Code of conduct.
A standalone code of conduct setting expectations on integrity, respect, conflicts of interest, anti-bribery, and reporting. Designed to be referenced by other policies and signed annually.
CODE OF CONDUCT — [Company Name] 1. Scope and application This Code applies to all directors, officers, employees, and contractors of [Company Name] (collectively, "Personnel"). All Personnel are required to acknowledge this Code in writing at the start of their engagement and on an annual basis thereafter…
What's inside the document.
Who the code applies to (employees, contractors, board), how it relates to the employment contract.
Honest dealing, accurate records, no misrepresentation, no theft or fraud.
Anti-harassment, anti-discrimination, anti-bullying — referencing the standalone anti-harassment policy.
Definition, disclosure obligations, the register, recusal expectations.
Gifts and hospitality thresholds, prohibited practices, gift-register process.
Treatment of confidential information during and after employment.
How to raise a concern, protections for the reporter, the investigation process.
Breach consequences, the disciplinary process, the appeal path.
A complete document set.
- Word document (.docx) — fully editable
- PDF — signature-ready
- Google Docs — one-click copy to your Drive
- 12 months of updates to this document
- Commercial-use licence for internal and client work
Three formats, one document.
- Word document (.docx) — fully editable
- PDF — signature-ready
- Google Docs — one-click copy to your Drive
5 steps from download to use.
- 01Replace the company-name and authorised-signatory placeholders.
- 02Adjust the gift threshold and conflict-disclosure register fields to your jurisdiction and industry.
- 03Confirm the reporting channels — email address, hotline, anonymous platform.
- 04Have all current employees sign the code on issue; require a fresh signature annually.
- 05Reference the code in every employment contract and every supplier contract.
The right document at the right moment.
Use the code as the single foundational document that other HR and compliance policies reference. It is short, signed annually, and creates the chain of accountability the harassment, whistleblower, and discipline policies extend.
For regulated industries (financial services, healthcare, defence), supplement with industry-specific compliance codes. The HumanResourcely code is the generic baseline; your regulator likely requires more.
Honest answers before you download.
- Should the code be signed annually?
- Yes. An annual sign-off resets the obligation and gives you a defensible 'they acknowledged the code' record. Many organisations pair this with annual compliance training.
- What gift threshold should I set?
- Common thresholds are $50–$150 per occurrence with a per-supplier annual aggregate. Below the threshold, gifts are recorded but accepted; above the threshold, gifts require manager approval or are refused.
- Is whistleblower protection mandated?
- In many jurisdictions yes — US Dodd-Frank, AU Treasury Laws Amendment, UK Public Interest Disclosure Act. The code references the protections; your specific obligation depends on your industry and size.
Other documents in this neighbourhood.
This code of conduct template is a professionally drafted starting point and is not legal advice. The clauses follow current US and AU practice; adapt the document for your specific jurisdiction and have qualified counsel review any clauses you add before signing or distributing. Full disclaimer.