A comparison of Police’s 2022 and 2026 codes of conduct shows a clear move from a principles/values-led guide to a firmer accountability/prescriptive framework.
Police Association members are facing a significant shift in expectations under Police’s new 2026 Code of Conduct, with stronger obligations to report misconduct, wider definitions of unacceptable behaviour and less room for judgment calls.
A comparison of the 2022 and 2026 codes shows a clear move from a principles/values-led guide to a firmer accountability/prescriptive framework, where standards are described as “not optional” and form “the foundation” of policing practice.
That shift is likely to be felt across the organisation – both in how behaviour is judged and how discipline is applied.
Reporting obligatory
One of the biggest changes is compelling staff to report suspected misconduct when they have reasonable cause. If they don’t, they risk a finding of misconduct themselves.
Under the old code, this obligation wasn’t as clear. “Members should take the obligation seriously and report concerns they observe to fulfil the new code’s requirement. Police will then deal with matters if and as required,” says Harley Dwyer, the association’s senior legal officer.
“Staff need to understand this is no longer a judgment call about whether to raise something,” he says. “If there are reasonable grounds, the obligation to act is clear – and not doing so could put your own employment at risk.”
On the positive side, Harley says, the clearer direction should help remove uncertainty for those unsure about when to escalate concerns. “It does give association members more confidence that they’re doing the right thing by speaking up, and it puts responsibility on Police to support that.”
The new “standing together” section formalises expectations around speaking up as well as leadership accountability, requiring managers to act promptly and support staff who raise concerns. While employees are to be held to account, Police is obliged to comply with its own good employer obligations.
Misconduct net widened
The 2026 code expands what counts as misconduct, adding modern examples such as inappropriate use of artificial intelligence (AI) and more explicit definitions of discriminatory or derogatory behaviour.
There is also a stronger focus on behaviour that damages public trust – whether on or off duty.
The broader definitions mean more situations could now trigger disciplinary processes, Harley says.
“The threshold has not really shifted but obligations have become clearer and more specific. It’s not just clear-cut wrongdoing – it’s also about judgment, perception and whether behaviour could undermine trust. That includes off-duty conduct, with the new code repeatedly emphasising that actions ‘reflect on Police – always’.”
The updated code also spells out more examples of serious misconduct – behaviour that could justify dismissal. New inclusions include involvement in organised crime, drug impairment at work (including prescription drugs) and failing to declare or concealing inappropriate relationships.
There is also an explicit requirement to fully co-operate with oversight bodies, with any attempt to obstruct an investigation potentially treated as serious misconduct.
Harley says the clearer detail reduces ambiguity but it also raises the stakes.
“While ignorance of obligations was never acceptable, in the past, it was more open to argue a member did not know. With more behaviours explicitly identified as potentially serious misconduct, outcomes are potentially more predictable – but also more severe.”
Conflicts and disclosure
Conflicts of interest are another area of tightened expectations. Members must now declare not only actual conflicts, but also potential and perceived conflicts, and document how they are managed.
Failure to declare certain relationships, particularly when there is a power imbalance, may be treated as serious misconduct.
This could catch members off guard, Harley says: “Perception is key. Even if you believe you’re acting appropriately, if a reasonable observer could see a conflict, you’re expected to declare it early. Processes may be able to be implemented to manage the relationship if you declare it, but if you don’t, it may be fatal to your employment.”
The new code includes what Police staff must proactively disclose to management.
This was previously included in policies that were not well known to employees. In addition to criminal matters, all employees must report issues such as civil proceedings (including bankruptcy), protection or trespass orders, firearms licence issues and infringement notices for excess breath alcohol and drug driving. Failure to notify can itself lead to disciplinary action.
What it means for members
Taken together, the changes signal a shift towards tighter oversight, clearer rules and increased personal accountability.
Harley warns that while the benefits include greater clarity and consistency, members will need to adjust to a more proactive mindset.
“People should have a better understanding of where the lines are and what’s expected of them. Waiting to see how something plays out is no longer a safe option.
“The new code is a more explicit framework that moves away from the more modern principles-based approach. This potentially exposes staff to scrutiny in a wider range of situations. Understanding those expectations – particularly around reporting, conflicts and off-duty behaviour – is critical,” he says.
“We would encourage members to make sure they are familiar with it. If you are involved in a situation you are not certain about, ask your supervisor or another manager.”
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