EXHIBIT 99.11

CODE OF BUSINESS CONDUCT

The Code of Business Conduct is our guide to ethical and lawful conduct in our daily business. It requires all of us, from members of
our board of directors to new hires, to adhere to a level of ethical business conduct well in excess of the legal minimum. Our compliance with both the letter and spirit of the Code of Business
Conduct is essential to protecting Enerplus' business and reputation.

INTRODUCTION

Enerplus' Commitment

Enerplus Corporation and all of its affiliates ("Enerplus" or the "Corporation") is committed to maintaining the highest of business
standards in our operations,
wherever they may be. We recognize the importance of credibility, integrity, and trust to our success as a business.

Purpose and Applicability of the Code

This Code of Business Conduct summarizes a number of Enerplus policies for appropriate behaviour and applies to all employees,
consultants, officers and directors of Enerplus (hereinafter, "Employees"). Accordingly, each of us must comply with the terms of this Code. The Code will help us meet our business practice standards
and comply with applicable laws and regulations. It is essential that this Code of Business Conduct be observed. The Code is very important to protecting Enerplus' business and reputation.

The
Code of Business Conduct is a general guideline for making certain that:



This
Code of Business Conduct does not replace any other published rules and policies of Enerplus, including other work rules and personal conduct policies. All Enerplus policies and
standards are subject to this Code. While this Code of Business Conduct provides guidance and explains what is considered unacceptable behaviour, the Code of Business Conduct does not describe every
specific act that is unacceptable. If a specific act is missing from the Code, it does not mean that act is acceptable
or condoned. Ultimately, we must rely on our judgment about the right thing to do in order to maintain our personal and corporate integrity.

The
Code is to be used as a guide for appropriate conduct and to prevent improper conduct. Enerplus will not tolerate any conduct that is unlawful or damaging to Enerplus' reputation.

Employee Responsibilities

All Employees are responsible for reading this entire Code of Business Conduct and ensuring their conduct is consistent with both the
letter and the spirit of Enerplus' business practices.

This
Code will help Employees deal with specific situations. In some cases, a situation may be so complex or circumstances so unique that additional guidance is needed. If such a
situation occurs and is not included in this Code, it is each Employee's duty to contact his/her supervisor or the Human Resources Department immediately. If necessary, the Human Resources Department
may refer the matter to the Legal Department for further advice.

This
Code and any detailed Enerplus policy statements and procedures will be updated from time to time. All Employees are required to stay informed of any updates and to comply with all
requirements.

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Management Responsibilities

Managers must exhibit the highest standards of corporate responsibility and business conduct and create a work atmosphere that supports
our corporate values and policies, including this Code. It is the duty of each member of management to take into account an Employee's willingness and commitment to comply with this Code when making
promotion and other employment decisions.

Compliance Requirements

Employees must work honestly and in good faith. Employment with Enerplus depends upon an Employee's ability and willingness to comply
with this Code. Adherence to these standards carries the highest priority. All Employees are required to acknowledge compliance when they are hired and again on an annual basis.

GLOBAL BUSINESS CONDUCT GUIDELINES

Our Employees

Discrimination and Workplace Harassment

Employees are forbidden to discriminate against or harass other Employees, in keeping with our Anti-Harassment Policy. No
Employee is permitted to act in a way that is considered or could be considered illegal or harassing.

It
is the responsibility of each member of management to be aware of any behaviour or conduct that could be considered workplace harassment or discrimination. Management also is required
to enforce these policies and immediately contact the Human Resources Department regarding any situation that could be considered workplace harassment or discrimination.

It
is the responsibility of each Employee to maintain a work environment free of discrimination and harassment and to report any situation that the Employee believes may be workplace
harassment or discrimination to his/her supervisor, department head or the Human Resources Department.

Employment of Family Members

Enerplus allows an Employee's spouse, parents, children, and other family members to work for Enerplus, both during and after the
employee's career with Enerplus, provided the employment is in Enerplus' best interest. Family relationships, however, will not be considered in hiring decisions. All Enerplus hiring decisions will be
made strictly on the basis of individual qualifications. To avoid the possibility or appearance of preferential treatment, Enerplus will not have one family member placed in a position of influence
over another family member.

Workplace Health and Safety

The health and safety of our personnel and the safe operation of our facilities are principal objectives of Enerplus. We are committed
to providing safe and healthy places of employment and will follow operating practices that eliminate or minimize exposure to hazardous or unhealthy conditions. The success of our health and safety
efforts depends upon the cooperation, support, and active involvement of all Enerplus personnel. Each Employee is responsible for working safely and complying with all safety rules and protocols at
all times. We are committed to maintaining a safe and secure work environment. Threats, intimidation, harassment, assaults, and acts of violence are unacceptable and will not be tolerated.

Employees
should refer to the Safety & Social Responsibility section of the Enerplus website for our Health and Safety Policy and minimum safety standards. Questions or concerns
should be reported

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immediately
to a supervisor, the Safety & Social Responsibility Department or the Human Resources Department.

Prohibited Items

The use, sale, possession or distribution of illegal drugs, or the improper use of alcohol or prescription drugs, by Employees is
strictly forbidden while on Enerplus premises, in Enerplus vehicles, or while conducting Enerplus business on or off Enerplus premises. The use of alcohol is prohibited to the extent that it has a
detrimental effect on job performance, safety, or efficiency while conducting Enerplus business on or off Enerplus premises, or while in Enerplus owned or leased vehicles or personal vehicles used for
Enerplus business. The approval of an Enerplus officer is required to consume or possess alcoholic beverages on Enerplus premises. Consumption or possession of alcohol in Enerplus owned or leased
vehicles or personal vehicles used for Enerplus business is strictly prohibited. For further information, please refer to the Alcohol and Drug Policy.

The
possession, use, or distribution of firearms, weapons, and explosives is prohibited while on Enerplus premises, while conducting Enerplus business, or while in Enerplus vehicles on
or off Enerplus premises, except as authorized under the Firearm Storage, Transportation and Use Standard found on the Safety & Social Responsibility section of the Enerplus website.

If
evidence supports a reasonable suspicion of use, possession, or distribution of prohibited items, Enerplus reserves the right to conduct searches on Enerplus premises or in Enerplus
owned or leased vehicles for such items.

Our Company

Document Retention

Employees must comply with Enerplus' department-specific document (physical and electronic) retention guidelines to ensure that all
applicable laws and regulations are met. Each Employee should become familiar with and adhere to these guidelines. Additionally, when litigation or an investigation is pending, Employees are
prohibited from modifying or destroying relevant documents or records, including Employees' personal files and electronic records. The consequences of modifying or destroying any relevant documents or
records are severe and may include prosecution. An Employee who has any doubt about the legality or propriety of modifying or destroying any document or record should contact his/her supervisor or
General Counsel before proceeding.

Employees
should refer to the Records & Document Management Policy and the Records & Document Management section of the Enerplus website for further department-specific
guidelines.

External Communications

From time to time, Employees may be contacted by government representatives or legal counsel representing other companies, government
agencies, or individuals in connection with investigations that concern Enerplus, its business, clients, Employees, or suppliers. While Enerplus cooperates with all reasonable requests from government
agencies and authorities related to Enerplus' business, an Employee receiving a request for information other than what is provided on a routine basis should decline to respond and immediately report
the request to his/her supervisor and seek guidance from the Legal Department. Likewise, if an Employee receives a subpoena or other request to testify or produce documents in relation to Enerplus'
business, a copy of the subpoena or request should be forwarded immediately to our General Counsel. All information provided should be truthful and accurate. Employees must never mislead any
investigator and must never modify or destroy documents or records in response to an investigation.

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Disclosure of Corporate Information (Insider Trading and Selective Disclosure)

Employees must not trade Enerplus securities while in possession of material, non-public corporate information. Employees
must not use such material, non-public corporate information for their benefit or the benefit of others. Material corporate information is any information that, if known, might influence a
reasonable investor's investment decision to buy, sell, or hold securities of Enerplus. Non-public means any corporate information that has not been released by Enerplus for public
dissemination and which is intended to remain confidential until such authorized dissemination. With the exception of disclosure to Enerplus' advisors, Employees should not share material,
non-public corporate information with anyone outside Enerplus (including family members) until it has been made public, regardless of how the information may or may not be used. These
restrictions also apply to trading in securities of any other company (including, but not limited to, competitors, suppliers, and customers) if an Employee learns of any material,
non-public information about that company during the course of his/her employment with Enerplus.

Employees
must adhere to blackout restrictions posted on published blackout calendars. Trading blackouts are implemented to ensure that "insiders" do not have the advantage of
information that has not been announced to the general investing public. "Insiders" are considered to be anyone who has access to information that has not been released to the public realm. Applicable
securities laws dictate the protection of the entire investing public to ensure fairness. Should an individual breach insider trading rules they may be subject to significant penalties by regulatory
authorities.

Announcements
of material information will include scheduled and unscheduled announcements. Scheduled announcements include the release of quarterly financial statements, annual
financial statements and annual reports of Enerplus, and in that regard, trading in Enerplus securities by Employees will be prohibited for a certain time before and after the release of financial
statements. Unscheduled announcements may include the release of information relative to changes in the Corporation of a financial or structural nature, which may or may not require trading blackouts.

Management
will make every attempt to inform Employees of changes to blackout periods. However, blackout periods may change without notice. Should you have any questions or require
clarification regarding trading restrictions, it is your responsibility to direct these questions to General Counsel prior to trading any Enerplus securities.

Employees
must report violations or misuse of material, non-public corporate information to our General Counsel immediately.

Directors
and officers of Enerplus are required by securities regulations to make certain filings with securities commissions to report their holdings and transactions in Enerplus'
securities. Questions about these laws should be directed to the General Counsel.

Conflicts of Interest

Employees are not permitted to do anything that does not support the best interests of Enerplus. For
example:



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Before
acknowledging compliance with this Code, an Employee must report in writing any conflicts of interest to the Human Resources Department. If conflicts of interest arise after the
Employee has acknowledged compliance, the Employee must report the conflicts immediately in writing to the Human Resources Department, which will disclose such conflicts to General Counsel.

During
business hours, Employees should devote their full time and attention to Enerplus and their assigned job duties. Unrelated outside activities, business, or secondary employment
are not permitted during business hours. With the exception of Enerplus directors, no Employee of Enerplus should serve on the executive or board of any corporation that Enerplus does not control or
have an ownership interest in without the written approval of Enerplus' President and CEO. It is acceptable to serve on the board of a non-profit, charitable, religious, or civic
organization without prior written approval, provided it does not interfere with or impair the Employee's ability to perform their duties at Enerplus and represents a commitment of personal time.

To
avoid potential conflicts of interest, it is against Enerplus' policy for Enerplus to extend loans to officers or directors. It is acceptable, however, for Enerplus to extend loans to
Employees in certain instances (e.g. loans to purchase personal computers).

Confidential and Proprietary Information

Occasionally, Employees may know confidential information concerning Enerplus' business, including customers, suppliers, business
contacts, Employees, or technical operations. Employees must keep this information confidential during and after their employment with Enerplus. Personal information relating to Enerplus customers,
suppliers, business contacts or Employees must be treated in accordance with Enerplus' Privacy Policy.

Generally,
any information stored by and/or processed by Enerplus is proprietary information. This confidential information includes computerized data, methods, techniques, and
documentation relating to Enerplus' computing services, developed software, and third-party software.

Employees
must be aware of their responsibilities regarding access to Enerplus' computer services, and the access, use, and disclosure of confidential information. Confidential and
proprietary information must be used for Enerplus purposes only, never for personal gain. Enerplus prohibits Employees from releasing or misusing any confidential and proprietary Enerplus information.

Accounting and Reporting

Accurate documents are important during audits and other internal or external reviews. All Employees must comply with Enerplus'
accounting and reporting procedures and make sure all books, records, accounts, and supporting papers are accurate and complete. Employees are forbidden to forge, falsify, or intentionally leave out
important facts on any business documents of Enerplus which could mislead auditors or other internal or external reviewers.

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Expense Accounts

Employee expense accounts are to be used only to reimburse Employees for items and activities that are purchased for Enerplus business.
Employees must submit accurate expense reports of the money spent for this purpose.

Enerplus' Information Technology Resources

Corporate information, information systems and electronic communications are considered assets and valuable resources to Enerplus.
Enerplus requires the
appropriate use of these assets and their protection in a manner commensurate with their sensitivity, value and criticality. Any electronic communication of personal information must be in accordance
with Enerplus' Privacy Policy.

All
Employees are required to:



Enerplus'
information technology resources, such as email and internet access, are provided to Employees in pursuit of Enerplus' business. While limited personal use of these resources
is acceptable, Employees should not expect their use of these resources to be private or confidential. Personal use of these resources, such as accessing social networking/media websites
(e.g. Facebook, Twitter, YouTube, etc.), also should not interfere with Employee productivity or business processes.

Employees
should take the same care in their electronic communications as they take when they communicate in person or by paper. Information and data are at risk when transmitted over
the internet.

Employees
shall not use Enerplus' information technology resources inappropriately, including the following prohibited activities:



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Enerplus
does not allow Employees to copy or distribute copyrighted materials (e.g., software, database files, articles, graphics, music, movies, etc.) through Enerplus' email
system or by any other means
without confirming in advance from appropriate sources that Enerplus has the right to copy or distribute the material. Employees are not permitted to install any software on Enerplus' information
systems without the express written consent of an executive with responsibility for the Information Services Department.

An
Employee's logon IDs and passwords are intended for his/her use only and each Employee is responsible for all activity that occurs under their accounts. Employees must protect their
accounts through the use of strong passwords.

Enerplus
may access its information technology resources at any time as part of an internal audit or to investigate suspected unauthorized use, and may disclose the information it
accesses to law enforcement or other third parties without prior consent of the sender or the recipient.

Employees
should consult the Information Services Security Policy and the Information Services Security section of the Enerplus website for further policies, responsibilities, guidance
and awareness related to information security.

Internet/Intranet Site Development

Enerplus' internet and intranet are important platforms to communicate Enerplus information to Employees, customers, and the public.

As
such, the Corporation's Information Services Department and the Corporate & Investor Relations Department shall be solely responsible for and shall administer the creation and
development of all company internet and intranet sites and content. However, any Employee or stakeholder suggestions for enhancement to the sites are encouraged.

Company Logo

The logos of Enerplus and its business units are considered property of Enerplus and must only be used for business purposes. Only the
approved logos, which are available through the Corporate & Investor Relations Department, may be used, and approval must be obtained from an executive with responsibility for this department
prior to using any Enerplus logo.
Re-creation or alteration of Enerplus' logos is not permitted. Furthermore, all logo items, such as apparel and office items, must be purchased through Corporate & Investor
Relations.

Our Business Partners and Customers

Relationships with Contractors and Suppliers

Contractor and supplier relationships must be managed in a fair, equitable, and ethical manner consistent with this Code of Business
Conduct, all applicable laws, and good business practices.

Enerplus
promotes competitive procurement to the maximum extent practical and evaluates every supplier's products and services on the basis of technical excellence, quality, reliability,
service, price, delivery, and other relevant objective factors. Enerplus prohibits Employees from making purchasing decisions on the basis of personal relationships, friendships, or the opportunity
for personal financial gain.

Employees
must respect the terms of supplier and contractor contracts and licensing agreements and safeguard all confidential information received from a contractor or supplier,
including pricing, technology, or proprietary design information. This confidential information must not be disclosed to anyone outside Enerplus without the written permission of the supplier or
contractor.

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All
contractors who exchange or receive personal information from Enerplus must have privacy policies and practices in compliance with applicable Canadian and United States federal,
provincial and state laws.

Anti-Corruption

Enerplus is committed to honesty and integrity in all of its business operations and will actively avoid corruption. We recognize that
we may operate in jurisdictions which have different standards of ethical behaviour. Regardless of location, Employees shall carry out their duties in accordance with the principles set out in this
Code and, specifically, will comply with all applicable anti-bribery and fair practices legislation.

Acts
of corruption, either direct or indirect, are prohibited. Accordingly, Employees shall not engage in any acts that are improper or could appear to be improper, including the
following:



Compliance
with these principles will ensure that Enerplus' business activities are transparent and our commercial relationships are based upon honesty and fairness.

Gifts and Entertainment

Reasonable gifts and entertainment are a part of normal business courtesy and are not prohibited. In many cultures, exchanging gifts or
entertainment is designed to foster trust in a business relationship. However, Employees should always use good judgment and discretion to avoid the appearance of impropriety or obligation. Enerplus
Employees should be certain that any gifts given or received, or entertainment hosted or attended as a guest, do not violate the law, customary business practices, or this Code of Business Conduct.

While
Employees may exchange or accept gifts with their customers and suppliers as part of normal business courtesy, no gift, favor, or payment should be accepted which imparts a
future obligation on the Employee or was given in an attempt to influence decisions regarding the business of Enerplus. Additionally, the value of the gifts exchanged should be reasonable, and the
exchanges should occur infrequently.

Likewise,
while Employees may be participants in entertainment with their customers and suppliers as hosts or guests in the normal course of a business relationship, Employees must not
be participants when the entertainment is an attempt to influence decisions regarding the business of Enerplus or imparts a future obligation on the Employee. Additionally, the value of the
entertainment should be reasonable and the Employee's participation should occur infrequently. Finally, Employees are prohibited from participating in inappropriate entertainment as either a guest or
a host.

Gifts
and entertainment in excess of $200 may be accepted, if approved in advance by an executive officer. If a gift has been received but, given the circumstances, the gift is
determined to be inappropriate, your manager may require the gift be returned to the originator. An Employee who has any doubt about the propriety of a gift or entertainment should contact his/her
supervisor or the Human Resources Department before accepting the gift or participating in the proposed activity.

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Obtaining and Using Competitor Information

While information about our competitors, customers, and suppliers is a valuable asset, the law and our standards of appropriate
business conduct require that our Employees obtain this information legally. It is not unusual to obtain information about other organizations, including our competitors, through legal and ethical
means such as public documents, public presentations, journal and magazine articles, and other published and spoken information. However, Employees are prohibited from obtaining proprietary or
confidential information about our competitors, customers, or suppliers through illegal means, or from using any proprietary or confidential information acquired during a prior employment
relationship. It is also not acceptable to use or seek to acquire proprietary or confidential information when doing so would require anyone to violate a contractual arrangement, such as a
confidentiality agreement with a prior employer. Employees are prohibited from taking any improper actions to gain information about our competitors, customers, and suppliers.

Our Communities

Environmental Compliance

Enerplus is dedicated to complying with all relevant environmental laws and regulations and requires Employees to comply with these
laws and regulations as well. It is the duty of each Employee to report what he/she believes to be environmental violations to his/her supervisor or the Safety & Social Responsibility
Department. For further information, please refer to the Environment Policy.

Political Contributions

Only Enerplus' President and CEO may authorize use of the Corporation's resources to support political activities. Employees must not
use Enerplus' money, credit, property, or services for political activities. Outside of Enerplus business hours, Employees may
participate in any political activities of their choice, but Enerplus will not support or reimburse Employees financially.

Requests for Information from the Media and Public

Only Enerplus' President and CEO and the Corporate & Investor Relations Department are authorized to work with the media
directly. When Enerplus provides information to the news media, Enerplus has the obligation to report accurately and completely all related material facts. In order to ensure that Enerplus complies
with its obligations, Employees who are contacted by the media for information regarding Enerplus' business activities and plans, financial information, or Enerplus' position on public issues, must
refer the request to the Corporate & Investor Relations Department. Likewise, all requests from the media for interviews must be directed to Corporate & Investor Relations. Employees may
not answer any questions from any member of the media unless they have participated in Enerplus' media training program and consulted with the Corporate & Investor Relations Department.

Press Releases

Press releases allow Enerplus to announce important and relevant information to the public through the media. If a business unit or
department within Enerplus anticipates the necessity for a press release to be created, the business unit or department must contact the Corporate & Investor Relations Department to discuss the
appropriateness of such a release and to provide the needed information. All press releases must be written and issued by the Corporate & Investor Relations Department and are subject to
application of the Disclosure Policy protocols.

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Public Speaking and Publishing Articles

Speeches and articles offer excellent opportunities for Enerplus and its Employees to present topics, ideas, and information of
interest to business and professional audiences.
These communications provide the public with a clearer understanding of Enerplus and its various business units. A speech or article on a professional topic written by an Employee for delivery to an
audience or publication represents Enerplus. Speeches and articles must be approved by the Corporate & Investor Relations Department prior to the speaking engagement or submission for
publication.

Social Networking and Blogs

Employees have the right to create personal blogs and postings on social networking websites. However, online misconduct can be grounds
for discipline, even if it does not occur during business hours or using Enerplus' resources. Inappropriate content for online employee postings includes, but is not limited to, the
following:



Community Involvement

Enerplus directly and through its Employees contributes to the general well-being and improvement of towns, cities, and
regions where it has operations. Enerplus provides support to worthwhile community programs in areas such as social welfare, health, education, and arts and culture to promote the development of
positive relationships in the areas where we have business interests. Enerplus also encourages the recruitment of qualified local personnel where practical. All Enerplus community involvement
activities and requests for corporate contributions must
be approved by the Corporate & Investor Relations Department in coordination with the Safety & Social Responsibility Department.

While
Enerplus encourages Employees to participate in charitable organizations and other community activities of their choice, these outside activities should not interfere with job
duties. Accordingly, prior approval from your manager must be obtained when participation is supported by Enerplus and when utilizing Enerplus resources (including work time, e.g. days of
caring). Where participation is on personal time and does not conflict with job duties then approval is not required. No Employee may pressure another Employee to express a view that is contrary to a
personal belief or to contribute to or support political, religious, or charitable causes.

Community Projects

When a new project or business issue affects a local community, the business unit should seek the guidance of the Corporate &
Investor Relations Department to help facilitate communications with the affected community. The Corporate & Investor Relations Department will serve as support, proactively building and
maintaining relationships with local communities as project development occurs. This will include developing a consistent platform to help educate landowners and communities on Enerplus' operations
and safety programs.

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REPORTING VIOLATIONS AND RESOURCES FOR GUIDANCE

This Code and other Enerplus policies provide general information for seeking guidance or reporting violations of the Code to
supervisors, department heads, the Human Resources Department or our General Counsel. For more serious breaches of this Code, or if you have not received a satisfactory response, please refer to the
Whistleblower Policy discussed below.

Whistleblower Policy

Enerplus has instituted a Whistleblower Policy to provide for the reporting and review of concerns relating to accounting and auditing
matters, as well as other corporate misconduct and breaches of this Code of Business Conduct. Like the Code of Business Conduct, the Whistleblower Policy is designed to encourage ethical behaviour by
all Enerplus Employees. Further details, and procedures for submitting a report, are set out in theWhistleblower Policy.

Disciplinary Action

This Code is intended to help Employees conduct themselves in a manner consistent with our values. Employees may face disciplinary
action if they:



Disciplinary
action may include one or more of the following:



Management
has the discretion to determine the level and type of discipline that is appropriate in any given circumstance. For more information please refer to the Positive Discipline
Procedure.

Monitoring

Enerplus will monitor compliance with its policies and procedures, including this Code.

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Questions/Effect of this Code of Business Conduct

This Code is not a comprehensive listing of every Enerplus policy or applicable law. If questions arise about what this Code means or
how it should be applied, Employees should contact their supervisor, department head or the Human Resources Department.

Sources of Information

Manager, HR Programs and Services

(403) 298-1216Manager, Information Services

(403) 298-2802Manager, Safety & Social Responsibility

(403) 693-5054VP, Corporate Services, General Counsel & Corporate Secretary

(403) 298-4413


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