Revolving door policy

GSK has introduced a revolving door policy to mitigate the risk of conflicts of interest for new employees recruited directly from the public sector.

Summary  

  • What: GSK has implemented a revolving door policy: a “cooling off” period of six months for new employees recruited directly from the public sector.
  • Objective: The policy aims to mitigate any potential conflicts that can arise from hiring new employees from the public sector.
  • Details: These employees are not allowed to interact with former colleagues and departments they worked on during their previous role.
  • Scope: This is a global policy that applies to all GSK employees hired from the public sector.

Looking closer

From February 2016, GSK began the introduction of a “cooling off” period of six months relating to any GSK work on specific projects that a new employee recruited directly from the public sector worked on while in his/her previous role. This requirement also extends to prohibiting any direct engagement with former departmental colleagues still working on those projects for six months. Introduction of this “cooling off” period will be phased and will be embedded globally by the end of 2016. This revolving door policy is to mitigate any potential conflicts that can arise from hiring new employees from the public sector. GSK recognises that if such movements across sectors are not managed carefully, they have the potential to damage public trust and confidence in public office holders and the decisions they take generally. This could also have implications for GSK’s own reputation.

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