Code Of Conduct Examples & Templates For Small Business In Australia

A clear, practical Code of Conduct can transform your workplace culture and reduce legal risk. It sets the standard for how people behave at work, with customers and suppliers, and online - so your team knows what “doing the right thing” looks like day to day.

For small businesses, the challenge is turning big-picture values into simple rules your team can follow. You don’t need a 50-page policy. You need a concise, easy-to-read document with plain-English examples.

In this guide, we explain what a Code of Conduct is, share practical examples you can copy and paste, and outline how to draft and roll one out in your business the right way in Australia.

What Is A Code Of Conduct For Small Businesses?

A Code of Conduct is a short policy that outlines how your people are expected to behave when they’re at work or representing your business. It applies to employees, contractors and sometimes suppliers or volunteers, depending on your setup.

It’s different to job-specific procedures. A Code sets the overarching behavioural standards - think respect, safety, privacy, anti-bullying, and ethical dealings - that sit alongside your role descriptions, operational processes and other policies.

In practice, your Code should work alongside an Employment Contract and your broader Workplace Policy suite (for example, social media, mobile phone, leave, and complaints handling). Many small teams bundle these into a simple Staff Handbook so everything is in one place.

Practical Code Of Conduct Examples You Can Use

Below are practical, plain-English clauses you can adapt for your small business. Keep them short and clear so your team can actually remember and follow them.

Respectful Behaviour And Anti-Discrimination

• We treat colleagues, customers and suppliers with respect - no bullying, harassment or discrimination based on protected attributes (such as sex, race, disability, age, religion or sexual orientation).
• We use professional language and avoid jokes or comments that could offend or exclude others.
• We speak up early if we see behaviour that doesn’t align with this Code.

Work Health And Safety (WHS)

• We follow safety instructions, report hazards and incidents promptly, and only perform tasks we’re trained to do.
• We never work under the influence of drugs or alcohol. Prescription medication that may affect performance must be discussed with a manager.
• We take reasonable care of our own health and safety and that of people around us.

Confidentiality, Privacy And Data Security

• We protect confidential information (ours and our customers’) and only use it for legitimate business purposes.
• We handle personal information in line with our Privacy Policy and follow data security procedures (e.g. strong passwords, no sharing logins).
• We don’t access, copy or share data unless we’re authorised and it’s necessary for our work.

Use Of Company Property And Technology

• We use company equipment and systems for work purposes and take reasonable steps to prevent damage or loss.
• We follow our IT, internet, social media and mobile phone policy when using devices inside and outside the workplace.
• We don’t install unauthorised software or bypass security settings.

Conflicts Of Interest, Gifts And Ethics

• We avoid conflicts between our personal interests and the business. If a conflict arises, we disclose it to management promptly.
• We do not accept gifts, benefits or hospitality that could influence (or be seen to influence) business decisions. When in doubt, declare it.
• We do not offer or accept bribes, kickbacks or unlawful payments.

Customer Interactions And Australian Consumer Law (ACL)

• We market and sell our products/services honestly and do not make misleading or deceptive claims.
• We handle complaints fairly and in line with our refund or warranty procedures.
• We escalate complex customer issues to a manager rather than guessing or overpromising.

Social Media And Public Communications

• We only speak on behalf of the business if authorised. Personal posts must not reveal confidential information or damage the business’ reputation.
• We never post comments about customers, suppliers or colleagues that could be harmful or discriminatory.
• We follow any platform-specific rules and our internal guidelines for brand tone and content.

Reporting Concerns, Investigations And Consequences

• We report suspected breaches of this Code, safety concerns or unlawful conduct as soon as possible using the channels provided.
• We cooperate with investigations and maintain confidentiality throughout the process.
• Breaches of this Code may result in disciplinary action, up to and including termination of employment and, where appropriate, referral to authorities.

Remote And Flexible Work

• We maintain professional standards when working remotely - secure networks, appropriate behaviour on video calls, and safeguarding confidential information.
• We follow our hours, availability and leave rules unless otherwise agreed with our manager.

Supplier And Contractor Standards

• We expect suppliers and contractors to comply with equivalent standards, including safety, anti-discrimination and anti-bribery obligations.
• We address concerns promptly and may suspend or terminate relationships where serious breaches occur.

How To Draft And Roll Out Your Code (Step-By-Step)

1) Keep It Short And Plain-English

Aim for 2-4 pages. Use headings, bullets and everyday wording. Your goal is clarity and usability, not legalese.

2) Align With Your Policies And Contracts

Your Code should connect to your existing policies and contracts - for example, reference your Workplace Policy suite, Employment Contract, and Staff Handbook. This ensures consistency and avoids gaps or contradictions.

3) Consult Early

Speak with managers and a few team members to sense-check your draft against real scenarios in your business. This improves buy-in and makes the Code practical.

4) Decide Scope And Applicability

Confirm who the Code applies to (employees, contractors, volunteers, suppliers). If contractors and suppliers are included, reflect this in your onboarding and agreements.

5) Include Clear Reporting Channels

Nominate at least two reporting options (e.g. manager and HR/owner). For sensitive issues, consider a confidential pathway or a dedicated contact. If your business falls under whistleblower rules, align your Code with your Whistleblower Policy.

6) Train, Acknowledge, Refresh

Roll it out with short training. Ask staff to acknowledge they’ve read and understood it (e.g. electronic sign-off). Revisit during onboarding and annual refreshers, and after any major incidents or updates in the law.

7) Enforce Consistently

Set expectations upfront. Document concerns, act promptly and fairly, and keep records. Where issues escalate, your other policies and procedures should guide formal processes.

Legal Considerations In Australia

While a Code of Conduct isn’t strictly required by law for every small business, it supports your legal obligations and helps you demonstrate that you’re taking reasonable steps to provide a safe, fair and lawful workplace.

Fair Work And Employment Law

• “Reasonable management action” includes setting clear expectations. A Code helps you show staff were informed and trained.
• Bullying, harassment and discrimination obligations apply regardless of business size. Having a Code plus training supports prevention and response, and it pairs well with processes for handling complaints.
• Mental health is part of your safety duties. Reinforce respectful conduct, workload management and support pathways, and consider guidance such as your Fair Work obligations regarding employee mental health.

Work Health And Safety (WHS)

• You must provide a safe workplace. The Code should link to your WHS policies and procedures, including incident reporting and hazard control.
• For remote work, address ergonomic setup, confidentiality and safe work practices at home.

Australian Consumer Law (ACL)

• Misleading or deceptive conduct is prohibited. Your Code should require truthful advertising, clear representations, and proper handling of refunds and warranties.
• Train customer-facing staff on what they can and can’t say, and where to escalate complex requests.

Privacy And Data Protection

• If you collect personal information, your Code should reinforce obligations under your Privacy Policy and data security practices (e.g. no sharing passwords, careful handling of customer data).
• Make sure the Code aligns with any information security, email or confidentiality policies you maintain.

Investigations And Discipline

• Set expectations around reporting, cooperation and confidentiality during investigations.
• Serious issues may require stand-down or suspension during investigations. It helps to have guidance on standing down an employee pending investigation so actions are fair and lawful.

Related Policies And Documents To Pair With Your Code

Your Code is the foundation. Back it up with targeted policies and contracts so you can act consistently when issues arise.

• Employment Contract: Sets core terms (duties, hours, confidentiality, disciplinary process) and can reference your Code and policy suite.
• Workplace Policy: Houses topic-specific rules - e.g. leave, social media, bullying and harassment, acceptable use, and complaints handling.
• Staff Handbook: A practical bundle that brings your Code and key policies together for easy onboarding and training.
• Privacy Policy: Explains how you collect, use and store personal information - essential if you handle customer data.
• Whistleblower Policy: Creates a confidential channel for serious concerns and complements your reporting section in the Code.
• Mobile Phone Policy: Clarifies acceptable use, distractions and privacy considerations for work devices.
• Duty Of Care: Reinforce safety expectations and link to WHS procedures for hazards, incidents and training.

Depending on your business, you may also need policies covering IT security, email disclaimers, gifts and benefits, conflicts of interest, alcohol and drugs, social media, and flexible/remote work. The right mix depends on your risks and industry.

How To Keep Your Code Effective Over Time

• Review annually or after any incident to check whether examples and processes still fit your business.
• Track training completion and acknowledgements so you can evidence compliance if needed.
• Use real scenarios from your workplace (anonymised) in refresher training to make the Code feel relevant.

Key Takeaways

• A Code of Conduct turns your business values into clear behavioural rules that staff can follow every day.
• Keep it short and practical. Use plain-English examples covering respect, WHS, privacy, social media, conflicts, and customer interactions under the ACL.
• Roll it out with training, acknowledgements and consistent enforcement; revisit it annually or after incidents.
• Align the Code with your policy suite and contracts - especially your Employment Contract, Workplace Policy and Privacy Policy - so expectations and processes are consistent.
• In Australia, a strong Code supports your obligations under employment law, WHS, privacy and consumer law, and helps you manage risk.
• Tailor your Code and related policies to your industry and real scenarios in your business to maximise effectiveness.

If you’d like help drafting or updating a Code of Conduct and aligning it with your contracts and policies, you can reach us at 1800 730 617 or team@sprintlaw.com.au for a free, no-obligations chat.