Code of Conduct for Liljedahl Group

Liljedahl Group is a family-owned group of companies. Liljedahl Group has eight wholly owned companies and is the principal owner of the listed company Bufab. The wholly owned companies are Elcowire Group, Dahrén Group, Hörle Wire Group, Pronect, Finnvedens Lastvagnar, Finnvedens Bil, Tage Rejmes Bil, and Liljedahl Group Fastigheter. Liljedahl Group AB is committed to long-term engagement in its companies as an active and responsible owner. We want to deserve our reputation by behaving in a good way and working in harmony with the surrounding community. The Liljedahl Group's Code of Conduct forms the basis for all wholly owned holding’s Code of Conduct, but each company has the right to make adjustments to better align with its own operations. The Code of Conduct should be seen as a support in daily work.

EVERYONE'S RESPONSIBILITY

The Code of Conduct applies to everyone working for Liljedahl Group, including full-time or part-time employees, temporary staff, management, and board of directors within Liljedahl Group.

All employees are responsible for informing themselves about the rules and policies relevant to their work.

Our Code of Conduct can also be used to set expectations for business partners, consultants, and third parties. We want to collaborate with those whose actions align with our Code of Conduct and values.

Liljedahl Group’s operations are conducted according to the following principles:

COMPLIANCE WITH LEGISLATION – We operate in accordance with the laws of the countries in which we operate.

GOOD ETHICS – Our ambition is to conduct business in an ethical way.

CLOSE PARTNERSHIP – Our ambition is to conduct our business in close cooperation with our business partners, employees, and other stakeholders who influence and are influenced by our operations.

BUSINESS PRINCIPLES

ANTI-CORRUPTION
Liljedahl Group shall not engage in or accept any form of fraudulent conduct.

Representatives of companies within the Liljedahl Group shall not pay, offer, or accept bribes or other undue advantages, such as gifts or entertainment considered extravagant, to influence business decisions or secure undue advantages. We do not work with suppliers, sellers, or partners who offer bribes or are involved in corrupt activities.

CONFLICT OF INTEREST
All business decisions should be made in the best interest of Liljedahl Group without regard to personal relationships or benefits and should be based on an impartial business relationship. Employees should avoid activities and professional relationships that may be perceived as a conflict of interest between the employee's personal interests and those of Liljedahl Group.

MONEY LAUNDERING
Each employee should actively work to prevent and hinder Liljedahl Group from being used for money laundering.

TAXES
In all countries where Liljedahl Group operates, the respective country's tax laws and regulations should be followed. If tax legislation does not provide clear guidance, good ethics, accuracy, and transparency should be the guiding principles.

FAIR COMPETITION
Companies within Liljedahl Group should compete fairly and with integrity. Companies should not exchange information, enter into agreements, or make arrangements with competitors, customers, or suppliers that improperly could affect the market or the outcome of a tender process. Liljedahl Group should use legitimate methods in all information gathering about its competitors.

HUMAN RIGHTS AND SOCIAL JUSTICE

HUMAN RIGHTS
All people are born free and equal in dignity and rights.

Liljedahl Group should support and respect the protection of internationally proclaimed human rights and ensure that the Group does not contribute to human rights abuses in its own operations, anywhere in the value chain, or among its stakeholders.

FORCED LABOUR
Liljedahl Group does not tolerate forced labour. This includes agreements under coercive conditions and illegal labour. Nor will we tolerate practices that restrict the free movement of employees, and no person should be held in work against their will.

CHILD LABOUR
Child labour is not tolerated. The minimum age for employment is the age at which compulsory schooling ends, but never less than 15 years. Exceptions are temporary short-term employment that does not affect schooling, such as holiday work.

DISCRIMINATION, INCLUSION, AND DIVERSITY
Liljedahl Group strives for an inclusive workplace where diversity is seen as a strength. All employees should have the same opportunities based on their competence, experience, and performance, regardless of gender, religion, age, disability, sexual orientation, nationality, political opinion, trade union affiliation, social background, or ethnic origin.

All employees should be treated with respect. Discrimination, physical or verbal harassment, digital incidents, or illegal threats are not tolerated.

FREEDOM OF ASSOCIATION
Liljedahl Group respects all employees' rights to be members of a trade union to safeguard their interests as employees, organize themselves, and negotiate their wages collectively or individually. An employee's right to refrain from joining a trade union should be respected.

WORK ENVIRONMENT
We shall be a respected employer. Companies within the Group should ensure a good working environment from both a physical and social perspective and will strive to be attractive employers in terms of employees' personal development. The relationship with and between employees should be based on mutual respect and dignity and reasonable influence in areas that affect the individual's work situation.

We strive to continuously improve health and safety in the workplace and will endeavour to offer our employees a safe and secure working environment. It is every employee's duty to follow common rules and policies and to immediately report potential or actual problems or safety-related issues related to the work environment. All companies in the Group should at a minimum comply with national legislation and/or collective agreements.

TERMS AND CONDITIONS OF EMPLOYEMENT
The terms and conditions of employment, including financial compensation and working hours, offered to our employees, should meet market conditions, and at least meet the minimum requirements of national legislation, agreements, and industry standards.

ENVIRONMENTAL PRINCIPLES

EFFICIENT USE OF RESOURCES AND CIRCULARITY
Liljedahl Group's products, processes, and services should be designed in such a way that efficiently utilizes energy, natural resources, and raw materials and minimizes waste and residual products. All resources of the business should be recycled as much as possible to avoid resource waste and promote circularity in society.

PRINCIPLE OF CAUTION
Liljedahl Group should avoid the use of materials and methods that may pose environmental and health risks when suitable alternatives are available.

All companies in the Group should at a minimum follow national legislation and international regulations.

COMMUNICATION AND INFORMATION

DATA PROTECTION
The protection of personal data, especially that of employees, customers, and suppliers, is of particular importance to Liljedahl Group. We respect our employees', customers', and suppliers' self-determination regarding information. We only process personal data to the extent permitted by law.

INFORMATION SECURITY

Everyone has a duty to protect internal and confidential information and to follow any confidentiality clauses in contracts with business partners. Intellectual property rights and other forms of sensitive information concerning Liljedahl Group, such as our innovation and our financial or strategic plans or position, should be treated with the utmost confidentiality by all employees and consultants.

FINANCIAL REPORTING

Liljedahl Group follows generally accepted accounting principles, regulations, and standards that are considered industry standards. Financial reports should provide current and accurate financial information to shareholders and lenders. Financial inaccuracies can affect business decisions and the trust of employees, shareholders, and other stakeholders in the company.

COMPLIANCE

The responsibility for ensuring that business is conducted in accordance with our Code of Conduct lies with the CEO of each individual company in the Group.

Deviations from this policy may only be approved by the Board of Directors of Liljedahl Group AB. The document has been adopted by the Board of Directors of Liljedahl Group AB.

All employees within Liljedahl Group are encouraged to report suspected violations of the Code of Conduct according to the procedures in each company. Reporting can be done directly to the immediate supervisor or via the company's Whistleblower channel. This allows all employees, regardless of position or role, to safely and anonymously report any or potential violations of the Code of Conduct, laws, policies, internal procedures, or ethical standards.

Violations of the Code of Conduct or failure to report a violation may result in disciplinary action, including possible termination of employment or engagement.

The original language of this document is Swedish. The Code of Conduct should be translated into the local language of each company within Liljedahl Group as well as English.

The document was adopted at the Board meeting of Liljedahl Group AB on June 26, 2025.

Anna Liljedahl

CEO, Liljedahl Group AB