Plenty of companies treat codes of conduct like a check-the-box task for HR. But if you're hiring across borders, especially using an Employer of Record (EOR), it's far from a formality. It's the bridge between different working styles, legal environments, and cultural expectations. Done right, it keeps everyone aligned, no matter where they’re logging in from.
What Makes a Code of Conduct Practical in a Global Team
Instead of treating it like another HR file, think of a code of conduct as your company's playbook for working well together, especially across borders. It’s where expectations are made clear, not just in terms of what’s allowed, but what’s encouraged and what should be avoided.
Here’s why companies rely on it:
- It brings consistency to how people behave, no matter the office or time zone
- It gives team leads a fair point of reference for dealing with challenges or feedback
- In legal disputes, it can back you up by showing that expectations were documented and shared
When your workforce is distributed, this becomes non-negotiable. What might seem harmless or routine in one country can come off completely differently elsewhere. A clear, shared code reduces that grey area before it causes problems.
How EORs Put Your Code of Conduct Into Action
When you’re working with an EOR like Omnipresent, your code of conduct doesn’t sit on the sidelines, it becomes part of how your company shows up in every country where you hire.
Here’s where it fits in:
- EORs handle the legal groundwork, but your code guides how people interact day-to-day
- It’s included during onboarding, woven into culture training, and referenced if issues arise
- They help make sure the expectations you've set are clearly communicated and respected, without you needing to know every local regulation
The goal isn’t micromanagement. It’s building alignment across teams that may never meet in person, but still need to operate as one.
Legal Expectations: Why Skipping the Code Isn’t Worth the Risk
Depending on where your team is based, having a written code of conduct might not just be smart, it might be expected by law. In some countries, it's standard business hygiene. In others, not having one could make you vulnerable if things go south.
Here’s a snapshot of how it plays out:
- France & Germany: Courts tend to favor documented policies. A well-written code can be your safeguard in wrongful dismissal cases.
- Brazil: Strong worker protections mean companies need to show they’ve set clear rules and followed procedure.
- U.S.: There’s no legal mandate, but having no documented conduct policy weakens your position if disputes arise.
Even where it’s not required, it gives your team, and your legal counsel, much firmer ground to stand on.
How Cultural Norms Shape Codes of Conduct Around the World
Culture influences how people communicate, solve problems, and respond to authority, and your code of conduct should take that into account. Instead of rewriting your policy for every market, you can anchor it in your company’s values while staying aware of local sensitivities.
Here’s how expectations shift across a few key countries:
What to Include in a Code of Conduct That People Actually Use
A code of conduct only works if people read it, understand it, and apply it. That means cutting the fluff and focusing on what really helps your team stay aligned, especially when they're spread across countries.
Here’s what typically makes it effective:
- Tone that fits your culture: Whether your brand voice is relaxed or formal, your code should match it. It needs to sound like your company, not a legal department.
- A message from leadership: A few words from a founder or executive help reinforce that the code isn’t just a compliance doc, it reflects how the company operates at every level.
- Clear audience: State exactly who it applies to: full-timers, contractors, managers, execs, everyone should be on the same page.
- Company purpose and values: Use this section to explain why your values matter in day-to-day work. Keep it relatable, and add examples so it doesn’t sound abstract.
- Expected behavior: This is the core. Talk about how people should work together, online and in-person. Cover things like communication style, handling disagreements, remote norms, and professional boundaries.
- Inclusion: Be direct. What does inclusive behavior look like on your team? How should people handle sensitive topics? Set a baseline that supports your DEI goals without being vague.
- Tech and property use: Make it clear how company devices, software, and data should be handled. Especially important for remote-first teams.
- Raising concerns: Lay out a straightforward process for reporting issues. No one should feel lost if something goes wrong.
- Contact person: Include a name or role people can go to if they’re unsure about something in the policy.
What to leave out:
- Legalese that only a lawyer would follow
- Buzzwords or values with no explanation
- Local idioms or cultural references that won’t land globally
How to Make Your Code of Conduct Part of Onboarding (and Not Just Another PDF)
If your code of conduct only shows up once during orientation, and then disappears, it’s not doing much. To be useful, it has to be baked into how people join and grow within the company.
Here are ways to make it stick:
- Include it in onboarding emails, welcome kits, or digital handbooks
- Ask new hires to acknowledge it, not just skim and skip, with a simple e-sign or checkbox
- Revisit it during manager check-ins or performance reviews
- Use it in manager and team lead training so expectations stay consistent
If you’re working with an EOR, they can help make sure this gets built into each local onboarding flow. That way, whether someone’s in Kenya, Canada, or Korea, they’re getting the same core message from day one.
