Code of Conduct Policy Template
Customisable policy template to codify your workplace or organisation culture.
What's in This Code of Conduct Policy Template
This ready-to-use code of conduct policy template gives your organisation a comprehensive, legislation-aligned foundation for setting clear behavioural expectations. It covers everything from leadership responsibilities and conduct standards to reporting processes and disciplinary consequences so you can implement a professional, compliant Code of Conduct with confidence.
It includes:
- Purpose and scope statement
- Australian legislative framework
- Roles and responsibilities for leaders, managers and workers
- Conduct standards covering bullying, harassment, discrimination, privacy and conflicts of interest
- Reporting and protected disclosure section
- Support service references
- Breach and disciplinary consequences
- Document control section
How to Use This Policy Template
Download the template and replace all [Organisation Name] brackets with your organisation's details. Add your EAP provider, internal reporting contacts, and links to related policies.
Review the conduct standards against your specific industry, workforce size and risk profile, and consult with your workers before implementation this is a legal requirement under WHS/OHS legislation.
We recommend having the final version reviewed by a qualified legal or HR practitioner before use.
Why a Code of Conduct Policy Is Important
A Code of Conduct sets the tone for your entire workplace culture. It makes your expectations clear, gives employees a shared framework for how to treat one another, and protects your organisation legally by demonstrating proactive compliance with Australian workplace legislation.
With obligations under the Respect@Work Act 2022 now requiring employers to actively prevent harassment and discrimination - not just respond to it - having a robust, up-to-date Code of Conduct isn't optional. It's the foundation of a safe, accountable and respectful workplace.
Hello 👋 I’m Joel the founder of Foremind.
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Answers to the frequently asked questions.
Email us at enquiries@foremind.com.au and we'll get back to you quickly with a response
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.
Yes. Psychosocial risk obligations apply regardless of organisation or business size, and Foremind is built to make compliance simple without enterprise-level complexity.
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
A spreadsheet can hold your notes, but it can't show a regulator how you're managing risk over time. You need one place that records what you found, what you did about it, and whether it worked.