Processes for remediation and channels to raise concerns (S1-3)

Epiroc has several channels for its workforce to raise concerns directly with the company. An employee who wants to report concerns, which only relate to the employee’s own working or employment conditions shall report to the employee’s manager or the manager’s manager. If this is uncomfortable, inappropriate or for other reasons not possible or practical, the employee can contact Human Resources, Legal or the Compliance function.

For behavior or actions that are, or may be perceived as, violations of laws or the Epiroc CoC, the Epiroc Speak Up system can be used. It is a third-party tool that enables anonymous reporting in local languages via the internet. For employees without internet access, there is also the option to report by phone. Local phone numbers for each country are clearly displayed on Speak Up posters at each workplace. To assess awareness and trust in these reporting structures, Epiroc uses the employee engagement survey My Voice. The survey includes a specific “Whistleblower” question asking employees to rate the statement: “I can report unethical behavior without fear of retaliation.” The results showed a 79% favorability rate, while indicating a general confidence in the reporting mechanisms and is above industry benchmark, it also highlights the need of increased awareness. Read more about whistleblowing and Speak Up in ESRS G1.

Procedures for remediation are integrated in various processes. For example, health and safety concerns are addressed through established safety protocols and our health and safety management system, while issues related to working conditions follow labor relations and employment procedures. Remediation actions may include corrective measures, compensation or other steps to restore affected parties and prevent recurrence.