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'.

1. Flexible working conditions: Positive impact (own operations)
2. Work-induced stress: Negative impact (own operations)
3. Possible work-related injuries and fatalities: Potential negative impact (own operations)
4. Increased voluntary turnover, potentially due to perceived internal risks or uncertainties: Risk (own operations)
5. Unequal gender distribution in management: Negative impact (own operations)