Filing A Complaint About an RN Employee

I’m a new manager and have concerns about an RN’s performance. How do I know if or when it is appropriate to file a complaint with the CRNS?

A complaint should be filed with the CRNS when any of the following occurs:

• The RN’s practice meets the threshold of professional incompetence or professional misconduct as defined in Sections 25 & 26 of The Registered Nurses Act, 1988. This could be because of repeated practice errors that pose an ongoing risk to client safety despite the provision of appropriate support and remediation (such as errors in medication management, pain management, documentation, etc.). Other examples can include theft from a workplace or misappropriation of drugs.
• The RN’s practice does not uphold the current CRNS RN, RN(AAP) and/or NP practice standards or the Code of Conduct. An example of this could include a confidentiality breach or an issue with fitness to practice such as an addiction that impairs the nurse’s ability to practice safely and competently and impacts client safety.
• An RN is terminated from their employment on the grounds of professional incompetence or professional misconduct. There is an employer obligation to report this according to Section 43(3) of The Registered Nurses Act, 1988.

RN Manager Responsibility

• RNs maintain public confidence in the nursing profession by not engaging in any acts of professional incompetence and/or professional misconduct and reporting any concerns related to these and/or fitness to practice and complying with the duty to report as outlined within The Registered Nurses Act, 1988 (1).
• Nurses, as registrants of a self-regulating profession, practice according to the ethical principles and core behaviors in the Code of Conduct. RNs promote dignity and respect for the nursing profession by demonstrating professionalism and showing leadership. To achieve this, RNs are expected to be accountable for their own decisions, actions, omissions and related outcomes, and take responsibility for their errors and learn from them. (2).
• Nurses challenge and take action on unclear or questionable orders, decisions or actions made by any other health team members and advocate and intervene in the client’s best interest and act to protect client, self and others from actual or perceived harm (3).
• RNs adhere to the duty to report (4).
• RNs use an ethical and reasoned decision-making process to address situations of ethical distress and dilemmas (5).

Non-RN Manager Responsibility

• Depending on your professional designation and background, you may have responsibilities or obligations outlined by a regulatory body. All managers, where client care occurs, have an obligation to promote client safety and to address safety concerns.
• Managers of RNs have an obligation to understand the practice standards and professional expectations that guide safe, competent and ethical RN practice.

Are there times when I should not report an RN to the CRNS?

At times, decision-making may be difficult. If you are unable to identify definitive evidence that a report must be filed, then you may need to consider and explore alternative routes of resolution. When employer policies or processes that are intended to address and remedy performance or safety issues exist, they should be utilized.

Employers should not file a complaint with the CRNS as a:

• replacement for internal performance management processes;
• replacement for immediate action/intervention that must be taken to ensure the safety of clients;
• mechanism to address discord in the relationships between staff members or the manager and staff;
• replacement for enacting harassment policies/processes;
• replacement for working through a client’s concern via the available employer processes; or
• response/result of systemic organizational issues that are beyond the RN’s control.

At any point, if you are unsure if you should report an RN and require guidance, please contact the Professional Conduct team at professionalconduct@crns.ca. CRNS investigations can be parallel processes with employer processes when appropriate.

How can I learn more about the CRNS Complaints Process?

More information can be found here.

CRNS Resources

Code of Conduct (2026)

Registered Nurse Practice Standards (2026)

Registered Nurse Entry-Level Competencies (2026)

Investigation and Discipline Process Infographic