Policies related to own workforce

Heinzel Group places health, safety, and well-being of its employees at the center of its corporate responsibility. All production sites and also Bunzl & Biach operate occupational health and safety management systems based on ISO 45001. These systems ensure a structured, preventive approach to managing workplace hazards and maintaining a safe working environment.The Heinzel Group Code of Conduct reinforces this commitment by defining overarching principles for responsible behavior, ethical conduct, and compliance across the organization. The Code of Conduct also sets clear expectations for respectful behavior by explicitly prohibiting violence, harassment, and discrimination in the workplace.The Heinzel Way, introduced as an independent cultural framework, defines how we work and collaborate across Heinzel Group. Its five cultural statements – “People matter”, “We raise the bar”, “We care like it’s ours”, “Green is the new default”, and “Together we are stronger” – provide clear guidance for mindset and behavior, reinforcing strategic priorities and supporting cross-company alignment. As shared cultural principles lived by all employees, they form the foundation for respectful cooperation, integrity, and equal opportunity. With employees from many nationalities — particularly in the group’s global trading operations — the company embraces diversity and views multicultural collaboration as a key strength of its workforce.Furthermore, leadership principles derived from the five Heinzel Way statements were introduced to operationalize the company’s cultural expectations, ensuring that respect and care, collaboration, ownership, purpose, and excellence are embedded in day-to-day leadership behavior.Together, the ISOcertified safety systems, the Code of Conduct and the cultural framework form the foundation of the group’s approach to safeguarding its workforce, fostering employee satisfaction and ensuring a respectful environment. They guide day-to-day decision-making and ensure consistent adherence to high standards of workplace health, safety, and ethical behavior. In line with these commitments, Heinzel Group has defined a strategic goal to continuously reduce the Lost Time Injury Frequency Rate (LTIFR), with a long -term ambition to reduce LTIFR below 5 and move toward zero – see S1-5 – Targets related to own workforce .The Group Development Program played a central role in strengthening leadership capabilities and collaboration across companies, creating an important basis for advancing targets in the future. Building on this, the Heinzel Group Day provided a dedicated forum for discussing strategic direction, reviewing current challenges and expectations, and establishing shared next steps. The Heinzel Way was introduced during this process as a cultural framework that outlines shared principles for decision-making and cooperation across all entities. These initiatives formed an important foundation for organizational development and reinforced a shared understanding of how Heinzel Group aims to work and evolve in the coming years.In parallel, sites implemented a broad set of actions related to training, leadership development, and workforce engagement. Measures included leadership and safety trainings, sustainability awareness workshops, apprenticeship development programs, and activities to strengthen team collaboration across locations. Health and safety actions continued to focus on preventive measures such as mental-health support, vaccination offers, safety walks, updated documentation and digital reporting tools. Family-oriented initiatives complemented these efforts by supporting employees and their families. These combined measures contributed to sustaining workforce development, health, safety and engagement across Heinzel Group’s operations in 2025.