This research explores the ethical judgment process encountered regarding the conflict of interests between companies and employees in workplace counseling services. We interviewed with an in-depth method and established qualitative data analysis by utilizing the purpose sampling method. The qualification of participants all have counseling psychologist licenses and more than two years of workplace counseling experience. They also had experiences of encountering ethical judgments issues due to conflicts of interest between the company and employees. In this study, we selected five counseling psychologists for personal in-depth interviews. Template analysis was used for data analysis. We found that different types of conflict of interests between companies and employees could involve workplace counseling, and would experience conflict judgment and influenced various stages: Initially at the first stage which is identified as the conflict stage. These psychologists would encounter: (1) The conflict between the company's productivity and the needs of employees' mental health; (2) The conflict between the company's management and the rights of employees; (3) The conflict between the company's labor needs and the needs of employees' career development; (4) Company performance regarding the conflict between management and employees' job security; (5) The conflict between the protection of corporate interests and the protection of employees' rights. The subsequent stage, which is identified as the judgment stage, will consider three aspects. First of all, judging whether the rights and interests of employees have been jeopardized; second of all, judging whether the interests of the enterprise have been compromised. Finally, it is about the judgment regarding relevant labor laws and regulations. At this stage, there are three ways of managing different matters. First, enterprises consider labor costs and refer to external resources, then make good use of informed consent; and finally, is to seek expert consultation and refer to industry practices. At the last stage, which refers to the impact phase, these psychologists would assist and find adaptation methods through the support system via four steps: (1) to establish a relationship and obtain approval from the organization or supervisor; (2) to adjust role functions regarding multi-role burden; (3) to take into accounts the voices or needs of dual customers; and the last, to expand the organization view or system view.