Code of Conduct template

2. Our commitment

{{org.name}} commits to the standards it asks of its people: fair treatment, honest dealing, safe working conditions, and managers who act on concerns rather than burying them. Leaders are held to this code first — seniority raises the standard, it does not relax it.

3. How we treat each other

• Treat colleagues with respect. Bullying, harassment, and victimisation are never acceptable — including banter that a reasonable person would find degrading.
• Never let a protected characteristic under the Equality Act 2010 influence a decision about a colleague, candidate, or customer.
• Challenge or report poor behaviour when you see it; silence protects the wrong person.
• Follow health and safety rules and instructions — cutting corners endangers colleagues, not just yourself.

4. How we deal with customers, suppliers and the public

• Be honest in every representation: never overpromise, misdescribe, or hide a problem from a customer.
• Handle complaints through [complaint procedure], not defensively — a complaint handled well is a customer kept.
• Select and treat suppliers on merit, and pay them to agreed terms.
• Speak to the media or post publicly on behalf of {{org.name}} only if authorised — the social media policy covers personal accounts.

5. Conflicts of interest, gifts and hospitality

Tell [senior role] about anything that could conflict — or appear to conflict — with {{org.name}}'s interests: a second job, a family connection to a supplier or candidate, a personal stake in a decision you influence. Most conflicts are manageable once declared; concealed ones are misconduct.

Gifts and hospitality above [amount] must be declared in the [gifts and hospitality register] before acceptance, and anything intended to influence a decision must be refused whatever its value. Cash or cash equivalents are never accepted. The full rules are in the anti-bribery policy.

6. Company property, information and systems

• Use company money, stock, equipment, and time for company purposes, and claim only expenses genuinely incurred under the expenses policy.
• Protect confidential information about the business, colleagues, and customers — during your employment and after it.
• Follow the IT and acceptable use policy on all company systems, and the data protection policy whenever you handle personal data.
• Keep records honest — timesheets, safety checks, financial entries. Falsifying a record is treated as gross misconduct.

7. Raising concerns

If you see behaviour that breaches this code, raise it: with your manager, with [named role], or through the whistleblowing policy where it concerns wrongdoing such as fraud, danger, or a cover-up. Concerns are taken seriously and investigated proportionately, and victimising anyone for raising a genuine concern is itself a breach of this code.

8. Breaches, acknowledgment and review

Breaches are dealt with under the disciplinary policy, with the response reflecting the seriousness — from informal correction to dismissal for gross misconduct. For contractors and agency staff, a breach may end the engagement.

Everyone receives this code at induction and confirms in writing that they have read it; acknowledgments are kept in [system/location]. The code is reviewed [frequency, e.g. every two years] and after any incident that exposes a gap. Owner: [name/role]. Next review: [date].