Own workforce impacts, risks and opportunities
Epiroc’s entire workforce, including employees and external workforce, is included in the scope of identifying material impacts. Epiroc had XX employees and XX external workforce in more than XX countries at the end of 2025. Employees are directly employed by an Epiroc company, and external workforce includes both self-employed people and people employed by a third-party company but working for Epiroc. The total workforce includes people working in areas such as service, supply chain, production, administration, marketing, sales and support, and research and development.
Epiroc is dependent on a skilled and motivated workforce. The potential failure to attract and retain key teams and employees could hinder Epiroc’s ability to sustain or expand certain business areas. This is an underlying risk for identified material IROs, all of which impact the attraction and retention of personnel.
Epiroc has operations and employees in regions where challenges exist in terms of upholding international labor rights conventions and ensuring decent working conditions, such as adequate employment conditions and the rights to freedom of assembly and association. These challenges, occur across all types of operations. Regions particularly vulnerable to these issues include parts of Asia, the Middle East, Africa, South America, and Latin America. However, forced labor and child labor have not been identified as salient issues within our own workforce.
Gender diversity is a challenge – not only to us at Epiroc, but for the entire mining and construction industry. Women make up about 15% of the mining workforce and the share in the construction industry is even lower, according to the World Bank.
Material impacts, risks and opportunities
Health and Safety
| Epiroc´s own production and services to customers can be associated with health and safety risks | ||
| Actual negative impact | ||
| Own operations | ||
| Short-term | Medium-term | Long-term |
| Safety and health challenges and a weak safety culture can lower productivity and negatively impact Epiroc’s brand | ||
| Risk | ||
| Own operations | ||
| Short-term | Medium-term | Long-term |
Epiroc’s own production and provided services to customers are associated with health and safety risks that could result in injuries and ill health of our employees from incidents and accidents. Safety is key for us, but even though we have procedures for risk assessments, incident reporting, and safety inspections accidents can still happen. Emergency preparedness programs are in place, such as routines and first aid measures to limit the effect of injuries and ill-health in case of any accident. We also provides many different products to increase safety, for example, safety nets and rock reinforcement solutions. For more information, see ESRS S4.
Around xx% of our employees work in our aftermarket business, often at customer sites. Many are service technicians, a group particularly exposed to work in harsh conditions, heavy equipment and time on the road. Employee and customer safety is a key focus for our automation and digitalization solutions. Safety and health challenges can lead to lower productivity, increased cost, lower investor and customer confidence, and can negatively impact the Epiroc brand.
Inclusion and diversity
| Inequality and diversity issues can affect pay, training, discrimination and hiring | ||
| Potential negative impact | ||
| Own operations | ||
| Short-term | Medium-term | Long-term |
There is a risk of Epiroc contributing to potential negative impacts of inequality and diversity among our own employees and external workforce, including shortcomings in recruitment processes, unequal pay, harassment, and other forms of discrimination. Risks may vary in regions with differing standards or for different groups, such as minorities and lower-wage roles, or they may arise from individual incidents. As a result, workplace diversity may be affected, with a risk of reduced morale and motivation, decreased attractiveness to external talent, and increased employee turnover. This can lead to operational inefficiencies and pose reputational risks. Fostering an inclusive workplace is strategically crucial for operations, reputation management, culture, and facilitating workforce changes. The increasing focus on automation, digitalization, and electrification requires new skillsets, creating demand in fields such as software development, data analysis, and robotics. These areas attract talent with experience and skills that are different from and complement what we already have, providing an opportunity to enhance diversity.
Working conditions
| If Epiroc fails in employment standards, this can impact employees | ||
| Potential negative impact | ||
| Own operations | ||
| Short-term | Medium-term | Long-term |
While Epiroc currently maintains strong employment standards, there is a potential risk of negatively impacting the workforce through inadequate employment conditions and salaries, or limitations on freedom of assembly and collective bargaining rights. These labor issues can be systemic, especially in regions with weaker labor laws, or arise as individual incidents. Failure to address such concerns could hinder recruitment, retention, productivity, and damage Epiroc's reputation. Unresolved labor related issues could disrupt operations, impact employee satisfaction, and weaken public trust.
To mitigate these impacts, our response involves having fair labor policies, conducting regular salary reviews, adhering to collective bargaining rights, monitoring labor conditions, enhancing employee engagement channels, and continuously improving labor practices. Proactively addressing labor issues is strategically crucial for core operations, reputation management, and fostering a positive workplace culture. We have established communication channels for employee feedback and grievance mechanisms to identify and resolve labor-related concerns promptly.