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Code of conduct policy

Code of Conduct Policy For Employees (With Sample Template)

The "Employee Code of Conduct Policy" is often called the "Conduct in the Workplace Policy." Regardless of the name, the essence remains: fostering a culture of respect, integrity, and professionalism🕯️. Grab your free Code of Conduct template📄 alongside this guide!

What is the code of conduct policy for employees?

Every organization shines a spotlight on its values, operations, and culture through its daily interactions. One document that encapsulates this essence? The Employee Code of Conduct.

A code of conduct is a set of guidelines that outlines the behavior expected from your team members while they’re on the clock. Whether it's about adhering to dress codes, practicing digital etiquette, or navigating remote work policies, this code spells it out. 

However, its depth extends beyond mere rules – it symbolizes the beliefs and ethos of an organization.

Scope & applicability of employee code of conduct policy

Though tailored primarily for employees, this code casts a wider net. Partners, their teams, and even occasional collaborators fall under its ambit. It's a universal♾️ declaration, resonating with the principles everyone associated with the company should uphold.

Code of conduct policy becomes non-negotiable. Here is why:

Relying on implicit understanding or unwritten rules? Time for a reality check. In the vast sea of diverse mindsets and interpretations, the Code of Conduct stands as a lighthouse, eliminating ambiguity and fostering clear, transparent standards.

  • Reduce workplace misconduct - Ethics & Compliance Initiative (ECI) in their Global Business Ethics Survey of 2019, states that employees in organizations with a well-implemented Code of Conduct were 50% less likely to observe misconduct.
  • Boosting Employee Reporting - The same ECI survey noted that in companies where the Code of Conduct was a cornerstone, employees were 2.5 times more likely to report wrongful behavior.
  • Enhanced Trust and Company Reputation - A study from the CFA Institute found that 71% of respondents would not invest in a company if it had a history of ethical breaches, emphasizing the value of strict adherence to a Code of Conduct.
  • Lower Turnover Rates - Glassdoor’s 2019 Mission & Culture survey revealed that 77% of adults would consider a company’s culture before applying for a job there, and 79% would consider the company’s mission and values before applying.
  • Reduced Legal Liabilities - A study from NAVEX Global demonstrated that organizations with an advanced ethical framework, including a strict Code of Conduct, experienced an average drop in legal actions by 24% over companies without such frameworks.

Download Code of Conduct Sample Template

Employee code of conduct policy structure

A typical employee code of conduct policy has the following policy elements and typically addresses these points.

1. Compliance with Law

  • All employees must conduct their activities in accordance with local, state, and federal laws. Ignorance of the law is no excuse.
  • Employees must immediately report any observed illegal activities to their supervisors or the legal department.

2. Respect in the Workplace

  • Discrimination on the basis of race, gender, age, disability, religion, sexual orientation, or any other protected status is strictly prohibited.
  • Retaliation against individuals who report unwelcome or discriminatory behavior is not tolerated.
  • We maintain an open-door policy, encouraging employees to discuss any concerns without fear of retaliation.

3. Protection of Company Property

  • Company property is solely for business purposes and not for personal use.
  • Unauthorized duplication or dissemination of proprietary software, company data, and intellectual property is a breach of this policy.

4. Professionalism

  • Employees are expected to act in the best interest of the company at all times.
  • Behavior that endangers the wellbeing or morale of others is unacceptable.

5. Personal Appearance

  • Employees should maintain a neat, clean, and professional appearance.
  • Dress appropriately for your role. If unsure, seek guidance from HR or your manager.

6. Corruption and Gifts

  • Any form of bribery or under-the-table dealings is strictly forbidden.
  • Gifts of nominal value from clients or vendors are acceptable; however, anything of significant value should be reported to a manager or HR.

7. Job Duties and Authority

  • Employees must not use their job roles for personal gain.
  • Supervisors are responsible for ensuring fairness and should avoid favoritism.

8. Absenteeism and Tardiness

  • Consistent punctuality is expected. If unable to meet this standard, employees should communicate with their supervisors.
  • Repeated tardiness without a valid reason may lead to disciplinary action.

9. Conflict of Interest

  • Avoid situations where personal interests might conflict with professional obligations.
  • Any potential conflicts must be reported to a supervisor or HR.

10. Collaboration

  • We foster a team environment. Sharing knowledge, tools, and skills makes us all stronger.
  • Competitive or uncooperative behavior is discouraged.

11. Communication

  • Open, honest, and constructive communication is essential.
  • Avoid gossip or spreading rumors. Address conflicts directly and professionally.

12. Benefits

  • Misusing or manipulating employment benefits is strictly prohibited.
  • Any questions about benefits should be directed to the HR department.

13. Company Policies

  • Adhering to all company policies, including those not specified here, is mandatory.
  • Regularly review and familiarize yourself with the company's policies.

14. Disciplinary Actions

  • Violating any part of this Code of Conduct can result in disciplinary action, which might include, but is not limited to, those listed in the template.
  • Always act in the company’s best interests and maintain the highest standards of professionalism.


This is a general guide, not a legal document, and may not cover all laws under the Indian Labour law. Neither the writer nor Pazcare will be liable for any legal consequences arising from its use. Consult with a legal professional to ensure compliance and adapt this guide to your business needs.

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