KNOWLEDGE BASE
POLICY
Code of Conduct
Document No:
POL-010
Version:
1.1
Approved by:
Management
Effective Date:
30/06/2026
Review Date:
30/06/2027
Purpose
This Code of Conduct outlines the standards of behaviour expected of all Employees. It ensures a respectful, professional, safe, and collaborative workplace that supports high-quality patient care and complies with relevant legal and professional obligations.
Scope
This policy applies to all Employees and Contractors, including practitioners and support staff, regardless of employment type or seniority. For the purposes of this document, the term Employees includes both Employees and Contractors.
In addition to this Code, Practitioners are bound by their respective professional codes, including but not limited to:
Physiotherapists & Podiatrists: AHPRA & National Boards Shared Code of Conduct
Exercise Physiologists: ESSA Code of Professional Conduct and Ethical Practice
Massage Therapists: ATMS Code of Conduct
Confidentiality & Compliance
Employees must:
Protect confidential information, including patient and business records.
Comply with the Privacy Act 1988 (Cth), Health Records and Information Privacy Act 2002 (NSW), and relevant health records legislation.
Maintain accurate, secure, and contemporaneous clinical records in line with professional standards.
Use social media and digital communication responsibly, ensuring confidentiality, professionalism, and alignment with workplace values.
Adhere to all legal, regulatory, and safety obligations, including Work Health and Safety Act 2011 (NSW).
Collaboration & Teamwork
Employees must:
Work constructively and collaboratively with all team members.
Respect the skills, contributions, and roles of others while recognising personal accountability.
Communicate effectively to support continuity of care.
Act as positive role models and support students, supervised practitioners, and colleagues.
Ensure roles and responsibilities are clearly understood and coordinated for optimal patient outcomes.
Respect in the Workplace
We are committed to a respectful, inclusive, and safe workplace. Employees must:
Communicate clearly, courteously, and professionally with colleagues, patients, and external stakeholders.
Never engage in disrespectful or unprofessional behaviour, including through social media.
Comply with the Fair Work Act 2009 (Cth) and Anti-Discrimination Act 1977 (NSW) in all workplace interactions.
Bullying, Discrimination & Harassment
There is no place for discrimination (including racism), bullying, or harassment — including sexual harassment — in the workplace. Such behaviour harms individuals, undermines teamwork, and compromises patient care.
Employees must:
Never engage in, ignore, or excuse bullying, harassment, or discrimination.
Recognise that such behaviour can include verbal abuse, intimidation, exclusion, coercion, racism, physical or sexual harassment, aggression, or online harassment.
Speak up or report when they witness inappropriate behaviour.
Support colleagues and escalate concerns about unsafe or inappropriate conduct.
Comply with the Fair Work Act 2009 (Cth), Anti-Discrimination Act 1977 (NSW), and Sex Discrimination Act 1984 (Cth).
Professional Conduct
Appearance
Employees must maintain a clean, professional standard of dress.
Performance
Employees must fulfil duties responsibly, follow reasonable instructions, and work to the standards outlined in position descriptions.
Drugs, Alcohol and Fitness for Work
Employees must not attend work under the influence of alcohol, drugs, or other substances that could impair performance, patient care, or safety.
Attendance
Employees must be punctual and reliable, notify management promptly of absences or lateness and comply with sign-in/sign-out procedures for Bodyfocus’s Deputy HR system.
Integrity
Employees must demonstrate honesty, accountability, and professionalism in all dealings.
Reputation
Employees must not make statements, whether in person, online, or in writing, that could bring the profession, Bodyfocus, or colleagues into disrepute.
Professional Boundaries
Employees must maintain clear professional boundaries in all patient interactions. This includes recognising the inherent power imbalance in practitioner–patient relationships, avoiding under- or over-involvement, and never pursuing personal, sexual, or exploitative relationships with patients or those close to them. Personal contact details (such as personal mobile numbers, email addresses, or social media accounts) must not be provided to patients.
Bodyfocus Property & Resources
Employees must:
Use Bodyfocus property, equipment, and intellectual property responsibly and only for work purposes.
Protect facilities, systems, and digital resources from misuse, damage, or security risks.
Not connect personal USB drives, external devices, or install unauthorised software that could compromise data security or introduce viruses to Bodyfocus’s computer systems.
Conflicts of Interest & Financial Dealings
Employees must:
Act in the best interests of patients at all times.
Disclose any personal, financial, or commercial interests that may influence or appear to influence decisions.
Not exploit patient relationships for personal or financial gain.
Only accept gifts of minimal value (e.g., flowers, small tokens) and record in Bodyfocus’s gift register.
Avoid arrangements or incentives that compromise patient care or safety.
Comply with the Health Practitioner Regulation National Law (NSW), Australian Consumer Law, and AHPRA standards.
Policies & Compliance
Employees must familiarise themselves with and follow all Bodyfocus policies and procedures. For clarification, Employees should consult the Operations Manager.
Work, Health and Safety
Employees must follow all workplace health and safety procedures, use equipment appropriately, and report hazards, incidents, or injuries promptly in accordance with the Work Health and Safety Act 2011 (NSW).
Breaches & Disciplinary Action
Failure to comply with this Code may result in disciplinary action, including:
Verbal or written warning
Demotion or reprimand
Suspension or termination (for serious or repeated breaches)
Legal action (in cases of theft, fraud, harassment, or unlawful behaviour)