This page summarises the key principles of Polarica's Code of Conduct. The full Code of Conduct is available to download here: Polarica's Code of Conduct.

The Code of Conduct describes the requirements and expectations Polarica places on its own organisation and on our suppliers and partners. It applies to all entities and employees within Polarica Group and is formally approved by the Board of Directors.

Our Code of Conduct is aligned with the ten principles of the UN Global Compact, founded on the Universal Declaration of Human Rights, ILO's fundamental conventions on labour rights, the Rio Declaration on Environment and Development, and the UN Convention against Corruption.

1. Human Rights

Discrimination

All employees shall be treated equally, impartially and with respect, regardless of race, gender, age, nationality, disability, sexual orientation, religious belief or political opinion.

Forced labour and disciplinary action

Employees are treated with respect and dignity. Forced labour, involuntary or unpaid work shall not occur. Wages or personal possessions may never be withheld as a condition of employment. No person may be detained for work against their will. Under no circumstances may any employee be subjected to corporal punishment or any form of physical, sexual or psychological punishment or harassment.

Child labour

No person may be employed before completing compulsory schooling, and not before the age of 15. Where young people work as apprentices in accordance with national labour law, they must be protected from all forms of exploitation. Employment of persons under the age of 18 must not compromise their education or their physical, mental, social or moral development.

Salary

Wages shall be paid regularly, on time, and at a level that is reasonable in relation to work performed. The statutory minimum wage is the minimum accepted level of pay.

Working hours

National laws and agreements on working hours and overtime shall be observed.

Leave and sick leave

Workers are entitled to take annual leave and other statutory leave (such as parental leave) in consultation with their employer, and to take sick leave without negative consequences.

Employment contract

All employees are entitled to a written employment contract.

Freedom of association

Employees have the right to join organisations representing their interests as workers, without fear of threat or harassment.

2. Legal Requirements

We comply with the national laws that apply in every country where we operate. Should any requirement in this Code of Conduct conflict with national law, the law prevails.

3. Good Working Conditions

Our employees and contracted partners are offered a safe and healthy working environment that meets the requirements set out in national legislation. Where accommodation is provided, living space must meet the legal minimum standards, be hygienic and provide adequate personal privacy.

4. Environment

We comply with environmental requirements set out in legislation and regulations. We maintain awareness of and control over our environmental impacts, and continuously work to reduce them.

5. Anti-Corruption

We uphold good ethics and counteract all forms of corruption, including extortion and bribery, through our Anti-Corruption Policy and internal governance structures.

6. Animal Welfare

We ensure that animal welfare is a natural part of our business. Together with our suppliers, we work to create good conditions for animals in our supply chain. Minimum requirements:

• Animals are protected from unnecessary suffering
• Animals are handled in accordance with the applicable animal welfare legislation of the country in question
• Where live animals are transported, they must have access to appropriate water and feed. Those who supply wildlife listed under the Convention on International Trade in Endangered Species (CITES) must comply with this international conservation convention.

Application and follow-up of the Code of Conduct is a natural part of our business and a focus of continuous improvement throughout our supply chain. Compliance is assessed through risk analyses and supplier evaluations.

Deficiencies and non-compliances should be reported; action plans are established and followed up. Polarica offers support to suppliers to ensure the requirements of the Code of Conduct are met, and reserves the right to conduct unannounced inspections. All employees and external stakeholders have access to a confidential Whistleblower Channel for reporting any suspected violations.

Read more about our governance approach in our Business and Sustainability Report 2026.