How to Write a Code of Conduct That Is Helpful to Employees

The Importance of a Well-Written Code of Conduct


The Code of Conduct serves as a crucial tool to regulate employee behavior within a company. It defines the ethical standards and principles that govern the operations of you, your company, your employees, and the services it provides. Implementing a well-crafted employee handbook fosters a predictable and positive working atmosphere, a fact supported by numerous statistical studies and researchers. In this discussion, we will highlight the significance of well-drafted workplace policies, touch upon the stages of its ethical guidelines development, and emphasize the importance of effectively communicating company expectations and employee responsibilities.

Step 1: Define the Purpose and Scope of Your Code of Conduct

Code development always starts with a clear definition of purpose and sphere of influence. To get it right, you need to consider the following essential aspects:

  • Code of Conduct Purpose: Clearly define the intended purpose of the document you are creating. Identify the main areas of impact that the code should address, giving them due attention during the drafting process.
  • Code of Conduct Scope: Categorize the code’s area of influence within the document into different categories. You may also create one general category applicable to all employees. However, avoid intruding into employees’ personal lives and off-hours, as it is an overreach both in terms of morality and legality.
  • Company Values and Expectations: If you already have established values that you promote within the company, ensure to align the Code of Conduct with them. Failure to create such alignment may result in misunderstandings among employees.

With these goals in mind, you need to create a clear charter for your company.

Step 2: Involve Key Stakeholders in the Development Process

The development of a Code of Conduct is inherently one of the most important and complex tasks you will have to undertake. You need to involve the following parties to create the most current and appropriate Code of Conduct.

  • Employee Involvement: You should go through each level of the hierarchy to hear objective feedback about other employees and what genuinely irritates them in their work. All of this should solely relate to how employees interact with one another.
  • HR Department: Involving the HR department is essential because they understand the needs of your employees and constantly listen to their complaints about various issues. HR departments usually create the initial codes of conduct before these rules are consolidated into a single document.
  • Legal Team: The legal department is a critical element of this process, as they can identify potential legal violations within the new code. For instance, if you prohibit certain clothing for specific genders, it might be interpreted as a violation of the law and discrimination. To avoid potential legal issues, you need to enlist well-informed lawyers, who are likely available within your company.
  • Management Collaboration: Securing the support of the management is evident. Each company has its own leadership policies, but you need to garner the support of your specific company’s management in one way or another. It becomes easier if you are part of the company’s leadership yourself.

By enlisting all of these employees, you will have a great team.

Step 3: Clearly Communicate Expectations and Responsibilities

A well-written code of conduct must communicate behavioral expectations and professional standards clearly. This ensures that employees are aware of their responsibilities and the company’s stance on crucial matters. Consider the following aspects when communicating the code:

a. Prohibited Behaviors and Activities:

  • Discrimination: Discrimination must be prohibited in any form, especially when it comes to gender, race, religion, and other aspects. Remember that if any discrimination scandals arise within your company, it will be you, who will be held accountable for the consequences.
  • Harassment: It is evident that you must completely eliminate any form of harassment that may occur in the workplace. This includes sexual harassment, various forms of bullying or offensive behavior in the workplace. Your code of conduct should not only address these issues in the future, but also harshly punish those who engage in such actions.
  • Conflicts of Interest: Identify conflicts of interest that may arise among different levels of hierarchy within your employees and even among various departments. Focus solely on your internal setup and the nature of your business activities.
  • Bribery and Corruption: Corruption and bribery must be completely eradicated through effective methods that you devise and incorporate into this code of conduct. If any instance of commercial bribery emerges from your company, the problems will solely fall on the management.

Remember to emphasize the provisions that prohibit illegal behavior.

b. Reporting Mechanism:

Establish a fully confidential and private Whistleblower Policy mechanism for complaints and suggestions. If your employees find out through third parties who complained about them regarding offenses or harassment, they may harshly retaliate against the potential disruptor of their careers. In any case, the mechanism should include effective practices to verify the authenticity of each case.


A Code of Conduct is truly essential for the majority of companies that still do not have one in place. Relying on unwritten rules is outdated and ineffective. In modern times, the line between morally permissible and impermissible actions is often blurred, which is why clear guidelines are necessary. Do not delay implementing a Code of Conduct, as if any scandal occurs within your company, and it reaches the media, you will be held responsible for it.



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