​ Professional Conduct​

The Regulation of Professional Conduct​

As the regulatory body for the human resources profession in Ontario, the overarching objective of HRPA’s regulatory function is to protect the public by ensuring that human resources professionals in Ontario are competent and act in an ethical manner.

The regulation of professional conduct is accomplished in many ways such as ensuring registrants of the profession are of good character, providing guidance and educating registrants as to what constitutes appropriate professional behaviour, and by having robust complaints and discipline processes that deal with situations where a registrant may not have met the standards of conduct. All of these require clear guidance as to what is appropriate professional behaviour. Codes of ethics, rules of professional conduct, and standards of practice provide this guidance.​

Guidance with respect to professional conduct

Setting standards of practice for registrants is an important aspect of HRPA’s regulatory responsibilities. It is one of the three main tasks for professional regulation:

  • setting standards for who may enter the profession

  • setting standards of practice for those working in the profession

  • disciplining registrants who fail to meet the standards of the profession

Practice standards and practice guidelines as defined here are prescribed by the HRPA Board of Directors pursuant to the Code of Ethics, Rules of Professional Conduct, and Standards of Practice.

Codes of ethics, rules of professional conduct, and standards of practice are similar in that they all pertain to regulation and governance of registrant conduct, yet each is somewhat different from the other. A code of ethics sets out the principles that guide registrant conduct and tend to be more directional than specific. Rules of professional conduct define registrant behaviours - the ‘dos and don’ts’ of professional practice. Standards of practice are detailed guidelines for specific professional activities. A code of ethics is fairly broad, rules of professional conduct are more specific, standards of practice are even more specific. All three levels of specificity are useful.

The HRPA Rules of Professional Conduct

The HRPA Rules of Professional Conduct​​ set out the duties of human resources professionals toward employers or clients, employees, other professionals, the profession, and the public. These Rules apply to all HRPA registrants, whether they are responsible for human resources management policies for an organization or act as a consultant to an organization, whether as employees or as independent practitioners.

The HRPA Rules of Professional Conduct are ​organized into chapters and divisions. The first two chapters provide basic ​definitions, Chapter III proivded rules organized according to the seven principles of the Code of Ethics, Chapter IV defines the scope of practice, Chapter V provides general duties regarding a registrant's relations with HRPA, and Chapters VI through X provide specific duties organized by role.

Each year when renewing registration in HRPA, registrants must attest to the fact that they have read, understood, and agree to abide by the Rules of Professional Conduct. This is an appropriate time for each registrant to re-read the Rules and to consider his or her professional practice in light of the Rules.

Practice standards and practice guidelines

Practice standards and practice guidelines refer to specific guidance issued by HRPA and directed to its registrants pertaining to specific areas of professional practice. The essential difference between practice standards and practice guidelines is that practice standards are mandatory standards that all registrants must follow, whereas practice guidelines are recommended or suggested practices that registrants are expected to consider but may not follow depending on the circumstances. Practice standards generally use verbs such as ‘shall’ or ‘must’, but practice guidelines use verbs such as ‘should’ or ‘might’.

Practice standards and practice guidelines are not intended to put unnecessary restriction on the practice of registrants; rather, they are issued by HRPA in the public interest. Protection of the public remains the essential objective of practice standards and practice guidelines.

In keeping with the approach of self-regulation, practice standards and guidelines are developed with significant input of practicing professionals. A process for the development of practice standards and practice guidelines is given below, although deviations from this process may occur from time to time.

All practice standards and practice guidelines are approved by the Board of HRPA. The Board is clear that not adhering to a practice standard is detrimental to the public interest, and not adhering to a practice guideline will usually, though not always, be detrimental to the public interest. Failure to abide by a practice standard, or failure to consider a practice guideline, may be grounds for professional misconduct. When a practice guideline is not followed, the registrant may be expected to justify, if required to do so, departures from recommended practices.

All registrants of HRPA are required to makes themselves aware of practice standards and guidelines and to apply these standards and guidelines to their practice. Ignorance of a specific guideline or standard is not a valid reason for failing to apply a relevant guideline or standard.

When a guideline or standard is approved by the Board of HRPA, the registra​r shall endeavour to make all registrants aware of the guideline or standard. Nonetheless, the responsibility for being aware of and applying the standards and guidelines remains with the individual practitioner.​​​​​​​​​​​​​


The Regulation of Professional Conduct​

As the regulatory body for the human resources profession in Ontario, the overarching objective of HRPA’s regulatory function is to protect the public by ensuring that human resources professionals in Ontario are competent and act in an ethical manner.

The regulation of professional conduct is accomplished in many ways such as ensuring registrants of the profession are of good character, providing guidance and educating registrants as to what constitutes appropriate professional behaviour, and by having robust complaints and discipline processes that deal with situations where a registrant may not have met the standards of conduct. All of these require clear guidance as to what is appropriate professional behaviour. Codes of ethics, rules of professional conduct, and standards of practice provide this guidance.​

Guidance with respect to professional conduct

Setting standards of practice for registrants is an important aspect of HRPA’s regulatory responsibilities. It is one of the three main tasks for professional regulation:

  • setting standards for who may enter the profession

  • setting standards of practice for those working in the profession

  • disciplining registrants who fail to meet the standards of the profession

Practice standards and practice guidelines as defined here are prescribed by the HRPA Board of Directors pursuant to the Code of Ethics, Rules of Professional Conduct, and Standards of Practice.

Codes of ethics, rules of professional conduct, and standards of practice are similar in that they all pertain to regulation and governance of registrant conduct, yet each is somewhat different from the other. A code of ethics sets out the principles that guide registrant conduct and tend to be more directional than specific. Rules of professional conduct define registrant behaviours - the ‘dos and don’ts’ of professional practice. Standards of practice are detailed guidelines for specific professional activities. A code of ethics is fairly broad, rules of professional conduct are more specific, standards of practice are even more specific. All three levels of specificity are useful.

The HRPA Rules of Professional Conduct

The HRPA Rules of Professional Conduct​​ set out the duties of human resources professionals toward employers or clients, employees, other professionals, the profession, and the public. These Rules apply to all HRPA registrants, whether they are responsible for human resources management policies for an organization or act as a consultant to an organization, whether as employees or as independent practitioners.

The HRPA Rules of Professional Conduct are ​organized into chapters and divisions. The first two chapters provide basic ​definitions, Chapter III proivded rules organized according to the seven principles of the Code of Ethics, Chapter IV defines the scope of practice, Chapter V provides general duties regarding a registrant's relations with HRPA, and Chapters VI through X provide specific duties organized by role.

Each year when renewing registration in HRPA, registrants must attest to the fact that they have read, understood, and agree to abide by the Rules of Professional Conduct. This is an appropriate time for each registrant to re-read the Rules and to consider his or her professional practice in light of the Rules.

Practice standards and practice guidelines

Practice standards and practice guidelines refer to specific guidance issued by HRPA and directed to its registrants pertaining to specific areas of professional practice. The essential difference between practice standards and practice guidelines is that practice standards are mandatory standards that all registrants must follow, whereas practice guidelines are recommended or suggested practices that registrants are expected to consider but may not follow depending on the circumstances. Practice standards generally use verbs such as ‘shall’ or ‘must’, but practice guidelines use verbs such as ‘should’ or ‘might’.

Practice standards and practice guidelines are not intended to put unnecessary restriction on the practice of registrants; rather, they are issued by HRPA in the public interest. Protection of the public remains the essential objective of practice standards and practice guidelines.

In keeping with the approach of self-regulation, practice standards and guidelines are developed with significant input of practicing professionals. A process for the development of practice standards and practice guidelines is given below, although deviations from this process may occur from time to time.

All practice standards and practice guidelines are approved by the Board of HRPA. The Board is clear that not adhering to a practice standard is detrimental to the public interest, and not adhering to a practice guideline will usually, though not always, be detrimental to the public interest. Failure to abide by a practice standard, or failure to consider a practice guideline, may be grounds for professional misconduct. When a practice guideline is not followed, the registrant may be expected to justify, if required to do so, departures from recommended practices.

All registrants of HRPA are required to makes themselves aware of practice standards and guidelines and to apply these standards and guidelines to their practice. Ignorance of a specific guideline or standard is not a valid reason for failing to apply a relevant guideline or standard.

When a guideline or standard is approved by the Board of HRPA, the registra​r shall endeavour to make all registrants aware of the guideline or standard. Nonetheless, the responsibility for being aware of and applying the standards and guidelines remains with the individual practitioner.​​​​​​​​​​​​​


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