By The CIPD had set its new code of conduct, which came into effect on January 1st, 2023. However, the previous code of conduct had been in place since 2012 and had expired on 31st December 2022 after a decade. Although two years have passed since it was introduced, many HR professionals are still unaware of its ethics and principles.
Are you also considering becoming an HR through CIPD qualifications and also unaware of the new CIPD code of conduct? If so, then you don’t have to worry because we are here to help you!
In this blog, we will discuss everything that HR needs to know about the new CIPD code of conduct and also help you decide whether you should pursue CIPD or not.
So, what are we waiting for? Let’s dive into it!
What is the New CIPD Code of Conduct?
Let’s first get an overview of what the new code of conduct actually is.
The new CIPD code of conduct took effect on 1 January 2023. It focuses on HR professionals’ role in encouraging ethical leadership, good character, positive impact, competence, stewardship, responsibility, integrity, diversity, fair treatment, and managing conflicts among employees. In addition to this, it ensures that HR can deal with the modern challenges of today’s era.
Things HR Needs to Know About the New CIPD Code of Conduct
The following are the key areas of the new CIPD code of conduct:
1. Good Character:
Firstly, HR professionals need to know that they have to follow the high standards of honesty, ethical conduct, and personal and professional integrity. In addition, they must maintain a good reputation for their profession as well as their organisation.
2. Positive and Active Impact on Working Lives:
Besides that, HR needs to know that they must promote fairness and equity in the workplace. All employees must be treated equally, and they cannot bully, abuse, harass, or discriminate against anyone. Moreover, they must ensure that employees are comfortable sharing their issues with them.
3. Professional Competence:
Additionally, HR must seek feedback from employees or recruiters, asking them about their performance. This will help them work on their flaws and do better, enhancing their personal and professional growth in this profession.
4. Personal Responsibility:
Moreover, it is their personal responsibility to manage and resolve conflicts among the workers, ensuring a friendly working environment. Also, if something goes wrong because of their decision, it is vital to take accountability for their actions. In addition, HR should conduct all private and professional conversations with employees via email or other online platforms.
5. Civic Virtue and Stewardship:
Furthermore, HR must be aware of all the laws and legal requirements related to employees, clients, or others. These may include copyright, privacy, plagiarism, licensing, and many more.
How Does the New CIPD Code of Conduct Differ from the Previous One?
There are some key differences between the new and previous CIPD codes of conduct. This table will help you distinguish between them:
| Features | New code of conduct and ethics | The previous code of professional conduct |
| Effective From | 1st January 2023 | 1st July 2012 |
| Focus | Prioritising ethical practice and principles more in the profession. | Focusing more on professional conduct and behaviour, raising the HR standards. |
| Key Areas | Good character
Active and positive impact on working lives Professional competence Personal responsibility Civic virtue and stewardship |
Professional competence and behaviour
Stewardship Integrity and ethical standards Profession representative |
| Significance | It reflects on current issues in the modern working environment of today’s HR profession. | Reflects more on work, employee well-being, and maintaining mental health. |
Should you Pursue CIPD or Not?
Are you still confused whether to pursue CIPD to enter the HR career or not? Well, the answer solely depends on your personal preferences. However, here are some other factors that you should consider while making a decision:
1. Budget: The CIPD qualification can be highly costly for some peers. Therefore, if you have a flexible budget, you can definitely pursue it for the HR role. To give you an idea of the average cost, here is an estimate of each level:
- Foundation Level: £1000-£3500
- Associate Diploma: £1500-£4200
- Advanced Diploma: £3000-£8000
2. Location: In addition to this, if you are a resident or planning to move to the United Kingdom, Europe, Asia, the Middle East, or Canada, then pursuing CIPD might be the best decision for you. However, if you are a US citizen, you should consider Strategic Human Resource Management instead.
3. Levels: Besides that, when thinking about CIPD, it is vital to choose which level you want to pursue. However, to decide the level, it is essential to consider your goals, experience, and qualifications. To help you decide, we have provided you with the requirements of each CIPD level:
Level 3: If you don’t have industry experience, you will need to begin from the CIPD Level 3.
Level 5: However, if you do have some experience in the HR field and want to pursue a mid-level role, then the CIPD Level 5 is best for you. Furthermore, you can also pursue this diploma even if you don’t have a Level 3 certificate.
Level 7: On the other hand, if you have sufficient experience in the HR field and want to pursue senior leadership roles, then CIPD Level 7 might be a better choice for you. Just like level 5, level 7 also doesn’t demand a degree of other CIPD levels. Rather, you must have an undergraduate degree in a related field.
However, when choosing these levels, it is crucial to know that CIPD concepts and assignments can be quite complex for some students. If you also find its assignments difficult, you can hire professional CIPD Level 3 Assignment Writers to help you with your assignments.
All in all!
Every HR needs to be aware of the key areas of the new CIPD code of conduct. However, if someone doesn’t follow this code of conduct, they might face a warning, disciplinary action, or even a suspension. Therefore, you must understand and follow this new CIPD code of conduct.
This brings us to the end of our blog!
We hope that this blog will help you be aware of the key points that HR needs to know about the new CIPD code of conduct. Additionally, we also hope that after reading this blog, you will be able to make an informed decision on whether to pursue CIPD qualifications or not.
