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Professional Code of Conduct:

Be patient and courteous.

Be inclusive. We welcome and support people of all backgrounds and identities. This includes but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, color, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.

Be considerate. We all depend on each other to produce the best work we can as a company. Your decisions will affect clients and colleagues, and you should take those consequences into account when making decisions.

Be respectful. We won't all agree all the time, but disagreement is no excuse for disrespectful behavior. We will all experience frustration from time to time, but we cannot allow that frustration to become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.

Choose your words carefully. Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behavior aren't acceptable. This includes, but is not limited to:

  • Threats of violence.
  • Discriminatory jokes and language.
  • Sharing sexually explicit or violent material via electronic devices or other means.
  • Personal insults, especially those using racist or sexist terms.
  • Unwelcome sexual attention.
  • Advocating for, or encouraging, any of the above behavior.

Do not harass others. In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively.

Our differences can be our strengths. We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Don’t forget that we all make mistakes, and blaming each other doesn’t get us anywhere.

Instead, focus on resolving issues and learning from mistakes.


What should be in a code of conduct?

Your code of conduct should include your company's values, business principles, standards of practice, and disciplinary actions. Essentially, it should tell employees how they should act, and what consequences may result from their failure to adhere to your code of conduct.

What is the difference between code of conduct and code of practice?

Code of conduct is a set of company guidelines that influence employees' actions while a code of practice (ethics) is a set of principles that influence employees' judgment.

What is the purpose of a code of conduct?

A company's code of conduct is meant to develop and maintain a standard of conduct that is acceptable to the company, its vendors, customers, and employees.

Is code of conduct legally binding?

Businesses usually use their code of conduct as a self-regulatory tool rather than a legal instrument. Unless a company specifically references the code of conduct in a legal instrument, such as a contract, and requires all parties to abide by its terms and conditions, it will not always legally bind any parties.

What are possible conflict of interest topics?

  • Corporate asset contributions.
  • Running for public office.
  • Insider trading and financial interests.
  • Investments in companies employees do business with.
  • Employee political interests.
  • Significant financial interests in other companies.
  • Securities transactions.
  • Taking out loans.

What are the Work Environment Code of Conduct topics?

  • Equal opportunity.
  • Discrimination and harassment.
  • Violence policy.
  • Safety policy.
  • Substance abuse.
  • Gambling policy.
  • Privacy policy.
  • Misconduct explanation and policy.

How can I make an employee code of conduct meaningful?

If you're creating a new code of conduct for employees, involve them completely in the creation of it. Also, review it each year, giving new employees a chance to have a say in how it evolves. Periodic code of conduct training will also help keep it fresh for employees.

Where can I find professional code of conduct examples?

What are the Anti-Bribery and Corruption Code of Conduct topics?

  • Doing business with governments.
  • Choosing and maintaining service providers.
  • Receiving gifts and entertainment.
  • Loans, bribes, and kickbacks.
  • Relationships with former employees.
  • Obligations of departing and former employees.
  • Interaction with competitors.
  • Relationships with affiliates, international entities, and customers.

Do all companies have a code of conduct?

Not every company has a formal code of conduct, but it is recommended if you want an official document outlining standards that you can hold your employees to. A code of conduct can help employees to make critical decisions for your company and clarify to everyone what your values and priorities are.

What are the Company Assets Code of Conduct topics?

  • Preparing, maintaining, and disclosing accurate records.
  • Information security.
  • Protecting communication and information technology systems.
  • Protecting external communications.
  • Use of company property.
  • Use of property owned by others.
  • Facility security.
  • Protecting intellectual property.

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