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This Code of Conduct describes the minimum standards of business conduct which we see as fundamental in our dealings with employees, partners, customers, service providers or suppliers (further referred to as “partners”).

We consider ourselves responsible for all of the activities carried out in our name worldwide. We feel a particular responsibility to provide decent working conditions for the employees delivering our services and/or producing our products. We acknowledge that this responsibility extends to all employees who act in the name of Slightly Different Gaming (further referred to as “SDG”), regardless of whether they are directly employed by SDG or by third parties. 

The Code of Conduct specifies minimum standards only. National and international laws should be respected at all times. The Code of Conduct should not be used against employees in any way.

We expect all our business partners to fully comply with the following standards. Just as we do ourselves.

Where it becomes apparent that supplier does not act in accordance with the requirements set out in this Code of Conduct, we will not hesitate to end our business relationship with this supplier (including the cancellation of any outstanding orders) if the supplier does not immediately take the necessary corrective action in order to ensure compliance with the Code of Conduct.

Legal Requirements

All our employees and partners are to abide by the national and international laws that apply to the business that is conducted.

Fair and Honest Dealings

Fair and honest dealings must be observed by every act. “Fair and honest” should be defined in accordance with the applicable national and international norms.

Freedom of association

Employees must have the right to exercise their lawful rights of free association and to decide whether or not to join any legally admitted association, within the boundaries given by a mutual signed non-disclosure agreement between SDG and employee.

Wages and Benefits

Employees shall at least be paid the minimum wage required by local law and shall be provided with legally mandated benefits. Volunteers shall at least be reimbursed their expenses.

All employees should be made aware of their payment conditions before they commence their employment. Any deductions from salaries/wages should be in accordance with national and international law. Illegal or unauthorized deductions from wages shall not be made. In situations in which the legal minimum wage does not cover living expenses and provide some additional disposable income, companies shall strive to provide employees with adequate compensation to meet these needs.

All volunteers will be reimbursed within 30 days after receiving of and agreeing on their expense reports.

Hours of Labor

Except in extraordinary business circumstances, employees shall not be required to work more than 48 hours per week, excluding overtime hours, or the limits on regular and overtime hours allowed by the law of the country of manufacture, whichever is lower. Except in extraordinary circumstances, employees shall be entitled to at least one full day of rest in every 7-day period.

Any working day, including overtime, must not exceed 12 hours, whilst overtime work must be a balance between the individual capacity of the employee on one hand, and business requirements on the other hand. Overtime working should be considered as an exception and not something to be requested on a regular basis throughout a given term of employment.


SDG may adhere to additional standards through acceptance in writing of a Code of Conduct as used by a third party. The applicability of a third party Code of Conduct shall never in any way affect the standards contained in this Code of Conduct.

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