Policies for own workforce (S1-1)

Our Code of Conduct (CoC) (read more in G1) guides our approach to working conditions, health and safety and human rights to meet the expectations from our employees and other key stakeholders:

We are committed to conduct our business in accordance with the UN Universal Declaration of Human Rights, UN Guiding Principles on Business and Human Rights (UNGP), International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, OECD’s Guidelines for Multinational Enterprises, and other conventions.
We aim for a respectful, safe, and healthy workplace, complying with health and safety laws, with a vision of zero injuries.
All kinds of discrimination on the basis of race, religion, gender, age, nationality, disability, sexual orientation, gender identity, marital status, pregnancy, ethnic background, union membership and political opinion, are prohibited. We believe in equal opportunities, inclusion and diversity, striving to be the preferred employer.
We support continuous learning and development and support employees in maintaining a positive work-life balance.
We respect employees’ rights to union representation without risk of discrimination.
Pay and terms shall be fair and reasonable and comply at a minimum with applicable laws or industry standards, whichever is higher. Working hours shall comply with applicable international and local laws and regulations.
Under no circumstances will modern day slavery, such as forced, bonded or compulsory labor or human trafficking, be employed or used in our operations and we are strictly against child labor and other forms of exploitation of children.

We are committed to addressing and integrating human rights across our business operations in accordance with the UNGP. Human rights, including labor rights for our employees, are embedded in our company culture. We work with open communication and have many communication channels to engage with our own workforce. We take a proactive stance on addressing any issues and strive to continuously improve our practices to ensure well-being and rights of our employees. The Legal and Compliance Board monitors compliance risks and incidents, including human rights issues.

Epiroc’s Sustainability Policy (read more in E1) states that we work to ensure the safety and well-being of everyone who works for and with us. It is a core element of every activity. Therefore, we arrange consultations and we try to involve employees and/or employee representatives in important questions. We eliminate hazards and reduce occupational safety and health risks, this is further elaborated in Epiroc Safety and Health Principles. These principles outlines our safety culture and aim to prevent accidents, injuries and illness by promoting safe behaviors and conditions, and supporting our way towards an injury-free workplace. We are committed to identifying, assessing, and mitigating risks regularly, and we never compromise on safety. To prevent injuries and ill-health, it is required to report and act on all safety and health risks and incidents. The Safety and Health Principles are based on the ISO 45001 standard that Epiroc is certified in, as well as other internal and external requirements.

Our Inclusion and Diversity Guideline reinforces and communicates our beliefs that a diversity of cultures, nationalities, ethnic origins, and gender balance, contributes to better business. Inclusion and diversity create broader perspectives, increase innovation and creativity, and enhance the employer brand, leading to better results. For procedures that prevent discrimination, see Actions - Inclusion and diversity

Epiroc’s Global Parental Leave Policy applies to all Epiroc employees in countries with less than 12 weeks of paid parental leave. The policy covers all parents and legal guardians, regardless of sexual orientation or sexual identity. It aims to help employees achieve a healthy work-life balance throughout their employment with us. Employees taking advantage of the policy are protected against discrimination, and parental leave will not impact their salary review or career opportunities upon return to work.

The interests and views of workers have been reflected in these polices, see further under Interest and views of stakeholders in Strategy and business model. All policies are reviewed on a regular basis by respective responsible function. Divisions and General Managers are responsible for implementation. All policies, documents and processes are available in our management system, the Epiroc Way, which all employees have access to. No significant changes of policies took place during 2025.

Policies for workers in the value chain are found i S2.