Code of Conduct Example
A foundational template for setting workplace standards and expectations in a UK business. A code of conduct defines the behaviours, ethics, and responsibilities expected of all employees and helps create a positive and professional working environment.
What to Include
Introduction and Purpose
Why the code exists, who it applies to, and how it aligns with the company's values and mission. Set the expectation that all employees are responsible for upholding these standards.
Professional Behaviour
Standards of conduct in the workplace including punctuality, dress code, communication standards, and professional relationships with colleagues and clients.
Equal Opportunities and Diversity
Commitment to equality and diversity under the Equality Act 2010. Zero tolerance for discrimination based on any protected characteristic including age, disability, gender, race, religion, or sexual orientation.
Anti-Harassment and Bullying
Clear definition of harassment and bullying, examples of unacceptable behaviour, and the reporting process. Cover both in-person and online harassment.
Conflicts of Interest
Requirements to declare outside interests, secondary employment, and relationships that could create a conflict of interest. Include the process for disclosing and managing conflicts.
Confidentiality and Data Protection
Obligations around handling confidential information, customer data, and intellectual property. Reference UK GDPR and company data protection policies.
Reporting Concerns
How employees can raise concerns about potential breaches, the whistleblowing process, and assurance of protection from retaliation.
Key Points
- Should be clear, concise, and written in accessible language
- Must align with the Equality Act 2010 and anti-discrimination legislation
- Include a clear process for reporting and investigating breaches
- Apply consistently to all employees regardless of seniority
- Review regularly and update to reflect changes in legislation or company values
- All employees should acknowledge receipt and understanding
UK Compliance
A code of conduct should align with UK employment legislation including the Equality Act 2010, Data Protection Act 2018 / UK GDPR, Health and Safety at Work Act 1974, and the Bribery Act 2010. While not a legal requirement in itself, having a clear code of conduct helps demonstrate fair and consistent management practices, which is important in defending against employment tribunal claims.
Practical Tips
- Use practical examples of acceptable and unacceptable behaviour
- Make the code part of the induction process for all new starters
- Encourage managers to lead by example and model the expected standards
- Create a summary version or visual guide for easy reference
- Link the code to the disciplinary procedure so employees understand the consequences
Frequently Asked Questions
Is a code of conduct a legal requirement in the UK?
No, there is no UK law that requires employers to have a code of conduct. However, it is considered best practice and can be essential evidence in employment tribunal cases. A clear code helps demonstrate that the employer communicated its expectations and applied standards fairly.
How does a code of conduct differ from an employee handbook?
A code of conduct focuses specifically on expected behaviours, ethics, and professional standards. An employee handbook is broader and covers practical employment matters such as leave entitlements, pay, and operational procedures. The code of conduct is often included as a section within the employee handbook.
Can employees be disciplined for breaching the code?
Yes, provided the code is clearly communicated to all employees and linked to the disciplinary procedure. The severity of disciplinary action should be proportionate to the breach. Serious breaches such as harassment, fraud, or discrimination may constitute gross misconduct.
Should the code apply to contractors and freelancers?
It is good practice to extend the code of conduct to anyone working on behalf of the company, including contractors, freelancers, and agency workers. This can be done by incorporating relevant standards into their contract or service agreement.
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