WhitepaperDanish Games Industry
Good Conduct Guidelines for the Danish Games Industry
1 Nov 20192 pages~3 min full read
The Good Conduct Guidelines, published in November 2019, establish a standardized framework for professional behavior and workplace safety across the Danish game development sector.
See it on page 1The policy mandates the elimination of systemic crunch and excessive overtime to ensure a sustainable working environment for all industry staff.
See it on page 1Harassment is defined by its objective impact on the victim rather than the intent of the perpetrator, and the industry maintains a zero-tolerance stance toward all forms of abusive behavior.
See it on page 1Management holds a heightened responsibility to act as ethical role models, proactively prevent unsafe conditions, and guarantee that employees can report grievances without fear of retaliation.
See it on page 2The guidelines align internal workplace practices with Danish labor legislation to promote a culture of mutual respect, diversity, and accountability.
See it on page 1Employees are encouraged to resolve misconduct through internal channels like HR or management, while retaining the right to seek external support from labor unions and the Danish Working Environment Authority.
See it on page 2The Good Conduct Guidelines for the Danish Games Industry, published in November 2019, establish a standardized framework for fostering a safe, inclusive, and professional work environment across the Danish game development sector. The primary objective is to protect the personal integrity of industry professionals by promoting a culture of mutual respect, diversity, and accountability. These guidelines serve as a foundational reference for businesses to integrate into employee handbooks or internal policy discussions, ensuring that workplace practices align with both ethical standards and Danish labor legislation.
The guidelines mandate that all industry participants uphold principles of dignity and fairness, with a specific emphasis on eliminating systemic crunch, excessive overtime, and all forms of harassment or discrimination. The policy adopts a zero-tolerance stance toward abusive behavior, noting that harassment is defined by its impact rather than the intent of the perpetrator. Furthermore, the framework places a heightened responsibility on management to act as ethical role models, proactively prevent unsafe conditions, and ensure that employees can report grievances without fear of retaliation.
To support enforcement, the guidelines outline clear procedures for addressing workplace misconduct. Employees are encouraged to engage with internal representatives, such as HR or management, while also being reminded of their rights to seek external support through labor unions, occupational health providers, or the Danish Working Environment Authority. By formalizing these expectations, the industry aims to standardize professional conduct and ensure that all developers and staff operate within a healthy, sustainable, and welcoming environment.
