Public sector employees are governed by a range of legislative, policy, and ethical obligations, including the Public Sector Act 2022 and Public Sector Ethics Act 1994, other applicable legislation, whole-of-government policies and directives, agency-specific policies and procedures and relevant codes of conduct such as the Code of Conduct for the Queensland Public Service.
These frameworks shape the way public sector employees carry out their roles, supporting consistent, ethical, and effective decision-making and service delivery. They establish clear expectations for integrity, accountability, transparency, impartiality, responsible use of public resources, risk management, and professional conduct.
Members of Parliament are subject to the Code of Ethical Standards and Rules Relating to the Conduct of Members. Ministers (including Assistant Ministers) are also subject to the Ministerial Code of Conduct. Ministerial staff are subject to the Code of Conduct for Ministerial Staff Members, and Parliamentary Service staff are accountable to the Code of Conduct for the Parliamentary Service.
Together, these set expectations for integrity, accountability, transparency, and the appropriate use of authority.
Some strategies that can help prevent corruption in the public sector include:
- Thorough recruitment and selection processes which include transparent and documented selection practices, appropriate management of recruitment related conflicts of interest, strong employment screening practices and the segregation of decision-making authority.
- Effective induction and onboarding of employees, including initial and ongoing training on ethical obligations, common ethical dilemmas, and areas vulnerable to corruption (or the perceptions of it) such as recordkeeping and information security and declaring and managing conflicts of interest.
- Specialised training for employees working in high-risk roles or work environments, such as de-escalation and behavioural management techniques for employees working in correctional and youth detention centres, and those who have interactions with vulnerable persons.
- Strong governance arrangements through clear and accessible policies and procedures, transparent decision-making authority and delegation frameworks and effective oversight measures, such as detailed and accurate documentation of decisions.
- Robust information handling and recordkeeping practices, including policies and procedures for the management and dissemination of confidential information.
- Strong workforce management practices by improving controls and systems relating to payroll, timesheets, leave, overtime, and rostering supported by monitoring, auditing, segregation of duties, employee guidance.
- Developing the capability of managers and supervisors to ensure they effectively supervise employees and are alert to the types of behaviours that may be indicative of misconduct or corruption.
- Oversight of procurement and contract management to support transparent, accountable, and value-for-money purchasing decisions, including strong procurement controls, contractor governance, invoice verification and financial delegation arrangements.
- Appropriate operational safeguards for high-risk activities involving vulnerable groups, high-value assets, and security-related functions to ensure these areas are effectively controlled, monitored and regularly reviewed.
- Internal assurance over high-risk corporate activities, including procurement activities and expenditure, recruitment decisions, and audits of timesheets, travel and allowance claims.
Fostering a positive workplace culture by reinforcing expected standards of behaviour, addressing inappropriate conduct, and applying fair and consistent processes for managing complaints, including corrupt conduct matters.
Awareness raising about strategies to identify, detect and resist attempts of improper influence, and oversight of compliance with obligations to declare and document contact with registered lobbyists, declare gifts, benefits and other hospitality, and conflicts of interest.
Advisories, case studies and factsheets
- Minimising fuel fraud in the public sector
- Preventing Fraud: How to prevent fraud in the public sector
- Understanding Fraud: Identifying and reporting fraud in the public sector
- Corruption priorities: How they guide our work
- Managing gifts and benefits: a guide for Hospital and Health Service employees
- Misuse of confidential information: What you need to know
- Assessing complaints of corrupt conduct: A guide for assessors and decision-makers
- How to classify matters of corrupt conduct pursuant to section 40 directions - A five-step guide for public officials and delegated decision makers
- Assessing allegations of corrupt conduct: A guide to recordkeeping under section 40A
- Guide to assessing allegations about misuse of confidential information
Corruption Perceptions Survey 2025
Corruption Investigation Reports
- Influence and transparency in Queensland’s public sector
- Investigation Workshop: An investigation into allegations of disclosure of confidential information at the Office of the Integrity Commissioner
- Investigation Keller: An investigation report into allegations relating to the former Chief of Staff to The Honourable Annastacia Palaszczuk MP, Premier of Queensland and Minister for Trade
- An investigation into allegations relating to the appointment of a school principal
- Operation Impala - A report on misuse of confidential information in the Queensland public sector
- Taskforce Flaxton An examination of corruption risks and corruption in Queensland prisons
- Australia's first criminal prosecution for research fraud: a case study from the University of Queensland
- Fraud, financial management and accountability in the Queensland public sector: An examination of how a $16.69 million fraud was committed on Queensland Health
