Human Rights Policy

Double Dutch Ltd is committed to respecting internationally recognised human rights across our own operations and business relationships. This policy sets out the standards we expect, the risks we seek to understand and the steps we take when concerns are identified.

Our approach is guided by:

• the United Nations Guiding Principles on Business and Human Rights;

• the International Bill of Human Rights, including the Universal Declaration of Human Rights; and

• the International Labour Organization Declaration on Fundamental Principles and Rights at Work.

This policy applies to all Double Dutch employees, directors, temporary workers and contractors. We also communicate relevant expectations to suppliers, co-packers, logistics providers and other business partners, using contractual terms, supplier standards and engagement where proportionate to the relationship and risk.

Within our operations, and in our expectations of business partners, we support the following principles:

• Forced labour and child labour. Forced labour, modern slavery and child labour are prohibited.

• Freedom of association. Workers must be able to exercise lawful freedom of association, organise and bargain collectively without retaliation.

• Fair and respectful treatment. Discrimination, harassment, bullying and victimisation are not tolerated. Employment decisions should be based on fair and relevant criteria.

• Safe and healthy work. Workplaces should protect physical safety and mental wellbeing and comply with applicable health and safety requirements.

• Fair pay and working time. Pay, working hours, rest and leave must comply with applicable law. Double Dutch assesses fair-pay practices, including the position of its lowest-paid employees, against credible wage benchmarks where available.

We apply a proportionate, risk-based approach that focuses on risks to people, not only risks to the business. This includes:

• mapping relevant activities, suppliers, raw materials and geographies;

• identifying actual and potential impacts, with particular attention to agricultural ingredients, outsourced production, warehousing and logistics;

• prioritising issues according to their severity and likelihood, giving greater weight to severity;

• seeking information and stakeholder input where it can materially improve our understanding; and

• reviewing risks when material business changes occur and through a periodic formal review.

We seek to integrate relevant human-rights considerations into supplier selection, renewal and performance discussions. Where a risk is identified, we will work with the supplier to understand the cause, agree proportionate actions and monitor progress. We will use our influence responsibly and will consider the possible impact on workers before ending a relationship.

Employees may raise concerns through their manager, the founders or anyone in the team really. External stakeholders may use the contact details published on the Double Dutch website and identify the matter as a human-rights concern.

Concerns will be assessed promptly, handled as confidentially as practicable and escalated according to severity. Retaliation against anyone raising a concern or participating in an investigation in good faith is prohibited. Where Double Dutch has caused or contributed to an adverse impact, we will cooperate in appropriate remediation and seek to prevent recurrence.

The Leadership Team coordinates implementation, risk review and follow-up actions. The policy will be reviewed at least every two years and sooner if the business, supply chain or risk profile changes materially.