The Code of Conduct for the Public Sector: Information for Public Sector organisations

The Code sets standards of integrity and conduct for public servants and the public sector organisations they work in, providing a shared foundation and commitment to integrity.  It encourages ethical behaviour and decision-making, while fostering a culture centred on a spirit of service, integrity and transparency. This is intended to maintain and strengthen the trust and confidence of the Government and the public in our ability to perform our roles efficiently and effectively, with the highest standards of integrity. 

The Code takes effect on 30 March 2026. The Standards of Integrity and Conduct continue to apply until then. 

Standards of Integrity and Conduct

The Code contains: 

• standards of integrity and conduct that apply to the ‘Public Sector’ (defined in the Code) and the public servants working there.  

• guidance related to those standards, to: 
  • support understanding and compliance 
  • clearly outline roles and responsibilities of public servants and organisational leaders in the Public Sector, what may be a breach of the Code and how to speak up to raise concerns about possible wrongdoing.  

The standards and guidance are framed around the public service values and principles set out in the Public Service Act 2020. 

The updated Code is intended to apply to all agencies, groups and individuals (for example, public servants) of the organisations defined in section 17(2) of the Public Service Act 2020 (excluding school boards). Those organisations are: 

1. Public service agencies (departments, departmental agencies, interdepartmental executive boards, interdepartmental ventures) and Crown agents 
2. Crown entities (other than Crown agents and excluding tertiary education institutions and school boards of trustees, and Crown Research Institutes and their subsidiaries) 
3. Companies named in Schedule 4A of the Public Finance Act 1989, and 
4. the Parliamentary Counsel Office. 

For a full list of the organisations under each of these categories, visit the page below. 

Central government organisations

The Code is issued by the Public Service Commissioner to relevant Public Sector organisations. If you work in one of those organisations, you will be advised by your organisation/employer that the Code applies to you and your related compliance expectations. 

In 2022 and 2023 we completed extensive engagement with Public Sector organisations and other key stakeholders such as academics and unions. Alongside research, insights from these engagements have informed the Code update. 

In 2025 we refreshed this work to build on what we’ve done so far, engaging key stakeholders before opening consultation on a draft Code. As part of our consultation, we invited feedback from all organisations the Code will apply to. Some further targeted engagement also occurred with unions and academics. Consultation was openly accessible to the public on our website. 

Following consultation, we analysed feedback received and revised the Code as appropriate, based on what we heard. 

We ran a consultation on the draft Code from 2 September to 17 October 2025.   

The draft Code of Conduct that was consulted on can be found here alongside a summary of feedback received and how we addressed that through the updated Code: 

Draft Code of Conduct for consultation(PDF, 304 KB)

Consultation on the draft Code: Summary and submissions analysis(PDF, 166 KB)

How existing standards are reflected in the updated Code of Conduct for the Public Sector(PDF, 132 KB)

Public Sector organisations may apply additional or detailed standards to their organisation that are consistent with the Code. This was also available to organisations in relation to the Standards of Integrity and Conduct, which the Code replaces.

Some organisations may choose to adopt the Code outright, while others may choose to adapt it to their own organisational context in a way that is consistent with the Code, for example, through an organisation code of conduct.  

The Code does not replace your organisation’s code, however, organisation’s codes should be consistent with the Code. It is likely that some minor changes will need to be made to organisations’ codes, to be consistent with the updated Code.  

Updating the Code does not change the general expectation that public servants abide by the Code. Everyone who the Code applies to will need to understand, and uphold the Code, just as they do now. 

The Code is not, on its own, sufficient to ensure that everyone meets its standards. Public sector organisations will still be required to have policies and procedures that reflect the standards in their own organisational context. They are also still required to ensure that their employees know what is expected of them to uphold the Code, and to provide relevant support for this. 

Each organisation is encouraged to promote awareness of the Code and the behavioural expectations that flow from it. 

There will be a new requirement for all public servants to complete the required learning resources within Integrity Essentials on the Code and General Election. (See further FAQs on the learning).

No, unless your organisation chooses to make this a requirement as part of your policies and procedures. We will not require this to be reported back to us. 

Public Sector organisations implement the Code by having policies and procedures consistent with it. This means either adopting the Code outright or adapting it to their own organisational context in a way that is consistent with the Code. Each organisation is encouraged to promote awareness of the Code and the behavioural expectations that flow from it. 

The Code’s implementation is supported by our Speaking Up model standards. Speaking Up requires organisations to have mechanisms that enable public servants to confidentially speak up about possible wrongdoing in their workplace, while keeping them safe from reprisals or other detrimental impacts.

Model standards: Speaking up in the public sector

We will outline this in the letter to organisations when issuing the Code, however, we are aware that some will need more time than others, so will be asking to let us know what that may look like. We anticipate most implementation activity will be underway or complete ahead of the General Election 2026. 

Integrity Essentials learning resources will be available through the Leadership Development Centre’s Public Service Core learning Hub on their website. It will include required learning resources on the Code and the General Election. We expect this to be ready when the Code takes effect in March 2026 and ask organisations to commence this as soon as possible.

The required learning will be supplemented by comprehensive learning resources around the public service values and principles, political neutrality, conflicts of interest and fraud and corruption. More resources will be made available across 2026. For the comprehensive learning, organisations are to consider which are relevant to them or if they already have learning on these topics.

Yes, and we recommend it if your organisation has the capacity to do so. 

This is up to organisations, but would likely be a great opportunity to do so. 

The Code doesn’t change how your organisation must operate under legislation and the Code clarifies that where there is a conflict, legislation prevails. 

The Code applies across a broad range of Public Sector organisations and public servant roles. This may mean that some of the standards are more relevant to some organisations and roles than to others. The Code recognises this and asks that where any of the standards may have limited relevance, we still need to consider how they may apply. A pragmatic approach to application and compliance should be taken, considering your organisation’s context.