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.
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Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
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.
Does having an EAP meet an employer's psychosocial duty of care?+
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.