Employee identity
Anchor the disclosure to the employee.
Use structured fields to identify the employee and their authority.
- Full name and employee ID
- Title, department, manager, and location
- Work email and disclosure date
Free nepotism disclosure form builder
Free AI Nepotism Form Generator
Describe your policy. Makeform creates a nepotism form that identifies relatives, maps workplace connections, records potential conflicts, and routes disclosures.
- Unlimited free
- Editable before publish
- Conditional relationship questions
- Built for HR and compliance reviews
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Sample prompts for the builder
Choose a prompt, tailor it to your policy, or send it to the builder. Edit the example structure before publishing.
Prompt ready4 formats
Audience
All employees completing a yearly policy review
Format
Conditional disclosure with attestation
Prompt size
322 chars
Brief qualitySends to builder
Example form structure
Conditional disclosure with attestation
Prompt exampleEditable in builder
Employee, department, and manager
Short answerFirst ask
2
Does a relative work here?
Yes / no
3
Relative, relationship, and role
Short answer
4
Where could decisions overlap?
Checkboxes
5
Accuracy attestation and signature
Signature
Suggested routing tags
New disclosure
Reviewer follow-up
No current conflict
Ask for the relative's role and workplace connection so reviewers can see where decisions overlap.
Step 1
Identify
employee, relative, and relationship
Step 2
Map
roles, reporting lines, and decisions
Step 3
Review
HR assesses the disclosed overlap
Step 4
Record
follow-up and review notes stay together
Why structured disclosure matters
A name alone does not explain a potential conflict.
HR needs enough context to distinguish a family connection from an overlapping workplace decision. A structured nepotism form captures the relationship, both roles, and the points where influence could occur.
Connect both people
Capture the employee and relative together, including departments, titles, managers, and work locations, instead of leaving reviewers to search across systems.
Reveal decision overlap
Checkboxes identify whether supervision, hiring, pay, scheduling, evaluations, promotions, discipline, procurement, or payments may involve both people.
Give every disclosure a route
Send submissions to a named HR or compliance reviewer, add internal notes, and keep follow-up tied to the original facts.
Disclosure moments
Use the same core form when relationships or roles change.
Choose a trigger, then adjust definitions, reviewers, and policy language.
Annual disclosure
Ask every employee to confirm no relationship or report each current connection during a scheduled policy review.
Hiring and onboarding
Collect known employee and vendor relationships before the new hire enters a team or decision process.
Promotion or transfer
Recheck reporting lines and decision authority when a role, manager, department, or work location changes.
Vendor involvement
Document family ownership or employment when an employee participates in selection, approval, management, or payment.
Build the workflow
Turn your policy into a reviewable disclosure form.
Start with a generated structure, then add your relationship definitions, decision categories, reviewers, and policy wording.
01
Describe your policy and trigger
Specify who completes the form, covered relationships, disclosure timing, and review owner.
02
Build conditional detail paths
Send no answers to attestation and open relative, role, reporting-line, and decision questions after yes.
03
Route disclosures to reviewers
Notify HR or compliance and tag new disclosures, follow-up requests, and completed reviews.
04
Review and retain context
Keep the facts, explanation, attachments, signature, and follow-up with the response.
Disclosure design
Choose fields that show the connection and the decision risk.
Give reviewers consistent facts without asking employees to decide the outcome themselves.
Approach
What it captures
Reviewer value
ApproachSingle yes-or-no question
What it capturesWhether the employee knows a relative at work
Reviewer valueFast to complete, but too little context for review
ApproachOpen comment box
What it capturesWhatever facts the employee chooses to describe
Reviewer valueFlexible, but names, roles, and decision types are inconsistent
Approach
Structured conditional disclosure
What it capturesEach relationship, both roles, reporting lines, decision overlap, explanation, and attestation
Reviewer valueComparable responses with clear follow-up points
Field guide
What a nepotism form should include.
Use these six field groups as a starting point. Match the wording to your own policy and ask the responsible HR, compliance, or counsel team to review it before use.
Relative identity
Record one entry for each relationship.
Ask for the relative's workplace or vendor role and repeat the group for additional relatives.
- Relative's name and relationship
- Employer, title, department, and manager
- Employee, contractor, owner, or vendor role
Organizational connection
Map where the roles meet.
Capture direct, indirect, and peer connections in consistent categories.
- Direct or indirect reporting relationship
- Shared team, project, location, or budget
- Frequency and nature of workplace interaction
Decision authority
Name the decisions that could overlap.
Let employees select every relevant decision type and explain their involvement.
- Hiring, promotion, evaluation, or discipline
- Scheduling, assignments, pay, or benefits
- Vendor selection, contract, invoice, or payment approval
Context and changes
Make room for the facts behind the boxes.
Capture timing, current arrangements, upcoming changes, and optional supporting files.
- When the relationship or overlap began
- Employee explanation and existing arrangements
- Optional organizational chart or supporting file
Attestation and routing
Finish with confirmation and a review path.
Show your policy summary, record confirmation, and assign follow-up.
- Accuracy attestation, signature, and date
- Policy acknowledgment written by your organization
- Reviewer assignment, status, and internal notes
Related tools
Build the surrounding HR review workflow.
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Open toolFAQ
Nepotism form questions
Answers for teams creating a family-relationship disclosure process.
What is a nepotism form?
A nepotism form reports family relationships that may intersect with workplace decisions. It identifies both people, their roles and reporting lines, and involvement in hiring, supervision, pay, performance, purchasing, or vendor activity. It supplies facts for a designated reviewer rather than asking the employee to decide the outcome.
Who should complete a nepotism disclosure form?
Follow your organization's policy. Common audiences include new hires, employees in annual review, managers, employees moving teams, and procurement staff. State the audience and trigger clearly so people know when to submit or update a disclosure.
What relationships should the form cover?
Use your policy's definitions, show them near the first relationship question, and give unsure employees an appropriate option. If the policy changes, update both the explanation and choices.
What fields belong on a nepotism form?
Collect employee identity, relative and relationship, both roles, reporting connection, shared work, and decision categories such as hiring, evaluation, pay, scheduling, discipline, procurement, or payments. Add explanation, attestation, signature, date, and reviewer routing.
Can the form show extra questions only after a yes answer?
Yes. Send no answers to attestation and open relative, role, reporting-line, decision, and explanation fields after yes. Provide a clear path for reporting multiple relationships.
How should HR route and review submissions?
Route responses to the designated team and assign a reviewer or shared inbox. Tag new disclosures, follow-up requests, and completed reviews. Keep internal notes separate from employee-facing fields and follow your access and retention practices.
Is this nepotism form generator free?
Yes. Makeform is unlimited free for generating, editing, publishing, and collecting responses. The paid tier removes the Makeform badge. Revise the structure and policy language before sharing it.
Does a generated form decide whether a conflict exists?
No. It organizes information but does not determine whether a relationship violates policy or what action should follow. A designated reviewer should assess the facts using your policy.
Give disclosures a path.
Generate a nepotism form that gives reviewers the facts they need.
Unlimited freeConditional disclosure fieldsEditable review workflow