Grievance Mechanism and Procedure

Purpose and Scope

This policy describes Anonymous Copenhagen’s grievance mechanism. The purpose is to ensure that all stakeholders — including employees, management, suppliers, customers, business partners, local communities, and other affected parties — have a safe, accessible, and effective opportunity to raise concerns or grievances regarding Anonymous Copenhagen’s activities.

The grievance mechanism covers matters related to social, environmental, and governance issues, including (but not limited to) working conditions in production, environmental impact, health and safety, discrimination, corruption, or breaches of our guidelines, policies, certification schemes, or applicable legislation.

Principles of the Grievance Mechanism

Our grievance mechanism is based on the following principles:

• Accessibility: Grievances can be submitted via email: reportconcerns@anoncph.com
• Confidentiality and Security: All grievances are handled confidentially, and the identity of the complainant is protected to the greatest extent possible.
• Non-Retaliation: It is strictly prohibited to subject individuals who raise grievances to threats, punishment, discrimination, or any other form of retaliation.
• Fairness and Impartiality: All grievances are handled objectively and without conflicts of interest.
• Transparency: The person raising the grievance is kept continuously informed about the status, process steps, and outcome.
• Timely Handling: Grievances are processed within an acceptable timeframe. We strive to handle grievances as quickly as possible and no later than three months after submission.
  
  Grievance Handling Process

1. Submission and acknowledgement of grievance

Grievances can be submitted via email: reportconcerns@anoncph.com. To the extent possible, the grievance should include a description of the issue, timing, involved parties, and any relevant documentation.

All received grievances are registered, and the person raising the grievance receives an acknowledgement within 7 working days. The acknowledgement includes information about the next steps in the process.

2. Initial Assessment and Investigation

Anonymous Copenhagen conducts an initial assessment of whether the grievance falls within the scope

of the grievance mechanism. If the grievance is not accepted, the complainant receives a reasoned

explanation. If the grievance is accepted, further handling of the grievance is initiated.

The responsible function investigates the case, including gathering information from and involving

relevant parties. Throughout the process, the person raising the grievance receives updates on status

and progress.

3. Resolution and Remedial Actions

Once the investigation has been completed, Anonymous Copenhagen decides on appropriate remedial actions. The person raising the grievance is informed of the outcome and the reasoning behind it.

4. Case Closure and Potential Learnings

The case is only closed once there is documentation of an implemented solution or a justified closure without further action. The person raising the grievance is informed when the case has been fully processed.

All grievances are registered and are reviewed annually during our Purpose & Impact Review meeting. The results of grievance handling are actively used to improve our ESG and sustainability efforts, as well as for improving supplier management, along with internal and external processes.

Monitoring and Recordkeeping

All grievances are registered in a grievance register containing:

• Date the grievance was received
• Type and nature of grievance
• Status (open, under investigation, closed)
• Outcome and any improvement measures resulting from the grievance

The system is used to continuously monitor trends, recurring issues, and risk areas internally or within the value chain. If no grievances are received, it is still documented that we have an established grievance procedure.

Protection Against Retaliation

Anonymous Copenhagen has zero tolerance for retaliation against anyone who raises a grievance in

good faith. If a person experiences retaliation, they can raise a new grievance.

All grievances are handled confidentially, with the option to submit anonymously. Anonymous

Copenhagen protects the identity of individuals to the extent possible and in line with applicable law.

Where needed, independent third parties may help assess risks for particularly vulnerable stakeholders.

Anyone who believes they have faced retaliation is encouraged to contact the company’s designated contact person.

Roles, responsibilities and governance.

This policy is approved by our top management and The Board.

Overall responsibility of this policy and management of our grievance mechanism lie with Magnus Petersen. The policy is updated as necessary in line with Anonymous Copenhagen’s development, stakeholder feedback or significant changes in legislation or relevant standards.

Relevant third parties/departments may be involved in the handling of grievances when necessary.