CISA
1 CPD point
1 module
NOTE
This course can be customised into an organisation-specific course built around your approved Code of Conduct or Code of Ethics. It can incorporate your values, conduct rules, workplace examples, reporting channels, internal contacts, escalation steps and organisational terminology.
The standard course also works as a general workplace ethics baseline. Where a risk needs more detailed treatment, it can be supported by focused courses on conflicts of interest, anti-harassment, diversity and other conduct topics.
overview
A code sets the standard. Employees still have to use it.
Workplace ethics training helps employees understand the standards and behaviour expected of them, then apply those expectations when the answer is not completely obvious.
A code of ethics usually expresses the principles and values that should guide judgement. A code of conduct translates those principles into more specific workplace rules and expectations. Many organisations combine both in one document.
The document is only useful if employees can recognise when it applies. A gift that feels harmless, pressure to overlook a concern, a relationship affecting a decision, unfair treatment, misuse of company assets or uncertainty about reporting can all require an employee to stop and think before acting.
The course
Turn ethical principles into workplace decisions
The course introduces what it means to act ethically, how ethical conduct connects to organisational values, who is responsible and what employees should do when they suspect unethical conduct.
Scenario-based examples connect those principles to corruption, bribery, fraud, conflicts of interest, nepotism, moonlighting, gifts and hospitality, sexual harassment, bullying, discrimination and abuse of company assets.
Learners consider why people may act unethically, the consequences that can follow and when a concern should be raised.
Core idea
Ethics become useful when an employee can recognise the moment they apply.
Legal and course context
One baseline. Deeper training where the risk requires it.
Workplace ethics is not governed by one Act. The conduct introduced in this course can, however, sit inside enforceable legal duties. The Prevention and Combating of Corrupt Activities Act criminalises corrupt conduct. The Employment Equity Act and the Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace place proactive and remedial duties on employers and call for employee awareness. The Protected Disclosures Act provides procedures and protection for workers who disclose unlawful or irregular conduct.
These frameworks have consequences, but this is not detailed legal training on each subject. The course gives employees a shared ethics baseline: what the organisation expects, how common conduct risks can appear and when to speak up. Organisations that need deeper awareness in a particular area can add the relevant focused course.
Give employees a shared basis for making and questioning workplace decisions.
Got questions? Start here.
What is the difference between a code of ethics and a code of conduct?
A code of ethics normally sets out the principles and values that should guide judgement. A code of conduct turns those principles into more specific rules and expected behaviour. Organisations often combine the two. The course can reflect whichever structure and terminology your organisation uses.
Can this become our organisation’s own ethics course?
Yes. The course can be customised around your approved Code of Conduct or Code of Ethics, values, terminology, reporting channels, internal contacts and relevant workplace examples. The customised version then presents the ethics principles through the standards employees are expected to follow in your organisation.
Who should complete workplace ethics training?
The course is suitable for employees and managers as a shared awareness baseline. It does not train managers, HR or Ethics and Compliance teams to investigate allegations, make disciplinary findings or manage specialist ethics responsibilities; those roles may require additional guidance.
Is this course enough for higher-risk conduct topics?
It provides a broad baseline across common workplace ethics risks. Where an organisation needs more detailed awareness on conflicts of interest, harassment, discrimination, bribery or another subject, the relevant focused course can be added rather than overloading the general ethics course.
Can the training form part of our compliance record?
Yes, where the chosen delivery route records assignment, completion or assessment. That record can help the organisation show who received the awareness and what they completed. It does not prove that every employee will act ethically or that the organisation is compliant.
Will ethics training create a stronger ethical culture?
It can support a stronger culture by making expectations, common risks and reporting responsibilities clearer. Training cannot create that culture on its own. Employees also take their cues from leadership, incentives, supervision, how concerns are handled and whether the organisation applies its standards consistently.
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