Konges Sløjd relies on partnerships with a wide network of suppliers. We are committed to following ethical business practices and to being a reliable partner who listens and adapts to stakeholder needs. We expect our partners to meet our standards and requirements. Employees responsible for selecting and managing supplier relationships must enforce these requirements and report any issues or noncompliance before placing orders.

Employees responsible for a business relationship that requires a contractual agreement, must make sure that the partnership does not begin without a signed contract.   

Konges Sløjd is committed to acting ethically, honestly, and transparently with zero tolerance for bribery and corruption. These practices are illegal and against our values.

Bribery involves giving or accepting undue advantages to influence decisions leading to corruption. It is illegal in most countries and can cause serious legal, financial, and reputational damage. Forms of bribery include cash, gifts, services, entertainment, and hospitality. 

All employees of Konges Sløjd must act accordingly: 

🩷 only accept or give gifts of modest value, that are appropriate and legitimate, and on rare occasions 

🩷 no gift can be given or accepted to/from public officials 

🩷 always disclose any gift to direct manager for approval 

🩷 refuse gifts that are given in return for or in expectation of a direct or indirect favor 

🩷 refuse gifts to family members 

🩷 facilitation payments or payments with no deliverables are prohibited by Konges Sløjd in any case  

A conflict of interest arises when a Konges Sløjd employee could personally benefit from the company's actions or decisions. This can happen with or without the employee's active involvement. Employees should avoid such situations and disclose them immediately if they occur. Management will then assess and decide on appropriate actions. 

If unavoidable, management must mitigate the impact to prevent biased decisions. Employees must disclose potential conflicts beforehand. Employees cannot make decisions involving hiring close family members or using suppliers with family ties. 

All employees with a purchase capacity must take extra care in not participating in or financing any illegal activity that might include but is not limited to money-laundering, financial crime, terrorism or criminal activity.

All employees must take extra care with any cash payments, request for false invoices or any activity that is outside of general good business practices. All incidents must be reported to direct manager and CFO immediately. 

Fair and transparent competition is legally required in all our markets and is crucial for offering deals to our customers. Any legal violations can cause severe financial and reputational damage and will not be tolerated. Employees must ensure clear, accurate communication with competitors and customers, avoiding any ambiguous or wrongful statements on behalf of Konges Sløjd. Employees will be held responsible and face disciplinary issues if such a case is identified:

🩷 Agreement on price, sales conditions or customer allocation with competitors

🩷 Mandatory resale prices, minimum prices and/or any incentive enforcing a price regulation of our customers

🩷 Payment or transaction outside of the trade purpose, or without any approbation of a direct manager, that might be identified as wrongful trade influence

As an international company, we operate in many countries, some of which may be subject to sanctions. Before partnering with a new entity, supplier, or customer a vetting is done at management level. And action will be taken in the case of new sanctions imposed. 

We are committed to designing safe, compliant products with zero tolerance for safety issues. No compromise on the safety and health of our stakeholders can be accepted. All products undergo mandatory tests, including chemical, mechanical, flammability, and electrical tests where relevant. We work in close partnership with international accredited audit enterprises. 

Employees and partners must report any product issues immediately. We follow a defined procedure to assess risks and take necessary actions, including recalls if needed. We strictly respect REACH requirements on chemicals and are expanding our certifications to ensure safe use and non-harmful chemical products. 

No one will face penalties for loss of business due to adherence to the code. Employees and partners reporting breaches will not face retaliation. We encourage openness and transparency, valuing honesty and collaboration in ethical business practices.

All employees are responsible for adhering to this code. Failure to comply may lead to disciplinary action, including involvement of law enforcement if necessary. The same standards apply to our management team, who are accountable for their actions and for upholding and reporting violations of this code.

Employees uncertain about acceptable behavior should consult their manager. Managers and HR are required to report significant violations directly to top management or the board.   

Konges Sløjd ensures a safe and healthy work environment, preventing accidents and illness in compliance with the Danish Work Environment Act. 

Our Working Environment Organization (WEO) consists of an appointed manager representative and an elected employee representative, who monitor and address occupational health and safety issues.

Konges Sløjd upholds labor rights as defined by Danish laws and international labor standards. We ensure freedom of association and collective bargaining rights for all employees without discrimination. We support trade unions and do not interfere with their activities or conduct surveillance. 

All employees have a mutually signed contract outlining terms and conditions

We strictly prohibit child labor in accordance with ILO standards. All young Employees work in compliance with the Danish Working Environment Act.

Child modelling is frequently used in our marketing activities, and photoshoots can be done onsite in several countries. Konges Sløjd commits to enforcing the highest legal standard, either Danish law or local legal requirements including allowed time of activity per age and appropriate days of setting.

A contract is signed with each child ́s representative before the photoshoot, describing the conditions of the photoshoot, and all data are safely stored in compliance with GDPR rules. After a photoshoot, a follow-up survey with the child’s representative is conducted to ensure that we can keep track of their experience, and all feedback is taken into account when the next shoot is planned. 

We ensure that wages and benefits for a standard work week meet or exceed national legal standards, sufficient to cover basic living needs.

Contracts provide clear details on working conditions, wages, and social benefits before employment begins. Monthly pay transfers and matching pay slips are standard practice.

Hours of working are specified in each employee's contract, with guidelines on overtime detailed in the employee’s contract. Student helpers and other limited-hours employees adhere to Danish laws, with transparent reporting of hours monthly.

Foreign and migrant employees receive the same legal protections as Danish citizens. Employment contracts are provided in a language the employee understands.

At Konges Sløjd, we cultivate an open, international, and positive workplace that champions respectful and inclusive practices and communication. We uphold and respect internationally recognized human rights, believing that diversity and equity are vital to our employees' well-being and productivity, as well as a driving force behind our company's success.

We are committed to protecting our employees' privacy and expect all employees to conduct themselves with respect, thus maintaining the integrity of Konges Sløjd. Our focus is on continuously improving our performance in diversity, inclusion, and gender equality. To support these efforts, we pledge to collect and use data anonymously to guide our initiatives.

Konges Sløjd has no tolerance for discrimination based on gender, sexual orientation, origin, skin color, disability, age, religion, political beliefs, or any other characteristic. We strive to create an inclusive work environment that values diversity and fosters creativity, ensuring opportunities for all, always.

Human resources decisions are based solely on objective criteria such as performance, qualifications, and experience.

To ensure a positive workplace for all, we commit to treating all employees with respect and dignity. Verbal or physical abuse, bullying, harassment, or threats from any employee, manager, or external partner will not be tolerated.

Any behavior causing physical, psychological, sexual, or economic harm is strictly prohibited and should be reported to the direct manager, WEO, HR, through the whistleblowing mechanism or the yearly workplace assessment.

Konges Sløjd maintains a position of political neutrality as a company. Employees who engage in political activities or express political opinions on social media or other platforms must make it clear that these views are their own and do not represent the company's stance. Within the office or during meetings with external partners, political statements—whether expressed through clothing, accessories, stickers, or any other visible medium—are not aligned with Konges Sløjd's code of conduct.

All company participation in activities and support of NGOs or other structures are made in full transparency.