, such as recording the wrong time or misreading a chart. Dishonesty involves knowingly creating a false impression or hiding the truth. A mistake can become a dishonesty concern if you then cover it up, change records or mislead people about it. Being open about mistakes protects patients and your integrity.
Does dishonesty outside work matter to my regulator?
It can. Regulators look at whether conduct outside work affects public confidence in the profession or your trustworthiness. Examples include fraud, theft or benefit fraud. Conduct outside professional practice is generally treated as less serious than dishonesty linked to patient care, but it can still lead to a fitness to practise investigation, especially if there is a conviction or caution.
Can I do a course to show insight into dishonesty?
A relevant probity or ethics course can be one useful part of your evidence, especially if it includes reflection or assessment. On its own it is unlikely to be enough, because dishonesty concerns are about attitude. Panels also look for an honest account, understanding of impact, and evidence of trustworthy conduct over time from people who know about the concern.
What should I do if I made a false entry in a record?
Do not try to fix it quietly by changing the original entry. Speak to your defence organisation or union, then take their advice on correcting the record openly and telling your manager. A dated, signed correction that explains what happened is the honest route. Concealment usually makes the situation more serious, not less.
Is exaggerating my experience on a CV a probity issue?
Yes. GMC guidance asks doctors to be honest about their experience, qualifications and current role, and other regulators have similar standards. Overstating skills or experience can mislead employers and put patients at risk if you are given work beyond your competence. Describe your experience accurately and be ready to support it with evidence.
Related courses
Probity and Dishonesty: Ethics Course for Healthcare Professionals
This course explains what probity means for UK healthcare professionals, how dishonesty arises in records, CVs, timesheets, sickness absence,…
Record Keeping and Documentation: Remediation Course
This course explains what good clinical documentation looks like, why record-keeping concerns arise, and why altering or falsifying a record is…
Criminal Convictions, Cautions and Declaring to Your Regulator
This course explains when UK healthcare professionals must tell their regulator and employer about criminal charges, cautions and convictions,…
Sources and further reading
- Good medical practice 2024: Domain 4, trust and professionalism. General Medical Council.
- Sanctions for the highest risk cases. Nursing and Midwifery Council.
- Can the concern be addressed?. Nursing and Midwifery Council.
- The Code: professional standards of practice and behaviour. Nursing and Midwifery Council.
- Standards of conduct, performance and ethics. Health and Care Professions Council.
- Guidance for MPTS tribunals: introduction. Medical Practitioners Tribunal Service.
- Sanctions policy (2026). Health and Care Professions Council.
Practitioner Insight is an independent education provider. It is not affiliated with or endorsed by the GMC, MPTS, NMC, HCPC, GPhC or any NHS organisation, and this information is not legal advice. If you have been referred to a regulator, speak to your defence organisation, trade union or legal representative.
More guides
Duty of Candour: What to Do When Things Go Wrong
Duty of candour explained for UK healthcare professionals: what to do when things go wrong, how to apologise, near misses and the statutory duty.
Record Keeping Mistakes That Lead to Complaints and Referrals
The record keeping mistakes that most often lead to complaints and regulator referrals for nurses and doctors, and how to write safer clinical notes.
Professional Boundaries in Healthcare: Real-World Examples
Professional boundaries in healthcare explained with everyday examples: gifts, social media, self-disclosure, former patients and what UK regulators expect.