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                                                                    EXHIBIT 10.6

                           FINANCIAL PROTECTION POLICY

Avanade has developed the following Financial Protection Policy ("FPP") for
certain valued employees. Our intent is to present you with an additional
measure of financial protection against an involuntary termination. This policy
does not affect the applicable at-will nature of employees at Avanade. However,
it does offer certain protections whether or not you are an at-will employee.
You may be asked to sign a document indicating that you have been informed that
you are one of the recipients of the benefits in this policy; however, Avanade
will not use the lack of a signature as a defense against the enforcement of its
terms and conditions. It is Avanade's intent to be bound by this Policy to the
benefit of those employees who have been confirmed to be eligible for this added
Financial Protection Policy.

SECTION 1. THE POLICY

1.1   If your employment is terminated due to Avanade's elimination of your
      position, Avanade terminates your employment within three (3) months of a
      Corporate Transaction or if you resign from Avanade within 30 days of and
      as a result of Good Reason (definitions provided below), and provided you
      sign a release of claims in a form mutually agreeable to you and Avanade,
      then Avanade will:

      (a)   pay to you a severance payment in the amount specified in a memo to
            you. ("Severance Payment"). Such Severance Payment will be in lieu
            of wages and/or benefits you would otherwise have earned if you
            remained employed with Company; and

      (b)   if you have entered into a Business Protection Agreement or other
            similar agreement, which would provide you with a payment in
            exchange for your agreement not to be employed by a Competing
            Business (typically Section 4.1 of the Business Protection
            Agreement), Avanade also will release you from such obligations.
            This release does not release you from other confidentiality or
            other non-compete commitments you have made that do not relate to
            Avanade paying you severance.

1.2   Any Severance Payment paid under this Policy will be a one time, lump sum
      payment, subject to applicable tax withholdings. It will not be eligible
      for any pension, 401(k) related or similar benefits (to the extent
      permitted by law).

1.3   Any Severance Payment will be inclusive of amounts paid following
      termination, including without limitation amounts statutorily required,
      contractually agreed to by you and the Company, or any notice period, the
      term of which is not worked, that may be a part of your employment
      agreement. For example, if your Severance Payment is indicated to be equal
      to six months wages, and you reside in a jurisdiction that provides for
      one month of wages following termination for any reason, then total
      payment by the Company will not exceed six months - one month due to the
      statutory requirement and an additional five months granted under this
      FPP.

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1.4   For avoidance of doubt, you will not be entitled to a Severance Payment
      under this Policy if your employment is terminated for reasons other than
      described under Section 1.1, e.g., your voluntary resignation from Avanade
      (for a reason other than Good Reason) or Avanade's termination of you for
      cause or Dissatisfactory Performance.

SECTION 2. TERM OF POLICY

This Policy will be effective from January 1, 2004 through the earlier of (a)
the date indicated in the written memo to you or (b) an IPO (Termination Date).
The policy terminates after the Termination Date, at which point Avanade will no
longer be obligated to pay severance under it.

SECTION 3. DEFINITIONS

The following terms have the following specified meanings when they are used in
this Policy with initial letters capitalized:

3.1   "Corporate Transaction" means a voluntary corporate wind-up, dissolution
      or merger where Avanade is not the surviving entity. Corporate Transaction
      does not include dissolution due to bankruptcy.

3.2   "Dissatisfactory Performance" means dissatisfactory performance other than
      cause. Dissatisfactory Performance may include, without limitation, the
      failure of the employee to achieve revenue, profit, growth, customer
      satisfaction, employee satisfaction, or other goals.

3.3   "Good Reason" means the occurrence of any of the following events or
      conditions and the failure of Avanade (or its successor) to cure such
      event or condition within 30 days after receipt of written notice from
      you:

      (a)   a change in your status, position or responsibilities that, in your
            reasonable judgment, represents a substantial reduction in the
            status, position or responsibilities as in effect immediately prior
            thereto; the assignment to you of any duties or responsibilities
            that, in your reasonable judgment, are materially inconsistent with
            such status, position or responsibilities;

      (b)   involuntary material reduction in your compensation package;

      (c)   Avanade or its successor requiring you (without your consent) to be
            based at any place outside a 50-mile radius of your then-current
            place of employment, except for reasonably required travel on
            business that is not materially greater than such travel
            requirements prior to the date of this memo;

3.4   "IPO" means the initial registration of the Common Stock of Avanade under
      Section 12(b) or 12(g) of the Exchange Act.

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SECTION 4. GENERAL

If any term or provision of this Policy shall be found by a court of competent
jurisdiction to be illegal or otherwise unenforceable, the same shall not
invalidate the whole of this FPP, but such term or provision shall be deemed
modified to the extent necessary in the court's opinion to render such term or
provision enforceable, and the rights and obligations of the parties shall be
construed and enforced accordingly, preserving to the fullest permissible extent
the intent and agreements of the parties set forth in this FPP.

If you have any questions about this policy, please contact Eric Friedman,
Director of HR.