APS Values and Employment Principles under the Public Service Act 1999 (Cth)
The Australian Public Service (APS) Values sit at the heart of the Public Service Act 1999 (Cth) and bind every APS employee and agency head. This guide sets out 10 obligations covering the five APS Values (ICARE — Impartial, Committed to Service, Accountable, Respectful, Ethical), the Employment Principles, and the agency head duty to uphold and promote them.
Coverage
Every APS employee (ongoing, non-ongoing, and casual) and every APS agency head. Contractors and labour-hire workers providing services to APS agencies are expected to act consistently with the Values even though they are not directly bound. Parliamentary Service employees are subject to a parallel regime.
Legal basis
Public Service Act 1999 (Cth); Public Service Regulations 2023; APS Code of Conduct (s 13); APS Values (s 10); APS Employment Principles (s 10A). The Australian Public Service Commissioner issues directions and guidance under s 11. The Merit Protection Commissioner reviews breach findings.
The obligations
Act impartially in all APS work
The APS is apolitical and provides the Government with advice that is frank, honest, timely and based on the best available evidence. Personal political views must not affect official conduct.
Commit to service and to the community
The APS is professional, objective, innovative and efficient, and works collaboratively to achieve the best results for the Australian community and Government.
Be accountable for actions and decisions
APS employees are open and accountable to the Australian community under the law and within the framework of Ministerial responsibility. Records, approvals, and decisions must be documented and reviewable.
Respect every person
The APS respects all people, including their rights and their heritage. Workplace conduct must reflect dignity, inclusion, and freedom from discrimination, harassment, and bullying.
Act ethically
The APS demonstrates leadership, is trustworthy, and acts with integrity, in all that it does. Conflicts of interest must be declared and managed; gifts and benefits must be disclosed.
Apply the merit principle to employment decisions
APS employment decisions must be based on merit — assessment against work-related qualities genuinely required for the duties. The Employment Principles also require fair treatment, avoidance of patronage and favouritism, and independence of selection panels.
Comply with the APS Code of Conduct
APS employees must behave honestly, act with care and diligence, treat everyone with respect and courtesy, comply with all applicable Australian laws, and comply with any lawful and reasonable direction.
Disclose conflicts of interest
Take reasonable steps to avoid any conflict of interest (real or apparent) and disclose details of any material personal interest in connection with APS employment. Regular refresh of declarations is expected.
Protect official information
APS employees must not improperly use inside information, or the employee's duties, status, power or authority. Official information must be handled in accordance with the Protective Security Policy Framework and information classification rules.
Uphold the APS Values as a leader
SES employees must by personal example promote the APS Values, Employment Principles, and compliance with the Code of Conduct. Agency heads must uphold and promote the Values across the agency.
What happens if you do not comply
Breach of the APS Code of Conduct can lead to sanctions ranging from reprimand to termination of employment. Serious breaches involving fraud or corruption may be referred to the National Anti-Corruption Commission or the Australian Federal Police. Findings can be reviewed by the Merit Protection Commissioner.
Reporting requirements
Agency heads must maintain procedures for determining breaches of the Code of Conduct. Annual State of the Service report to Parliament captures APS-wide compliance trends. Serious misconduct and corruption are reportable to the National Anti-Corruption Commission under NACC Act thresholds.
What firms should do today
- Publish agency-specific procedures for determining Code of Conduct breaches
- Run annual Values and Code of Conduct training for all employees, with refresh for SES
- Maintain a conflicts of interest register and review declarations at least annually
- Align gifts and benefits policy to the APSC guidance and the Protective Security Policy Framework
- Ensure all employment decisions are documented against the merit principle
- Establish an escalation path for suspected corruption to the NACC and the agency head
Compliance with Quillio
Quillio drafts Code of Conduct investigation plans, conflict of interest declarations, procedural fairness letters, and agency Values-based policies aligned to the Public Service Act. Australian-hosted infrastructure aligns with the Protective Security Policy Framework. See /practice-areas/commercial-lawyers or start a free trial.
This guide is general information about the APS Values and the Public Service Act — not legal or human resources advice. Code of Conduct investigations are fact-specific and subject to procedural fairness. Obtain specialist advice before commencing a determination or taking a sanction decision.
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