Raising Integrity Concerns

Part of building a culture of trust is learning to speak up when something’s not right, so that we can address the problem.

Choose whichever reporting option you are most comfortable using. Whichever option you choose, your confidentiality will be protected:

Email: buscond@microsoft.com


or International Collect

Web: Microsoft Integrity Portal

Fax: 1-425-708-7177

By Mail:

Office of Legal Compliance
Microsoft Corporation
One Microsoft Way
Redmond, WA 98052
United States

In addition, you can always raise concerns with your manager, any Microsoft manager, HR, Finance, or CELA.

No Retaliation

Our success depends on you letting us know if something’s not right, so we can fix it. But we understand that it’s not easy to speak up—you might be uncomfortable or anxious. That is why we do not tolerate retaliation.
You will not suffer adverse consequences for:
  • Refusing to do something that violates these Standards, Microsoft’s policies, or the law, even if your refusal results in the loss of business to Microsoft.  
  • Raising a concern in good faith about potential misconduct.  
  • Cooperating with an investigation.  
Anyone who retaliates against an employee for engaging in any of these activities will be subject to disciplinary action, up to and including termination.

How Managers Should Handle Concerns

If someone comes to you with a concern, you have a special responsibility to listen and act. Handling concerns appropriately is critical to preserving trust and protecting Microsoft.

As a manager, you should feel empowered to resolve performance issues yourself, but you should escalate integrity concerns about business ethics or misconduct to the Office of Legal Compliance. If you have a question or are not sure whether you can or should resolve the issue yourself, you can always email Business Conduct and Compliance for advice.
If someone raises a concern, take these specific steps:
  • Remove distractions and listen carefully. Thank the person for speaking up – remember that they’ve just done something difficult and very important for the company.  
  • Respond respectfully and take every concern seriously, even if you disagree. Show that you are committed to solving the problem.  
  • Take steps to protect the person’s confidentiality—avoid discussing the conversation with others on your team.