The Chartered Institute of Personnel Management of Nigeria (CIPM) is the leading professional body for Human Resource Management in Nigeria.
We are committed to promoting excellence in people management, advancing ethical standards, and fostering a culture of integrity and professionalism across all sectors.
Our Professional Code of Conduct is a foundation upon which the HR profession in Nigeria is built. It reflects our collective commitment to uphold trust, accountability, respect for human dignity, and fairness in all professional interactions.
Through this platform, we aim to:
- Promote ethical awareness and compliance among HR practitioners.
- Guide decision-making and behaviour in alignment with professional standards.
- Provide clarity and accountability for individuals and organisations.
- Strengthening public trust in the HR profession.
As ambassadors of the CIPM brand, members are expected to demonstrate exemplary conduct, protect the profession’s reputation, and contribute to the growth of ethical people management practices in Nigeria.
We invite you to explore this platform, understand your professional responsibilities, and uphold the core values that define our community:
Service | Creativity | Respect | Integrity | Professionalism | Teamwork
Summary of Code of Conduct
Purpose of the Code
- Define acceptable professional conduct and ethics in HR practice.
- Promote transparency, integrity, fairness, and trust.
- Guide decision-making and professional responsibility.
- Protect the credibility and reputation of the HR profession.
- Ensure compliance and accountability.
Expectations of Practitioners
- Comply with laws, regulations, and CIPM standards.
- Foster a workplace culture of ethics and compliance.
- Promote fairness, justice, diversity, and inclusion.
- Avoid conflicts of interest and maintain confidentiality.
- Use data responsibly and ethically.
- Meet professional work standards and deadlines.
- Treat all stakeholders with respect and dignity.
Acts of Misconduct
Minor Misconduct includes failure to follow work standards, unprofessional conduct, poor data handling, or minor breaches of confidentiality.
Gross Misconduct includes discrimination, harassment, dishonesty, bribery, health and safety violations, fraud, or actions that damage the profession or organisation.
Sanctions
- Reprimand: Formal caution and warning for minor breaches.
- Deregistration: Withdrawal of membership or licence for gross misconduct.
- Relisting: Possible after meeting specific conditions and demonstrating remorse.
Whistleblowing & Enforcement
- Violations can be reported anonymously and confidentially.
- Retaliation against whistleblowers is strictly prohibited.
- Complaints are handled through formal procedures for fair hearing and resolution.
Commitment to Ethics
All CIPM members pledge allegiance to this Code as a condition of membership. Upholding it ensures the continued trust of employers, employees, and society.
