Code of conduct for nurses

Effective from 1 March 2018

(updated June 2022)

Nursing and Midwifery Board of Australia

Australian Health Practitioner Regulation Agency
GPO Box 9958 Melbourne VIC 3001 www.nursingmidwiferyboard.gov.au 1300 419 495
Foreword
The Nursing and Midwifery Board of Australia (NMBA) undertakes functions as set by the Health
Practitioner Regulation National Law (the National Law), as in force in each state and territory. The NMBA
regulates the practice of nursing and midwifery in Australia, and one of its key roles is to protect the public.
The NMBA does this by developing standards, codes and guidelines that together establish the
requirements of the professional practice framework for the professional and safe practice of nurses and
midwives in Australia.

In developing the Code of conduct for nurses, and consistent with its commitment to evidence-based
structures, systems and processes, the NMBA carried out a comprehensive review that was informed by
research and by the profession. The research included an international and national literature review of
other codes and similar publications, a comparative analysis of the predecessor code of conduct to other
codes and an analysis of notifications (complaints) made about the conduct and behaviour of nurses.
Input was extensively sought in the form of focus groups, workshops, an expert working group and other
consultation strategies which included the profession, the public and professional organisations.

The Code of conduct for nurses (the code) sets out the legal requirements, professional behaviour and
conduct expectations for nurses in all practice settings, in Australia. The code is written in recognition that
nursing practice is not restricted to the provision of direct clinical care. Nursing practice settings extend to
working in a non-clinical relationship with clients, working in management, leadership, governance,
administration, education, research, advisory, regulatory, policy development roles or other roles that
impact on safe, effective delivery of services in the profession and/or use of the nurse’s professional skills.

The code is supported by the NMBA standards for practice and, with the other NMBA standards, codes
and guidelines, underpins the requirements and delivery of safe, kind and compassionate nursing
practice.

Associate Professor Lynette Cusack, RN/midwife

Chair, Nursing and Midwifery Board of Australia

Code of conduct for nurses

Contents
Introduction ...................................................................................................................................................4

Domain: Practise legally ............................................................................................................................. 7

Principle 1: Legal compliance .....................................................................................................................7

1.1 Obligations ................................................................................................................................... 7

1.2 Lawful behaviour ......................................................................................................................... 7

1.3 Mandatory reporting ..................................................................................................................... 8

Domain: Practise safely, effectively and collaboratively ........................................................................ 8

Principle 2: Person-centred practice ..........................................................................................................8

2.1 Nursing practice ........................................................................................................................... 8

2.2 Decision-making ........................................................................................................................... 8

2.3 Informed consent.......................................................................................................................... 9

2.4 Adverse events and open disclosure ........................................................................................... 9

Principle 3: Cultural practice and respectful relationships .................................................................. 10

3.1 Aboriginal and Torres Strait Islander peoples’ health .............................................................. 10

3.2 Culturally safe and respectful practice ..................................................................................... 10

3.3 Effective communication ............................................................................................................ 10

3.4 Bullying and harassment ........................................................................................................... 11

3.5 Confidentiality and privacy ........................................................................................................ 11

3.6 End-of-life care .......................................................................................................................... 12

Domain: Act with professional integrity ................................................................................................. 12

Principle 4: Professional behaviour ........................................................................................................ 12

4.1 Professional boundaries ............................................................................................................ 12

4.2 Advertising and professional representation ............................................................................. 13

4.3 Legal, insurance and other assessments .................................................................................. 13

4.4 Conflicts of interest .................................................................................................................... 13

4.5 Financial arrangements and gifts .............................................................................................. 14

Principle 5: Teaching, supervising and assessing ................................................................................ 14

5.1 Teaching and supervising .......................................................................................................... 14

5.2 Assessing colleagues and students .......................................................................................... 14

Principle 6: Research in health ................................................................................................................ 15

6.1 Rights and responsibilities ........................................................................................................ 15

Domain: Promote health and wellbeing .................................................................................................. 15

Code of conduct for nurses

Principle 7: Health and wellbeing ............................................................................................................ 15

7.1 Your and your colleagues’ health .............................................................................................. 15

7.2 Health advocacy ........................................................................................................................ 16

Glossary ..................................................................................................................................................... 17

Bibliography ............................................................................................................................................... 20

Code of conduct for nurses

Introduction

The Code of conduct for nurses sets out the legal requirements, professional behaviour and conduct
expectations for all nurses, in all practice settings, in Australia. It describes the principles of professional
behaviour that guide safe practice, and clearly outlines the conduct expected of nurses by their colleagues
and the broader community.

Individual nurses have their own personal beliefs and values. However, the code outlines specific
standards which all nurses are expected to adopt in their practice. The code also gives students of nursing
an appreciation of the conduct and behaviours expected of nurses. Nurses have a professional
responsibility to understand and abide by the code. In practice, nurses also have a duty to make the
interests of people their first concern, and to practise safely and effectively.

The code is consistent with the National Law. It includes seven principles of conduct, grouped into
domains, each with an explanatory value statement. Each value statement is accompanied by practical
guidance to demonstrate how to apply it in practice. Underpinning the code is the expectation that nurses
will exercise their professional judgement to deliver the best possible outcomes in practice.

This code applies to all nurses

The principles of the code apply to all types of nursing practice in all contexts. This includes any work
where a nurse uses nursing skills and knowledge, whether paid or unpaid, clinical or non-clinical. This
includes work in the areas of clinical care, clinical leadership, clinical governance responsibilities,
education, research, administration, management, advisory roles, regulation or policy development. The
code also applies to all settings where a nurse may engage in these activities, including face-to-face,
publications, or via online or electronic means.

Using the code of conduct

The code will be used:

• to support individual nurses in the delivery of safe practice and fulfilling their professional roles
• as a guide for the public and consumers of health services about the standard of conduct and
behaviour they should expect from nurses
• to help the NMBA protect the public, in setting and maintaining the standards set out in the code and
to ensure safe and effective nursing practice
• when evaluating the professional conduct of nurses. If professional conduct varies significantly from
the values outlined in the code, nurses should be prepared to explain and justify their decisions and
actions. Serious or repeated failure to abide by this code may have consequences for nurses’
registration and may be considered as unsatisfactory professional performance, unprofessional
conduct or professional misconduct 1, and
• as a resource for activities which aim to enhance the culture of professionalism in the Australian
health system. These include use, for example, in administration and policy development by health
services and other institutions; in nursing education, in management and for the orientation, induction
and supervision of nurses and students.

The code is not a substitute for requirements outlined in the National Law, other relevant legislation, or
case law. Where there is any actual or perceived conflict between the code and any law, the law takes
precedence. Nurses also need to understand and comply with all other NMBA standards, codes and
guidelines.

1 As defined in the National Law, with the exception of NSW where the definitions of unsatisfactory professional conduct and
professional misconduct are defined in the Health Practitioner Regulation National Law (NSW)

Code of conduct for nurses

Code of conduct for nurses: domains, principles and values
These domains, principles and values set out legal requirements, professional behaviour and conduct
expectations for all nurses. The principles apply to all areas of practice, with an understanding that nurses
will exercise professional judgement in applying them, with the goal of delivering the best possible
outcomes.

(To note: Person or people is used to refer to those individuals who have entered into a therapeutic
and/or professional relationship with a nurse. See the glossary for further detail).

Domain: Practise legally

1. Legal compliance
Nurses respect and adhere to their professional obligations under the National Law and abide by
relevant laws.

Domain: Practise safely, effectively and collaboratively

2. Person-centred practice
Nurses provide safe, person-centred and evidence-based practice for the health and wellbeing of
people and, in partnership with the person, promote shared decision-making and care delivery
between the person, nominated partners, family, friends and health professionals.

3. Cultural practice and respectful relationships

Nurses engage with people as individuals in a culturally safe and respectful way, foster open and
honest professional relationships, and adhere to their obligations about privacy and confidentiality.

Domain: Act with professional integrity

4. Professional behaviour
Nurses embody integrity, honesty, respect and compassion.

5. Teaching, supervising and assessing

Nurses commit to teaching, supervising and assessing students and other nurses, in order to develop
the nursing workforce across all contexts of practice.

6. Research in health
Nurses recognise the vital role of research to inform quality healthcare and policy development,
conduct research ethically and support the decision-making of people who participate in research.

Domain: Promote health and wellbeing

7. Health and wellbeing
Nurses promote health and wellbeing for people and their families, colleagues, the broader
community and themselves and in a way that addresses health inequality.

Code of conduct for nurses

Code of conduct for nurses
Domain: Practise legally
Principle 1: Legal compliance

Value
Nurses respect and adhere to professional obligations under the National Law and abide by relevant
laws 2.

1.1 Obligations

It is important that nurses are aware of their obligations under the National Law, including reporting
requirements and meeting registration standards. Nurses must

a. abide by any reporting obligations under the National Law and other relevant legislation. Please refer
to sections 129, 130, 131 and 141 of the National Law and the NMBA’s Guidelines for mandatory
notifications

b. inform the Australian Health Practitioner Regulation Agency (Ahpra) and their employer(s) if a legal or
regulatory entity has imposed restrictions on their practice, including limitations, conditions,
undertakings, suspension, cautions or reprimands, and recognise that a breach of any restriction
would place the public at risk and may constitute unprofessional conduct or professional misconduct

c. complete the required amount of continuing professional development (CPD) relevant to their context
of practice. See the NMBA’s Registration standard: Continuing professional development, Policy:
Exemptions from continuing professional development for nurses and midwives and Fact sheet:
Continuing professional development for these requirements

d. ensure their practice is appropriately covered by professional indemnity insurance

See the NMBA’s Registration standard: Professional indemnity insurance arrangements and Fact
sheet: Professional indemnity insurance arrangements, and

e. inform Ahpra of charges, pleas and convictions relating to criminal offences. See the NMBA’s
Registration standard: Criminal history.

1.2 Lawful behaviour

Nurses practise honestly and ethically and should not engage in unlawful behaviour as it may affect their
practice and/or damage the reputation of the profession. Nurses must

a. respect the nurse-person professional relationship by not taking possessions and/or property that
belong to the person and/or their family

b. comply with relevant poisons legislation, authorisation, local policy and own scope of practice,
including to safely use, administer, obtain, possess, prescribe, sell, supply and store medications and
other therapeutic products

c. not participate in unlawful behaviour and understand that unlawful behaviour may be viewed as
unprofessional conduct or professional misconduct and have implications for their registration, and

d. understand that making frivolous or vexatious complaints may be viewed as unprofessional conduct or
professional misconduct and have implications for their registration.

2 The code does not address in detail the full range of legal and ethical obligations that apply to nurses. Examples of legal

obligations include, but are not limited to, obligations arising in Acts and Regulations relating to privacy, the aged and disabled, child
protection, bullying, anti-discrimination and workplace health and safety issues. Nurses should ensure they know all of their legal
obligations relating to professional practice and abide by them.

Code of conduct for nurses

1.3 Mandatory reporting

Caring for those who are vulnerable brings legislative responsibilities for nurses, including the need to
abide by relevant mandatory reporting requirements as they apply across individual states and territories.

Nurses must:

a. abide by the relevant mandatory reporting legislation that is imposed to protect groups that are
particularly at risk, including reporting obligations about the aged, child abuse and neglect and
remaining alert to the newborn and infants who may be at risk, and

b. remain alert to other groups who may be vulnerable and at risk of physical harm and sexual
exploitation and act on welfare concerns where appropriate.

Domain: Practise safely, effectively and collaboratively

Principle 2: Person-centred practice

Value
Nurses provide safe, person-centred, evidence-based practice for the health and wellbeing of people
and, in partnership with the person, promote shared decision-making and care delivery between the
person, nominated partners, family, friends and health professionals.

2.1 Nursing practice

Nurses apply person-centred and evidence-based decision-making and have a responsibility to ensure the
delivery of safe and quality care. Nurses must:

a. practise in accordance with the standards of the profession and broader health system (including the
NMBA’s standards, codes and guidelines, the National Safety and Quality Health Service Standards
and Aged Care Quality Standards (where applicable)

b. provide leadership to ensure the delivery of safe and quality care and understand their professional
responsibility to protect people, ensuring employees comply with their obligations, and

c. document and report concerns if they believe the practice environment is compromising the health
and safety of people receiving care.

2.2 Decision-making

Making decisions about healthcare is the shared responsibility of the person (who may wish to involve
their nominated partners, family and friends) the nurse and other health professionals. Nurses should
create and foster conditions that promote shared decision-making and collaborative practice. To support
shared decision-making, nurses must:

a. take a person-centred approach to managing a person’s care and concerns, supporting the person in
a manner consistent with that person’s values and preferences

b. advocate on behalf of the person where necessary, and recognise when substitute decision-makers
are needed (including legal guardians or holders of power of attorney)

c. support the right of people to seek second and/or subsequent opinions or the right to refuse
treatment/care

d. recognise that care may be provided to the same person by different nurses, and by other members of
the healthcare team, at various times

e. recognise and work within their scope of practice which is determined by their education, training,
authorisation, competence, qualifications and experience, in accordance with local policy
(see also the NMBA’s Decision-making framework for nursing and midwifery)

f. recognise when an activity is not within their scope of practice and refer people to another health
practitioner when this is in the best interests of the person receiving care

Code of conduct for nurses

g. take reasonable steps to ensure any person to whom a nurse delegates, refers, or hands over care
has the qualifications, experience, knowledge, skills and scope of practice to provide the care needed
(see also the NMBA’s Decision-making framework for nursing and midwifery, and
h. recognise that their context of practice can influence decision-making. This includes the type and
location of practice setting, the characteristics of the person receiving care, the focus of nursing
activities, the degree to which practice is autonomous and the resources available.

2.3 Informed consent

Informed consent is a person’s voluntary agreement to healthcare, which is made with knowledge and
understanding of the potential benefits and risks involved. In supporting the right to informed consent,
nurses must:

a. support the provision of information to the person about their care in a way and/or in a
language/dialect they can understand, through the utilisation of translating and interpreting services,
when necessary. This includes information on examinations and investigations, as well as treatments

b. give the person adequate time to ask questions, make decisions and to refuse care, interventions,
investigations and treatments, and proceed in accordance with the person’s choice, considering local
policy

c. act according to the person’s capacity for decision-making and consent, including when caring for
children and young people, based on their maturity and capacity to understand, and the nature of the
proposed care

d. obtain informed consent or other valid authority before carrying out an examination or investigation,
provide treatment (this may not be possible in an emergency), or involving people in teaching or
research, and

e. inform people of the benefit, as well as associated costs or risks, if referring the person for further
assessment, investigations or treatments, which they may want to clarify before proceeding.

2.4 Adverse events and open disclosure

When a person is harmed by healthcare (adverse events), nurses have responsibilities to be open and
honest in communicating with the person, to review what happened, and to report the event in a timely
manner, and in accordance with local policy. When something goes wrong, nurses must:

a. recognise and reflect on what happened and report the incident

b. act immediately to rectify the problem if possible and intervene directly if it is needed to protect the
person’s safety. This responsibility includes escalating concerns if needed

c. abide by the principles of open disclosure and non-punitive approaches to incident management

d. identify the most appropriate healthcare team member to provide an apology and an explanation to
the person, as promptly and completely as possible, that supports open disclosure principles

e. listen to the person, acknowledge any distress they experienced and provide support. In some cases,
it may be advisable to refer the person to another nurse or health professional

f. ensure people have access to information about how to make a complaint, and that in doing so, not
allow a complaint or notification to negatively affect the care they provide, and

g. seek advice from their employer, Ahpra, their professional indemnity insurer, or other relevant bodies,
if they are unsure about their obligations.

See also the Australian Commission on Safety and Quality in Health Care’s publication Australian Open
Disclosure Framework.

Code of conduct for nurses

Principle 3: Cultural practice and respectful relationships

Value
Nurses engage with people as individuals in a culturally safe and respectful way, foster open, honest
and compassionate professional relationships, and adhere to their obligations about privacy and
confidentiality.

3.1 Aboriginal and Torres Strait Islander peoples’ health

Australia has always been a culturally and linguistically diverse nation. Aboriginal and Torres Strait
Islander peoples have inhabited and cared for the land as the first peoples of Australia for millennia, and
their histories and cultures have uniquely shaped our nation. Understanding and acknowledging historic
factors such as colonisation and its impact on Aboriginal and Torres Strait Islander peoples’ health helps
inform care. In particular, Aboriginal and Torres Strait Islander peoples bear the burden of gross social,
cultural and health inequality. In supporting the health of Aboriginal and Torres Strait Islander peoples,
nurses must:

a. provide care that is holistic, free of bias and racism, challenges belief based upon assumption and is
culturally safe and respectful for Aboriginal and Torres Strait Islander peoples

b. advocate for and act to facilitate access to quality and culturally safe health services for Aboriginal and
Torres Strait Islander peoples, and

c. recognise the importance of family, community, partnership and collaboration in the healthcare
decision-making of Aboriginal and Torres Strait Islander peoples.

For both prevention strategies and care delivery, see the National Aboriginal and Torres Strait Islander
Health Plan 2021-2031 and the Congress of Aboriginal and Torres Strait Islander Nurses and Midwives
website.

3.2 Culturally safe and respectful practice

Culturally safe and respectful practice requires having knowledge of how a nurse’s own culture, values,
attitudes, assumptions and beliefs influence their interactions with people and families, the community and
colleagues. To ensure culturally safe and respectful practice, nurses must:

a. understand that only the person and/or their family can determine whether or not care is culturally safe
and respectful

b. respect diverse cultures, beliefs, gender identities, sexualities and experiences of people, including
among team members

c. acknowledge the social, economic, cultural, historic and behavioural factors influencing health, both at
the individual, community and population levels

d. adopt practices that respect diversity, avoid bias, discrimination and racism, and challenge belief
based upon assumption (for example, based on gender, disability, race, ethnicity, religion, sexuality,
age or political beliefs)

e. support an inclusive environment for the safety and security of the individual person and their family
and/or significant others, and

f. create a positive, culturally safe work environment through role modelling, and supporting the rights,
dignity and safety of others, including people and colleagues.

3.3 Effective communication

Positive professional relationships are built on effective communication that is respectful, kind,
compassionate and honest. To communicate effectively, nurses must:

a. be aware of health literacy issues, and take health literacy into account when communicating with
people

Code of conduct for nurses

b. make arrangements, whenever possible, to meet the specific language, cultural, and communication
needs of people and their families, through the utilisation of translating and interpreting services where
necessary, and be aware of how these needs affect understanding

c. endeavour to confirm a person understands any information communicated to them

d. clearly and accurately communicate relevant and timely information about the person to colleagues,
within the bounds of relevant privacy requirements, and

e. be non-judgemental and not refer to people in a non-professional manner verbally or in

correspondence/records, including refraining from behaviour that may be interpreted as bullying or
harassment and/or culturally unsafe.

3.4 Bullying and harassment

When people repeatedly and intentionally use words or actions against someone or a group of people, it
causes distress and risks their wellbeing. Nurses understand that bullying and harassment relating to their
practice or workplace is not acceptable or tolerated and that where it is affecting public safety it may have
implications for their registration. Nurses must:

a. never engage in, ignore or excuse such behaviour

b. recognise that bullying and harassment takes many forms, including behaviours such as physical and
verbal abuse, racism, discrimination, violence, aggression, humiliation, pressure in decision-making,
exclusion and intimidation directed towards people or colleagues

c. understand social media is sometimes used as a mechanism to bully or harass, and that nurses
should not engage in, ignore or excuse such behaviour

d. act to eliminate bullying and harassment, in all its forms, in the workplace, and

e. escalate their concerns if an appropriate response does not occur.

For additional guidance see the Australian Human Rights Commission − Bullying fact sheet

See also Nurse & Midwife Support, the national health support service for nurses, midwives and students

3.5 Confidentiality and privacy

Nurses have ethical and legal obligations to protect the privacy of people. People have a right to expect
that nurses will hold information about them in confidence, unless the release of information is needed by
law, legally justifiable under public interest considerations or is required to facilitate emergency care. To
protect privacy and confidentiality, nurses must:

a. respect the confidentiality and privacy of people by seeking informed consent before disclosing
information, including formally documenting such consent where possible

b. provide surroundings to enable private and confidential consultations and discussions, particularly
when working with multiple people at the same time, or in a shared space

c. abide by the NMBA’s Social media guidance and relevant standards for practice, to ensure use of
social media is consistent with the nurse’s ethical and legal obligations to protect privacy

d. access records only when professionally involved in the care of the person and authorised to do so

e. not transmit, share, reproduce or post any person’s information or images, even if the person is not
directly named or identified, without having first gained written and informed consent. See also the
NMBAs’ Social media guidance and Guidelines for advertising regulated health services

f. recognise people’s right to access information contained in their health records, facilitate that access
and promptly facilitate the transfer of health information when requested by people, in accordance
with local policy, and

g. when closing or relocating a practice, facilitating arrangements for the transfer or management of all
health records in accordance with the legislation governing privacy and health records.

Code of conduct for nurses

3.6 End-of-life care

Nurses have a vital role in helping the community to deal with the reality of death and its consequences. In
providing culturally appropriate end-of-life care, nurses must:

a. understand the limits of healthcare in prolonging life, and recognise when efforts to prolong life may
not be in the best interest of the person

b. accept that the person has the right to refuse treatment, or to request withdrawal of treatment, while
ensuring the person receives relief from distress

c. respect diverse cultural practices and beliefs related to death and dying

d. facilitate advance care planning and provision of end-of-life care where relevant and in accordance
with local policy and legislation, and

e. take reasonable steps to ensure support is provided to people, and their families, even when it is not
possible to deliver the outcome they desire.

See also the Australian Commission on Safety and Quality in Health Care − End-of-Life Care

Domain: Act with professional integrity

Principle 4: Professional behaviour

Value
Nurses embody integrity, honesty, respect and compassion.

4.1 Professional boundaries

Professional boundaries allow nurses, the person and the person’s nominated partners, family and
friends, to engage safely and effectively in professional relationships, including where care involves
personal and/or intimate contact. In order to maintain professional boundaries, there is a start and end
point to the professional relationship, and it is integral to the nurse-person professional relationship.
Adhering to professional boundaries promotes person-centred practice and protects both parties. To
maintain professional boundaries, nurses must:

a. recognise the inherent power imbalance that exists between nurses, people in their care and
significant others and establish and maintain professional boundaries

b. actively manage the person’s expectations, and be clear about professional boundaries that must
exist in professional relationships for objectivity in care and prepare the person for when the episode
of care ends

c. avoid the potential conflicts, risks, and complexities of providing care to those with whom they have a
pre-existing non-professional relationship and ensure that such relationships do not impair their
judgement. This is especially relevant for those living and working in small, regional or cultural
communities and/or where there is long-term professional, social and/or family engagement

d. avoid sexual relationships with persons with whom they have currently or had previously entered into
a professional relationship. These relationships are inappropriate in most circumstances and could be
considered unprofessional conduct or professional misconduct

e. recognise when over-involvement has occurred, and disclose this concern to an appropriate person,
whether this is the person involved or a colleague

f. reflect on the circumstances surrounding any occurrence of over-involvement, document and report it,
and engage in management to rectify or manage the situation

g. in cases where the professional relationship has become compromised or ineffective and ongoing
care is needed, facilitate arrangements for the continuing care of the person to another health
practitioner, including passing on relevant clinical information (see also 3.3 Effective communication)

Code of conduct for nurses

h. actively address indifference, omission, disengagement/lack of care and disrespect to people that may
reflect under-involvement, including escalating the issue to ensure the safety of the person if
necessary

i. avoid expressing personal beliefs to people in ways that exploit the person’s vulnerability, are likely to
cause them unnecessary distress, or may negatively influence their autonomy in decision-making (see
the NMBA standards for practice), and

j. not participate in physical assault such as striking, unauthorised restraining and/or applying
unnecessary force.

4.2 Advertising and professional representation

Nurses must be honest and transparent when describing their education, qualifications, previous
occupations and registration status. This includes, but is not limited to, when nurses are involved in job
applications, self-promotion, publishing of documents or web content, public appearances, or advertising
or promoting goods or services. To honestly represent products and regulated health services, and
themselves, nurses must:

a. comply with legal requirements about advertising outlined in the National Law (explained in the
NMBA’s Guidelines for advertising regulated health services), as well as other relevant Australian
state and territory legislation

b. provide only accurate, honest and verifiable information about their registration, experience and
qualifications, including any conditions that apply to their registration (see also Principle 1: Legal
compliance)

c. only use the title of nurse if they hold valid registration and/or endorsement (see also the NMBA’s Fact
sheet: The use of health practitioner protected titles), and

d. never misrepresent, by either a false statement or an omission, their registration, experience,

qualifications or position.

4.3 Legal, insurance and other assessments

Nurses may be contracted by a third party to provide an assessment of a person who is not in their care,
such as for legal, insurance or other administrative purposes. When this occurs the usual nurse-person
professional relationship does not exist. In this situation, nurses must:

a. explain to the person their professional area of practice, role, and the purpose, nature and extent of
the assessment to be performed

b. anticipate and seek to correct any misunderstandings the person may have about the nature and
purpose of the assessment and report, and

c. inform the person and/or their referring health professional of any unrecognised, serious problems that
are discovered during the assessment, as a matter of duty-of-care.

4.4 Conflicts of interest

People rely on the independence and trustworthiness of nurses who provide them with advice or
treatment. In nursing practice, a conflict of interest arises when a nurse has financial, professional or
personal interests or relationships and/or personal beliefs that may affect the care they provide or result in
personal gain.

Such conflicts may mean the nurse does not prioritise the interests of a person as they should and may be
viewed as unprofessional conduct. To prevent conflicts of interest from compromising care, nurses must:

a. act with integrity and in the best interests of people when making referrals, and when providing or
arranging treatment or care

b. responsibly use their right to not provide, or participate directly in, treatments to which they have a
conscientious objection. In such a situation, nurses must respectfully inform the person, their
employer and other relevant colleagues, of their objection and ensure the person has alternative care
options

Code of conduct for nurses

c. proactively and openly inform the person if a nurse, or their immediate family, has a financial or
commercial interest that could be perceived as influencing the care they provide

d. not offer financial, material or other rewards (inducements) to encourage others to act in ways that
personally benefit the nurse, nor do anything that could be perceived as providing inducements, and

e. not allow any financial or commercial interest in any entity providing healthcare services or products to
negatively affect the way people are treated.

4.5 Financial arrangements and gifts

It is necessary to be honest and transparent with people. To ensure there is no perception of actual or
personal gain for the nurse, nurses must:

a. when providing or recommending services, discuss with the person all fees and charges expected to
result from a course of treatment in a manner appropriate to the professional relationship, and not
exploit people’s vulnerability or lack of knowledge

b. only accept token gifts of minimal value that are freely offered and report the gifts in accordance with
local policy

c. not accept, encourage or manipulate people to give, lend, or bequeath money or gifts that will benefit
a nurse directly or indirectly

d. not become financially involved with a person who has or who will be in receipt of their care, for
example through bequests, powers of attorney, loans and investment schemes, and

e. not influence people or their families to make donations, and where people seek to make a donation
refer to the local policy.

Principle 5: Teaching, supervising and assessing

Value
Nurses commit to teaching, supervising and assessing students and other nurses in order to develop
the nursing workforce across all contexts of practice.

5.1 Teaching and supervising

It is the responsibility of all nurses to create opportunities for nursing students and nurses under
supervision to learn, as well as benefit from oversight and feedback. In their teaching and supervisor roles,
nurses must:

a. seek to develop the skills, attitudes and practices of an effective teacher and/or supervisor

b. reflect on the ability, competence and learning needs of each student or nurse who they teach or
supervise and plan teaching and supervision activities accordingly, and

c. avoid, where possible, any potential conflicts of interest in teaching or supervision relationships that
may impair objectivity or interfere with the supervised person’s learning outcomes or experience. This
includes, for example, not supervising somebody with whom they have a pre-existing non-professional
relationship.

5.2 Assessing colleagues and students

Assessing colleagues and students is an important part of making sure that the highest standard of
practice is achieved across the profession. In assessing the competence and performance of colleagues
or students, nurses must:

a. be honest, objective, fair, without bias and constructive, and not put people at risk of harm by
inaccurate and inadequate assessment, and

b. provide accurate and justifiable information promptly and include all relevant information when giving
references or writing reports about colleagues.

Code of conduct for nurses

See also the NMBA’s Supervised practice framework.

Principle 6: Research in health

Value
Nurses recognise the vital role of research to inform quality healthcare and policy development, conduct
research ethically and support the decision-making of people who participate in research.

6.1 Rights and responsibilities

Nurses involved in design, organisation, conduct or reporting of health research have additional
responsibilities. Nurses involved in research must:

a. recognise and carry out the responsibilities associated with involvement in health research

b. in research that involves human participants, respect the decision-making of people to not participate
and/or to withdraw from a study, ensuring their decision does not compromise their care or any nurse-
person professional relationship(s), and

c. be aware of the values and ethical considerations for Aboriginal and/or Torres Strait Islander
communities when undertaking research.

See also the National Health and Medical Research Council publication: Ethical conduct in research with
Aboriginal and Torres Strait Islander Peoples and communities: Guidelines for researchers and
stakeholders

See also 2.1 Nursing practice on the application of evidence-based decision-making for delivery of safe
and quality care.

Domain: Promote health and wellbeing

Principle 7: Health and wellbeing

Value
Nurses promote health and wellbeing for people and their families, colleagues, the broader
community and themselves and in a way that addresses health inequality.

7.1 Your and your colleagues’ health

Nurses have a responsibility to maintain their physical and mental health to practise safely and effectively.
To promote health for nursing practice, nurses must:

a. understand and promote the principles of public health, such as health promotion activities and
vaccination

b. act to reduce the effect of fatigue and stress on their health, and on their ability to provide safe care

c. encourage and support colleagues to seek help if they are concerned that their colleague’s health
may be affecting their ability to practise safely, utilising services such as Nurse & Midwife Support, the
national health support service for nurses, midwives and students

d. seek expert, independent and objective help and advice, if they are ill or impaired in their ability to
practise safely. Nurses must remain aware of the risks of self-diagnosis and self-treatment, and act to
reduce these, and

e. take action, including a mandatory or voluntary notification to Ahpra, if a nurse knows or reasonably
suspects that they or a colleague have a health condition or impairment that could adversely affect
their ability to practise safely, or put people at risk (see Principle 1: Legal compliance).

Code of conduct for nurses

7.2 Health advocacy

There are significant disparities in the health status of various groups in the Australian community. These
disparities result from social, historic, geographic, environmental, legal, physiological and other factors.
Some groups who experience health disparities include Aboriginal and/or Torres Strait Islander peoples,
those with disabilities, those who are gender or sexuality diverse, and those from social, culturally and
linguistically diverse backgrounds, including asylum seekers and refugees. In advocating for community
and population health, nurses must:

a. use their expertise and influence to protect and advance the health and wellbeing of individuals as
well as communities and populations

b. understand and apply the principles of primary and public health, including health education, health
promotion, disease prevention, control and health screening using the best available evidence in
making practice decisions, and

c. participate in efforts to promote the health of communities and meet their obligations with respect to
disease prevention including vaccination, health screening and reporting notifiable diseases.

See also the NMBA’s Position statement on nurses, midwives and vaccination

Code of conduct for nurses

Glossary

These meanings relate to the use of terms in the Code of conduct for nurses.

Advance care planning is an on-going process of shared planning for current and future healthcare. It
allows an individual to make known their values, beliefs and preferences to guide decision-making, even
after when the individual cannot make or communicate their preferences and decisions. For additional
information refer to the Advance Care Planning Australia website.

Bullying and harassment is ‘when people repeatedly and intentionally use words or actions against
someone or a group of people to cause distress and risk to their wellbeing. These actions are usually
done by people who have more influence or power over someone else, or who want to make someone
else feel less powerful or helpless’. 3

Competence is the possession of required skills, knowledge, education and capacity.

Cultural safety concept was developed in a First Nations’ context and is the preferred term for nursing
and midwifery. Cultural safety is endorsed by the Congress of Aboriginal and Torres Strait Islander Nurses
and Midwives (CATSINaM), who emphasise that cultural safety is as important to quality care as clinical
safety. However, the “presence or absence of cultural safety is determined by the recipient of care; it is not
defined by the caregiver” (CATSINaM, 2014, p. 9 4). Cultural safety is a philosophy of practice that is
about how a health professional does something, not [just] what they do. It is about how people are
treated in society, not about their diversity as such, so its focus is on systemic and structural issues and
on the social determinants of health. Cultural safety represents a key philosophical shift from providing
care regardless of difference, to care that takes account of peoples’ unique needs. It requires nurses and
midwives to undertake an ongoing process of self-reflection and cultural self-awareness, and an
acknowledgement of how a nurse’s/midwife’s personal culture impacts on care. In relation to Aboriginal
and Torres Strait Islander health, cultural safety provides a de-colonising model of practice based on
dialogue, communication, power sharing and negotiation, and the acknowledgment of white privilege.
These actions are a means to challenge racism at personal and institutional levels, and to establish trust
in healthcare encounters (CATSINaM, 2017b, p. 11 5). In focusing on clinical interactions, particularly
power inequity between patient and health professional, cultural safety calls for a genuine partnership
where power is shared between the individuals and cultural groups involved in healthcare. Cultural safety
is also relevant to Aboriginal and Torres Strait Islander health professionals. Non-Indigenous nurses and
midwives must address how they create a culturally safe work environment that is free of racism for their
Aboriginal and Torres Strait Islander colleagues (CATSINaM, 2017a 6).

Delegation is the relationship that exists when a nurse devolves aspects of nursing practice to another
person. Delegations are made to meet the person’s health needs. The nurse who is delegating retains
accountability for the decision to delegate. The nurse is also accountable for monitoring of the
communication of the delegation to the relevant persons and for the practice outcomes. Both parties share
the responsibility of making the delegation decision, which includes assessment of the competence and
risks. For further details see the NMBA’s Decision-making framework for nursing and midwifery .

Discrimination is the unjust treatment of one or more person/s based on factors such as race, religion,
sex, disability or other grounds specified in anti-discrimination legislation. 7

Handover is the process of transferring all responsibility for the care of one or more people to another
health practitioner or person.

Health literacy ‘is about how people understand information about health and healthcare, how they apply
that information to their lives, use it to make decisions and act on it’. 8

Local policy refers to the policies that apply to decision-making, relevant to the specific location and/or
organisation where practice is being undertaken.

3 Australian Human Rights Commission, What is bullying?: Violence and Harassment and Bullying fact sheet
4 CATSINaM, 2014, Towards a shared understanding of terms and concepts: strengthening nursing and midwifery care of Aboriginal
and Torres Strait Islander peoples, CATSINaM, Canberra.
5 CATSINaM, 2017b, The Nursing and Midwifery Aboriginal and Torres Strait Islander Health Curriculum Framework (Version 1.0),

CATSINaM, Canberra.
6 CATSINaM, 2017a, Position statement: Embedding cultural safety across Australian nursing and midwifery, CATSINaM, Canberra.
7 Australian Human Rights Commission, ‘Discrimination’ section on website
8
Australian Commission on Safety and Quality in Health Care, Health literacy: https://www.safetyandquality.gov.au/our-work/patient-
and-consumer-centred-care/health-literacy/

Code of conduct for nurses

Mandatory notification is the requirement under the National Law for registered health practitioners,
employers and education providers to report certain conduct (see Guidelines for mandatory notifications).

Mandatory reporting is a state and territory legislative requirement imposed to protect at risk groups
such as the aged, children and young people.

National Law means the Health Practitioner Regulation National Law that is in force in each state and
territory in Australia and applies to those professions regulated under that law (see Australian Health
Practitioner Regulation Agency website).

Nominated partners, family and friends include people in consensual relationships with the person, as
identified by the person receiving care.

Nurse refers to a registered nurse, enrolled nurse or nurse practitioner. The term is reserved in Australia,
under law, for a person who has completed the prescribed training, demonstrates competence to practise,
and is registered as a nurse under the National Law.

Open disclosure ‘is an open and honest discussion with a person about any incident(s) that caused them
harm while they were receiving healthcare. It includes an apology or expression of regret (including the
word ‘sorry’), a factual explanation of what happened, an opportunity for the patient to describe their
experience, and an explanation of the steps being taken to manage the event and prevent recurrence’ 9
Over-involvement is when the nurse confuses their needs with the needs of the person in their care and
crosses the boundary of a professional relationship. Behaviour may include favouritism, gifts, intimacy or
inappropriate relationships with the partner or family member of a person in the nurse’s care.

Person or people refers to those individuals who have entered into a therapeutic and/or professional
relationship with a nurse. These individuals will sometimes be healthcare consumers, at other times they
may be colleagues or students, this will vary depending on who is the focus of practice at the time.
Therefore, the words person or people include all the patients, clients, consumers, families, carers, groups
and/or communities, however named, that are within the nurse’s scope and context of practice.

Person-centred practice is collaborative and respectful partnership built on mutual trust and
understanding through good communication. Each person is treated as an individual with the aim of
respecting people’s ownership of their health information, rights and preferences while protecting their
dignity and empowering choice. Person-centred practice recognises the role of family and community with
respect to cultural and religious diversity.

Practice means any role, whether remunerated or not, in which the individual uses their skills and
knowledge as a nurse. Practice is not restricted to the provision of direct clinical care. It also includes
working in a direct nonclinical relationship with clients, working in management, administration, education,
research, advisory, regulatory or policy development roles, and any other roles that impact on safe,
effective delivery of services in the profession and/or use their professional skills.

Professional boundaries allow a nurse and a person to engage safely and effectively in a therapeutic
and/or professional relationship. Professional boundaries refers to the clear separation that should exist
between professional conduct aimed at meeting the health needs of people, and behaviour which serves
a nurse’s own personal views, feelings and relationships that are not relevant to the professional
relationship.

Professional misconduct includes conduct by a health practitioner that is substantially below the
expected standard, and which, whether connected to practice or not, is inconsistent with being a fit and
proper person to be registered in the profession.

Professional relationship is an ongoing interaction that observes a set of established boundaries or

limits deemed appropriate under governing standards. The nurse is sensitive to a person’s situation and
purposefully engages with them using knowledge and skills with respect, compassion and kindness. In the
relationship, the person’s rights and dignity are recognised and respected. The professional nature of the
relationship involves recognition of professional boundaries and issues of unequal power.

9 Australian Commission on Safety and Quality in Health Care, Australian Open Disclosure Framework:

https://www.safetyandquality.gov.au/wp-content/uploads/2013/03/Australian-Open-Disclosure-Framework-Feb-2014.pdf

Code of conduct for nurses

Referral involves a nurse sending a person to obtain an opinion or treatment from another health
professional or entity. Referral usually involves the transfer (all or in part) of responsibility for the care of
the person, usually for a defined time and for a particular purpose, such as care that is outside the
referring practitioner’s expertise or scope of practice.

Social media describes the online and mobile tools that people use to share opinions, information,
experiences, images, and video or audio clips. It includes websites and applications used for social
networking. Common sources of social media include, but are not limited to, social networking sites such
as Facebook and LinkedIn, blogs (personal, professional and those published anonymously), WOMO,
True Local, microblogs such as Twitter, content-sharing websites such as YouTube and Instagram, and
discussion forums and message boards.

Substitute decision-maker is a general term for a person who is either a legally appointed decision-
maker for a person or has been nominated to make healthcare decisions on behalf of a person whose
decision-making capacity is impaired.

Supervision includes managerial supervision, professional supervision and clinically focused supervision
as part of delegation. For details see the NMBA’s Supervised practice framework.

Therapeutic relationships are different to personal relationships. In a therapeutic relationship the nurse
is sensitive to a person’s situation and purposefully engages with them using knowledge and skills in
respect, compassion and kindness. In the relationship the person’s rights and dignity are recognised and
respected. The professional nature of the relationship involves recognition of professional boundaries and
issues of unequal power.

Unprofessional conduct includes conduct of a lesser standard that might reasonably be expected by the
public or professional peers.

Code of conduct for nurses

Bibliography

The Australian Commission on Safety and Quality in Health Care (ACSQHC) provides relevant guidance
on a range of safety and quality issues. Information of particular relevance to nurses includes:

• end-of-life care
• hand hygiene
• healthcare rights
• health literacy
• medication administration, and
• open disclosure and incident management

The Australian Health Practitioner Regulation Agency (Ahpra) works in partnership with the NMBA to
regulate nurses and midwives in Australia.

The Australian Human Rights Commission also provides resources that promote and protect human
rights. Resources on workplace bullying include a fact sheet and a ‘get help’ section.

The Congress of Aboriginal and Torres Strait Islander Nurses and Midwives (CATSINaM) promotes,
supports and advocates for Aboriginal and Torres Strait Islander nurses and midwives and to close the
gap in health for Aboriginal and Torres Strait Islander peoples.

The National Aboriginal and Torres Strait Islander Health Plan 2013 – 2023 provides an evidence-based
framework for a coordinated approach to improving Aboriginal and/or Torres Strait Islander people’s
health.

The National Health and Medical Research Council (NHMRC) provides relevant information on informed
consent and research issues.

Nurse & Midwife Support is the national support service for nurses and midwives and provides 24-hour
access to health support anywhere in Australia.

The Therapeutic Goods Administration provides relevant information on therapeutic goods.

Code of conduct for nurses

Document history

Approved by: Nursing and Midwifery Board of Australia

Date commenced: 1 March 2018

Next review due: June 2027

Policy history: Is this a new policy? N

Does this policy amend or update an existing policy? Y
If so which version v1.0
Does this policy replace another policy with a different title? N

Approval date Version Reason for change

New document template and updates to document references and

June 2022 v2.0
links.

March 2018 v1.0 n/a

Code of conduct for nurses