6 code of conduct examples and full guide for success

If you don’t define the rules, someone else will. That’s where a company code of conduct comes in. It sets the tone, clarifies expectations, and helps keep everything on track in your business.

A well-written code does more than shape company culture. It outlines workplace ethics and acceptable behavior, provides a first layer of legal protection, and shuts down the “we didn’t know the rules” excuse.

With teams spanning borders, shifting cultural norms, and rapidly evolving workplace expectations, clarity matters more than ever. Whether you’re scaling quickly, managing compliance, or leading a global workforce, a strong code keeps standards consistent, treatment fair, and your values in plain sight.

In this guide, we’ll break down what makes an effective code of conduct, backed by real-world examples and practical tips. You’ll also get a free downloadable template to help you write your own.

What is a code of conduct?

Your code of conduct is your company’s behavioral rulebook. It sets the standards for your employees’ actions and translates your values into practical guidance, reinforcing expectations around respect, honesty, accountability, and ethical decision-making.

It’s more than just a list of dos and don’ts. A strong business code of conduct helps prevent misconduct, supports consistent enforcement, and protects the business from legal risk. It’s a great tool for building trust and keeping everyone—from interns to execs—on the same page. Unlike an employee handbook, which covers HR policies, or a values statement, which explains what you believe, a code of conduct shows people how to live those values at work.

How does a code of conduct work?

A code of conduct defines how people should act, sets clear boundaries, and helps teams stay aligned in day-to-day decisions. It fosters a respectful and ethical workplace while helping the company minimize unnecessary risk. When it’s done right, it becomes a practical tool for keeping everyone moving in the same direction.

Who is responsible for writing and maintaining a code of conduct?

HR usually leads the writing and maintaining of a code of conduct, with input from legal and senior leadership. But the most effective codes of conduct include feedback from employees at every level. Once it's written, HR and leadership are responsible for keeping it updated and making sure it evolves alongside the business.

How should a code of conduct reflect your company culture?

A code of conduct should sound like you, not like something copied from a Google search. Use a tone and structure that reflect how your company operates. Well-written codes of conduct bring your culture to life.

When should a code of conduct be reviewed or updated?

A good rule of thumb is to review your code at least once a year. Major changes in the domestic and international employment law, your business model, or the workplace itself are all signs it’s time for a refresh. Did something happen that tested your code? Use it as an opportunity to strengthen it. Keeping your code of conduct up-to-date shows you value it and take accountability seriously. 

Why a code of conduct is essential for every organization

A good code of conduct does more than list rules. It helps people make smart decisions, reinforces your culture, and strengthens your reputation both internally and externally. Whether you're a startup or a global enterprise, here’s what a code of conduct can do for your organization:

Sets clear expectations for behavior

A strong code of conduct makes it clear what’s acceptable at work. It removes guesswork, reduces confusion, and makes it easier to hold people accountable when problems arise.

Protects your organization legally and reputationally

Clear standards reduce legal risk and help keep your business out of court and out of the headlines. A well-documented code shows you’ve done your due diligence and signals to customers, partners, and regulators that ethics are a priority.

Encourages better decisions at every level 

When people know the rules, they make better calls. A code of conduct provides teams with a framework for navigating gray areas and handling challenging moments with confidence.

Supports a more inclusive, respectful workplace

A good code of conduct helps shape a culture where people treat one another fairly, regardless of their role, background, or identity. It creates a safer and more respectful environment, reinforcing your commitment to inclusion.

What should you include in a code of conduct?

Your code of conduct should set a clear standard and eliminate any uncertainty. These are the essential components every comprehensive code should include:

Company values and mission statement

Spell out your company’s mission and core values upfront. This section sets the tone and shows employees and stakeholders what drives your business. When your values are clear, the code becomes much more than just a rulebook.

Expectations around professional behavior and ethics

Define how people are expected to act at work. This includes honesty, respect, and ethical decision-making. Be specific about what’s encouraged, like transparency or speaking up, and what’s off-limits, like dishonesty or taking shortcuts. The more clarity you provide, the fewer issues you’ll face later.

Anti-discrimination and harassment policies

Make it clear that discrimination and harassment won’t be tolerated. State your commitment to equal opportunity and respectful treatment across all roles and identities. Explain what qualifies as harassment or bias, and provide a safe, clear process for reporting concerns.

Conflict of interest disclosure

Employees need to know where personal and professional lines shouldn't blur. Call out what qualifies as a conflict—like outside jobs, gifts, or personal relationships that could affect judgment—and require disclosure. Transparency protects both the company and the individual.

Data protection and confidentiality rules

Trust depends on protecting sensitive information. Lay out clear expectations for handling confidential data, including customer records, trade secrets, and internal communications. Define what’s private, how to keep it secure, and the consequences for breaches.

Use of company assets and communication tools

Company resources, from laptops to email, are for business, not personal projects or side hustles. Set expectations for how employees should use (and not misuse) company property, technology, and communication channels. This helps prevent everything from data leaks to office drama.

Disciplinary action policies

Let people know what happens if they break the rules. Outline how violations are handled, what consequences are possible, and how you’ll ensure fair, consistent enforcement. A code only works if it’s enforced.

Remote work policies

Remote work is real work. Clarify expectations around availability, communication, equipment use, and data security. Whether someone’s at home or on the road, your code of conduct should keep them aligned with how the business operates.

6 real-world code of conduct examples

Reading through example codes of conduct will help you envision your own. Below are use cases from companies with strong codes of conduct. However, don't stop there. Explore the practices of your competitors and industry leaders. By drawing inspiration from various sources, you can craft a unique code that fits your organization.

1. Google – Emphasis on integrity and user-first mindset

Google’s code of conduct stands out for its clear, well-organized structure and direct language, making it easy for employees at all levels to understand expectations. The document prioritizes integrity and a user-first approach. It uses straightforward examples and practical advice. 

The code is accessible, clearly written, and outlines the steps for reporting concerns, handling conflicts of interest, and protecting confidentiality. It emphasises transparency, fairness, and accountability. This helps foster a culture where employees feel empowered to speak up and do the right thing. Google’s code sets a high bar for both conduct and company culture. And yes, they still say, “Don’t be evil.”

2. Salesforce – Detailed ethical conduct and supplier standards

Salesforce’s code of conduct shows how the company leads with values. Their clear, well-structured code addresses essential topics, such as conflicts of interest, anti-corruption, and data privacy, without overwhelming the reader with legal jargon. Practical examples and Q&As make complex areas easier to understand. The message is consistent: speak up, do the right thing, and expect the same from partners. The supplier standards are just as strong, covering ethics, inclusion, and sustainability. It’s a thorough, clear code that emphasizes accountability.

3. Starbucks – Focus on community and inclusivity

Starbucks puts people at the center of its code of conduct. It opens with a clear statement of values and reinforces them with plain-language guidance on everything from anti-discrimination to data privacy. What sets it apart is the emphasis on inclusion and belonging (and it’s available in eight languages). For example, the code lays out what respectful communication looks like, includes scenarios on unconscious bias, and offers tips for creating welcoming spaces in stores, offices, and remote teams. It’s a thoughtful approach to creating a workplace where everyone feels like they belong.

4. Microsoft – Comprehensive global employee standards

Microsoft’s code of conduct, deemed its “Trust Code,” takes a global approach to ethics. The document begins with a clear description of the company’s core values: respect, integrity, and accountability. This makes it easy for employees to understand what’s expected of them. The Trust Code adds weight, promoting transparency, learning, and open dialogue. Real-world examples and messages from leaders make the code more accessible.

5. Johnson & Johnson – Healthcare-specific ethical standards

Johnson & Johnson’s code helps the company and its partners navigate a highly regulated industry. Grounded in its Credo, the company’s code clearly presents Johnson & Johnson’s corporate values. It covers everything from patient safety and anti-bribery to fair competition and data privacy. 

It’s structured with real-world scenarios, checklists, and decision guides that make complex issues easier to navigate. In addition to compliance, it addresses human rights, non-discrimination, and ethical innovation—core concerns in the healthcare sector. Employees are given multiple ways to ask questions or report concerns, with strong protections against retaliation. The result is a code that’s both thorough and practical.

6. Intel – Transparency and whistleblower protections

Intel’s code of conduct doesn’t just encourage employees to speak up; it builds the systems that make it safe to do so. The code provides clear and accessible reporting options, ranging from managers and HR to an ethics portal and an anonymous Integrity Line. It spells out what retaliation looks like and makes it clear it won’t be tolerated. 

Allegations are handled through a transparent process. Intel’s HR, Ethics and Legal Compliance group,and other relevant teams review and investigate every report. Employees are expected to cooperate fully, reinforcing a culture where accountability goes both ways.It’s a strong, serious approach that focuses on trust, protects whistleblowers, and keeps ethics in the spotlight.

Downloadable code of conduct template 

This customizable code of conduct template is built for the real world. It’s simple, flexible, and works in most situations. It gives you a clear starting point, key elements to cover, and plenty of room to tailor your code to your company’s unique culture. 

How to implement a code of conduct policy in your company

A well-written code of conduct sets the tone in your organization. Here’s how to successfully implement one in your company:

1. Get leadership buy-in and legal review

Start by securing support from your executive team. Employees are more likely to follow the code when they see leadership setting the example. 

Next, have your legal team review the policy to ensure it complies with current laws and regulations. It should address the specific risks of your industry.

2. Deliver training for new and existing employees

Training helps turn your code of conduct into everyday practice. Offer training sessions for both new hires and current employees, making sure everyone understands what the policy covers and how it applies to their daily work. Use clear examples and encourage questions. When employees know what’s expected, they’re more likely to follow the code and speak up when something’s off.

3. Make it easily accessible 

Your code of conduct should be easy to find and use. Post it on the company intranet, include it in onboarding materials, and offer hard copies if needed. A quick-reference guide or FAQ can help clarify common questions and concerns. Accessibility ensures everyone knows where to look for guidance.

4. Establish an anonymous reporting process

Employees need a safe way to speak up. Put an anonymous system in place, such as a hotline, secure form, or third-party service, and walk employees through how it works. Clearly explain what happens after a report is made, and that there’s no room for retaliation. When the process is transparent and trusted, people are more likely to raise concerns.

5. Review annually and update as needed

Your code of conduct should evolve with your company and over time. Set an annual review to ensure it still reflects your values, legal obligations, and the way your business operates. Collect feedback from employees and managers to spot gaps or outdated sections. Update as often as needed to keep it clear, current, and useful.

6. Reinforce it through onboarding and periodic refresher training

Incorporate your code of conduct into your onboarding process so new hires understand expectations from day one. Then keep it visible with regular refresher training. Short sessions, reminders, or real-world examples work well. Ongoing reinforcement helps ensure that the code of conduct remains a central part of your company culture.

Common mistakes to avoid when creating a code of conduct

Even companies with the best intentions can miss the mark when creating a code of conduct. Here are the most common mistakes to avoid when you write yours: 

Using vague or overly legalistic language

Keep your code of conduct clear and readable. If it’s full of clunky legalese or ambiguous language, your employees will have a hard time understanding and complying with it. This can lead to confusion, potential misconduct, and a lack of accountability. Use language that reinforces your company’s core principles and expectations.

Being too generic or broad

Your code of conduct should reflect your company's values. Boilerplate text won’t get the job done. When crafting your code, avoid generic phrasing and cookie-cutter statements that could apply to any organization. Use wording that’s specific to your company, your stakeholders, and your culture. Your code of conduct should be original and sound like you.

Focusing only on what not to do

A long, boring list of rules and restrictions doesn’t build a great working culture. Yes, defining misconduct and its consequences (up to and including termination) is important. However, you should also emphasize the values that are important within your organization. Think: respect, honesty, and accountability. The goal is to guide behavior, not just monitor compliance.

Ignoring input from employees

While your management team will likely do the heavy lifting when it comes to writing your code of conduct, it’s a good idea to involve your employees and other key stakeholders. If they have a voice, they’ll feel more connected to your code. Include people from across the company and listen to their feedback. Your code will better reflect your business and make it much more likely to be followed.

Failing to keep it updated

Things change—your company, your team, workplace norms, and the law. Without regular reviews, your code of conduct can quickly become outdated and lose its impact. Make it a priority to schedule reviews to keep your code relevant, aligned with evolving policies, and responsive to new forms of unethical behavior.

Not outlining clear disciplinary actions

If employees are unaware of the consequences of violating the code, it weakens your efforts. Failing to spell out disciplinary actions makes it harder to enforce the rules and can lead to inconsistent handling of misconduct. Be clear about the penalties for breaking the code (i.e., written warnings or termination), as this reinforces accountability and responsibility.

How Rippling can help you manage employee policies

You’ve sweated the details and created a code of conduct for your company that hits all the right notes. It covers everything from A to Z, outlining your values and expected behaviors, all while setting just the right tone. Fantastic! But how do you get it in front of your workforce? Easy: Rippling.

Rippling is an all-in-one HRIS software solution that manages the entire employee lifecycle. Unlike systems built on legacy software, Rippling provides a unified suite of HR and workforce management applications built from the ground up to work seamlessly together, making onboarding, compliance, and document workflows a breeze. 

You can add new hires to payroll, enroll them in benefits, assign them training, and automatically send them digital copies of important documents (like codes of conduct). With Rippling HRIS, you can distribute, update, and track acknowledgment of company policies across global teams, keeping employees on the same page, no matter where they are.

Code of conduct FAQs

What’s the difference between a code of ethics and a code of conduct?

While there are some similarities, there are significant differences between the two. 

A code of ethics establishes your company’s core values. These are the guiding principles that shape policy, decision-making, and your organization's integrity. Your code of ethics outlines the underlying intentions behind your business behaviors.

In contrast, a code of conduct outlines the specific behaviors, rules, and compliance obligations for employees. Examples include handling matters related to confidentiality, harassment, and other workplace conduct issues. Your code of conduct outlines what is and isn’t acceptable, what happens when it’s violated, and ensures everyone follows company guidelines and legal requirements. 

How long should a company's code of conduct be?

The actual length of a code of conduct is less important than what it contains. It should be concise, clear, and designed specifically for your organization. In some cases, a few pages that outline behavior, compliance, and disciplinary actions are all that’s needed. But in other situations, especially industries with strict compliance requirements, your code of conduct document needs to be far more detailed.

Do small businesses need a code of conduct?

Yes. Even for smaller businesses, a code of conduct provides clarity around company values, workplace ethics, expected behaviors, and compliance. A documented code prevents misunderstandings and clearly explains the steps involved in addressing violations. As your business grows, a code of conduct becomes essential for building your organizational culture and maintaining compliance. The code of conduct meaning may vary by organization, but it always centers on guiding employee behavior and accountability.

Can you use another company’s code of conduct as a template?

Yes, you can use another company’s code of conduct as a starting point, but always customize it to reflect your unique business, values, and compliance needs. Using a template can help you outline core sections, including ethical principles, expected behaviors, disciplinary actions, and guidelines for handling code violations. Adapt the language, examples, and principles to match your company’s culture.

This blog is based on information available to Rippling as of July 10, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.