Workplace Code of Conduct

This document is a workplace code of conduct. It can be used by an employer in Great Britain. The code of conduct will apply to employees. It is also possible to extend the policy to other categories of staff members*.

The employer may also want to specify that the code of conduct applies to workers, contractors and volunteers. More information about the different types of employment status can be found on the government website.

It is important to note that this code of conduct is different from a disciplinary policy/procedure. An employer should hold a disciplinary policy to explain its disciplinary procedures and to provide specific examples of gross misconduct. In contrast, this document sets out some general rules, key principles and the general ethos of the employer. The document should therefore be used in conjunction with a separate disciplinary procedure. A code of conduct will specify the general rules and expectations about:

• Punctuality and time-keeping
• Professional standards
• Apprenances and dress
• Relationships between colleagues
• Relationships between staff members and clients/customers

An employer will usually require more detailed rules for particular issues in addition to this. For example, the employer may wish to hold policies to address the following:

• Whistleblowing
• Health and safety
• Social media
• Domestic abuse
• Equality and diversity

How to use this document

This document should be completed with the relevant information about the employer.

If the employer formally recognises a trade union in relation to its staff members, it may wish to consult or agree with the trade union about the code of conduct. Sometimes, the terms of a collective agreement may require that a trade union or works council should be consulted in respect of any policy.

The policy is not a contractual document and does not need to be signed by a representative of the employer.

Once the policy has been finalised, the workforce should be made aware of its existence. It should be kept in a place which is easily accessible to workers. Typically this might be in a staff handbook or a staff intranet portal. It may also be handed to new members of staff together with their contract for work or contract of employment.

Relevant law

The Employment Rights Act 1996

Information can also be found on the ACAS website.

Help from a lawyer

You can choose to consult a lawyer if you need help.

The lawyer can answer your questions or help you through the process. You will be offered this option when you complete the document.

How to modify the template

You fill out a form. The document is created before your eyes as you respond to the questions.

At the end, you receive it in Word and PDF formats. You can modify it and reuse it.