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CODE OF CONDUCT
FOR MINISTERIAL STAFF
A code of conduct issued by the State Services Commissioner under the State Sector Act 1988, section 57 (3). 
1982
EXPECTATIONS ON MINISTERIAL 
WE MUST BE FAIR, 
STAFF
ACT 
PROFESSIONAL,  
The nature of the role means that Ministerial staff are not required to 
RESPONSIBLE & 
be politically neutral. Apart from this, Ministerial staff are expected 
TRUSTWORTHY
to meet the same standards of integrity and conduct as other 
State services staff. Ministerial staff should be Fair, Professional, 
Responsible and Trustworthy. 
MINISTERIAL STAFF
FAIR
Means treating everyone fairly and with respect, and being 
Ministerial staff are employees (including 
INFORMATION 
responsive. It means working to make government services 
acting, temporary or casual employees 
accessible and effective, to make a difference to the well-being of 
who are employed on events-based 
New Zealand and its people. 
employment agreements by the 
Department of Internal Affairs and who 
work directly to a Minister in a Minister’s 
PROFESSIONAL
office rather than in a department. 
Means respecting the authority of the government of the day 
OFFICIAL 
This group does not include 
and the role of Parliament. It means respecting the duty of an 
departmental staff who are seconded 
independent State services to provide free and frank advice and 
or appointed to work in their Minister’s 
undertake their responsibilities free from inappropriate influence.
THE 
office. Departmental staff are not 
covered by this code - they are subject to 
RESPONSIBLE
the Standards of Integrity and Conduct 
Means acting lawfully and ethically, and working to improve the 
for the State services and are required to 
performance of government. It means using official resources and 
be politically neutral in their work. 
UNDER  information carefully and only for proper purposes. 
Ministerial staff have an important role 
in providing advice and support to 
TRUSTWORTHY
Ministers in the performance of their 
Means being honest. It means ensuring actions are not affected 
ministerial functions. Ministerial staff take 
by personal interests or relationships and not misusing a position 
political considerations into account in 
for personal gain. It means avoiding any activities, work or non-
undertaking their work. The presence 
work, that may harm the reputation of Minister’s offices or the State 
of Ministerial staff helps maintain the 
RELEASED 
services.
distinction between the executive and 
political aspects of the Minister’s role. 
Published September 2017


ACTING IN THE SPIRIT OF SERVICE
Explaining the Code of Conduct
for Ministerial Staff
EMPLOYING DEPARTMENT
1982
The Department of Internal Affairs as the department that employs Ministerial staff must maintain policies and 
procedures that give effect to these standards. The department may also issue its own code of conduct, with 
additional or detailed provisions that are pertinent to its circumstances. Ministerial staff must comply with any 
ACT 
code of conduct and the policies and procedures issued by their employing department, except for provisions on 
political neutrality, from which Ministerial staff are exempt.
OTHER GUIDANCE
Understanding the code – Guidance for State servants (http://www.ssc.govt.nz/code-guidance-stateservants) 
provides guidance for State servants on the Standards of Integrity and Conduct. The Impartial standards and 
their explanation in that guidance do not apply in the case of Ministerial staff. The explanations of the Fair, 
Responsible and Trustworthy standards are relevant to this code and should be used where Ministerial staff 
require clarification.    
INFORMATION 
CABINET MANUAL
The Cabinet Manual provides guidance to Ministers including in areas such as conduct, conflicts of interest, 
relationships with the State services and confidentiality. Ministerial staff support the Minister and thus they should 
be aware of and follow applicable requirements of the Cabinet Manual, while recognising this code may impose 
OFFICIAL 
additional integrity and conduct obligations.
RELATIONSHIPS
THE 
Ministerial staff have a key role in facilitating effective communication between Ministers and agencies. In 
communicating with agencies Ministerial staff are acting on behalf of Ministers and should be aware that 
executive decisions are the preserve of Ministers and State servants. Ministerial staff should help facilitate the 
flow of free and frank advice between Ministers and State servants. 
Major decisions should usually be discussed bet
UNDER 
ween the Minister and senior State servants, rather than 
communicated through Ministerial staff – this can help ensure there is clarity of message and it is backed by 
full authority. All State servants should be free from any influence or intervention that may conflict with their 
obligations under the Standards of Integrity and Conduct. 
Ministerial staff should refer to the guidance set out in the Cabinet Manual in regard to relationships between 
Ministers, Ministerial staff and the State services.  
ADVICE
RELEASED 
Ministerial staff are not required to be politically neutral, and thus the advice they offer may have a political 
element. The advice offered may be partial, but this does not derogate from the requirement for it to be robust 
and complete. In common with all State servants, Ministerial staff must not mislead Parliament, the public, 
Ministers or other State servants. 

POLITICAL PARTY ACTIVITY
The role of Ministerial staff is to support the Minister in their role as a Minister of the Crown. This means providing 
political advice to Ministers at all times but if Ministerial staff wish to undertake work for a political party they 
must do this outside paid work hours and must not use official resources for political party activity. Particular care 
should be exercised when using email and accessing electronic records and the internet. 
CONFIDENTIALITY
Ministerial staff have the same confidentiality obligations as other State servants. Ministerial staff should only 
use confidential official information for authorised purposes in their role. Ministerial staff must not access official 
information for personal purposes or give that information to others, without clear authorisation. Personal private 
1982
information should be protected. These requirements apply during the employment of Ministerial staff and 
beyond. 
ACT 
CONFLICTS OF INTEREST AND GIFTS
In common with all State servants, Ministerial staff must declare to their employing department, and take 
reasonable steps to avoid, any conflicts of interest (real or perceived). Such conflicts can arise from outside 
secondary work (paid or unpaid), political activity undertaken in a private capacity, offers of employment, 
financial interests and family and other interests.
The receipt of a gift or hospitality can create the perception of a conflict of interest. In common with all State 
servants, Ministerial staff should decline any gifts or hospitality that place them under any obligation or perceived 
influence. Any gifts or hospitality that are offered or accepted must be declared in accordance with the policies 
INFORMATION 
of the employing department. 
MEDIA AND PUBLIC COMMENT
In common with all State servants, Ministerial staff should only make media or public comment when authorised 
to do so, and should not make political party comment.  Ministerial staff should apply professional judgement 
and take care not to be involved in the preparation or dissemination of inappropriate material or personal 
OFFICIAL 
attacks. Ministerial staff should not do anything that may bring the State services into disrepute. They should take 
particular care in the use of social media (when in an authorised official capacity or in a personal capacity) and 
this applies regardless of whether or not account settings are private or restricted.  
THE 
UNDER 
RELEASED 
Out of scope
ACT 1982
INFORMATION 
Conflicts of interest 
6.8  Conflicts of interest 
The impartiality and integrity of employees is central to ensuring that the public, our clients 
and the government have confidence in Internal Affairs and in the work we do.  
You must perform your duties honestly and impartially, avoiding any personal, financial or 
professional situations that might compromise, or be seen to compromise, your integrity or 
otherwise lead to a conflict of interest. 
RELEASED UNDER THE OFFICIAL 
There are three types of conflicts of interest. 
Department of Internal Affairs 
13 
Unclassified 
Type of conflict 
Description 
Actual 
You have an actual conflict of interest 
Perceived 
Others reasonably think, or may reasonably think, you may have a 
conflict of interest 
Potential 
Something that has not yet occurred but there is a reasonable risk it 
wil  happen and, if it did, would create a conflict of interest, or 
perceived conflict of interest. 
ACT 1982
If you become aware that you have an actual, perceived or potential conflict of interest, you 
must disclose it to your manager as soon as possible. This is to safeguard both you and 
Internal Af airs. Even if you believe that you have dealt with the situation in the appropriate 
manner, you must advise your manager because with conflicts, perception (how it looks or 
may look to others outside Internal Affairs) is as important as reality (what actually happens). 
Failure to disclose a conflict of interest may be perceived as an attempt to conceal it, and 
may lead to your integrity being called into question. To safeguard yourself against 
allegations of improper behaviour, you need to recognise when an actual, perceived or 
potential conflict of interest arises. If in doubt ask and disclose it to your manager. 
INFORMATION 
Conflicts of interest usual y fall into one of the categories below. 
Area 
Examples of Conflict 
Personal 
When you could gain a benefit or advantage or have your actions interpreted as 
getting a personal gain or benefit. For example, an employee has knowledge of a 
change to legislation and provides this information to an interested stakeholder 
before it is available to others.  
Situations in which you (or your family or close associates) own or become the 
owner of, or have any material interest in, any contractor providing products or 
services to Internal Affairs, e.g. you have a financial interest in a cleaning 
company that wins a contract with Internal Affairs.   
Family and 
Where you have an opportunity or pressure to assist or provide an advantage or 
friends 
benefit to your family or friends.  
For example, a family member, friend or associate asks you to process or monitor 
progress of an application for a passport. 
Community 
Where you have an opportunity or pressure to assist or provide an advantage or 
benefit to a stakeholder or people in a community with which you are identified. 
For example, you might be asked to advise on a grant application to benefit 
people in your suburb. 
RELEASED UNDER THE OFFICIAL 
Department of Internal Affairs 
14 
Unclassified 
Area 
Examples of Conflict 
Secondary 
Where your employment outside Internal Affairs may conflict with your 
employment 
employment at Internal Affairs. 
For example, your secondary employer might be regulated by Internal Affairs staff 
(a casino, an adult video shop, a firm that uses spam email to promote itself). 
Voluntary 
Where your voluntary interests may conflict with your employment at Internal 
interests 
Affairs. 
1982
For example, you might join an organisation pressing for a change in a law 
administered by Internal Affairs. 
ACT 
Gifts and 
Where receiving gifts and benefits may create conflicts of interest for employees. 
benefits 
You might sign a contract for services with a company that had bought you tickets 
to a big game or show. 
Out of scope
INFORMATION 
OFFICIAL 
THE 
UNDER 
RELEASED 
Department of Internal Affairs 
15 
Unclassified 

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