Introduction to Egmont

Egmont is a leading Nordic media group with a dual purpose. Growing with the modern consumers, Egmont continues bringing stories to life with great content and empower children and young people at risk to pursue a good life. Egmont has more than 5,300 employees across more than 100 companies such as Nordisk Film, Story House Egmont, TV 2 in Norway, Lindhardt og Ringhof, and Cappelen Damm etc., which are primarily located in Denmark, Sweden, and Norway. As a commercial foundation for more than 100 years, we every year spend part of our profits to help the people in need. In 2025, we donated 14.8 million EUR to support children and young people in completing a secondary or further education and pursuing a good life.

Egmont is committed to the ten principles of the United Nations Global Compact (UNGC), the United Nations Guiding Principles on Business and Human Rights, and the Core Labour Standards of the International Labour Organization (ILO). Ensuring fair working conditions is an integral part of Egmont's corporate culture. Egmont operates several policies to ensure that its companies and relevant business partners conduct business in a transparent and ethical manner and in compliance with relevant standards and legislation within Human and Labour rights (including slavery prevention), health and safety measures, environmental issues as well as anti-corruption, including Egmont's Business Ethics Policy, Egmont's Group Recruitment Policy, Egmont's Whistleblowing Policy, and Egmont's Code of Conduct for Third Parties, which was updated in 2025 to reflect development of relevant legislation and international standards. 

Egmont has a global whistleblower hotline available to employees as well as third parties. This enables transparency in terms of genuine concerns related to direct activities or the supply chains of our business, including any circumstances that may give rise to an enhanced risk of slavery or human trafficking. In February 2025, Egmont ran a company-wide awareness campaign to ensure all employees know where and how to address serious concerns.

Third parties - supply chain due diligence

As a global business that engages suppliers all over the world, Egmont is attentive to how it deals and interacts with its suppliers. Egmont has established a risk based due diligence programme, Egmont Social Compliance Programme which includes matters relevant to the Modern Slavery Act. 

TThe Egmont Social Compliance Programme sets out processes and requirements to ensure that our high-risk suppliers uphold responsible business conduct. We ensure that human rights and labour rights are respected and protected, and that violations are remedied. Based on a risk assessment of the countries and sectors in which the relevant suppliers operate, key direct suppliers and chosen sub-suppliers may be subject to audits. Egmont's country risk assessment operates with the three risk groups set out below:

• Country Group 1: Audit is required at least every 12 months.
• Country Group 2: Audit is required every 12-24 months based on audit result.
• Country Group 3: Audit may be requested based on an ad-hoc basis, but some suppliers operating in this group will be required to complete an Egmont Self-Assessment Questionnaire (Egmont SAQ) upon request.

Egmont promotes a continuous improvement approach to supply chain management, acknowledging that not everyone is immediately able to meet our requirements in full. We encourage factories in high-risk countries to address all detected issues and take appropriate actions to correct the issues and prevent them from happening again. However, we have a zero-tolerance approach to the most serious rights abuses, as set out in our minimum compliance standards, and Egmont reserves the right to ultimately terminate the cooperation with the supplier, if any serious issues are detected or reported. 

By the end of 2025, we had 251 active factories registered. 226 audits and SAQs were concluded based on Egmont's country risk assessment and social compliance programme. The average of findings (non-material) per audit/SAQ is very low and continues to decrease. We will continue to support our suppliers to improve their compliance through close dialogue, training, and inspiration letters.

Egmont employees - Business Ethics Policy and People Survey

Egmont's Business Ethics Policy provides the foundation for our compliance programme, and in 2025 an updated business ethics e-learning programme was rolled out with a 98% completion rate among assigned participants. The e-learning featured a dedicated session on anti-harassment, educating employees on Egmont's policy on offensive acts and equipping them with the necessary knowledge and guidance to navigate challenging situations and address ethical dilemmas. In addition, Egmont regularly conducts employee surveys addressing, inter alia, working conditions and employee satisfaction. If survey results indicate a need for improvement, appropriate measures are implemented. The latest employee survey took place in March 2025, and the result confirms that Egmont's engagement remains at a high and satisfactory level, both in terms of the participation rate (87%) in the survey and the overall engagement level (7.9 on a 10-point scale).

Egmont employee handbook is yet an additional tool making clear the actions and behaviors expected of our employees at work and representing Egmont. We strive to maintain the highest standards of employee conduct, engagement, non-discrimination and general ethics across the business.

Planned actions in 2026

Egmont will roll out its mandatory business ethics e-learning to remaining Egmont companies, ensure that new policies and procedures are implemented in all relevant areas and conduct tailored training and awareness programmes targeting health and safety findings from social compliance audits.

You can read more about Egmont's work on ethics and sustainability www.egmont.com.

This statement was approved by Egmont's board of directors and will be reviewed annually.

Egmont International Holding A/S Steffen Kragh, President and CEO 11 March 2026