Safeguarding the Health and Safety of employees, partners and visitors at the Group’s facilities and worksites is a strategic priority and an integral element of the Group’s responsible business operations. Thus, Occupational Health and Safety is considered a fundamental human right as GEK TERNA is actively committed to the continuous upgrading of working conditions in every sector of activity.

Health and Safety Management System

In this context, the Group implements an integrated Health and Safety Management System, certified according to the international standards ISO 45001 and ISO 39001, which is fully aligned with all applicable legal, national, European and international requirements. The System covers the Group’s entire human capital, as well as subcontractors, and is implemented across all sectors in which it operates.

Key elements of the Health & Safety System include:

• Full compliance with the applicable legal and regulatory framework, as well as with internationally recognized health and safety standards, as a basic prerequisite for sustainable and responsible operations.
• Systematic monitoring and continuous improvement of policies, procedures and performance indicators on Health and Safety matters, with the aim of preventing and eliminating accidents.
• Investment in cutting-edge technologies and best practices that enhance predictive capability and operational readiness in critical situations.
• Ensuring adequate staffing with specialized personnel (Safety Technicians, Occupational Physicians) at each facility, in accordance with legal provisions and the particular needs of each project.
• Establishment and regular activation of emergency plans through organized scenarios and preparedness drills, with the aim of strengthening resilience and rapid response.
• Strict application of the “No work unless safe” policy – No work is permitted to commence without ensuring appropriate equipment, adequate training and sufficient personnel.
• Ongoing training of human capital on safety, prevention and first aid issues, in order to strengthen risk prevention and management capabilities.
• Cultivation of a unified corporate Health & Safety culture, with clear target-setting, employee empowerment and integration of the relevant values at all levels of management and operations.
• Continuous inspection and technical adequacy of facilities and equipment, with the aim of preventing wear, failures and operational deviations.
• Regular inspections and reviews, as part of the corporate governance mechanism and risk management strategy.

Minimising risks

To ensure timely prevention and minimization of risks, the Group applies a systematic approach to their assessment, on both a regular and non-regular basis. Specifically, the Group:

• Identifies and applies all legal and other relevant requirements for health and safety.
• Cooperates with External Safety Advisors (EXYPP) for the preparation of studies and the implementation of prevention measures.
• Cooperates with Occupational Physicians who systematically monitor employee health.
• Conducts internal inspections to ensure compliance with the health and safety management system.
• Designs and implements emergency response plans and drills.
• Monitors and records all relevant physical, chemical and biological factors that affect employee health and safety.
• Provides appropriate personal protective equipment to each employee according to the type of work performed.

Continuous learning and employee skills development are core elements of the Group’s philosophy, as they enhance productivity, foster innovation and support the achievement of its strategic objectives, while shaping a modern and competitive work environment. Recognizing the importance of lifelong learning, the Group consistently invests in targeted training programs that empower employee skills and support them in implementing the organization’s strategic priorities.

The Group’s Training Policy constitutes the primary framework governing employee development, defining internal processes for human capital development as well as for the dissemination of knowledge and expertise across the organisation. The Human Resources Division is responsible for implementing this Policy, which is tailored, where appropriate, to the specific needs of each subsidiary.

The Group’s training plan includes the following actions:

• In-house training programs
• Inter-company programs delivered by external providers
• Participation in conferences, seminars, lectures and exhibitions
• Professional qualification certifications
• Foreign language courses
• Sponsorship of postgraduate studies

As part of its digital transformation, the Group operates a centralised digital Learning Management System (LMS – Knowledge Center) across all its companies, providing a unified, interactive and modern learning environment. The platform offers employees a comprehensive learning experience through the use of advanced e-learning technologies. On an annual basis, internal training sessions are delivered by managers and specialised professionals, covering critical topics such as Health and Safety, Environmental Management, Data Protection, Cybersecurity, and the implementation of the Code of Conduct.

Promoting equal opportunities is a fundamental value of the Group and a key pillar of its corporate culture. The Group recognizes that creating a sustainable and fair world requires conditions that encourage and highlight diversity, promote inclusion, and safeguard the dignity of every individual, both in the workplace and in society at large.

In this context, the Group invests in shaping a work environment that respects and enhances diversity, equality, and inclusion, acknowledging that the diversity of people and ideas is a driving force for innovation, creativity, and organizational resilience.

The Group’s Code of Conduct ensures equal treatment for all employees, regardless of age, gender, religion, nationality, beliefs, or sexual orientation, and promotes gender equality across all levels of employment.

More specifically, the Group’s strategies and objectives include:

• Balanced representation of all genders at every level of employment
• Working toward broader female representation across departments and leadership tiers
• Continuous tracking and monitoring of the distribution of women by geographic region, age, and job level

The Group’s policies that promote and protect human rights are:

Human Rights Policy

The policy is aligned with the United Nations Guiding Principles on Business and Human Rights and sets the framework and principles for respecting human rights in the workplace. Its goal is to ensure the rights of the Group’s employees, business partners, and the local communities in which it operates. Key areas of focus include the elimination of discrimination— including all forms of harassment— the promotion of equal opportunities, and the strengthening of diversity and inclusion.

Environmental, Social, and Governance (ESG) Policy

The Group’s ESG Policy includes a dedicated pillar focused on the protection of human rights. Through this policy, the Group commits to protecting fundamental labor rights such as freedom of association, the elimination of forced and child labor, and equality in the workplace. All forms of forced or compulsory labor are explicitly prohibited, while awareness and training on these critical issues are promoted. The Policy sets clear objectives, including zero incidents of violations and universal employee training on related topics.

Combating Violence and Harassment at Work

GEK TERNA Group has adopted the Policy against Violence and Harassment at Work, which recognises and respects the right of every employee to a working environment free from such practices. This policy aims to create and consolidate a working environment that respects, promotes and guarantees human dignity and the right of every individual to a safe working environment free from violence and harassment. By implementing the above policy, the Group declares its zero tolerance to any incident of violence and harassment, taking all appropriate and necessary measures.

The Group’s employment strategy and the implementation of best professional practices are central to its philosophy and highlight the importance of its contribution to local communities.

Employment at GEK TERNA Group

The Group’s primary concern is the promotion of equality and the elimination of any form of discrimination in the workplace. A commitment to providing an equal opportunities working environment, with open channels for professional development that ensures that every employee is treated with respect and fairness.

The Group, supports the filling of vacancies initially internally, through the Group’s employees, giving them the opportunity to develop professionally.

It is worth noting that the Group’s remuneration and benefits policy is designed with transparency, objectivity and takes into account the industry benchmark. Remuneration is determined by a combination of factors such as the importance and requirements of each position, the experience and skill level of the employee. Benefits are also adjusted based on the needs of the positions, ensuring a competitive and fair environment for all.

The Group manages human resources issues impartially and ensures that each employee is treated fairly and without discrimination to promote a fair working environment, a healthy corporate culture and the development of beneficial working relationships.

The implementation of the Group’s Recruitment Policy ensures that recruitment decisions are free from bias and discrimination based on gender, nationality, language, religion, political beliefs, disability or sexual orientation. The Human Resources Department ensures that the policy is implemented, ensuring a timely and impartial response to such incidents.

Attracting, retaining and motivating employees is a foundation for the successful operation of the Group. The Group’s recruitment and staffing policy is based on meritocratic and objective criteria and is not related to bias and discrimination based on gender, nationality, sexual orientation, religion, disability, age, or other discriminatory factors. The Human Resources Department is responsible for implementing the policy, but prioritizing the recognition of the needs of existing employees and the creation of a positive work environment that attracts and retains talent.

Increasing employment and creating opportunities locally are key elements of the Group’s strategy, as new jobs are primarily filled by staff from local communities, enhancing the growth and prosperity of the region.

Strengthening youth employment

GEK TERNA Group invests actively and consistently in the younger generation, recognizing the importance of supporting youth employment and facilitating a smooth transition into the labor market. Within this context, long-standing and stable partnerships with leading Higher Education Institutions in Greece, are developed and maintained including the National Technical University of Athens, the National and Kapodistrian University of Athens, the Athens University of Economics and Business, the University of Piraeus, the Aristotle University of Thessaloniki and the University of Macedonia, thereby strengthening internship programmes and fostering the connection between academic education and professional practice.

56 students completed their internship with the Group, during 2025.

• Full-time employment with clearly defined responsibilities.
• Assignment of a Supervisor for daily support and guidance.
• Access to the Group’s tools and resources.
• Theoretical training through the “GEK TERNA_Knowledge_Center”.
• Site visits and participation in meetings.
• Interaction with department heads and mentoring support from experienced professionals.

• Respect for human rights

• Environmental protection

• Ensuring health and safety in the workplace

• Participate actively in addressing climate change
• Adopt fair competition policies
• Ensure the protection of personal data and the security of their information systems