Orano - Annual Activity Report 2025 202 4 SUSTAINABILITY STATEMENT Social and societal information Radiation protection results The results of the individual and collective dosimetric assessments were stable compared to 2025. RADIATION PROTECTION RESULTS [ENTITY SPECIFIC] Indicators (GRI 403-7) ESRS 2025 2024 2023 Reference 2019 Average employee exposure to radiation over 12 consecutive months (mSv) Entity specific 0.58 0.63 0.59 0.84 Total individual external doses over 12 consecutive months due to radiation for Orano employees (H.mSv) Entity specific 7,456 7,349 6,769 8,300 Total individual internal doses over 12 consecutive months due to radiation for Orano employees (H.mSv) Entity specific 471 1,428 1,548 2,934 Average exposure of subcontractors due to radiation over 12 consecutive months (mSv) Entity specific 0.46 0.51 0.69 0.50 Orano employees over 14 mSv (internal Orano threshold) Entity specific 1 0 0 40 Subcontractors over 14 mSv (internal Orano threshold) Entity specific 0 0 0 3 Maximum dose for Orano employees (mSv) Entity specific 11.4 11.48 12.1 15.9 Methodological clarification: Due to the time needed to obtain the results of passive dosimetry analyses (also called reference dosimetry) and the annual schedule for reporting these data in the group’s reporting software, the annual results are always expressed from July 1 of year n-1 to June 30 of year n. For 2025 results, data refer to the period from July 2024 to June 2025. The group is not aware of any significant radiation protection event that occurred in the second half of 2025. Calculation of the average dose (internal and external) for the group’s employees and subcontractors includes all persons being monitored, within the perimeter subject to the Euratom directive (maximum dose of 20 mSv per year), including those whose radiation dose is zero or undetectable. The subcontractors taken into account are those at Orano facilities and not those at activities carried out on the premises of customers. The maximum dose displayed for 2025 is “excluding incidental situations.” A containment breach event that occurred in April 2025 was reported to the ASNR, without exceeding an annual regulatory limit. The employee’s committed dose is not available for confidentiality reasons, as the disclosure should not make it possible to trace an employee’s individual dose. The indicators cover the entire scope of consolidation, except the Uzbekistan Nurlikum subsidiary. This exclusion has not impact on the results as presented. Occupational illness results The group does not publish the metrics required by the standard in terms of deaths related to occupational illnesses for employees and external companies (S1-14>88 b and S1-14>88 e). The group is working to publish these indicators in parallel with that of the number of occupational diseases (S1-14>88 d) as planned for 2027 publication. 4.3.1.3 Working conditions for employee well-being Policy and actions on working conditions, employee well-being and compensation The principles guiding action in terms of working conditions aim to attract and retain skills and talents, by: ● Recognizing the annual performance of employees through a clear and fair salary policy; ● modernizing work environments; ● promoting quality of life at work schemes; and ● strengthening prevention and social protection on a voluntary basis. A clear and ambitious salary policy The group’s salary policy has several objectives: attracting and retaining skills and talents, recognizing the annual performance of employees and guaranteeing internal equity while taking into consideration the Company’s economic situation. Orano’s salary policy is implemented in each country in accordance with local regulations and practices. It is supervised by the Director of People & Communications, member of the executive committee. Within the group, total compensation breaks down as follows: ● fixed compensation linked to the level of responsibility of the position held in line with the salary benchmarks of the labor market in the country concerned; ● variable compensation linked to individual and collective performance based on the level of responsibility, through a variable compensation system for a very large proportion of engineers and management staff; and ● additional variable components related to the position held, which may be different in each country depending on local regulations and agreements. Each year, a salary review budget is adjusted according to the endogenous and exogenous context.
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