Management approach – our why

Our materiality analysis has identified corruption/bribery as a potential negative impact that could occur in our own business operations. This is why EVVA has assessed this governance topic as material and is increasingly planning preventive measures such as new compliance training courses.
 

Prevention and detection of corruption/bribery
(ESRS G1-3)

Reliability, trust and security are at the core of our business model – and thus, of course, so is legally compliant action.

• The policies and Code of Conduct mentioned under Responsible Corporate Governance are key pillars of EVVA’s efforts to prevent corruption and bribery. Employees at all locations are advised to contact their manager, confidential advisers or compliance officers immediately in the event of questions, conflicts of interest or detected violations. Corresponding information is collected in EVVA’s Legal Compliance department and discussed with management. “Legal Compliance” also regularly (every 2 months) moderates an internal Compliance Jour Fixe with representatives from various EVVA units
   
• Employees in Austria and Germany can report irregularities online and anonymously at any time via the whistleblower tool “EVVA Compliance Line” and view the case processing. Each report is subject to the principles of confidentiality, objectivity and transparency, on the compliance of which all parties involved can trust will be upheld. All reporting data is automatically encrypted. A guideline on the intranet explains exactly what the “EVVA Compliance Line” contains and how to use it. Reporting channels are also planned for other EVVA locations
   

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  As a preventative measure, and to further emphasise the risks of corruption and bribery, a key focus is placed on training on anti-corruption and bribery prevention. Since the end of 2025, comprehensive, mandatory compliance training has been conducted at headquarters on whistleblower protection, antitrust law, supply chain due diligence, and confidentiality. All managers and sales staff at headquarters, the works council, all branch managers, and other high-risk roles such as standards officers are included
   

• An internal policy on "Gifts and Invitations" also serves as an important source of information for employees. Since 2025, gifts and invitations for and from employees have been documented on the "EVVA Gifts & Invitations Check" reporting platform. This online tool is currently offered at headquarters and will later be rolled out to all other locations. With this tool, the approval/rejection of gift and invitation requests is automated, transparent, and traceable

• Training on the topic of "antitrust hazards" is mandatory at headquarters for employees who come into contact with competitors (such as sales and standards officers) and is conducted in person. In Germany, training on antitrust law is carried out every 2 years via a training module on competition policy (for managers, the sales department and the technical office). New employees are given the documents. Acknowledgement is confirmed in writing. Antitrust law training courses were held at other EVVA locations via our antitrust law firm or via external consultants

• The "Tax Compliance" Directive implemented in Germany also enables reports concerning tax laws

• The "EVVA Business Partner Check" is a questionnaire sent to selected suppliers for self-assessment. Selection criteria include, for example, a significant share in our value chain, or being a supplier of very important raw materials such as metals. The “EVVA Business Partner Check” covers important sustainability topics and contains around 70 questions on anti-corruption, occupational safety, human rights, etc.
   
• The EVVA data protection statement and internal data protection guidelines, which provide information on employees’ rights and obligations, are also part of EVVA’s compliance measures

If EVVA becomes aware of a violation of our values and guidelines, action plans are agreed to avoid or reduce the negative impact on people or the environment. Our responses to violations of our policies depend on the severity. They can also lead to a temporary suspension of the supply relationship or the dismissal of employees.

Cases of corruption/bribery (ESRS G1-4)

There were no convictions or fines in the EVVA Group, including during the reporting year. Our measures serve to prevent this from happening in the future.

Compliance and acting in accordance with the law

For EVVA as a leading security company, lawful conduct - not only with regard to corruption/bribery – goes without saying. There were also no penalties or sanctions in relation to environmental law or other laws during this reporting period.

• The family-owned company EVVA expressly condemns child and forced labour as well as all types of violations of human rights. We are guided by the principles of the Universal Declaration of Human Rights, the United Nations Global Compact, the OECD Guidelines for Multinational Enterprises and the International Labour Organisation’s (ILO) Declaration on Fundamental Principles and Rights at Work
   
• For the transport of hazardous goods (e.g. batteries), EVVA has appointed its own hazardous goods officer, who is informed about all relevant laws and advises EVVA accordingly
   
• EVVA documents and monitors all laws and guidelines, including those relating to industrial facility law, in its own legal software. It contains all regulations and legislative amendments relevant to a production company such as EVVA, e.g. regarding occupational safety, waste electrical and electronic equipment (WEEE), REACH regulations, etc. External audits (e.g. as part of “ISO 9001: Quality Management”) also provide EVVA with an optimal overview
   
• Strong data protection. EVVA complies with the strict EU GDPR regulations (sometimes even before they become legally effective) and implements comprehensive data protection measures with the support of an external data protection officer. For more information, see Data Protection