Nobody wants to sit down and write an HR rulebook from scratch. It is the kind of thing that gets pushed to “later,” right up until someone does something wildly inappropriate, and now you are in full panic mode. That is exactly when you need a good code of conduct template that provides the structure and the clarity to spell things out without making your head spin.
This guide gives you exactly that – plug-and-play templates that cut through the nonsense. No overcomplicated policies, no “legalese for the sake of legalese” – just a straightforward way to set expectations, avoid messy situations, and build a workplace culture people actually want to be part of.
In A Rush? Here’s A Ready-To-Use Code Of Conduct Template You Can Use
No time to draft a code of conduct from scratch? No problem. Here’s a ready-to-use template that covers everything – so you can skip the stress and get straight to setting clear workplace expectations. Just customize it to fit your company, share it with your team, and you are good to go.
[Download your Free PDF Code Of Conduct Template Here]
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Gold Standard Employee Code Of Conduct Examples To Look Into
We examined exemplary codes of conduct from leading organizations across various industries. Here are the 3 best examples to help you create yours.
i. AT&T
AT&T Inc., a global leader in telecommunications, serves millions of customers worldwide with a diverse range of services, including wireless communications, broadband, and digital entertainment. With a workforce of over 200,000 employees, AT&T makes integrity and responsibility a core part of how they do business every day.
Outline/Core Sections:
- Introduction: Emphasizes the company’s commitment to ethical workplace behavior and legal compliance.
- Our Responsibilities: Details expectations for personal conduct, including honesty, respect, and accountability.
- Respecting Others: Addresses diversity, non-discrimination, and a harassment-free workplace.
- Protecting Information: Guidelines on confidentiality, data privacy, and intellectual property.
- Avoiding Conflicts of Interest: Outlines scenarios that could compromise impartiality and how to handle them.
- Fair Competition and Antitrust Laws: Ensures compliance with laws promoting fair competition.
- International Business: Standards for global operations, including anti-corruption measures.
- Sustainability and Community Engagement: Encourages environmental responsibility and community involvement.
Key Takeaway:
AT&T’s code of conduct doesn’t miss a thing – it covers everything you would expect for a massive, multinational company. When you are running a business on a global scale, you can’t just focus on the basics. You have to consider international laws, cultural differences, and the unique dynamics of a diverse workforce.
Adding sections on global compliance and community engagement can make your code more relevant and useful for company employees, no matter where they are.
ii. ManpowerGroup
ManpowerGroup is a world leader in innovative workforce solutions. It connects over 600,000 people to meaningful work across various industries daily. Operating in over 75 countries, the company is dedicated to ethical practices and social responsibility.
Outline/Core Sections:
- Introduction from Leadership: A personal message underscoring the importance of ethical behavior and integrity.
- Our Values: Defines the core principles guiding employee actions and decisions.
- Respecting Human Rights: Commitment to upholding and promoting human rights in all operations.
- Fair Employment Practices: Policies on non-discrimination, diversity, and inclusion.
- Avoiding Conflicts of Interest: Guidelines to identify and manage potential conflicts.
- Anti-Corruption and Bribery: Strict prohibition of unethical business practices.
- Data Privacy and Confidentiality: Measures to protect personal and corporate information.
- Environmental Responsibility: Encourages sustainable practices and environmental stewardship.
Key Takeaway:
ManpowerGroup’s code of conduct stands out because it is easy to access – it is available in 23 languages, so employees around the world can actually understand it. For companies with a global team, translating your code is a must.
On top of that, adding a personal message from leadership can make a big difference. It shows that ethical standards aren’t just words on a page – they matter to the company, and that message hits harder when it comes straight from the top.
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iii. Snap Inc.
Snap Inc., the parent company of Snapchat, is a technology and social media firm known for its innovative and creative culture. With a user base of over 500 million monthly active users, Snap Inc. places a strong emphasis on integrity and kindness.
Outline/Core Sections:
- Introduction: Sets the tone with the company’s mission and values.
- Kind to Each Other: Promotes a respectful and inclusive workplace environment.
- Kind to Our Community: Encourages responsible content creation and user interactions.
- Kind to Our Partners: Stresses fair dealings with business partners and stakeholders.
- Kind to Our Investors: Commits to transparency, accuracy, and honesty in communications.
- Kind to the World: Focuses on environmental sustainability and social responsibility.
Key Takeaway:
Snap Inc.’s code of conduct stands out because it actually reflects the company’s brand. They have built it around the theme of “kindness” which makes the guidelines feel more natural and connected to their culture.
For tech and creative companies, this is a smart move. When your code of conduct feels like an extension of your brand, it is easier for employees to connect with it. Using familiar language and themes helps reinforce your mission and makes it more likely that employees will actually live by those values every day.
11 Non-Negotiable Workplace Code of Conduct Legal & Compliance Policy To Include
Here are 11 legal and compliance policies that every workplace code of conduct absolutely must include. Skip any of these, and you might as well be handing out legal trouble on a silver platter.
1. Anti-Discrimination & Equal Opportunity Policy
If your company even remotely values fairness, this code of conduct policy is a must. Discrimination – whether based on race, gender, age, disability, religion, or anything else – is unethical and illegal. Your code of conduct should clearly state that everyone gets equal opportunities, and any form of bias, harassment, or exclusion won’t be tolerated.
2. Workplace Harassment & Bullying Policy
Nobody should feel uncomfortable or unsafe at work. Your workplace harassment policy needs to cover:
- Sexual harassment (inappropriate comments, advances, or behavior)
- Verbal abuse & bullying (humiliating, intimidating, or belittling employees)
- Physical harassment (any form of physical intimidation or assault)
3. Whistleblower Protection Policy
Employees should feel safe reporting unethical behavior and business conduct without fear of retaliation. Your code of conduct needs to explicitly say that anyone who reports wrongdoing (fraud, corruption, harassment, etc.) will be protected.
4. Data Privacy & Confidentiality Policy
If your business collects, stores, or processes personal data (employee records, customer info, trade secrets), you must have a policy that ensures confidentiality and compliance with data protection laws.
5. Conflicts Of Interest Policy
Employees should never be in a position where their personal interests clash with company interests. Whether it is financial gain, hiring or promoting relatives, or working for competitors, your code of conduct must make it clear that conflicts of interest won’t fly.
6. Anti-Bribery & Corruption Policy
No shady dealings. Your policy needs to explicitly ban bribery, kickbacks, and unethical payments from any external or internal party – whether it is in cash, gifts, or favors.
7. Workplace Health & Safety Policy
Every employee deserves a safe work environment. This policy should outline safety procedures, emergency protocols, and compliance with occupational safety laws. Failure to comply can result in serious legal consequences and fines – not to mention workplace accidents that could’ve been avoided.
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8. Cybersecurity & Acceptable Use Policy
With cybercrime on the rise, ignoring cybersecurity best practices is a disaster waiting to happen. A single security breach can cost a company millions. Your policy should cover:
- Password security (no, ‘123456’ is not okay)
- Phishing & scam awareness
- Company devices & network usage
9. Substance Abuse & Workplace Drug Policy
No one wants a workplace incident caused by impaired judgment. Your policy should set clear rules about drugs, alcohol, and any substance that affects job performance and safety. Many industries (especially healthcare, manufacturing, and transport) have strict substance abuse laws. You don’t want to deal with legal battles over workplace accidents linked to intoxication.
10. Intellectual Property & Non-Disclosure Policy
Your employees have access to company ideas, strategies, and confidential information. You need a policy that clearly states: anything created or developed under employment belongs to the company, not the employee.
Without this, employees could leave and take valuable business secrets with them. Good luck fighting that in court without an IP protection clause in your code of conduct.
11. Acceptable Use Of Company Resources Policy
Laptops, email accounts, internet access – employees use company resources daily, but there should be clear guidelines on the responsible use and protection of company property. This policy should cover things like:
- Proper use of company assets
- Internet and social media usage during work hours
- Prohibited activities (e.g., misuse company equipment, accessing inappropriate content, unauthorized software downloads)
Why Does HR Need To Create A Code Of Conduct For The Company?
So, is creating a code of conduct really worth the effort? Absolutely. And not for the reasons you might expect. Here’s why HR should take this seriously:
a. It Protects The Company From Legal Nightmares
Lawsuits are expensive. Non-compliance fines? Even worse. A well-written code of conduct acts as your company’s legal safety net and outlines acceptable and unacceptable behavior. This reduces the risk of discrimination claims, harassment lawsuits, and regulatory violations. Without it, you are just hoping everyone “does the right thing.” Spoiler: They won’t.
b. It Saves HR From Dealing With The Same Issues Over & Over
HR shouldn’t have to referee the same workplace drama every week. A code of conduct lays down clear rules, so when someone asks, “Is it okay if I accept a $1,000 gift from a vendor?” or “Can I bring my pet snake to work?”, you have an official document that shuts it down fast – no endless back-and-forth needed.
c. It Stops Company Culture From Turning Into A Free-For-All
Without a code of conduct, company culture is whatever employees feel it should be. That means inconsistencies, double standards, and unnecessary conflicts. HR ends up in crisis mode, trying to fix issues that could have been avoided if expectations were set from day one. A code of conduct keeps the culture intentional, not accidental.
d. It Makes Hiring (and Firing) Way Easier
A clear code of conduct helps HR spot red flags early. If a candidate pushes back against ethical guidelines during onboarding, they are probably not a great fit. And if an employee is causing problems, you have documented grounds to let them go without a messy legal battle.
e. It Proves HR Isn’t Just There To “Put Out Fires”
HR isn’t just a complaint department. A strong code of conduct shows that HR is shaping the company’s future, not just cleaning up after problems. It helps build a fair, professional, and drama-free workplace, which, makes everyone’s life easier.
How To Write & Implement Your Code Of Conduct In The Workplace: 7 Easy Steps
Here’s how to write and implement a workplace code of conduct that people will follow.
1. Define What Your Code Of Conduct Needs To Cover
Start by figuring out what your company absolutely must include. Some essentials:
- Ethical guidelines (integrity, honesty, fairness)
- Legal compliance (harassment, discrimination, workplace safety)
- Company values (respect, teamwork, professionalism)
- Consequences for violations (and how they’ll be enforced)
Take a look at existing codes of conduct from companies in your industry and customize them to fit your company’s specific culture and legal needs.
2. Write In Plain, Direct Language
If your code of conduct sounds like it was written by a lawyer trying to impress other lawyers, employees won’t engage with it. Keep it simple, use clear language, and add real-world examples where necessary. A sentence like “Employees should avoid conflicts of interest” is too vague. Instead, say:
- Wrong: “Employees must not engage in activities that may present conflicts of interest.”
- Right: “If you are being paid by another company that competes with us, that is a conflict of interest. Let HR know immediately.”
3. Make It Engaging (Yes, Really)
If employees only skim through it (or worse, ignore it entirely), your code of conduct is useless. Make it easy to digest by:
- Using bullet points and short paragraphs
- Adding visuals (icons, infographics, or even real company examples)
- Including hypothetical scenarios (e.g., “If a coworker is making inappropriate jokes, what should you do?”)
Have a non-HR person read it before finalizing. If they don’t get it or find it boring, revise it.
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4. Get Leadership To Actually Support It
If managers don’t take the code of conduct seriously, employees won’t either. It has to be more than just a document sitting in an HR folder. Get executives and managers to talk about it, reference it in meetings, and hold themselves accountable. When leaders set an example, it sends a clear message.
5. Train Employees (Because A Document Alone Won’t Cut It)
A one-time email saying, “Hey, here’s our code of conduct” is not implementation. Employees need actual training to understand what is expected of them.
- New Hires: Make code of conduct training part of onboarding.
- Existing Employees: Do refresher sessions – interactive ones, not just a slide deck.
- Real-World Examples: Use case studies to explain tricky areas (e.g., handling conflicts of interest or reporting unethical employee behavior).
6. Make Reporting Violations Easy & Confidential
If employees don’t feel safe reporting misconduct, your code of conduct is just words on paper. They need a way to speak up without fear of retaliation.
- Set up a confidential reporting system (email, hotline, or anonymous form).
- Make sure reports are taken seriously and acted on quickly.
- Communicate that retaliation is NOT tolerated. Employees should never feel like reporting an issue will cost them their jobs.
7. Keep It Updated
Your company evolves, and so should your code of conduct. If it hasn’t been updated in years, it is probably outdated.
- Review it at least once a year.
- Update policies based on new applicable laws, industry changes, and company growth.
- Ask employees for feedback – what is working, what is confusing, and what needs improvement?
Conclusion
A+ company culture starts with clarity, consistency, and commitment. You can use our code of conduct template to set the rules, but how you uphold them defines the vibe. Make it meaningful and practical and don’t let it collect dust. Because a great culture isn’t what you say – it is what you do. And most importantly, enforce it fairly. Hypocrisy kills culture faster than a bad hire.
If you expect team members to truly embody your culture, then you need us. At Genius, we find people who fit your standards from day one, and who stick around because they believe in what you are building. We vet 250+ candidates to find the ONE – fluent in English, experienced, aligned with Western work culture, and ready to contribute.
Want to see what real A+ talent looks like? Tell us what you need.
FAQs
Who is responsible for enforcing the code of conduct?
HR, managers, and leadership ensure compliance. They investigate violations, apply disciplinary actions, and set the tone for accountability.
Should employees sign an acknowledgment form after reading the code of conduct?
Yes, this confirms they understand and agree to follow it. It also provides legal protection for the company.
How do you introduce a new code of conduct to employees?
Hold a company-wide meeting, provide training, share digital and printed copies, and encourage questions to ensure clarity.
Is a code of conduct legally required for all businesses?
Not always, but it is highly recommended. Some industries have legal and regulatory requirements, while others implement them to maintain professionalism and compliance.
