When you’re asked to do something unethical at work, the moment feels urgent—and it is. Your aim is to protect your job, your reputation, and your integrity, without inflaming the situation. This guide gives you clear scripts and decisive steps you can use right now.
You’ll learn how to recognize an unethical request, how to buy time, how to document the exchange, how to refuse professionally, and how to escalate safely if needed. The scripts are short, practical, and designed to help you exit the immediate conversation, create a defensible record, and move the issue into the right channels. If you’ve been asked to do something unethical at work before, you’ll also find a repeatable playbook for the next time.
Key Takeaways: 5-Step Action Plan
An unethical request at work is any directive that would make you violate company policy, break the law, or compromise professional standards. If you’ve been asked to do something unethical at work, follow this playbook—step by step.
Clarify and Delay
Don’t say “yes” or “no” on the spot. Ask clarifying questions so the request is explicit, then say you’ll review the relevant policy and reply by a specific time (e.g., 10:00 AM tomorrow). This lowers tension and buys thinking time.Create a Private Record
Step away, write down the who/what/when/where/how, and capture exact wording. Email the notes to your personal account to create a timestamped record. Keep this file off company systems.Consult Official Policies
Pull your Code of Conduct, ethics/compliance guidelines, and whistleblower procedures. Identify the sections (e.g., data integrity, accurate reporting, conflicts of interest) that the request would violate. Policy language underpins your refusal.Send a Principled Refusal
Reply in writing. Cite the specific policy sections and propose a compliant alternative. You are not rejecting the business goal—you’re refusing the noncompliant method.Escalate If Necessary
If pressure continues, escalate with facts. Forward your documentation to your boss’s manager, HR, Legal/Compliance, or the ethics hotline. Keep your report concise, neutral, and policy-based.
Phase 1: The Immediate Response – Buy Time & Seek Clarity
Your first words set the tone. When you’re asked to do something unethical at work, you need breathing room before you commit or refuse. Avoid arguing. Aim to clarify and pause.
The “Clarification” Script
“To make sure I understand, are you asking me to [state the request plainly]? I want to be certain I’m aligned before proceeding.”
This script surfaces the exact ask in neutral language. It also prompts the other person to confirm or restate, which can be critical later if you need to escalate.
The “Buying Time” Script
“Understood. I’ll review our [policy/process name] and get back to you by [specific time/date].”
Choose a near-term deadline you control—“today by 4:00 PM” or “tomorrow at 10:00 AM.” That tight window signals diligence while giving you enough time to gather information.
Why this works
You avoid a snap refusal that could trigger defensiveness.
You move the conversation away from pressure and into procedure.
You create a defined follow-up so the issue doesn’t linger or escalate informally.
If pressed for an immediate answer
“I want to ensure we handle this correctly under [policy/section]. I’ll confirm next steps by [deadline].”
Use a calm, steady tone. You’re not stonewalling; you’re following the rules. This framing is vital any time you’re asked to do something unethical at work and need a professional exit from the moment.
Phase 2: Document Everything and Assess the Situation
Once you’ve created space, build your case deliberately. Documentation is your safety net.
1) Create a Private, Timestamped Record
Write down who requested what, when, where, and how. Include the exact language used if you can recall it.
Email the notes to your personal account to create a clear timestamp.
Save related artifacts—calendar invites, screenshots, file names, message links.
Store everything in a personal folder labeled with a date (e.g.,
Unethical-Request-2025-10-17
).Know the law: recording calls or meetings may require one-party or all-party consent, depending on location. Check your local rules before recording. If unsure, do not record.
2) Locate and Review Company Policy
Your Code of Conduct is your anchor. Look for sections on:
Accuracy & Data Integrity (no backdating, no falsification).
Compliance & Reporting (proper disclosures, lawful processes).
Conflicts of Interest (transparent decision-making).
Records & Retention (no deletion or alteration of required records).
Anti-Retaliation (protection for raising concerns in good faith).
Copy the exact policy names and sections you’ll reference later. When someone has asked to do something unethical at work, specifics matter more than opinions. Policy is the language of the organization.
3) Assess Risk and Options
Unethical vs. illegal: Is the request merely contrary to policy, or does it break a law or regulation? The latter requires faster escalation.
Culture & power: How does your company handle dissent? Who are your allies?
Personal stakes: Consider role, tenure, and exposure.
Advisors: If available, consult HR, an ethics hotline, or Legal/Compliance for confidential guidance before you refuse in writing.
This quick assessment helps you calibrate tone and speed. It also clarifies which escalation path you’ll use if needed.
Phase 3: The Formal Response – A Scripted Refusal
Now, move the matter into a permanent, professional channel: email. You are not debating morality; you are upholding policy.
The “Principled Refusal” Email Template
Subject: Follow-up on [Project/Task]
Hi [Manager Name],
Thanks for discussing [task] earlier. After reviewing our [Company] Code of Conduct (see [section]) and [relevant policy], I can’t proceed with [the specific action] because it would conflict with those requirements.
To keep us compliant and meet the objective, I recommend [ethical alternative], which aligns with [policy/section] and still achieves [business outcome]. If helpful, I’m happy to loop in [Compliance/HR/Legal] to confirm the best approach.
Please let me know how you’d like to proceed.
Best,
[Your Name]
Make the alternative easy to accept
Offer a concrete path that meets the goal without violating policy:
Instead of backdating, submit an addendum effective today.
Instead of deleting records, file a corrective disclosure.
Instead of using unapproved data, request access to the approved source.
Preserve your trail
Send from your work account, then BCC or forward a copy to your personal email for your archive. This is standard defensive hygiene any time you were asked to do something unethical at work and responded in writing.
Phase 4: Escalation and Self-Preservation
If pressure continues—or you sense retaliation—escalate decisively and fact-first.
Holding-the-Line Scripts
“I want to help, and I need to follow [policy/section]. My recommendation stands: [ethical alternative].”
“To protect the company and the team, I’m not able to proceed with [action]. I’m ready to implement [alternative].”
“If we’re not aligned, I’ll ask [HR/Compliance/Manager’s Manager] for guidance to ensure we follow the correct procedure.”
Choose the right channel
Boss’s manager: When misalignment persists or risk escalates.
HR: For retaliation concerns and policy violations.
Ethics/whistleblower hotline: Often anonymous; check process details.
Legal/Compliance: When laws, regulations, or contracts are implicated.
Report with crisp structure
What happened: “On [date/time], [name/role] asked me to [action].”
Why it’s an issue: “Conflicts with [policy/section].”
What I did: “Sought clarification, documented, refused in writing, proposed [alternative].”
Evidence attached: Notes, emails, screenshots.
Requested outcome: Guidance, confirmation, and protection under anti-retaliation policy.
Protect your position
Maintain a simple log: date, person, action, outcome. Keep it private. If you were asked to do something unethical at work repeatedly, this running log shows pattern and impact without emotional language.
You don’t have to choose between your job and your integrity. When you’re asked to do something unethical at work, use the scripts to pause, document, and pivot to policy. Refuse in writing with a compliant alternative, and escalate if pressure continues. The more you rely on policy language—not emotion—the safer you’ll be. For skill-building in tough conversations and healthier team norms, see our guides on managing difficult conversations and how to build psychological safety at work.
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