Key figures employees

By employees, we mean all persons who have an employment relationship with Enexis Groep:

• A full-time equivalent (FTE) or full-time employee works 40 hours a week.^{(ESRS S1-6 par. 50d)}

• Part-time employees have a contract for fewer than 40 hours a week, but not a zero-hours contract.

• On-call workers are employed without a guaranteed minimum or fixed number of working hours; this category also includes flex workers and employees on zero-hour contracts.

• Figures in the tables below are based on year-end data, unless stated otherwise. ^{(ESRS S1 par. 48d(ii))}

The total number of employees and the breakdown by gender are as follows (gender is self-reported by employees): ^{(ESRS S1-6 par. 48, 50a, 50d)}

The breakdown of the total number of employees by country is as follows:^{(ESRS S1-6 par. 48, 50e, 50f)}

Employees by contract type, broken down by gender

The total number of employees by contract type and gender is as follows: ^{(ESRS S1-6 par. 48 , 50b, 55a-b, 56)}

Comparative figures for 2024 are as follows:

The breakdown of employees by contract type and country is as follows: ^{(ESRS S1-6 par. 48, 50a, 50b)}

Comparative figures for 2024 are as follows:

The total number of FTEs by contract type and gender is as follows: ^{(ESRS S1-6 par. 48, 50a, 50b)}

The number of FTEs is relevant for the explanation of personnel costs in note 4 to the consolidated financial statements.  ^{(ESRS S1-6 par. 48, 50f)}

Comparative figures for 2024 are as follows:

Employee turnover

The average number of employees is calculated as the sum of the number of employees on 1 January and 31 December, divided by two. Employee turnover is calculated as the number of employees who left Enexis Groep during the financial year (due to resignation, retirement, or death in service) divided by the average number of employees during the year.

Total employee turnover was as follows: ^{(ESRS S1-6 par. 48, 50c)}

The distribution of employees by age category is as follows: ^{(ESRS S1-9 par. 64, 66b)}

Comparative figures for 2024 are as follows:

Remuneration

We believe that everyone should receive fair remuneration for their work. The Collective Bargaining Agreement for Energy Network Companies (CBA NWb) and the Enexis Company CBA apply to all employees as defined in the CBA^{(ESRS S1-8 par. 60a)}. This remuneration framework ensures consistent employment conditions across the organisation, supporting equality and transparency in pay^{(ESRS S1-10 par. 69)}. It also reflects our core values of Clarity and Inclusiveness.

We are an Enexis for everyone. With a diverse workforce and an inclusive organisational culture. Where your input matters, you can be yourself, and you are appreciated. And that appreciation is also reflected in fair remuneration, regardless of gender. To this end, we have objective pay structures and regularly analyse our data to monitor progress on pay equality (reference date 1 July 2025) and assess our performance in terms of salary equality. At Enexis, women account for 23% of our workforce and men for 77%. In 2025, the pay gap was 0.2%, in favour of men. ^{(ESRS S1 par. 97a)}With such a limited difference, we have effectively achieved our objective of equal pay. At the same time, we remain committed to further reducing this gap and to embedding gender equality in remuneration on a lasting basis.

The table below shows the pay gap between men and women, as well as the ratio of the highest-paid individual's annual pay to the median annual pay. ^{(ESRS S1 par. 97b)}

Incidents, complaints, and serious impacts on human rights 

The total number of reported incidents of discrimination, including harassment, during the reporting period is shown below: ^{(ESRS S1 par. 103a-d)}

We record reported experiences under both ‘discrimination’ and ‘other incidents’. Reporting an experience of discrimination to a confidential advisor does not automatically mean that discrimination has been legally established. ^{(ESRS S1 par. 103e)}

In 2025, there were no established cases of forced labour, human trafficking or child labour, nor any related fines or sanctions (2024: same). ^{(ESRS S1 par 104a-b)}