This article is part of the Iris Ethics Knowledge Base; you can find a directory of all articles here.
Overview
Once a conflict of interest is disclosed, Iris Ethics manages it in a way that is proportionate to its nature and significance; the National Statement does not prescribe a single response, only that review bodies adopt measures tailored to the circumstances (NS 5.6.4; NS 5.6.7). At Iris Ethics, the strategy for a given disclosure is agreed between the Chair and the Managing Director, or, for applicant conflicts, decided by the HREC as part of its review (SOP section 11).
Managing conflicts involving HREC members
Where a Panel member, applicant or Secretariat becomes aware of a perceived or real interest, this is disclosed to the Chair and Managing Director, who agree a management strategy. Strategies include, but are not limited to (SOP section 11):
- Recusal: the member withdraws from discussion of the matter in which the interest has been identified.
- Replacement: the member is replaced for that meeting by another HREC member able to fill the same membership category.
- Registration: the interest and the management action taken are recorded on the conflict of interest register.
- Discussion: the Managing Director discusses the nature of the interest and its risks and impacts with the Panel member and/or the applicant.
Managing conflicts involving applicants
A disclosed applicant conflict does not automatically prevent an application proceeding, but the HREC may require one or more management strategies as a condition of its decision, including (SOP section 11):
- Disclosure of the interest to research or evaluation participants.
- Disclosure of the interest in any presentation or publication of findings.
- Recusal of the person from decisions about the project where the conflict exists.
- Modification of the person's role, for example removing them from recruitment or data collection.
- An oversight mechanism such as an independent peer review or advisory group.
- Relinquishment of the financial or other interest.
- Withdrawal of the person from the research or evaluation.
- A determination that the research or evaluation not be conducted.
Managing conflicts involving Iris Ethics staff
Where a staff member discloses a real or perceived interest, the Managing Director and/or Chair implement a management strategy, which may include recusal from a Secretariat role, removal or restriction of platform access, delegation of decision-making to another staff member, or relinquishment of the interest (SOP section 11).
Related resources
This page was last updated on 16 September 2026.
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This article makes reference to the National Statement on Ethical Conduct in Human Research 2025. It is intended as practical guidance and does not constitute legal advice.
AI Disclosure: Resources in this library were prepared using Large Language Models with input from Iris Ethics staff who guided the scope and design. Subsequent revisions and final versions were developed and approved by Iris Ethics staff.