April 2016 – Ridam Sweets now distributes OneGum – the new energy gum!

  OneGum is an energy gum, the perfect energy boost to help you get by your day. We combine the


Ridam Sweets distributor of Pop’ums, the healthy snack.

Check the pdf with more information.


Ridam supports enterprising people in developing countries (december 2014)

Besides realizing our objectives, we find it extremely important as a company to be involved and work for a better


Ridam moving notice



Ridam Sweets on Christmas Gifts Fair

Ridam Sweets B.V. will participate on the Christmas Hamper Fair on March 7 & 8 in the Americahal in Apeldoorn,


About Ridam Sweets

Ridam Sweets’ principal business is packaging and marketing specific groups of chocolates and confectionery in a very original way.

Ridam Sweets’ starting point is the purchaser’s needs. Within the purchaser’s concept and assortment objectives, Ridam Sweets strives to respond to consumer needs by developing and sourcing chocolates and confectionery. It goes without saying that this must meet the starting points of the relevant retailer’s formula.

Ridam has also developed a strong position in the specialised area of seasonal products, where we work exclusively with suppliers who can meet our quality requirements.

We have our own service company for non-commercial activities, such as transport, warehousing, and administration – Ridam Dienstencentrum. Ridam has a flat organisation, which explains our high level of flexibility, service, and our low cost structure.

By combining high quality and a wide-ranging market knowledge, we strive to serve and advise our customers at a personal and a professional level. This added value makes us a partner rather than a mere supplier. We can be proud of our extensive international group of customers – mutual respect and trust are crucial to realising good long-term relationships.


History Ridam

In 1970 Ridam was founded as a trading company in Amsterdam, marketing consumer goods

At the time Ridam consisted of two commercial sales companies, Ridam Notions and Ridam Sweets, which specialised in haberdashery and confectionery. Ridam Dienstencentrum was founded as a service company administration and logistics.

The company was relocated to the Meern (near Utrecht) in 1976, which was more centralized and easily accessible.

In 1987 Ridam Notions started the development and marketing of interdental care products and later in 1990 Ridam Care was founded, as the third sales company, to specialize in the marketing of personal care products.

The growing demand for private label store brands, especially in the Netherlands, was the reasoning for Ridam to specialize, in the early days, in setting up private label concepts.

Since 2007 the company has realised an annual growth of more then 10% Year-on-Year

In 2010 Ridam Notions acquired the webshop

June 2012: Ridam opens an office in Hong Kong (objective purchasing and QC)

In 2014, the company office was relocated to Breukelen, near highway A2, which is closw to Amsterdam and easily accessible. The new DC location offers the possibility to store more then 3000 pallets.


SUPPLIER Code of Conduct, standards for doing business;

Ridam commits it shelves to implement the BSCI Code of Conduct, showing a willingness to improve working conditions.

Ridam upholds the highest standard of business ethics and regard for human rights. We follow the letter and spirit of all applicable laws, and require our business partners and suppliers to do the same. Suppliers must observe all applicable laws of their country, including laws relating to employment, discrimination, the environment and safety for the manufacturing of travel accessories, dental care and other products sold by Ridam. Suppliers must be transparent in all record keeping and embrace a fundamental effort toward operational efficiencies and continuous improvement. Suppliers must comply with all applicable to the Dutch and international laws relating to the import and export of products, including country of origin labelling, product labelling and fabric and product safety and testing. If local or industry practices exceed local legal requirements, the higher standard applies.

Forced Labour: There shall be no use of forced labour, including prison labour, indentured labour, bonded labour or other forms of involuntary labour.

Child Labour: No person shall be employed under the age of 16 (In China, the law that does not allow children under the age of 16 to work) or under the age for completion of compulsory education, whichever is higher.

Harassment or Abuse: Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.

Non-discrimination: No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.

Health and Safety: Employers shall provide a safe and healthy workplace and if applicable, safe and healthy living quarter conditions. Employers shall take necessary steps to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities.

Environment: Employers must comply with all laws and regulations relating to environmental protection in the countries where they operate. Employers should implement policies and procedures to ensure environmental impacts are minimized with respect to water, energy, air emission, waste, hazardous materials and other significant environmental risks.

Freedom of Association and Collective Bargaining: Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

Wages and Benefits: Employers recognize that wages are essential to meeting employees’ basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.

Hours of Work: Except in extraordinary business circumstances, employees shall not be required to work more than the lesser of 60 hours per week or the limits on regular and overtime hours allowed by the law of the country of manufacture. Employees shall be entitled to at least one day off in every seven-day period.

Overtime Compensation: In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.