S1
OWN WORKFORCE
Processes to remediate negative im- pacts and channels for own workers to raise concerns [S1-3] In cases where the activities of the Zumtobel Group have significant negative impacts on individuals or groups of individuals within its own workforce with regard to health and occupational safety or other aspects, the Group ensures fair treatment of those affec- ted and a neutral, confidential, responsible and impartial investigation of the facts. This is intended to both clarify the situation and to provide appropriate remedy.
In the 2025/26 financial year, an internal em- ployee survey was carried out to assess the effectiveness of this whistleblower system. The results as well as the effectiveness of this system are described in more detail in the section ‘Business conduct policies and corporate culture [G1-1]’. In addition to the formal reporting channels, employees can also report their concerns di- rectly to the works councils (where applica- ble). The works council provides an additio- nal, independent, and trustworthy option for expressing concerns or receive assistance with topics related to work.
Anonymous whistleblower system
Taking action | S1-4
In order to promote open, confidential and secure communication, the Zumtobel Group provides an anonymous whistle- blower system for reporting misconduct, breaches of the rules, or concerns related to ethics, occupational safety and human rights. All reports are processed in line with the internal investigation guidelines, which provide clear, standardised procedures for the submission, investigation, follow-up and closing of cases. The Senior Director Audit & Compliance is responsible for supervi- sing the whistleblower system, while the Internal Audit/Compliance team receives and processes reports received. Employees can report serious incidents either on the whistleblower platform or using established management channels. Information on the whistleblower system, training and informa- tion on protection against retaliation at the Zumtobel Group can be found in the Gover- nance section under G1-1 and G1-3. Twelve cases were submitted using the whistleblower system in the 2025/26 financial year. All reports were investigated, resolved and found to be immaterial, without any critical impact on business operations or financial reporting. Nevertheless, the Zumtobel Group takes every case extremely seriously and continues to promote ethical behaviour through ongoing training and awareness-raising initiatives.
An ongoing dialogue with employees and well-established processes in the Zumtobel Group help the Group to consistently minimi- se its potential negative impacts on its own workforce. Actions taken are continuously monitored on the basis of metrics such as the employee turnover rate, employee per- formance and development reviews, and accident rates. Each action is tracked and assessed based on the set targets. Human resources are all- ocated to ensure each action is successfully implemented. The Zumtobel Group’s human resources are provided by health and safety management (ZG Health, site managers and management, and Global Quality & HSE Mgmt), Global HR (HR Business Partners, HR Project Managers, DE&I project ma- nagement, etc.) as well as the Works Council and workers’ representatives affected by the actions. No significant financial resources are re- quired to implement these actions. Specific actions taken in relation to the material im- pacts, opportunities and risks are described in more detail in the following sections.
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