In 2024, Ørsted navigated a rapidly evolving industry landscape, necessitating organisational adjustments, including redundancies, to maintain our competitive edge. While both satisfaction and motivation levels as well as voluntary turnover remain healthy compared to industry benchmarks, the changes have had a noticeable impact on employee satisfaction and motivation and our voluntary turnover trend. This poses a short-term risk of increased voluntary turnover and lower morale, satisfaction, and heightened stress. To address these challenges, we are focused on our internal communication and change management, strengthening our focus on good leadership and mental health and reaffirming our commitment to transparency and the well-being of our workforce. Our commitment to upholding human rights is outlined in our 'Sustainability commitment', 'Global human rights policy', 'Global labour and employment rights policy', 'Stakeholder engagement policy', and 'Just transition policy'.

In 2024, the methodology on the gender pay gap calculations was changed to meet the requirements of the ESRS. The gender pay gap of 14% consists of individual gender pay gaps across countries where Ørsted operates. The differences in gender mix across career levels impact the pay gap. Salaries are reviewed annually, and increases come into effect on 1 June. Employees must have been employed for 12 months on that date to be included in the calculation.