��������Ƶ

A Code of Conduct sets clear standards for how people should behave within an organization, covering everything from professional ethics to daily workplace interactions. In Hong Kong's business landscape, these codes help companies meet their obligations under key regulations like the Companies Ordinance and Securities and Futures Commission requirements.

Think of it as your organization's rulebook for ethical behavior - it spells out what's acceptable, what's not, and how to handle tricky situations. Good codes address local business practices, anti-corruption measures, conflicts of interest, and ways to report concerns. They protect both the company and its employees by creating a framework for making sound decisions and maintaining integrity.

Your organization needs a Code of Conduct when expanding operations, onboarding new team members, or facing increased regulatory scrutiny in Hong Kong. It's especially crucial when dealing with sensitive information, managing conflicts of interest, or working across different cultural business environments.

Put your code in place before problems arise - waiting until after an incident means missing its preventive benefits. Many Hong Kong companies implement codes when pursuing IPOs, seeking international partnerships, or strengthening their ESG compliance. The code becomes your foundation for building trust with stakeholders, protecting company reputation, and demonstrating commitment to ethical business practices.

• Standard Waiver Of Liability Form: Used in employee Codes of Conduct to address risk management and personal responsibility
• Board Of Advisors Agreement: Specialized Code of Conduct for board members, focusing on fiduciary duties and governance standards
• Basic Authorization Letter: Supplements Codes of Conduct by defining delegation authority and decision-making boundaries
• Production Support SLA: Operational Code of Conduct defining service standards and performance expectations

• Company Directors and Board Members: Set the tone from the top and approve the final Code of Conduct, ensuring alignment with corporate strategy and values
• Legal and Compliance Teams: Draft and update the code, ensuring it meets SFC requirements and other Hong Kong regulations
• HR Departments: Handle implementation, training, and day-to-day enforcement of conduct standards
• Employees at All Levels: Must understand, sign, and follow the code's guidelines in their daily work
• External Stakeholders: Including contractors, suppliers, and business partners who often need to comply with key provisions

• Review Industry Standards: Gather examples from similar Hong Kong companies and identify sector-specific compliance requirements
• Map Internal Policies: List existing company policies that need integration into the code
• Identify Key Risks: Document common ethical challenges and compliance issues in your business context
• Consult Stakeholders: Get input from department heads about practical challenges and daily scenarios
• Draft Core Sections: Our platform generates comprehensive, legally-sound codes tailored to Hong Kong requirements
• Plan Implementation: Create training materials and reporting mechanisms before rollout

• Purpose Statement: Clear objectives and scope of the code, aligned with Hong Kong company law
• Compliance Framework: References to relevant SFC regulations and anti-corruption laws
• Ethical Standards: Specific behaviors expected and prohibited under Hong Kong business practices
• Reporting Mechanisms: Clear procedures for raising concerns and whistleblower protections
• Disciplinary Measures: Consequences for violations, aligned with local employment law
• Data Protection: Guidelines meeting PDPO requirements for handling personal information
• Acknowledgment Section: Employee signature block confirming understanding and acceptance

A Code of Conduct differs significantly from an Accountability Agreement. While both documents set expectations, they serve distinct purposes in Hong Kong's business environment.

• Scope and Coverage: Codes of Conduct provide broad ethical guidelines and behavioral standards for entire organizations, while Accountability Agreements focus on specific performance metrics and responsibilities between particular parties
• Legal Enforcement: Codes of Conduct act as internal policy documents with disciplinary consequences, whereas Accountability Agreements create legally binding obligations with direct contractual remedies
• Implementation: Codes apply automatically to all employees and often external stakeholders, while Accountability Agreements require explicit acceptance and signatures from named parties
• Content Focus: Codes emphasize ethical principles and compliance requirements, but Accountability Agreements detail specific deliverables, timelines, and measurement criteria