Company Policies

Intuit is committed to fostering a safe, ethical and inclusive work environment. The policies below are particularly important for helping us live up to that commitment. We are sharing them to increase transparency and promote a dialogue about these issues more broadly.
  • Diversity, Inclusion & Equal Employment

    DIVERSITY, INCLUSION & EQUAL EMPLOYMENT OPPORTUNITY POLICY
    At Intuit, diversity and inclusion are part of our culture and who we are as a company. We believe that innovation thrives in a safe, ethical and inclusive work environment that includes a diverse range of employees, perspectives and experiences.

    Intuit is an equal opportunity employer. We hire, promote and reward the most qualified employees no matter what protected categories they happen to fall into. We do not tolerate discrimination based on race, color, national origin, ancestry, religion or religious dress or grooming practices, age, sex, pregnancy or childbirth or breastfeeding status, gender identity or expression, sexual orientation, disability or veteran or military status, marital or registered domestic partnership or civil union status, housing status, medical condition, genetics, or any other protected categories. That’s true for all aspects of employment, including recruiting, hiring, promotion, demotion, transfer, termination, compensation, benefits and training.

    Applicants and employees who need workplace accommodations because of their disabilities or religious beliefs should also reach out to HR Connect for help.

    We expect all employees to help foster a safe, ethical and inclusive work environment. Remember that not everyone may share your point of view. Always share different perspectives in a courteous and respectful way. If that is not possible or your perspective is likely to make others feel like they do not belong or do not have equal opportunities at Intuit because of a protected characteristic (for example, gender, race or age), do not share that perspective at work or with work colleagues. We will take corrective action for comments or actions that do not align to Intuit’s values and our commitment to diversity, inclusion and equal employment opportunity.

    Reporting Violations of this Policy
    We cannot address conduct we do not know about. All managers are required to promptly report any known or suspected violation of this policy. We also want all other employees to report any conduct that they experience, see, or hear about that may violate this policy, even if it did not happen to them, within their team or to someone the employee knows.

    If you believe you have experienced conduct that violates this policy or are aware of or witnessed conduct that may have impacted someone else, please report it right away to HR Connect or Intuit’s Integrity Line (anonymous reporting) 24 hours a day by opening a case online or calling 877-379-3939 (US). (If you are calling from outside the US, go to the Intuit Integrity Line and under “To Make a Report” select your country from the drop-down list in step one.) You can also report the conduct to your HR Business Partner, your manager or any higher-level leaders. Any HR representative, manager or executive who becomes aware of a complaint or concern must immediately report it to HR Connect, their HR Vice President or the Ethics Office so the company can investigate the claim internally.

    Every employee can play a role in helping us meet our commitment to a safe, inclusive and ethical environment. If you report what you believe is a violation of this policy, we will make reasonable efforts under the circumstances to protect your identity and maintain confidentiality, except as necessary to conduct our investigation and take appropriate action.

    If you have experienced inappropriate or unwelcome conduct from another person, you may also want to consider telling the other person that the behavior was offensive and needs to stop. You are not required to do so, but it is possible that the other person does not realize that his or her conduct was inappropriate or unwelcome. A clear written or verbal communication can let the other person know they have crossed a line and give them an opportunity to adjust their behavior.

    Investigating and Correcting Inappropriate Conduct
    We will investigate any good faith report of inappropriate conduct including retaliation. We will talk with the people involved and other witnesses. Regardless of how we hear about it or who we hear it from, a qualified member of our team will timely respond, investigate in a fair and impartial manner and document and track the investigation. Our investigation will be conducted in a way that provides all parties with a reasonable chance to be heard and our findings will be based on the evidence collected. All employees are expected to cooperate with our internal investigation process to help ensure we can effectively evaluate all complaints. We will make reasonable efforts to keep investigation findings and related documentation confidential, except where necessary to complete and close out our investigation and take appropriate action.

    If Intuit finds a violation of this policy, we will take appropriate action to address and/or correct it immediately and to prevent additional violations. Depending on the situation, we may provide training, counseling, or job reassignment for the person or persons who have violated this policy. Anyone who violates this policy may be subject to corrective action that, in some cases, may include immediate termination. When addressing a violation of this policy, we will consider, among other things, the severity of the conduct and the response and accountability taken by the individual who violated the policy. When appropriate, Intuit will make adjustments for any losses in pay, benefits or employment position that resulted from violation of this policy.

    Anyone who has concerns about how an investigation was conducted, the process or investigation conclusions may contact the Ethics Office or any HR Vice President.

    Retaliation is Prohibited
    Intuit prohibits retaliation against individuals who raise concerns about violations of this policy either internally or externally or who help with an investigation of a complaint.

    Retaliation can include:
    - Termination or demotion
    - Reducing pay or benefits
    - Unfairly criticizing or evaluating job performance
    - Interfering with work
    - Ostracizing or otherwise excluding from activities at work
    - Physical violence
    - Threatening to do any of the above

    Who Needs to Know This Policy
    This policy applies to all US employees.

    Not Following This Policy
    Employees who do not follow this policy will be subject to corrective action, up to and including termination of employment.

  • Prohibition of Harassment

    PROHIBITION OF HARASSMENT
    Intuit is committed to creating a safe, ethical and inclusive work environment so employees can do the best work of their lives. We expect all of our employees to act professionally, to use good judgment and to treat each other with respect. We prohibit unwelcome and unwanted sexual or other related inappropriate conduct that could create an intimidating, hostile or offensive work environment for employees. In addition to sexual harassment, we also prohibit such conduct when it is based on any characteristic protected by law, including:
    - Pregnancy, childbirth, breastfeeding or related medical conditions
    - Gender, gender identity, or expression
    - Sexual orientation
    - National origin
    - Ancestry
    - Race
    - Color
    - Genetics
    - Religion, religious dress or religious grooming practices
    - Age
    - Physical or mental disability
    - Medical condition
    - Marital, civil partnership, registered domestic partner or union status
    - Housing status
    - Military and veteran status

    We may consider an employee’s conduct to be in violation of this policy even if it falls short of conduct that would be considered harassment under applicable law.

    What Conduct Do We Consider Harassment?
    Harassment can take many forms. It is important to consider how behavior is perceived by and affecting others. Just because you or others do not believe conduct is offensive does not mean everyone agrees with you or that it does not violate this policy. Harassment can be verbal or nonverbal, physical or non-physical.

    Examples of harassment include:
    - Sexually suggestive gestures
    - Unwelcome or unwanted comments about someone’s body or appearance
    - Sexually degrading words used to describe an individual
    - Vulgar or obscene text messages, emails, Slack messages, GIFs, emojis or memes
    - Jokes or comments, including, for example, sexual innuendo or jokes about age or race/ethnicity or any protected category (see list above)
    - Viewing or showing others pornography or sexually suggestive images
    - Treating someone differently because of a negative response to a sexual advance or because a voluntary relationship has ended
    - Pressuring someone – directly or indirectly – for sexual favors in exchange for better treatment at work or by threatening worse treatment at work
    - Derogatory terms, such as slurs or stereotypes, related to a protected class
    - Intuit Confidential Intuit Employee Policy
    - Posting or sending comments or images that make fun of individuals in protected classes
    - Display of symbols associated with hate or disdain of a protected class
    - Giving massages or shoulder rubs
    - Intentionally brushing against or touching someone
    - Hugging in a non-collegial manner
    - Leering or staring
    - Threatening or intimidating conduct
    - Unwelcome physical contact or blocking a person’s movements

    This policy applies to conduct that happens during work time, as well as during off-site functions, Intuitsponsored events and in social media or other communications, when it affects the work environment. It does not matter if you were joking or under the influence of alcohol or other substances when you engaged in the conduct. You are accountable for your behavior at all times.

    Romantic or sexual relationships in the workplace or with co-workers can lead to behavior that violates this policy. We also have rules regarding Relationships at Work to limit the potential for conflicts of interest. Please refer to the Relationships at Work policy for details regarding other relationship guidelines. We expect our employees to follow those expectations and never let a relationship negatively affect the workplace or violate this policy.

    This policy applies to persons at all levels of the company regardless of their reporting relationships and is not limited to conduct between managers and the employees they supervise. The harasser can be an executive, manager, co-worker or someone in a lower-level position than the person being harassed. It does not matter if the person who acted inappropriately is a contractor, vendor, customer, or other outsider to the company. If the conduct impacts the working environment, it falls under this policy.

    When reviewing conduct under this policy, we look at the way conduct impacts the work environment as a whole.

    Reporting Harassment or Other Inappropriate Conduct
    We cannot address conduct we do not know about. All managers are required to promptly report any known or suspected violation of this policy. We also want all other employees to report any inappropriate conduct they experience, see or hear about, even if it did not happen to them, within their team, or to someone the employee knows.

    If you believe you have experienced conduct that violates this policy or are aware of or witnessed conduct that may have impacted someone else, please report it right away to HR Connect or Intuit’s Integrity Line (anonymous reporting) 24 hours a day by opening a case online or calling 877-379-3939 (US). (If you are calling from outside the US, go to the Intuit Integrity Line and under “To Make a Report” select your country from the drop-down list in step one.) You can also report the conduct to your HR Business Partner, your manager or any higher-level leaders. Any HR representative, manager or executive who becomes aware of a complaint or concern must immediately report it to HR Connect, their HR Vice President or the Ethics Office so the company can investigate the claim internally.

    Every employee can play a role in helping us meet our commitment to a safe, ethical and inclusive environment. If you report what you believe is a violation of this policy, we will make reasonable efforts under the circumstances to protect your identity and maintain confidentiality, except as necessary to conduct our investigation and take appropriate action.

    If you have experienced inappropriate or unwelcome conduct from another person, you may also want to consider telling the other person that the behavior was offensive and needs to stop. You are not required to do so, but it is possible that the other person does not realize that his or her conduct was inappropriate or unwelcome. A clear written or verbal communication can let the other person know they have crossed a line and give them an opportunity to adjust their behavior.

    Investigating and Correcting Inappropriate Conduct
    We will investigate any good faith report of inappropriate conduct including retaliation. We will talk with the people involved and other witnesses. Regardless of how we hear about it or who we hear it from, a qualified member of our team will timely respond, investigate in a fair and impartial manner and document and track the investigation. Our investigation will be conducted in a way that provides everyone involved with a reasonable chance to be heard and our findings will be based on the evidence collected. All employees are expected to cooperate with our internal investigation process to help ensure we can effectively evaluate all complaints. We will make reasonable efforts to keep investigation findings and related documentation confidential, except where necessary to complete and close out our investigation and take appropriate action.

    If Intuit finds a violation of this policy, we will take appropriate action to address and/or correct it immediately and to prevent additional violations. Depending on the situation, we may provide training, counseling or job reassignment for the person or persons who have violated this policy. Anyone who violates this policy may be subject to corrective action that, in some cases, may include immediate termination. When addressing a violation of this policy, we will consider, among other things, the severity of the conduct and the response and accountability taken by the individual who violated the policy. When appropriate, Intuit will make adjustments for any losses in pay, benefits or employment position that resulted from violation of this policy.

    Anyone who has concerns about how an investigation was conducted, the process, or investigation conclusions may contact Intuit’s Ethics Office or any Vice President of People & Places.

    Government Reporting
    To support our commitment to a safe, ethical and inclusive environment, we want employees to inform us of any potential violations of this policy and to provide us with the opportunity to investigate these potential violations. We can address issues quickly and ensure that we will take your concerns seriously. Anyone who believes they have been harassed has a right to contact and file a complaint with the United States Equal Employment Opportunity Commission (EEOC) or with the state or local agencies that handle discrimination and harassment complaints in the area where they live. These government agencies can investigate claims, assist the parties in resolving any disputes and provide appropriate remedies if laws have been violated.

    To contact one of these agencies, please look at the U.S. government or state/local agency sites on the internet or in a local phonebook for the agencies handling labor, employment or equal rights issues.

    Retaliation is Prohibited
    Intuit prohibits retaliation against individuals who raise concerns about violations of this policy either internally or externally or who help with an investigation of a complaint.

    Retaliation can include:
    - Termination or demotion
    - Reducing pay or benefits
    - Unfairly criticizing or evaluating job performance
    - Interfering with work
    - Ostracizing or otherwise excluding from activities at work
    - Physical violence
    - Threatening to do any of the above

    Who Needs to Know This Policy
    This policy applies to all US employees.

    Not Following This Policy
    Failing to follow this policy or report a violation of this policy may lead to discipline, up to and including termination.

  • Workplace Violence Mitigation Policy

    WORKPLACE VIOLENCE MITIGATION POLICY
    Intuit is committed to the safety and well-being of our employees as part of a safe, ethical and inclusive work environment where employees can do the best work of their lives. This policy applies to both onsite and off-site locations where Intuit business is conducted, including Intuit-sponsored events.

    Prohibited Conduct
    We prohibit violence, threats of violence or other conduct that threatens the safety of employees or others in the workplace. Violence means any intentional or reckless act that harms another person or property or conduct that causes someone to reasonably fear for their personal safety or the safety of family, friends or property. Threat means any verbal or physical conduct that threatens property or personal safety or conduct someone could reasonably interpret as intending to cause harm.

    This policy applies to conduct that happens during work time, as well as during off-site functions and in social media or other communications, when it affects the work environment. In addition, this policy applies to threats or violence that involves an employee and occurs away from Intuit property, including on the internet and social media, if we determine that it may lead to violence in the workplace. It does not matter if you were joking or under the influence of alcohol or other substances when you engaged in the conduct. You are accountable for your behavior at all times.

    We also prohibit weapons and firearms on any Intuit property and facility, including parking structures, unless contrary to applicable laws and regulations. This includes weapons possessed by individuals with a permit or license to carry weapons concealed or openly.

    Weapons means any object, device or substance that by its actual use or design or intended use may (or reasonably could be expected to) incapacitate, inflict a serious bodily injury, or kill, such as a knife, explosive or incendiary device, or firearm. Firearms include guns, pistols, shotguns, rifles and other devices that will, or may be converted to expel a projectile by the action of an explosive, compressed gas, or other means.

    Examples of prohibited conduct include, but are not limited to:
    - Harassment, epithets or other conduct or words intended to intimidate someone or make them fearful
    - Getting in or encouraging a fight
    - Using any object to injure, threaten or intimidate someone
    - Threats or actual destruction of Intuit property
    - Surveillance or stalking by any means including in person or by phone, computer, camera or other electronic device
    - Selling or trying to sell weapons using any Intuit resource

    Complaint and Reporting Procedure
    All Intuit employees and other workers or persons on-site should stay alert for any possible violations of this policy and immediately report any act or threat of violence that they experience or observe in the workplace.

    We encourage everyone to follow the guide: “If you see something, say something or do something” - even if you’re not sure that it’s a violation of this policy. If you don’t know whether to report, always lean towards reporting. Reports can be made to your manager, your site Human Resources Business Partner, or Intuit Security. You can reach an Intuit Security team member 24 hours a day, 7 days a week by calling +1-650-944-6911 (this number is also found on the back of your Intuit badge). Immediately report emergencies and immediate threats of harm to the police or emergency personnel.

    If you apply for or obtain a protective or restraining order that identifies the workplace as a protected area, please notify your site Human Resources Business Partner and/or Intuit Security by giving them a copy of the order.

    We will investigate reports of violation of this policy and take appropriate action. Violations of this policy will lead to disciplinary action up to and including termination. Civil and/or criminal prosecution may also occur.

    Retaliation is Prohibited
    Intuit strictly prohibits retaliation against individuals who report alleged violations of this policy or who cooperate in investigations related to this policy in good faith. Any employee who believes their manager or another employee is treating them unfairly because they made a complaint about a violation of this policy or participated in an investigation should contact HR Connect right away.

    Who Needs to Know This Policy
    This policy applies to all US employees.

    Not Following This Policy
    Employees who violate this policy may be disciplined, up to and including termination of employment.

    Contacts
    For questions or to report a concern about the policy, contact HR Connect.

    You may also contact Global Security Operations at +1-650-944-6911.

  • Drugs and Alcohol

    DRUG-FREE WORKPLACE POLICY
    Intuit is committed to the health and well-being of employees as part of a safe, ethical and inclusive workplace so they can do the best work of their lives.

    Prohibited Conduct
    Employees are prohibited from possessing, using, manufacturing, selling, distributing or offering for sale or distribution illegal drugs while on Intuit property (including parking area and grounds), while performing work away from Intuit or while attending a company-sponsored event.

    Employees are not allowed to have any illegal controlled substances in their systems while at work, while performing work away from Intuit or while attending a company-sponsored event. “Illegal drugs” include all drugs that are unlawful to possess as a matter of federal, state, or local law, and include marijuana and marijuana products (including CBD oil) and medications not prescribed to the individual or used other than as prescribed.

    Employees also may not come to work with lawful, controlled substances in their systems (including alcohol or over-the-counter medications), if the use causes the employee to be impaired or under the influence while at work, while performing work away from Intuit, driving on company business or while attending a companysponsored event. Employees who choose to drink alcohol at authorized company-sponsored activities such as holiday parties, recognition dinners or other social events, must do so in a responsible manner and should refrain from becoming intoxicated or impaired.

    Employees taking medication legally prescribed under both federal and state law should consult their physician or pharmacist as to whether the prescription drug could impair their ability to perform their work safely and effectively. If work performance could be affected by use of a legal drug, contact HR Connect or Workplace Accommodations so that reasonable accommodations can be considered. Marijuana and marijuana products remain illegal as a matter of federal law and therefore the use and possession of these products is prohibited by this policy, even in jurisdictions that have authorized the use of these products for adult recreational or medical use. Intuit will accommodate medical marijuana users to the extent required by law, but the use and possession of marijuana on company premises or work sites is always prohibited, as is coming to work impaired.

    Who Needs to Know This Policy
    This policy applies to all US employees. Intuit may revise this policy in writing as we deem necessary.

    Not Following This Policy
    Failing to follow this policy or to report a violation of this policy may lead to discipline, up to and including termination.

    Intuit may take any and all appropriate and lawful actions necessary to enforce this policy, including, but not limited to, asking an employee to complete a drug and/or alcohol test when it has reasonable suspicion to believe that the employee may have violated this policy. Reasonable suspicion may arise from, among other factors, supervisory observation, co-worker reports or complaints, performance decline, attendance or behavioral changes, results of drug searches or other detection methods or involvement in a workplace or vehicular accident.

    Intuit also reserves the right to inspect its property, including lockers, desks or other suspected areas of concealment, as well as an employee's personal property, when the company has reasonable suspicion to believe the employee may have or has violated this policy.

    Employees will be subject to discipline, including possible termination, for refusing to submit to screening or for failing to execute consent forms when required by manager.

    Employee Education and Resources
    Intuit provides confidential counseling for alcohol and/or drug abuse issues through our Employee Assistance Program. The company encourages employees who suspect they have an alcohol or drug problem to seek treatment. It is the responsibility of each employee to seek and accept assistance before substance abuse problems affect their work performance. Employees who need medical assistance for alcohol and/or drug abuse may be entitled to a leave of absence pursuant to Intuit’s applicable leave policies.

    An employee’s decision to seek treatment or other counseling does not relieve the employee of performing his or her job according to Intuit’s job performance standards. Participation in treatment or counseling will not prevent Intuit from administering discipline for violation of its policies or job expectations.

    Reporting and Contacts
    For questions or to report a concern about the policy, contact HR Connect.

  • Relationships at Work

    RELATIONSHIPS AT WORK
    Having a family or other personal relationship with another Intuit employee, contingent worker, vendor or supplier can create an actual or perceived conflict of interest and impact our safe, ethical and inclusive environment.

    Intuit does not allow the following relationships:
    - Managers having a direct or indirect reporting relationship with a family member or someone they are in a personal relationship with:
       - Personal relationship means a dating, romantic, sexual, boyfriend/girlfriend, spouse, domestic partner or similar type of relationship
       - Family member means: someone blood-related, marriage-related, or adopted relatives such as a parent, child, spouse, brother, sister, stepparent, stepchild, stepbrother, stepsister of the employee or the employee’s spouse or domestic partner
    - Employees having a contingent worker assigned to them or assigned to their direct or indirect reports who is a family member or someone they are in a personal relationship with
    - Employees overseeing or managing a relationship with a partner, vendor or supplier where a business contact for the partner, vendor or supplier is a family member or someone the employee is in a personal relationship with

    If you want to start a personal relationship that is not allowed under this policy and need help figuring out if a transfer to another role would resolve the conflict, contact to Ask Ethics or HR Connect.

    Employees are also not allowed to:
    - Be on an interview team or provide input on a hiring decision for a family member or someone they are in a personal relationship with
    - Give performance feedback on a family member or someone they are in a personal relationship with

    We also require employees to disclose the following situations because they may create an actual or perceived conflict of interest:
    - For directors and above:
       - Having a family member working for Intuit as an employee, a contingent worker or as the Intuit contact for an Intuit partner, vendor or supplier
       - Being in a personal relationship with any other Intuit employee, contingent worker or Intuit contact for an Intuit partner, vendor or supplier
    - For people managers:
       - Having a family member who reports up to the same VP
       - Being in a personal relationship with a co-worker who reports up to the same VP
    - For all other employees:
       - Being in a personal relationship with a co-worker on the same team or someone you work closely with on projects
       - Working on the same team as a family member or working closely together on projects with a family member

    Other types of family or personal relationships can also create a conflict or potential conflict. If you have any questions or think there could be a conflict, it is always best to ask.

    If Intuit determines that there is an actual or potential conflict, we will discuss options with you, including transition to another role.

    This policy applies to personal relationships and family relationships (for example, because of a marriage) that develop before or after an employee starts working for the company.

    Retaliation is Prohibited
    Intuit prohibits retaliation against individuals who raise concerns about violations of this policy either internally or externally or who help with an investigation of a complaint.

    Retaliation can include:
    - Termination or demotion
    - Reducing pay or benefits
    - Unfairly criticizing or evaluating job performance
    - Interfering with work
    - Ostracizing or otherwise excluding from activities at work
    - Physical violence
    - Threatening to do any of the above

    Who Needs to Know This Policy
    This policy applies to all US employees.

    Not Following This Policy
    Failing to follow this policy or report a violation of this policy may lead to discipline, up to and including termination.