Human Rights Policy

1. Purpose

This Human Rights Policy describes how human rights are addressed in ERIKS' way of working and the roles & responsibilities of the relevant departments on this topic. Where relevant, this policy provides for specific actions and measures. By implementing these actions and measures, ERIKS is dedicated to fostering a safe, respectful, and ethical workplace, while actively promoting human rights across our daily business and supply chain. ERIKS is committed to continuous improvement and regularly reviews this policy and related processes to address emerging risks and evolving regulatory expectations.

2. General: key human rights aspects for ERIKS

ERIKS commits to respect human rights in line with the UN Guiding Principles on Business and Human Rights [UNGPs), the OECD Guidelines for Multinational Enterprises, the ILO Core Conventions, and the Universal Declaration of Human Rights. We comply with applicable labor and human rights laws in the countries where we operate and where differences exist between local law and international standards, ERIKS applies the higher standard, to the extent legally permissible.

Based on our business activities, ERIKS has identified potential human rights risks and affected stakeholder groups in collaboration with Procurement, Legal, HSEO, Ethics & Compliance, HR, and our production engineers. By considering all segments of our value chain-upstream, our own operations, and downstream-we have prioritized the following high-risk topics:

1. Occupational Health and Safety [OHS), including risks related to inadequate PPE, chemical handling, exposure to toxic materials, packaging activities, and associated health impacts;

2. Child labor, especially in our supply chain and our own operations;

3. Forced labor, particularly in our supply chain and our own operations;

4. Harassment, including sexual assault and harassment of women workers; and

5. [Non-)discrimination within our own operation and that of our stakeholders.

ERIKS applies risk-based due diligence across the supplier lifecycle: [i) pre-qualification and onboarding questionnaires for suppliers; [ii) requirement for suppliers to comply with the ERIKS Code of Conduct for Business Partners [or similar contractual clauses); [iii) monitoring through assessments/audits; and [iv) escalation up to disengagement when severe or repeated non-compliance persists.

The following chapters describe in more detail how ERIKS addresses each of these priority topics across its operations and supply chain.

3. Occupational Health and Safety [OHS]

ERIKS recognizes that a safe and healthy working environment is fundamental to human dignity, wellbeing, and responsible business conduct. Given the nature of our operations, employees, contractors, and visitors may be exposed to physical, chemical, biological, ergonomic, and operational risks. ERIKS is therefore committed to providing and maintaining working and visiting conditions that are safe and healthy, to preventing work-related injury and ill health, and to continually improving occupational health and safety performance across its operations.

We manage occupational health and safety through a risk-based approach, considering applicable legal requirements, recognized standards, and the specific nature of the activities performed. We expect hazards to be identified, risks to be assessed, and appropriate preventive and protective measures to be implemented in a timely and proportionate manner. Where possible, ERIKS gives priority to eliminating hazards at source and reducing risks through effective technical, organizational, and behavioral controls. As a minimum, ERIKS:

• Provides and maintains a working environment that is safe and healthy in line with applicable occupational health and safety requirements.

• Identifies hazards and assesses risks related to work activities, equipment, substances, and workplace conditions, and implements appropriate control measures.

• Provides relevant information, instruction, training, and supervision to enable work to be carried out safely and responsibly.

• Ensures that suitable personal protective equipment is available where risks cannot be adequately controlled by other means, and that such equipment is properly used, maintained, and replaced where necessary.

• Manages risks related to hazardous substances and other occupational exposures through appropriate assessment, safe handling requirements, access to relevant safety information, and health surveillance where required.

• Maintains processes for reporting, investigating, and learning from work-related incidents, near misses, injuries, and occupational illness, with the aim of preventing recurrence.

• Ensures appropriate emergency preparedness and response arrangements, including clear procedures, trained responders, and testing or drills where relevant.

• Promotes consultation and participation of employees and, where applicable, employee representatives on occupational health and safety matters.

• Applies appropriate occupational health and safety expectations to contractors, suppliers, and other business partners, proportionate to the nature of the goods or services provided and the level of risk involved.

• Apply strict safety expectations to our suppliers: during the onboarding process, we assess whether a potential supplier has adequate quality and safety controls in place. If a supplier cannot demonstrate these controls are sufficient, the risk will be assessed and based on the risk a supplier onboarding might be rejected, or a waiver signed accompanied by a mitigation

• And seeks to ensure that any welfare, sanitation, food, or accommodation facilities provided by ERIKS meet appropriate health and safety standards.

4. Child labor

ERIKS strictly prohibits the use of child labor in its operations and supply chain. We do not employ individuals below the legal minimum working age, or below 15 years of age where no legal minimum is defined. As part of our supplier due diligence, ERIKS assesses labor practices through risk screening, questionnaires and contractual commitments. Where potential risks are identified, ERIKS may conduct additional assessments and require corrective actions. Any confirmed cases of child labor may result in remediation measures or termination of the business relationship.

Through the following combined measures, we aim to prevent, detect, and remediate any form of child labor in our value chain:

• potential suppliers complete a labor-practices questionnaire that includes child-labor criteria;

• all our suppliers must provide a signed statement affirming that they do not engage in or support child labor; and

• we conduct periodic screenings of suppliers through our internal tools, with any supplier found to breach this policy excluded from contracting or further engagement.

5. Forced labor

ERIKS is firmly committed to preventing all forms of forced labor, human trafficking, and modern slavery within our operations and supply chain. We recognize these practices as severe human rights violations that may occur across industries and regions. ERIKS therefore prohibits all forms of forced labor, including bonded labor, involuntary prison labor, slavery, and human trafficking, and takes proactive measures to identify, prevent, address, and remediate any indicators of coercion, exploitation, or restriction of workers' freedom. We ensure the humane treatment of all workers and strictly prohibit physical punishment, psychological or verbal abuse, intimidation, or coercion. In addition, we ensure equal opportunity for all workers and prohibit unlawful wage deductions, recognizing that fair and transparent remuneration is essential to preventing forced labor practices.

To translate these commitments into practice, ERIKS has implemented the following measures to prevent, detect, and address forced labor risks across its operations and supply chain:

• We enforce a strict zero-tolerance policy regarding forced labor, trafficking, and slavery in all operations and supply chains.

• We require suppliers and partners to complete onboarding questionnaires through Integrity Next, which include topics such as labor standards and human rights. In addition, suppliers must confirm compliance with the ERIKS Supplier Code of Conduct for Business Partners prior to onboarding.

• We conduct periodic audits and other assessments of our supplier base to ensure compliance with labor standards.

• Suppliers involved in forced labor will be rejected / not further engaged.

• We provide secure and anonymous channels for employees and business partners to report any concerns related to forced labor or trafficking.

• Our contract templates include a compliance clause that also addresses HR-related topics, such as the prohibition of forced labor and human trafficking.

6. Harassment

At ERIKS, we are committed to fostering a safe, respectful, and inclusive workplace for all employees. Preventing harassment in any form is a fundamental part of our responsibility as an employer. The measures below outline how we ensure that employees feel protected, supported, and empowered to speak up when needed:

• We provide mandatory training for all employees including workplace behavior, respect, and inclusion, with a focus on recognizing, preventing, and reporting inappropriate behavior. This training emphasizes the importance of maintaining a safe and supportive environment for all employees.

• Employees have access to a confidential reporting channel, and we ensure that individuals affected by harassment receive appropriate support and guidance throughout the process.

• We maintain clear investigation protocols, offer support for affected individuals, and uphold strict nonretaliation guarantees. We also track and review cases to identify root causes and strengthen preventive measures across the organization.

7. Discrimination

ERIKS is committed to fostering a workplace culture built on respect, fairness, and inclusion. We expect all leaders to actively promote an environment where every individual is treated with dignity and where discrimination is not tolerated in any form. We encourage open dialogue about diversity, equity, and inclusion across all levels of the organization. We maintain a zerotolerance policy for discrimination based on race, gender, age, religion, sexual orientation, disability, nationality, or any other characteristic protected by law. This commitment applies to every aspect of employment, including recruitment, compensation, promotions, training, development, and daytoday workplace conduct.

We ensure equal opportunity and nondiscrimination in all employment practices and prohibit unequal treatment with regard to wages, benefits, promotion, access to development, or reasonable accommodations for workers with disabilities. Working hours, rest periods, leave and overtime comply with applicable laws and collective agreements; overtime is voluntary and appropriately compensated. Wages and benefits meet or exceed legal minimums, and ERIKS prohibits unlawful wage deductions. We respect freedom of as sociation and the right to collective bargaining where legally permitted, and we engage in goodfaith social dialogue with employee representatives.

At ERIKS we believe that diverse and inclusive companies understand their customer better, make better decisions and perform better. Employees have access to a confidential reporting channel, and we ensure that individuals affected receive appropriate support and guidance throughout the process.

All employees, including management, are required to complete training on diversity, equity, and inclusion. This training covers unconscious bias, cultural competency, and respectful workplace behavior to ensure a shared understanding of our commitment to equality.

8. Communication & Reporting

We communicate this policy via Mandatory e learning and live ERIKS intranet, onboarding, supplier portals and targeted sessions. training covers key topics ( e.g., child/forced labor, non respectful workplace, OHS fundamentals, Speak Up ) and cdiscrimination, ompletion is tracked and reported.

Employees are encouraged to share any department, or the Compliance Director human rights . Additionally, concerns with their manager, the HR if a discussion with the employee’s manager is impossible or undesirable, concerns can be reported through the ERIKS Speak Up website . This service enables employees to report issues directly and, if they choose, anonymously to ERIKS.

9. Responsibilities of specific departments

To effectively uphold ERIKS’ human rights commitments, clear responsibilities are assigned across key functions within the organization. Each such department plays a distinct and essential role in identifying risks, implementing preventive measures, and ensuring continuous improvement. The following section outlines the specific responsibilities of each department in supporting the execution and governance of this Human Rights Policy:

• Management Board: provides strategic oversight, sets the tone at the top, approves the Human Rights Policy, and monitors material human rights risks, performance and remediation through regular reporting. See also the general compliance statement published on our website: https://eriks.com/en/compliance-statement/.

• Local Management : local implementation, resources and accountability for targets.

• ESG/Sustainability : materiality assessment, SDG mapping, external reporting and stakeholder engagement.

• Procurement : supplier due diligence, compliance monitoring and corrective actions when required.

• HSEQ: OHS management system, incident tracking, risk assessments and prevention programs.

• HR: working conditions, diversity & inclusion, live training content and completion tracking; social dialogue.

• Legal : contract clauses.

• Compliance (Policy Owner): owns policy, governance, monitoring, Speak Up oversight, Elearning, annual review. Ensures documentation and records of implementation, supports internal audits where relevant, and oversees the regular policy review cycle.

10. Applicability

This policy applies to: (i) all ERIKS Group legal entities and operations, (ii) all employees, managers and directors (permanent, temporary, apprentices), (iii) contractors, agency workers and onsite service providers, and (iv) business partners in our val ue chain (suppliers, distributors, intermediaries). Where contractual leverage exists with such business partners , we expect adherence to equivalent standards. Each ERIKS company is responsible for implementing the requirements of this policy within its local context, while ensuring alignment with group‑wide standards. The Management Board and the respective Country and Company Management teams are accountable for compliance with this policy across their areas of responsibility. They are supported by the Compliance department, which provides guidance, oversight, and moni toring to ensure consistent and effective application throughout the organization.

11. Ownership

Group Compliance is the designated owner of this Human Rights Policy and is responsible for maintaining its relevance, accuracy, and alignment with evolving regulatory requirements and best practices. As part of the ERIKS management system, Group Compliance ensures regular policy review and continuous improvement. Compliance oversees the governance framework, monitors adherence, and ensures that appropriate escalation and reporting mechanisms are in place. Any questions, requests for guidance, or suggestions for improvement may be directed to the Group Compliance Of ficer, who serves as the central point of contact for this policy.

12. Related documents

This Human Rights Policy should be read in conjunction with the following ERIKS governance documents, which collectively support our commitment to ethical and responsible business conduct:

• General Compliance Statement

• Compliance Policy

• Code of Business Conduct

• Speak Up Policy

• Global Procurement Policy

• HR Policies and Procedures