Code of Conduct policy template
A comprehensive Code of Conduct policy that sets clear expectations for workplace behaviour, professional standards and ethical conduct. Designed for Australian businesses and aligned with Fair Work requirements.
Code of conduct policy
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What is a code of conduct policy?
A Code of Conduct is a foundational HR document that outlines the expected standards of behaviour, ethics and professionalism for everyone in your organisation. It sets the tone for workplace culture and provides clear guidance on how employees should conduct themselves.
Unlike specific policies that address single issues (like social media or dress code), a Code of Conduct brings together core values, behavioural expectations and ethical principles into one comprehensive document.
For Australian businesses, a well-drafted Code of Conduct also helps demonstrate compliance with Fair Work requirements and provides a foundation for managing performance and conduct issues consistently. It supports diversity and inclusion initiatives. With HR software, you can digitally distribute policies and track employee acknowledgements efficiently.
Core values in a code of conduct
The foundational principles that guide workplace behaviour
Integrity
Acting honestly, ethically and transparently in all business dealings and workplace interactions.
Respect
Treating colleagues, customers and stakeholders with dignity, courtesy and professionalism.
Accountability
Taking responsibility for actions, decisions and their consequences.
Collaboration
Working together constructively to achieve shared goals and support team success.
Fairness
Applying consistent standards and treating all individuals equitably.
Wellbeing
Prioritising the health, safety and welfare of all team members.
What's included in this template
Our Code of Conduct covers 14 essential sections for comprehensive workplace guidance
Professional conduct standards
Clear expectations for communication, dress code, punctuality and workplace behaviour.
Bullying, harassment & discrimination
Definitions, examples and zero-tolerance approach aligned with Fair Work requirements.
Health, safety & wellbeing
WHS obligations, mental health support and creating a safe work environment.
Conflicts of interest
Identifying, disclosing and managing situations where personal interests may conflict with work duties.
Confidentiality & privacy
Protecting sensitive business information, customer data and employee records.
Use of company resources
Guidelines for using equipment, technology, vehicles and other business assets appropriately.
Social media & communications
Standards for online conduct and representing the business on digital platforms.
Alcohol & drugs
Expectations around substance use, impairment at work and maintaining a safe environment.
Reporting concerns
Clear pathways for raising issues, whistleblower protections and support available.
Breaches & consequences
The investigation process and range of disciplinary actions for policy violations.
Why every business needs a code of conduct
A Code of Conduct isn't just a document to file away — it's an active tool for building and maintaining a positive workplace culture. Here's why it matters:
- Sets clear expectations
Employees know exactly what's expected of them from day one
- Supports fair treatment
Provides a consistent framework for addressing issues
- Reduces legal risk
Demonstrates due diligence in managing workplace behaviour
- Protects your reputation
Shows customers and stakeholders your commitment to ethics
Key topics your code of conduct should address
Understanding the essential elements of effective workplace conduct policies
Bullying, harassment & discrimination
This is often the most critical section of any Code of Conduct. Australian employers have legal obligations under the Fair Work Act, Sex Discrimination Act, and various state WHS legislation to prevent and address workplace bullying, harassment and discrimination.
Your policy should clearly define what constitutes unacceptable behaviour, provide examples, outline reporting mechanisms and explain the consequences. It should cover all protected attributes including age, gender, race, disability, religion and sexual orientation.
Confidentiality & privacy
Employees often have access to sensitive information — customer data, financial records, business strategies and colleague personal details. Your Code of Conduct should set clear expectations around information handling.
This section should cover what information is confidential, how it should be stored and shared, obligations after employment ends, and the consequences of breaches. For businesses subject to the Privacy Act, this section helps demonstrate compliance.
Conflicts of interest
A conflict of interest occurs when an employee's personal interests could influence, or appear to influence, their work decisions. Common examples include outside employment, financial interests in suppliers, and personal relationships with colleagues they supervise.
Your policy should require employees to disclose potential conflicts, outline how these will be assessed and managed, and make clear that undisclosed conflicts may result in disciplinary action.
Reporting concerns & whistleblower protection
Employees need to know how to raise concerns safely and confidentially. Australian whistleblower protections have been strengthened significantly, and your Code of Conduct should reflect this.
Include multiple reporting pathways (direct manager, HR, anonymous channels), assure employees of protection from retaliation, and explain how reports will be investigated. This encourages a speak-up culture and helps identify issues early.
Who should use this template?
This Code of Conduct template is designed for Australian businesses across all industries
Whether you have 5 employees or 500, a Code of Conduct helps set consistent standards and protects your business.
How to implement your code of conduct
Tips for making your policy effective, not just a document that sits in a drawer
Customise for your business
Add your company name, values and any industry-specific requirements. Make it feel like your document.
Review with a professional
Have an HR professional or employment lawyer review your customised version before rollout.
Train your team
Don't just hand out the document — discuss it, answer questions and explain why it matters.
Get acknowledgements
Have every employee sign an acknowledgement form confirming they've read and understood the policy.
Include in onboarding
Make the Code of Conduct part of every new employee's induction process.
Review annually
Legislation changes. Review your policy each year to ensure it remains current and compliant.
Legal disclaimer
This template is designed to reflect Australian workplace standards and Fair Work principles at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry, modern award, enterprise agreement and specific workplace circumstances. For complex situations or disputes, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian employment and workplace standards.
Ready to set clear workplace standards?
Download our comprehensive Code of Conduct template and start building a more professional, respectful workplace today.
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Code of conduct FAQ
- Yes. This template provides a solid foundation, but you should tailor it to reflect your specific workplace, industry requirements, and any applicable modern award or enterprise agreement. Consider your business size, the nature of work performed, and any industry-specific regulations.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form confirming they have read and understood the policy. Using HR software with policy management can automate tracking of acknowledgements.
- A code of conduct is a broader document that outlines the values, ethics and standards expected across all business dealings. A workplace behaviour policy focuses specifically on interpersonal conduct and typically covers areas like bullying, harassment and professionalism.
- Yes. Anyone representing your organisation should adhere to your standards. Include contractors, volunteers, and other non-employees in the scope of your code of conduct to ensure consistent behaviour and protect your organisation from reputational or legal risk.
- Review your code of conduct annually or whenever there are significant changes to legislation, business operations, or workplace culture. Regular reviews ensure the document remains relevant and addresses emerging issues like social media use or remote work expectations.
Related guides
Learn more about implementing this policy
Related templates
Complement your Code of Conduct with these related policies
Harassment & bullying policy
Detailed policy for preventing and addressing workplace bullying and harassment.
Download templateSocial media policy
Guidelines for employee social media use and protecting your business reputation online.
Download templateConflict of interest policy
Framework for identifying, disclosing and managing conflicts between personal and work interests.
Download templateDisclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.