Code of Conduct for Psychologists – Comprehensive Study Notes

Preamble

• Code identity & timing
  • Title: “Code of conduct for psychologists – Psychology Board of Australia (Ahpra)”
  • Advance copy published: $November\ 2024$
  • Becomes effective: $1\ December\ 2025$
• Core message – Establishes minimum, legally‐supported standards for safe, effective, culturally safe and collaborative psychological practice across all work contexts (clinical, organisational, research, policy, teaching, supervision, etc.).

Introduction

• Sets expectations for all psychologists registered under the National Law.
• Acknowledges diversity of roles (direct care, indirect care, management, etc.).
• Standards reflect values of safety, effectiveness, professionalism and cultural respect.

Purpose of the Code

• Public protection & confidence – Guides psychologists and informs the public of expected conduct.
• Acts as a common professional benchmark; serious or repeated breaches can trigger regulatory action (e.g.
  suspension or cancellation of registration).

Scope of the Code

• Framework for practice – Assists ethical decision-making, CPD, supervision and policy writing.
• Regulatory instrument – Board judges departures from the Code; psychologists must be able to justify variations.
• Public resource – Enables clients to recognise safe vs. unsafe practice.
• Reference for co-regulators – Supports tribunals, commissioners and other authorities.

What the Code Does NOT Do

• Does not override legislation (privacy, WHS, child protection, etc.).
• Does not replace organisational policies; psychologists must seek alignment where conflicts occur.
• Is not a complete ethics textbook or a charter of clients’ rights.
• Is not designed to settle practitioner–practitioner business disputes or purely industrial matters.

Professional Values & Qualities

• Client-centred cultural awareness – Recognise own culture, respect others’, avoid unlawful discrimination.
• Effective communication – Foundational skill across all interactions.
• Trust & integrity – Confidentiality, honesty, reliable boundaries.
• Public mental-health responsibility – Promote wellbeing at individual & community levels.
• Self-reflection & wellbeing – Regular appraisal of one’s own fitness to practise.
• Competence & CPD – Maintain and extend knowledge/skills; practise within limits.
• Commitment to safety & quality – Align with ACSQHC standards.

PRINCIPLE $1$ – Safe, Effective & Collaborative Services

$1.1$ Providing Safe & Effective Services

• Select evidence-informed assessments/interventions; integrate formulation & cultural reflection.
• Coordinate & ensure continuity where reasonably required.
• Work within competence; refer appropriately.
• Facilitate shared decision-making; respect client autonomy.

$1.2$ Maintaining Competence

• Ongoing CPD; adequate training before new roles.
• Keep contemporaneous, objective records.
• Balance benefit vs. risk; disclose options unbiased by $financial\ gain$.
• Practise within agreed purpose & evidence base.
• Encourage second opinions; consult peers; use resources responsibly.
• Manage personal views; reflect routinely; seek supervision when impediments arise.

$1.3$ Decisions About Access

• No unlawful discrimination.
• Provide services based on need/effectiveness; avoid unnecessary utilisation.
• Manage safety when clients pose risk; do not deny access if risk can be mitigated.
• If conscientious objection arises, inform client/employer and provide alternatives.

$1.4$ Emergency Conduct

• Balance own safety, competence, available options & impact on other clients; continue until assistance no longer objectively needed.

PRINCIPLE $2$ – Aboriginal & Torres Strait Islander Health and Cultural Safety

• Holistic definition of health – Physical, social, emotional, cultural, community wellbeing, “life-death-life” cycle.
• Recognise impacts of colonisation, systemic racism & inequity.
• Culturally safe practice (as judged by Aboriginal & Torres Strait Islander Peoples) requires:
  • Acknowledging systemic factors & racism.
  • Addressing personal bias.
  • Enabling self-determined, collaborative service models.
  • Leading safe workplace cultures supporting First Nations clients/practitioners.

PRINCIPLE $3$ – Respectful & Culturally Reflective Practice for ALL

$3.1$ Culturally Reflective Practice

• Respect diverse identities (gender, sexuality, religion, age, disability, etc.).
• Recognise social determinants & avoid assumptions.
• Foster inclusive, safe environments for clients & colleagues.

$3.2$ Effective Communication

• Communicate respectfully, honestly, compassionately; adapt to age/capacity.
• Address psychological literacy; use qualified interpreters; confirm understanding.
• Avoid disrespectful language, bullying or harassment.
• Explain role, relationship, info-use, confidentiality limits & fees.

$3.3$ Privacy & Confidentiality

• Obtain informed consent for information handling; outline recording, storage, use, disclosure.
• Provide private surroundings; collect only necessary data; control staff access.
• Meet legislative requirements (e.g.
  Australian Privacy Principles) including data-breach duties.
• Written consent before posting any identifying media.
• Facilitate client access to records; arrange secure transfer/storage upon closure or relocation.

PRINCIPLE $4$ – Working with Clients

$4.1$ Therapeutic Relationship

• Show respect, empathy, honesty.
• Empower informed engagement.
• Never exploit power imbalance (physical, emotional, sexual, financial).

$4.2$ Informed Consent

• Provide understandable info; verify comprehension; allow questions.
• Adjust for capacity (children, impaired decision-making).
• Document financial consent; note duration & revisit when circumstances change.
• Clients can withdraw consent at any time.
• Written consent required for physical contact procedures.

$4.3$ Clients with Additional Needs

• Identify vulnerability (children, older adults, disabilities, family violence).
• Meet mandatory-reporting obligations.
• Provide equitable access/support; include carers/guardians where appropriate.

$4.4$ Associated Parties

• Treat respectfully; supply info (with consent) relevant to their role.

$4.5$ Responding to Harm

• Act immediately to rectify; report per policy/law; communicate openly; guide complainant on notification pathways.

$4.6$ Concerns About Conduct

• Acknowledge client’s right to complain; offer mechanisms; cooperate with Board/Ahpra.

$4.7$ Continuity & Termination

• Plan for coverage during absence; organised transfer/closure; avoid abrupt endings; give advance notice.

$4.8$ Boundaries

• Maintain objectivity; avoid dual interests; document rationale for any physical contact.
• Never start sexual or close personal relationships during therapy; post-therapy relationships are “mostly inappropriate” – must consult senior practitioner.

$4.9$ Multiple Relationships

• Generally avoid; if necessary, record justification, disclose potential conflicts and monitor.

$4.10$ Simultaneous Services

• For couples/families/groups: ensure voluntary consent for all, maintain safety/effectiveness and confidentiality.

PRINCIPLE $5$ – Working with Practitioners & Colleagues

$5.1$ Mutual Respect

• Clear, timely communication; acknowledge others’ contributions; professional courtesy; avoid exploitative commercial dealings.

$5.2$ Teamwork & Collaboration

• Clarify roles; communicate for continuity; model ethical behaviour; support learners.

$5.3$ Disrespectful Behaviour

• Zero tolerance for bullying, harassment, racism; intervene, escalate, support reporters; monitor social-media conduct.

$5.4$ Delegation, Referral & Handover

• Ensure recipient competence; understand legal responsibility transitions; provide sufficient information for safe continuation.

PRINCIPLE $6$ – Working Within Systems

$6.1$ Optimal Service Allocation

• Offer necessary, appropriate services; support equitable access; recognise resource impact on others.

$6.2$ Promotion of Psychological Wellbeing

• Use best evidence for community education and advocacy; participate in wellbeing initiatives.

PRINCIPLE $7$ – Minimising Risk to & by Clients

$7.1$ Risk Management

• Embed cultural safety; engage in governance/QI; develop risk processes; support whistle-blowing; manage clients posing threats in line with Privacy Act.

$7.2$ Performance & Health

• Recognise own impairment; comply with OH&S; mandatory reporting; seek supervision/insurer advice.

$7.3$ Maintaining Knowledge & Skills

• Continuous CPD (see Section $7.4$); reflective practice; adapt to evolving science & society.

$7.4$ Continuing Professional Development

• National Law requirement – follow Board registration standard; keep evidence.

PRINCIPLE $8$ – Psychologists’ Behaviour

$8.1$ Legal Reporting

• Statutory duty to notify Board/Ahpra about certain matters (e.g.
  imposed restrictions). Seek advice if unsure.

$8.2$ Vexatious Notifications

• Only raise genuine public-safety concerns; malicious/vexatious reports = unprofessional conduct.

$8.3$ Integrity of Assessments

• Safeguard test security & validity within legal/organisational limits.

$8.4$ Public Statements & Social Media

• Use respectful language; protect privacy; base claims on peer-reviewed evidence; private statements may become public.

$8.5$ Client Records

• Accurate, legible, objective, timely; secure storage; adult retention = $7$ years, minors = until $age\ 25$.
• Facilitate lawful transfer/disposal.

$8.6$ Insurance

• Maintain Professional Indemnity Insurance per Board standard.

$8.7$ Advertising

• Must not be false/misleading/deceptive; comply with National Law & consumer-protection legislation; avoid testimonials about clinical outcomes.

$8.8$ Legal/Insurance Assessments

• Clarify role to examinee; obtain consent; impartial reporting; duty of care if serious health issue discovered.

$8.9$ Reports, Certificates & Evidence

• Warn of foreseeable risks; timely preparation; honesty about competence; verify content; disclose conflicts when testifying.

$8.10$ Work History

• Provide truthful, verifiable details; no misrepresentation.

$8.11$ Investigations

• Cooperate with legitimate inquiries; disclose required info; assist coroners.

$8.12$ Conflicts of Interest

• Identify, disclose, and manage dual interests; avoid inducements; reject targets/quotas conflicting with ethics.

$8.13$ Financial & Commercial Dealings

• No exploitation; accept only token gifts; no loans/investments with clients; declare interests in products/services.

$8.14$ Non-Monetary Compensation

• Generally avoid; if culturally necessary: disclose, appraise value, protect client interests, document management.

PRINCIPLE $9$ – Health, Wellbeing & Psychological Risk Factors

$9.1$ Your Own Health

• Seek independent care; avoid self-diagnosis; immunise; modify practice when impaired; notify Board if required.

$9.2$ Other Practitioners’ Health

• Provide same quality care to practitioner-clients; mandatory/voluntary notification when impairment risks public safety; encourage support-seeking.

PRINCIPLE $10$ – Teaching, Supervising & Assessing

$10.1$ Teaching & Supervision

• Develop culturally safe pedagogy; monitor supervisee conduct; avoid conflicts of interest; manage power imbalance; uphold boundaries; accountable for supervisee actions.

$10.2$ Assessing Practitioners

• Provide honest, objective, timely evaluations; include all relevant info when writing references.

$10.3$ Provisional Psychologists & Registrars

• Recognise vulnerability; model professionalism; set role scope; inform clients of supervision status; share info with supervisors.

PRINCIPLE $11$ – Ethical Research

$11.1$ Research Ethics

• Adhere to NHMRC National Statement & animal-ethics guidelines.
• Avoid compromising therapeutic relationships; secure informed consent; prevent harm; comply with Code principles.

Key Definitions (Selected)

• Associated party – Any non-client individual/body linked to service (carers, employers, other practitioners).
• Bullying – Repeated, intentional distress-causing actions.
• Cultural safety – Determined by Aboriginal and Torres Strait Islander Peoples; ongoing critical reflection to deliver racism-free care.
• Culturally reflective practice – Awareness and respect when working with cultures other than one’s own.
• Experienced practitioner – Senior psychologist (or suitably experienced other practitioner/legal expert) consulted for guidance.
• Handover – Transfer of all responsibility to another practitioner.
• Multiple relationships – Situations where dual roles or associations exist that may compromise service.
• Notification – Formal concern under National Law.
• Service – Any psychological activity (assessment, therapy, research, etc.).

Practical & Ethical Implications

• Regulatory stakes – Breaches can yield professional misconduct findings; severe cases → loss of registration.
• Risk minimisation – Embedding governance systems and reflective practice protects both clients and psychologists.
• Cultural competence – Not optional; integral to safe practice, especially regarding First Nations Peoples.
• Professional identity – Online behaviour, advertising and public comments can enhance or erode trust in the profession.
• Interdisciplinary synergy – Respect and collaboration with other health & social practitioners directly improves outcomes.
• Wellbeing cycle – Psychologists’ self-care ↔ client safety; impaired practitioner = heightened client risk.

Real-World Connections & Scenarios

• Example – Conscientious Objection: A psychologist with a strong religious belief against certain reproductive choices must inform the client of refusal AND provide referral options, satisfying $1.3f.$
• Hypothetical – Multiple Relationships: Rural psychologist treats a neighbour’s child. Dual social contact unavoidable → must consult senior peer, document risks, obtain informed consent, monitor to avoid exploitation per $4.9$.
• Metaphor – “Boundary Fence”: Like a well-kept fence protects both homes, clear professional boundaries protect both client and psychologist from harm and misunderstanding.

Key Dates & Numeric References (LaTeX-formatted)

• Publication: $November\ 2024$
• Effective date: $1\ December\ 2025$
• Record retention: Adults $=7$ years after last entry; Minors $=\text{until age }25$.
• Sections $1$–$11$ outline principles; each section subdivides (e.g.
  $1.1$–$1.4$).

Quick-Check Revision List

• Always practise within your competence & evidence base.
• Embed cultural safety (esp. Aboriginal & Torres Strait Islander contexts).
• Obtain, document & revisit informed consent (incl. info-handling + financial).
• Maintain clear boundaries; avoid dual relationships and inducements.
• Cooperate with complaints, investigations and mandatory reporting.
• Keep precise, secure records; respect privacy law.
• Prioritise own health; act if colleagues are impaired.
• Teach & supervise ethically; model professionalism.
• When in doubt – reflect, consult an experienced practitioner, document decisions.