This Policy was approved by the Board of Directors on March 30, 2026. This policy applies to all companies and employees within the Holmen Group.
General
For the purpose of preventing ill health and accidents, Holmen shall have processes and procedures in place to carry out systematic work environment management, which includes analysing, assessing risks, taking corrective measures, and following up on the work environment. Employees and safety representatives shall be given the opportunity to participate in this work. Work environment matters shall be given particular consideration during changes, such as investments, organisational changes, and altered ways of working.
Holmen is to make demands on and run follow-ups regarding suppliers, requiring them to comply with the local work environment rules.
Holmen’s production units must be certified under ISO 45001 and Holmen is to continuously improve management systems for health and safety.
Safety
Holmen’s workplaces shall be safe, with the objective is that no accidents in the workplace shall occur. Safety equipment shall always be in place. For all activities involving health and safety work there shall be procedures describing what to do, how to do it, when to do it and who to execute it. Accidents, incidents, and risk observations must be reported, analysed and result in remedial action. Holmen’s objective is that no accidents in the workplace shall occur.
Holmen is to identify risks in possible situations regarding fire, chemicals spills, machinery stoppages and power cuts and for these situations establish evacuation and action plans to minimise the risk of injury.
Holmen’s employees shall not be under the influence of alcohol or drugs at the workplace. This implies also that employees shall be free from side-effects of alcohol- or drug influence on time intended for work. Drugs refer to substances classified as narcotics, including illegal drugs and pharmaceuticals for other than medical use. Every manager has a right and an obligation to dismiss from the workplace in orderly form employees who are suspected of being under the influence of alcohol or drugs. Alcohol and drug tests can be conducted on employees as well as external personnel who perform services at Holmen's workplaces.
Health
The organisational and social work environment shall be included in the systematic work environment management and be part of the decisions concerning the operations. Holmen shall emphasise good leadership and attentiveness to these matters. When planning and organising work, consideration shall be given to the fact that peoples’ ability for performing tasks varies. The importance of participation and influence for employees regarding their work must be emphasised, including clear information on duties, expectations and responsibilities.
Procedures for surveying risk of ill-health, bullying and harassment must be in place for all operations. Discrimination, offensive treatment, harassment, abuse and threats are not accepted in Holmen.
Holmen is to work preventively to reduce the need for sick leave and rehabilitation. Employees that are, however, injured in an accident or fall ill are to be given work-related rehabilitation with the aim of returning to work as soon as possible.
Responsibility
CEO bears overarching responsibility for work environment issues and this is to be delegated, in one or more steps. Delegation and further delegation are to be set out in writing for the Swedish business. For the business in other countries, national laws shall be complied with in order to have a clear allocation of responsibilities. Delegation presupposes that the recipient has sufficient authority, resources, competence and training to carry out the delegated tasks.
Holmen’s employees shall contribute to their own and their colleagues’ health and safety environment by acting safely and following the instructions and procedures in place, and for reporting risks and incidents that occur. Each employee is expected, if applicable, to participate in suggested rehabilitation.