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A Code of Conduct sets clear standards for how people should behave within an organisation, spelling out expected professional behaviour, ethical principles, and key responsibilities. It helps businesses meet their obligations under NZ employment law and creates a framework for handling workplace issues like conflicts of interest, confidentiality, and health and safety.

Most Kiwi organisations use their Code as a practical guide to support good decision-making and maintain professional standards. It typically covers areas like anti-discrimination, protected disclosures (whistleblowing), social media use, and dealings with customers and suppliers. When properly implemented, it helps create a positive workplace culture and reduces legal risks.

Use a Code of Conduct when establishing a new business or updating your workplace policies to meet modern challenges. Many NZ organisations implement their Code during periods of growth, when adding new team members, or after experiencing conduct-related issues that highlight gaps in their existing guidelines.

The Code becomes especially valuable during mergers, restructures, or when expanding into new markets. It helps maintain consistent standards across different teams or locations, protects your organisation during investigations or disputes, and demonstrates compliance with Fair Trading Act obligations and employment law requirements. Having clear conduct rules also makes handling misconduct cases more straightforward.

• Audit Code Of Practice: Sets specific standards for financial and operational auditing, focusing on professional integrity, independence, and reporting requirements in accordance with NZ auditing standards.
• Code Of Conduct For Logistics Company: Tailored for transport and logistics operations, addressing industry-specific concerns like driver safety, cargo handling, chain of responsibility, and customs compliance.
• Employee-focused Codes: Cover workplace behaviour, harassment prevention, and professional standards for staff interactions.
• Corporate Governance Codes: Target board members and senior management, emphasising leadership responsibilities and strategic decision-making.
• Supplier/Contractor Codes: Define expectations for external partners, including ethical sourcing and service delivery standards.

• Business Owners and Directors: Set overall conduct standards and ensure the Code aligns with company values and legal obligations under NZ law.
• HR Managers: Draft and implement the Code, handle training, and manage compliance monitoring across the organisation.
• Employees: Must understand and follow the Code's requirements in their daily work activities and interactions.
• Legal Advisors: Review and update the Code to ensure it meets current regulations and workplace laws.
• External Stakeholders: Including contractors, suppliers, and business partners who agree to follow relevant Code provisions when working with the organisation.

• Industry Requirements: Review your sector's specific regulatory obligations and common conduct issues in NZ workplaces.
• Current Policies: Gather existing workplace policies, employment agreements, and health and safety procedures to ensure alignment.
• Key Stakeholders: Identify who needs input on the Code's content, including management, HR, and employee representatives.
• Risk Assessment: List common conduct issues in your workplace and industry-specific challenges that need addressing.
• Implementation Plan: Develop a strategy for staff training, communication, and ongoing monitoring of the Code's effectiveness.
• Document Generation: Use our platform to create a legally sound Code of Conduct, ensuring all essential elements are included.

• Purpose Statement: Clear explanation of the Code's objectives and scope within NZ's legal framework.
• Behavioural Standards: Specific rules covering discrimination, harassment, bullying, and professional conduct requirements.
• Health and Safety: Obligations under the Health and Safety at Work Act 2015, including reporting procedures.
• Confidentiality: Rules for handling sensitive information and intellectual property protection.
• Disciplinary Process: Clear steps for addressing breaches, aligned with employment law requirements.
• Acknowledgment Section: Space for employee signatures confirming understanding and acceptance.
• Review Process: Timeframes and procedures for updating the Code to maintain compliance.

A Code of Conduct differs significantly from an Accountability Agreement. While both documents set expectations, they serve distinct purposes in NZ organisations.

• Scope and Coverage: A Code of Conduct provides broad ethical guidelines and behavioural standards for everyone in the organisation, while an Accountability Agreement focuses on specific performance metrics and responsibilities for individual roles or projects.
• Legal Enforcement: Codes of Conduct are generally company-wide policies that support disciplinary processes, whereas Accountability Agreements create direct contractual obligations between specific parties.
• Duration and Review: Codes typically remain in place long-term with periodic updates, while Accountability Agreements often have fixed terms aligned with project timelines or performance periods.
• Implementation: Codes require broad staff training and awareness, while Accountability Agreements need detailed discussion and mutual agreement between the specific parties involved.