ICF Code of Ethics

Board approved October 2024
rev. 04.28.2025
ICF Code of Ethics
©2025 International Coaching Federation 2

The International Coaching Federation (ICF) Code of Ethics is composed of
five main parts and an appendix:
1. PURPOSE
2. ICF CORE VALUES AND ETHICAL PRINCIPLES
3. COMMITMENTS FOR ALL WITHIN THE ICF ECOSYSTEM
4. ETHICAL STANDARDS FOR ICF PROFESSIONALS
5. THE PLEDGE OF ETHICS
APPENDIX
KEY DEFINITIONS OF TERMS USED IN THE CODE
GLOSSARY OF OTHER TERMS

1. PURPOSE
The International Coaching Federation (ICF) is the world’s leading coaching association.
The ICF is made up of six family organizations (FOs). Together, they form the ICF Ecosystem.
The FOs are: ICF Professional Coaches, ICF Credentials and Standards, ICF Coaching
Education, ICF Foundation, ICF Coaching in Organizations, and the ICF Thought Leadership
Institute. The ICF Global Board provides strategic direction for and coordination of the
complete ICF ecosystem.
Based on its mission and responsibility, ICF provides a code of ethics setting out ethical
standards of professional conduct required to be adhered to by all within the ICF Ecosystem,
whether acting as ICF professionals (see definition) or in any other capacity. The roles and
responsibilities governed by the ICF Code of Ethics include ICF professionals, ICF staff (see
definition), volunteers, members of ICF boards, leaders of ICF Communities of Practice,
and members of ICF global committees, task forces, and core teams (whether they are ICF
professionals or not).
The ICF Code of Ethics incorporates the core values of the International Coaching Federation
(ICF Core Values) as a foundation to understanding the ICF Code of Ethics, ethical principles,
and ethical standards of conduct.
The ICF Code of Ethics serves to uphold the integrity of ICF and the global coaching
profession by:
• Setting standards of conduct consistent with ICF core values and ethical principles.
• Guiding ethical reflection, education, and decision-making.
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• Adjudicating and preserving ICF ethical standards through the ICF Ethical Conduct
Review (ECR) process.
• Providing the basis for ICF ethics training in ICF accredited programs.
This Code of Ethics is intended to assist those persons subject to the Code by directing
them to the ethical factors, values, and principles that need to be taken into consideration
whenever they need to engage in ethical reasoning and ethical decision-making.
The ICF Code of Ethics applies when people represent themselves as belonging within the
ICF ecosystem and/or ICF professionals in their professional interactions.
The challenge of working ethically means that those within the ICF ecosystem will inevitably
encounter situations that require responses to unexpected issues, resolution of dilemmas,
and solutions to problems.
People within the ICF ecosystem strive to be ethical, even when doing so involves acting
courageously and making difficult decisions that uphold the “DO GOOD” principle when it
comes to their stakeholders.
Part 4 of the Code articulates the ethical obligations of ICF professionals who are acting in
their different roles as coach, coach supervisor, mentor coach, trainer, and student coach-intraining.
The ICF Independent Review Board serves to uphold this Code of Ethics through the Ethical
Conduct Review (ECR) process, which is applicable to all ICF professionals.
ICF mandates that all credentialed ICF professionals have continuous ethical education
and training. Furthermore, ICF accredited coaching education programs are required to
provide ethics training as ICF considers ethics to be the foundational element of the
coaching profession.
The ICF Code applies to all individuals or entities falling within the ICF ecosystem. No
individual or entity falling within the ICF ecosystem may opt out of any section or part
of the Code, nor are they permitted to delete, modify, or amend any provisions within
the Code.

2. ICF CORE VALUES AND ETHICAL PRINCIPLES
The Code of Ethics provides guidelines for implementing the core values and ethical principles
and shows how they are put into practice. All values and principles are equally important,
support one another, and are aspirational. All within the ICF ecosystem are expected to honor
the core values and align with the principles in all their professional interactions.
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The core values and the related ethical principles are listed on the ICF website and are
reiterated below. (See https://coachingfederation.org/app/uploads/2022/01/ICF-Core-Values.pdf.)
Professionalism: A commitment to a coaching mindset and professional quality that
encompasses responsibility, respect, integrity, competence, and excellence.
I demonstrate professionalism by:
• Ensuring my professional conduct is consistently aligned with the value of humanity
and the coaching mindset competency in all my professional interactions.
• Being true and accurate in my statements.
• Committing to my life-long professional learning and personal development.
• Supporting the ongoing personal and professional development of my clients, students,
and ICF professionals.
• Delivering on my commitments.
• Being aware of ethical dilemmas and issues and responding with adherence to the ICF
Code of Ethics.
• Adding to the knowledge base and sharing expertise and skills as described in the ICF
Core Competencies.
• Being resilient and confident when faced with challenges.
• Behaving with respect and transparency in all business dealings related to coaching.
• Making clear and accurate representations in all my professional interactions in relation
to coaching.
• Committing to honesty, courage, consistency of action, ethical practice, and the highest
standards for ICF and the coaching profession.
Collaboration: A commitment to developing social connection and community building.
I work collaboratively by:
• Making commitments and progress towards promoting professional coaching through
fostering joint creativity and resourcefulness.
• Partnering with others, both within and across multiple social-identity groups.
• Being mindful and intentional in my own participation while working in any
collective effort.
• Cooperating with other ICF professionals working with client(s) and sponsor(s).
• Partnering and communicating with related professions, associations, and people in
other coaching organizations and professions.
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Humanity: A commitment to being humane, kind, compassionate, and respectful
towards others.
I demonstrate humanity by:
• Accepting that, as humans, I am not meant to be perfect, and with a coaching mindset,
expressing imperfections is an opportunity for me to spread a culture of openness and
self-acceptance.
• Knowing I always have more to learn and being open to other points of view.
• Creating authentic relationships that support honesty, transparency, and clarity.
• Continuously seeking and developing self-awareness.
• Being willing to acknowledge and own my mistakes.
• Accepting responsibility for my actions and learning from them.
• Being modest about my achievements.
• Avoiding any behaviors or communication that suggest superiority in any way.
• Committing to inclusivity, dignity, self-worth, and human rights.
Equity: A commitment to using a coaching mindset to explore and understand the needs of
others so I can practice equitable processes at all times that create equality for all.
I am equitable by:
• Recognizing and respecting all identity groups and their contributions.
• Treating everyone with the same dignity and sense of fairness.
• Bringing awareness to systemic patterns of conscious and unconscious biases in myself
and in others.
• Exploring to understand and bring awareness to social diversity, systemic equality, and
systemic oppression, and how they show up in the coaching profession.
• Maintaining equality and partnership in all my coach-client, trainer-student, mentorcoach,
and supervisor-coach relationships.
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3. COMMITMENTS FOR ALL WITHIN THE ICF ECOSYSTEM
The values are aspirational and a robust guide for ethical reasoning and decision-making.
All within the ICF ecosystem are expected to honor and uphold these values in all their
professional interactions.
We:
• Mindfully perform our duties with integrity and accountability by thinking globally,
being courageous in our thoughts, actions, and speech, being aware of our impact, and
bearing the responsibility of any consequences.
• Commit to excellence through continued personal, professional, and ethical development.
• Remain alert to cultural filters and demonstrate respect for cultures different from our
own through open conversations about cross-cultural and multicultural differences.
• Maintain awareness of relationships and how they are influenced by factors including
biases, power dynamics, and forms of systemic oppression, and actively address these
factors through continuing education and open conversations.
• Cultivate our ethical growth and maturity through continuous self-reflection and
increased self-awareness. If an ethical dilemma arises, we will pursue assistance where
needed to resolve the matter.
• Respectfully attempt to communicate our concerns with others if we become aware of
unethical conduct by them, and if necessary, seek ethical guidance for next steps.
• Communicate with those who need to be informed of the ethical responsibilities
established by this Code by providing access to this Code of Ethics.
• Accept that behaving ethically means going beyond what is written in the Code of Ethics.

4. ETHICAL STANDARDS FOR ICF PROFESSIONALS
Meeting these ICF ethical standards of conduct is the first of the ICF core coaching
competencies (ICF Core Competencies): “Demonstrates Ethical Practice: understands and
consistently applies coaching ethics and standards.”
The following ethical standards are applied to the professional activities of ICF Professionals
– regardless of an existing formal coaching relationship (see definitions) or not. These ethical
standards are divided into five sections:
1. Agreements for Client and/or Sponsor Engagement.
2. Confidentiality and Legal Compliance.
3. Professional Conduct and Conflicts of Interest.
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4. Commitment to Delivering Consistent Value.
5. Professional Integrity and Accountability.
Section 1:
Agreements for Client and/or Sponsor Engagement
As an ICF Professional, I:
1.1 Communicate (before coaching begins) with coaching client(s), sponsor(s), and/or other
involved parties that the coach is in a direct relationship with to explain the nature
of coaching and to co-create a coaching agreement regarding roles, responsibilities,
confidentiality, financial arrangements, and other aspects of the coaching engagement.
1.2 Respect all parties’ right to terminate the coaching relationship at any point for any
reason during the coaching engagement, subject to the provisions of the agreement.
Section 2:
Confidentiality and Legal Compliance
As an ICF Professional, I:
2.1 Maintain the strictest level of confidentiality with all parties involved, regardless of the
role I am fulfilling.
2.2 Have a clear agreement about what information is exchanged and how it is exchanged
among all parties involved during all coaching engagements.
2.3 Have a clear agreement with client(s), sponsor(s), and other involved parties about
what confidential information may need to be disclosed to the appropriate authorities,
e.g., illegal activity, required by law, valid court order or subpoena; or imminent/likely
risk of danger to self or to others.
2.4 Maintain, store, and dispose of any records, including electronic files and
communications, in a manner that promotes confidentiality, security, and privacy, and
complies with applicable laws and agreements.
2.5 Fulfill my ethical and legal obligations to my coaching client(s), sponsor(s), colleagues,
and to the public at large directly and through any technology systems I may utilize
(i.e. technology-assisted coaching tools, databases, platforms, software, and artificial
intelligence).
2.6 Am responsible for my support personnel’s adherence to the relevant standards of the
Code of Ethics.
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2.7 Maintain the privacy of ICF professionals and use of their contact information (email
addresses, telephone numbers, and so on) only as authorized by ICF or the ICF
professional.
2.8 Comply with copyright laws and recognize and honor the contributions and
intellectual property of others, only claiming ownership of my own material.
Section 3:
Professional Conduct and Conflicts of Interest
As an ICF Professional, I:
3.1 Am aware of and discuss with all involved parties the implications of having multiple
agreements and relationships, and the potential for conflicts of interest.
3.2 Manage conflicts of interest and potential conflicts of interest with coaching client(s)
and sponsor(s) through self-reflection, coaching agreement(s), and ongoing dialogue.
This includes addressing organizational roles, responsibilities, relationships, records,
confidentiality, and other reporting requirements.
3.3 Resolve any conflict of interest or potential conflict of interest by working through the
issue with relevant parties, seeking professional assistance, or suspending or ending
the professional relationship.
3.4 Hold responsibility for being aware of and setting clear, appropriate, and culturally
sensitive boundaries that govern professional interactions, physical or otherwise.
3.5 Maintain fairness by being aware of my biases and addressing them so that I do not
discriminate toward others based on race, color, gender identity, sexual orientation,
socio-economic status, age, spiritual practice, ability, and other groups, classes, and
categories of human differences.
3.6 Am mindful of the level of intimacy in the coaching relationship. I do not
participate in any sexual or romantic relationship with client(s) or sponsor(s). If I
detect a shift in the relationship, I take appropriate action to address the issue or
cancel the coaching engagement.
3.7 Understand that ICF professionals often serve in multiple professional roles based on
prior training and/or experience (i.e. mentor, therapist, HR specialist, assessor), and it is
my responsibility to disclose to the client when I am acting in a capacity other than the
role of an ICF professional.
3.8 Disclose to Client(s) the information of compensation and benefits that have been
paid/received or will be paid/received for referrals.
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Section 4:
Commitment to Delivering Consistent Value
As an ICF Professional, I:
4.1 Am aware of and, in partnership with my client, actively manage any power or status
differential between us that may be caused by cultural, relational, psychological, or
contextual issues.
4.2 Recognize my personal limitations or circumstances that may impair my coaching
performance or professional commitments. I will seek support if necessary, including
relevant professional guidance. This may require suspending or terminating my
coaching relationship(s).
4.3 Remain alert to indications that there might be a shift in the value received from the
coaching relationship and discuss this with the client. If appropriate, explore changes
in the coaching relationship and/or the potential for a different coach, professional,
or resource.
Section 5:
Professional Integrity and Accountability
As an ICF Professional, I:
5.1 Accurately identify my coaching qualifications and work within the boundaries of my
level of coaching competency, expertise, experience, training, certifications, and my
ICF credential.
5.2 Make verbal and written statements that are true and accurate about what I offer as
an ICF professional, what is offered by ICF, the coaching profession, and the potential
value of coaching.
5.3 Adhere to the philosophy of “doing good” versus “avoiding bad,” recognizing the
impact of my professional conduct on my clients, stakeholders, the coaching
profession, and society.
I understand that ICF may, at its discretion and according to the ECR process, hold
me accountable for violations of the ICF Code of Ethics. I further agree that my
accountability to ICF may include sanctions for any violation, such as mandatory
additional coach education, mentoring, supervision, or loss of my ICF membership and/
or ICF credentials.
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5. THE PLEDGE OF ETHICS:
While fulfilling any role within the ICF ecosystem, I promise to uphold my ethical obligations
by adhering to the ICF Code of Ethics in all my professional interactions. I commit to doing
my best to represent the integrity and professional reputation of coaching and the ICF.
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APPENDIX:
KEY DEFINITIONS OF TERMS USED IN THE CODE
• “Artificial Intelligence” – any algorithm or machine-based technology that enables
computers and other digital devices to simulate human intelligence and problemsolving
skills. (See Standard 2.5)
• “Client” – the individual, team, or group member being coached, the coach being
coached, mentored, or supervised, or the coach in training. (See Standards 1.1, 2.3, 2.5, 3.2,
3.6, 3.7, 3.8, 4.1, 4.3)
• “Coaching” – partnering with clients in a thought-provoking and creative process that
inspires them to maximize their personal and professional potential. (See Part 4)
• “Coaching Agreement” – a formal document established between an ICF professional
and the client(s)/sponsor(s) that outlines the terms, expectations, and conditions of their
coaching relationship. It typically includes details such as the goals of the coaching, the
duration and frequency of sessions, confidentiality policies, payment terms, cancellation
policies, and the responsibilities of both the coach and the client. (See Standards 1.1, 1.2,
2.2, 2.3, 3.1, 3.2)
• “Coaching Engagement” – the structured interaction between an ICF professional and
the client(s)/sponsor(s). This engagement encompasses the entire coaching process,
including the initial assessment, goal setting, regular coaching sessions, progress
tracking, and evaluation of outcomes. (See Standards 1.1, 2.2, 3.6)
• “Coaching Relationship” – a relationship that is established by the ICF professional
and the client(s)/sponsor(s) under an agreement that defines the responsibilities and
expectations of each party. (See Standards 1.2, 3.1, 3.2, 3.3, 3.6, 4.2, 4.3)
• “Coach Supervisor” – an experienced coach who engages in reflective dialogue and a
collaborative process with a coach (or group of coaches) for personal, professional, and
ethical development and learning. (See Parts 1 & 2)
• “Code” – ICF Code of Ethics; this document, which includes the purpose, core values &
ethical principles, commitments, standards, key definitions, glossary, and pledge.
• “Confidentiality” – the protection of any information obtained in or around the
coaching relationship unless there is a legal reason or requirement, a threat of harm, or
written consent to release is given by the client. (See Standards 1.1, 2.1, 2.3, 2.4, 3.2)
• “Conflict of Interest” – a situation in which an ICF professional is involved in multiple
interests where serving one interest could work against or conflict with another. This
could be financial, personal, intrinsic, professional, or a perceived conflict with a client,
prospective client, or sponsor. (See Standards 3.1, 3.2, 3.3)
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• “Core Competencies” – specific skills of professional coaches. (See Parts 1 & 2)
• “Equality” – a situation in which all people experience inclusion and access to resources
and opportunity, regardless of their race, ethnicity, national origin, color, gender, sexual
orientation, gender identity, age, religion, immigration status, mental or physical
disability, and other areas of human difference. (See Part 2 and Standard 3.5)
• “ICF Accredited Coaching Education” – a program offered by an educational
institution that has gone through a rigorous review process by the ICF and
demonstrates that its curriculum aligns with the ICF definition of coaching, ICF Core
Competencies, and ICF Code of Ethics. (See Part 1 and Standard 5.1)
• “ICF Credential” – a professional certification indicating a person has met specific
standards and requirements designed to develop and refine their coaching skills. ICF
credential designations include Associate Certified Coach (ACC), Professional Certified
Coach (PCC), and Master Certified Coach (MCC). (See Part 1 and Standard 5.1)
• “ICF Ecosystem” – ICF is made up of six family organizations (FOs). Together they
form the ICF ecosystem. The FOs are: ICF Professional Coaches, ICF Credentials and
Standards, ICF Coaching Education, ICF Foundation, ICF Coaching in Organizations, and
the ICF Thought Leadership Institute, all under the umbrella of the ICF Global Board of
Directors. (See Part 1)
• “ICF Professional” – individuals who represent themselves as an ICF member and/
or ICF credential-holder, in roles including, but not limited to, coach, coach supervisor,
mentor coach, coach trainer, coach in training, board member, volunteer, or leader. (See
Parts 1, 2, & 4 and Standards 2.7, 5.2)
• “ICF Staff” – any person who is employed or contracted by ICF, or any management
company contracted by ICF, to provide management and administrative services for
ICF. (See Part 1)
• “Intellectual Property” – creations of the mind that are legally recognized as the
property of their creator or owner. Intellectual property rights grant the creator or owner
exclusive rights to use, produce, and distribute their creations, which are protected
under laws against unauthorized use or infringement. (See Standard 2.6)
• “Legal” – Compliance with the law(s) of the country where the Coach practices.
(See Part 4 and Standards 2.2, 2.5)
• “Mentor Coach” – an experienced coach who provides a collaborative learning process
(mentor coaching) through which feedback is provided to another coach based on
observed or recorded coaching sessions, to further develop their unique coaching style
and skills in alignment with the ICF Core Competencies. (See Parts 1 & 2 and Standard 3.7)
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• “Sponsor” – the entity (including its representatives) or individual paying for and/or
arranging or defining the coaching services to be provided. This includes those having
parental responsibility for minors. (See Part 2 and Standards 1.1, 2.3, 2.5, 3.2, 3.6)
• “Support Personnel” – the people who work for ICF professionals and who have access
to information about clients and/or coaches. (e.g. administrative assistants, marketing,
accounting, etc.) (See Standard 2.6)
• “Systemic Equality” – gender equality, race equality, and other forms of equality that
are institutionalized in the norms, language, images, beliefs, ethics, core values, policies,
structures, laws, practices, and cultures of communities, organizations, professional
associations, nations, and society. (See Part 2 and Standard 3.5)
• “Systemic Oppression” – Systemic racism, colorism, sexism, and other forms of
systemic inequality that are embedded in the norms, beliefs, language, images,
ethics, core values, policies, structures, laws, practices, and cultures of communities,
organizations, professional associations, nations, and society and that perpetuate
widespread prejudicial and harmful treatment of people with marginalized identities
and reward and benefit people with privileged identities. (See Parts 2 & 3)
GLOSSARY OF OTHER TERMS
• “Coaching Platform” – a coaching platform uses digital technology to enable an
integrated and seamless coaching journey between coaches and clients at a large scale.
• “Coaching Platform Provider” – an organization utilizing a coaching platform
developed on their own or by a platform developer and branded as their own coaching
technology platform.
• “Coaching Provider” – a for-profit or nonprofit organization providing professional
coaching services including but not limited to a corporation, limited liability company
(LLC), nonprofit, or partnership.
• “Coaching Supervision” – a dynamic and reflective process of collaboration, guidance,
and support through which coaches develop their personal, professional, and ethical
capacity and maturity.
• “DEIB” – Diversity, Equity, Inclusion, Belonging: the combination of key concepts
that support a range of similarities and differences, fair access and treatment, being
welcoming, feeling a part of a group, and fairness.
• “Diversity” – race, color, caste, ethnicity, gender identity, sexual orientation,
rank, socio-economic status, age, spiritual practice, national origin, ability, and
other groups, classes, and categories of human differences, such as personality
characteristics, appearance, communication styles, and leadership styles.
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• “Equity” – actions that provide access to resources and opportunities and establish
norms, actions, policies, infrastructure, and culture so that everyone can realize
their full potential.
• “Inclusion” – action that includes and fully supports people from marginalized as
well as privileged groups; by creating and maintaining processes, infrastructure,
and culture; so their inclusion goes beyond assimilation and differentiation to
integrating them in the life and work of the organization in a way that they
participate in decision-making about what the organization’s work is, and how the
work gets done.
• “Belonging” – sustained sense of connectedness and involvement with the
organization and its work by marginalized and privileged members of an
organization, based on their experience that their presence, contributions, and
inherent worth are truly valued and affirmed as demonstrated by the ongoing
actions of the organization.
• “External Coach” – a coach, hired from outside of an organization who is neither a part
time nor full time employee of an organization, to coach employees of the organization.
• “Group Coaching” – coaching a group of individuals who have similar goals or interests,
serving each to move forward in their progress, where the coach and other group
members offer support and inspiration on individual abilities and potential.
• “ICF Assessor” – a credentialed coach that has successfully completed ICF assessor
training; ICF assessors review and assess the recorded coaching sessions for ACC, PCC,
or MCC candidates.
• “ICF Certified” - indicates ICF credentialed and applies only to those with an ICF
credential such as ACC, PCC, or MCC.
• “Internal Coach” - an individual who is employed within an organization and coaches
either part-time or full-time the employees of that organization.
• “Team Coaching” – partnering in a co-creative and reflective process with a team and
its dynamics and relationships in a way that inspires them to maximize their abilities
and potential in order to reach their common purpose and shared goals.