Ethical Operating Principles
To ensure the responsibility of our operations, we have defined the principles of responsible business practices, which also apply to our contract suppliers.
Principles and policies
L&T's policies and principles include environmental, ethical and social perspectives, which the group follows both in its own operations and in the services it provides to customers. L&T's policies are complemented by the Code of Conduct guidelines for personnel and suppliers.
Environmental Policy
This policy describes the goals, responsibilities, and organization of Lassila & Tikanoja Oyj's (hereinafter L&T) environmental policy.
L&T's mission is to make the circular economy a reality. All our business operations build sustainable growth for the future based on the circular economy and its opportunities.
Our environmental policy covers both our own operations and the services we provide to our customers. It describes our key environmental goals, responsibilities, and organization. We comply with the legislation applicable to our operations. In addition, our operations are certified and meet the requirements of the ISO 14001 standard.
KEY OBJECTIVES
L&T's strategy is to create more value with the circular economy for our customers, personnel, and society in a broader sense. We create solutions to mitigate climate change, promote the circular economy, and preserve biodiversity. We are committed to promoting the goals of the Paris Climate Agreement and the EU Biodiversity Strategy.
Our long-term climate target is to achieve net zero by 2045 and to make a transition away from fossil fuels. In addition, our target is to increase the recycling rate of the materials to 70 percent by 2030.
PRINCIPLES
Climate Change Mitigation
We are committed to net zero targets by 2045. We encourage our partners to set their own climate targets and reduce their dependence on fossil raw materials.
We reduce emissions in our operations and value chain by promoting the use of renewable raw materials, improving energy efficiency, creating new solutions for our customers, and developing our operations with our climate targets in mind.
Sustainable Use of Raw Materials
We promote the sustainable use of natural resources by preventing waste, managing the recovery of materials to be recycled and reused and by replacing fossil fuels with bio-based raw materials. We aim to actively promote the operating conditions for a circular economy.
Preservation of Biodiversity
We preserve biodiversity by promoting the circular economy, preventing contamination of soil and water pollution, supporting sustainable forest use, and using chemicals sustainably. We create solutions to restore contaminated land and promote biodiversity in the built environment.
Supply Chain
We require our suppliers to take proactive steps to promote environmental responsibility. We encourage our suppliers to monitor and develop their operations, especially considering their negative environmental impacts.
Continuous Improvement of Operations
L&T's board and management are committed to achieving our sustainability targets and continuously improving sustainability. We recognize the negative environmental impacts of our operations. We develop and improve our operations together with our employees, customers, and supply chain.
We engage in open dialogue with our stakeholders, including our customers, authorities, and local actors. We monitor the environmental impacts of our operations and communicate them transparently.
RESPONSIBILITIES AND ORGANISATION
The environmental policy applies to all employees and all business areas of L&T. It is approved by the CEO and the Group Management Team of Lassila & Tikanoja Plc.
The environmental policy is owned by L&T’s Senior Vice President, Corporate Relations and Sustainability. Responsibility for implementing the policy rests with all L&T employees. Each division and unit is responsible for ensuring the implementation of the policy and allocating the necessary resources within their operations.
ENTRY INTO FORCE
This policy was approved by L&T’s Board of Directors on 2 January 2026 and enters into force immediately.
The policy is updated every two years.
HR Policy
This policy describes the purpose, responsibilities and organisation of the personnel policy of the Lassila & Tikanoja Group (“L&T”).
L&T complies with national legislation, collective labour agreements, internationally recognised human rights and complies with the core principles of the International Labour Organisation (ILO). Our work community is based on equality, we do not use child labour and we have zero tolerance for any form of discrimination.
Our personnel policy is based on L&T’s strategy and the principles of sustainability, operations and management. Good personnel experience consists of the implementation of these principles.
The aim of the policy is to ensure that L&T’s staff, who are aware of the objectives and strategy, are competent and committed, form the basis for achieving a good and sustainable financial result.
Our personnel policy consists of the key principles of the L&T Group in the areas of personnel management.
Our operating principles “Code of Conduct” defines how all L&T employees act and work together. Our operating principles set expectations for the responsible and ethical behaviour of L&T employees and help L&T employees make the right decisions in their daily work. Our operations are based on nine principles:
- We comply with the laws, rules and regulations,
- our actions are honest and transparent,
- we act in the interest of the company,
- we respect human rights,
- we respect each other and our common workplace,
- we work safely,
- we take care of our environmental obligations in an uncompromising manner,
- we require our suppliers to act responsibly,
- we intervene in cases of misconduct.
Management
The results of L&T are generated through the employees.
At L&T, we are committed to working together according to our leadership principles, which include caring and appreciation, co-operation and responsible renewal. The aim of the leadership principles is to create a better tomorrow at L&T.
Remuneration
The aim of all remuneration at L&T is to promote good performance and to motivate personnel to engage in long-term efforts to promote the achievement of the company’s goals. Remuneration is one factor through which the company strives to ensure the availability of skilled and motivated persons for all positions at all levels of the organisation. Remuneration solutions are based on strategy and business objectives and are supported by regular review of the base salary, L&T-level and business-specific performance bonuses as well as personnel benefits.
Competence
Competent personnel are a key common factor in L&T’s competitive advantage and positive customer experiences. Our goal is to provide our customers with the best personnel to assist them.
The purpose of competence management is to ensure that L&T has the necessary competencies at its disposal today and in the future. Competence management is based on L&T’s strategy. The assessment of individual competencies is part of this process, as it supports the selection of effective competence development actions.
At L&T, competence refers to an individual’s ability, knowledge and skill to act professionally in different situations in L&T’s operating environments. At the L&T level, competence refers to the organisation’s ability to implement its strategy.
The need for competence development is assessed and planned in development discussions together with the supervisor. The main responsibility for developing competence lies with the employee themselves, supervisors support the development of the competence of their team members. We develop the competence of our supervisors to ensure responsible management and supervisory work.
Equality and non-discrimination
Promoting diversity is one of the key themes of L&T’s sustainability programme. L&T is committed to promoting equality and non-discrimination. L&T companies draw up equality and non-discrimination plans in accordance with national legislation.
Our goal at L&T is to foster an increasingly diverse work community that accepts and respects differences. At L&T, we believe that our extensive diversity work strengthens the personnel experience of every L&T employee. We pull together to develop our culture and operating methods so that everyone finds it easy to join our organisation and enjoys being part of our work community.
Safety and well-being at work
We promote the safety, work ability and well-being of our personnel through proactive work and management of work ability. Our goal is zero accidents. We use effective proactive measures—such as risk assessments, safety observations, safety walks and safety talks—to improve our safety as well as the safety of our customers and other stakeholders, while also eliminating risk factors.
We increase our employees’ awareness of occupational safety and risks starting from induction training and also through online training and clear guidelines as well as by providing regular information on instructions, procedures and operating models. Our systematic efforts on this front are aimed at making our employees realise that everyone can contribute to occupational safety. L&T’s occupational safety activities are coordinated under an ISO 45001 certified management system as well as the Group’s occupational safety management principles.
We take care of our employees’ work ability throughout the life cycle of the employment relationship. At L&T, work ability management is aimed at increasing employees’ well-being, identifying problems at an early stage and focusing on their prevention.
Recruitment
We are constantly developing and measuring our recruitment methods, applicants’ experience and supervisors’ recruitment skills.
In recruitment, we are committed to equality, non-discrimination and making choices based on the things that predict success at work. Our personnel selections emphasise suitability for the task, motivation, competence and training.
In addition, we support internal career paths. Our goal is to create versatile and long-term employment relationships during which our employees can grow and develop.
RESPONSIBILITIES AND ORGANISATION
Responsibility for the personnel policy rests with L&T’s HR unit.
The personnel policy applies to the operations of L&T’s companies in all operating countries. All L&T employees must comply with the policy. Each company and unit is responsible for implementing the policy and ensuring the necessary resourcing within their own operations.
ENTRY INTO FORCE
This policy was approved by L&T’s Board of Directors on 2 January 2026 and enters into force immediately.
Human Rights Policy
This policy outlines the purpose, directives, responsibilities, and organization of the Lassila & Tikanoja Group (hereafter L&T) human rights policy. This human rights policy applies to the entire L&T Group's workforce and value chain, including our suppliers and clients.
KEY TARGETS
L&T's goal is to be a safe, fair, equal, and equitable workplace. We commit to respect all internationally recognized human rights as well as national legislation and to avoid causing negative human rights impacts by acting conscientiously within our operating environment.
L&T may have both direct and indirect impacts on different groups' human rights. We have identified that L&T's operations have particularly significant impacts on the realization of human rights for three groups: our own personnel, the supply chain, and clients. We commit to identify and assess human rights impacts and risks in these groups and to address any issues that arise.
PRINCIPLES
We comply with laws, international agreements, rights, and principles in all our operations.
L&T respects the human rights defined in the United Nations Declaration of Human Rights and the rights of employees determined by the International Labour Organization (ILO), the OECD Guidelines, and the United Nations Guiding Principles on Business and Human Rights. We are committed to support the UN Global Compact initiative and its principles concerning human rights and labor rights. We also adhere to national laws, agreements, and other obligations.
We consider human rights in L&T's guiding policies and principles and instruct our staff and supply chain to act accordingly. We expect our supply chain to comply with these same statutes, agreements, policies, and principles as per the requirements of L&T's Supplier Code of Conduct. L&T may conduct audits, through third parties or ourselves, to verify compliance.
We do not tolerate human trafficking, forced labor, the use of child labor contrary to children's rights, or any form of modern slavery in our operations or supply chains. We do not expose young employees to work that is likely to harm their education, health, safety, or mental development.
Guiding requirements for our operations
Decent working conditions are a right for everyone
L&T complies with the laws and applicable collective agreements in its operations for example on working hours, minimum wages, and working conditions. Employees also have the right to sick leave, annual leave, and parental leave as stipulated by national laws and labor agreements. L&T expects the same from its supply chain.
L&T promotes a healthy work-life balance and flexible working practices whenever possible.
Ensuring L&T is a safe place to work every day
Our target is to think and act safely to prevent all workplace accidents. Our goal is also to ensure that every L&T employee and those in our supply chain have a safe and healthy work environment, allowing us to return home safely every day. We promote workplace safety by providing orientation training and proactive, consistent measures to ensure and improve safety.
Handling personal data lawfully and respecting privacy
At L&T, we handle the personal data of our personnel, clients, and possibly other stakeholders in accordance with applicable legislation, respecting their right to privacy. We ensure that our activities respect the privacy of our staff and stakeholder representatives.
We do not discriminate, and each person has a right to be themselves
L&T has a zero-tolerance policy for all forms of bullying, harassment, inappropriate behavior, and discrimination within our operations and supply chain. We do not discriminate based on gender, pregnancy, childbirth, gender identity, gender expression, age, origin, nationality, language, religion, belief, opinion, political activity, trade union activity, family relations, health status, disability, sexual orientation, or any other personal characteristic. Race, ethnicity, skin color, and national or social origin are also prohibited grounds for discrimination.
We set our own targets related to promoting an equal and equitable work community in our equality and equity plans and regularly monitor their progress.
We respect freedom of association throughout our chain
We respect our employees’ freedom of association and right to bargain collectively. We understand that freedom of association means the choice to organize or not to organize professionally. These are equally strong fundamental rights, and we respect one another's decisions regarding freedom of association.
Addressing misconduct and implementing necessary corrective actions
Any L&T employee, member of the supply chain, client, or individual associated with our stakeholder groups can report any suspicions of misconduct or behavior contrary to ethical principles through a Whistleblowing channel.
All reports are treated with care, thoroughly investigated, and transparently reported in such a way that does not lead to negative consequences for the whistleblower. If we find direct human rights violations in our operations, we strive to prevent broader effects through corrective measures and, where possible, rectify any damage caused. By thoroughly assessing our practices and implementing subsequent corrective measures, we ensure that such incidents do not recur.
We also promptly investigate any human rights abuses in our procurement. We agree on corrective actions in collaboration with our partners, and their implementation is monitored, among other ways, through supplier audits. The preference is not to terminate cooperation but to work together to improve operations. Boycotting is not a primary solution as it can worsen the situation for the most vulnerable employees. We terminate collaborations if corrective actions are not undertaken.
Collaborating with stakeholders on human rights work and listening to them
We and our stakeholders, including our personnel, suppliers, clients, investors, unions, and human rights activists, share common goals for a better future and the advancement of human rights.
We engage in open, constructive discussions on promoting human rights with our stakeholders.
We listen to and meet with our stakeholders to learn and work on human rights together. We respect the views of our stakeholders on human rights promotion and consider them when developing our operations.
Identifying and assessing our human rights risks and reporting transparently on our human rights work
We have identified potential and actual human rights risks and impacts in our staff, supply chain, and clients, considering particularly vulnerable groups through human rights risk assessments. Our assessment considers the severity and probability of human rights risks.
We conduct regular human rights risk assessments and report on our human rights impacts and risks both internally and publicly as part of our sustainability reporting.
We implement the principles stated in this human rights policy to our staff and value chain through communication and training.
RESPONSIBILITIES AND ORGANIZATION
The human rights policy is approved by L&T's Board of Directors. L&T's management team is committed to respecting and promoting human rights.
Responsibility for the human rights policy lies with the HR Director of the L&T Group. The policy covers all L&T Group companies and sectors in all countries of operation and applies to all staff. We require our subcontractors and other external labor suppliers to comply with the principles outlined in this L&T human rights policy.
L&T's sectors and units are responsible for the implementation of the policy and for allocating the necessary resources within their operations.
EFFECTIVE DATE
This policy was approved by the L&T's Board of Directors on January 2, 2026, and it is effective immediately.
The policy is reviewed every two years. The next update is due in 2028.
Key principles and guidelines related to the policy:
- L&T's Code of Conduct
- L&T Supplier Code of Conduct
- L&T's Personnel Policy
- L&T's Occupational Safety Policy
- L&T's Data Protection Policy
- L&T's Quality Policy
- Company-specific diversity plans of L&T companies
- L&T's guidelines for preventing suspected harassment, inappropriate behavior, discrimination, and bullying at work
- L&T's Whistleblowing channel guidelines
- L&T's occupational safety action program
Anti-corruption and anti-bribery Policy
This policy describes the Lassila & Tikanoja Group's (hereinafter referred to as "L&T") ground rules for the prevention of corruption and bribery. The policy applies to all L&T Group personnel and other parties involved in the conduct of L&T’s business (e.g. consultants).
KEY OBJECTIVES
L&T’s business is conducted ethically, honestly and openly. This creates the foundation for successful business and builds trust between employees, customers, partners and public officials.
We comply with the applicable legislation in all of our operations. L&T is committed to anti-corruption and anti-bribery operating principles in accordance with the UN Convention.
L&T prohibits all forms of bribery and corruption. We operate responsibly and always compete fairly. We do not offer, give, accept or request anything of value from any third party for corrupt purposes with the intention of obtaining or giving an inappropriate business or personal benefit. These matters must be kept in mind particularly in sales operations, business management and procurement, although the policy applies to everyone who works at L&T.
L&T’s incentive schemes are designed in such a way that they do not give employees incentives to act illegally or unethically. We never compromise on legal compliance and our ethical operating practices to achieve our business objectives.
The aim of this policy is to support the prevention and detection of prohibited corruption and bribery. With this policy, we increase awareness of what forms of hospitality we consider acceptable and what types of conduct we do not allow at L&T.
We strive to ensure that any partners acting in the name of L&T or on behalf of L&T, such as consultants and the participants of our value chain, also commit to compliance with this policy to prevent corruption and bribery in their respective operations. More detailed guidelines concerning suppliers are documented in L&T’s Supplier Code of Conduct.
KEY CONCEPTS
Bribe
A payment, gift, favour or other benefit that is offered, received or requested in exchange for an improper advantage. Receiving or giving bribes is prohibited because the underlying motivation is the pursuit of an improper advantage. Bribes are often misrepresented as, for example, sales and marketing expenses, travel or entertainment expenses, service fees, depreciation, consultancy fees, commissions, discounts or miscellaneous expenses so that they can be concealed in accounting. Such conduct is illegal.
Gift
A gift is any tangible or intangible benefit that has direct or indirect financial value for the recipient. A gift is always one-off and does not recur regularly during the year. L&T has established maximum amounts for acceptable gifts that L&T employees can give to, and receive from, suppliers on a one-off basis and at the annual level. The applicable maximum amounts are specified in the guidelines concerning gifts and hospitality in procurement. No gifts may be received in competitive bidding situations or during other cooperation or contract negotiations. Receiving an acceptable one-off gift of low value from a supplier does not constitute bribery.
Conflict of interest
A situation where an employee’s personal interests are in conflict with their work duties or L&T’s interests. The same applies to dual roles where the same person is a decision-maker and beneficiary in different organisations between which there is monitoring or procurement.
Entertainment or hospitality
Training or networking events, meals, beverages, entertainment events or, for example, free travel that are offered or received free of charge. Permitted entertainment is low in monetary value and provided without obligations or expectations. Such entertainment or hospitality does not constitute bribery. L&T has established maximum amounts for acceptable entertainment and hospitality that L&T employees can receive from suppliers on a one-off basis and at the annual level. The applicable maximum amounts are specified in the guidelines concerning gifts and hospitality in procurement.
Corruption
Abuse of power with the purpose of obtaining an improper advantage for oneself or another person or company. Corrupt conduct is often deliberately misleading, not transparent. Such conduct is illegal and therefore prohibited at L&T. Bribery, for example, is one form of corruption.
Kickback
A form of negotiated bribery in which the recipient of a bribe is paid a commission for services or favours rendered. Such conduct is prohibited at L&T and, in many cases, illegal.
Sponsorship
An investment of mutual benefit in an event, person or concept to promote L&T's brand, business and services. Sponsorship does not constitute bribery.
Public official
In this policy, "public official" refers to persons working in central and local government as well as officials of public institutions.
PRINCIPLES
We act in the interests of L&T
L&T employees must avoid business transactions and situations with customers, partners and public officials that cause, or may cause, a conflict between L&T's interests and the employee’s personal interests. When carrying out work duties, employees must always act in the interests of L&T. Personal interests or views must not influence business transactions carried out on behalf of L&T.
If a situation involves a possible or actual conflict of interest, the person in question must notify L&T of the matter, for example through their supervisor. A prohibited conflict of interest may exist if an L&T employee concludes an agreement on behalf of L&T with a company owned by a family member, for example.
Bribery is prohibited
Offering, requesting and accepting bribes is strictly prohibited at L&T.
Accepting a bribe in business activities and bribing a public official or Member of Parliament are criminal offences under the Criminal Code, for which the punishment may be imprisonment or a fine. Both giving and receiving a bribe are punishable offences under the Criminal Code. Crimes of bribery also involve a serious risk of damage to L&T’s reputation.
Hospitality extended to customers and partners must be reasonable and in accordance with good practice
Acceptable hospitality does not constitute prohibited corruption or bribery. Acceptable hospitality can be extended to customers or partners occasionally to deepen or promote business and cooperation, for example. Suitable gifts to customers and partners include, for example, reasonably priced and ordinary business gifts bearing the L&T logo.
Acceptable hospitality can be given openly in the presence of others and is given without obligations or expectations. Acceptable hospitality is in line with good practice, reasonable and holds up to public scrutiny. An example of acceptable hospitality could be to offer an L&T customer an ordinary and reasonably priced workplace lunch at the conclusion of a sales discussion. If a person refuses an acceptable gift or hospitality given by L&T, that decision must be respected.
No gifts or hospitality may be given in competitive bidding situations or during other cooperation or contract negotiations.
Prohibited conduct with customers and partners
We do not give customers or business partners hospitality, favours or gifts in the form of money or in the form of benefits that are comparable to money. Examples of prohibited hospitality in the form of money could be a gift card or L&T making a monetary donation to a charity to which the customer is connected, at the customer’s request, as a condition for the conclusion of a sales agreement.
If gifts or entertainment given by an L&T employee to a customer or business partner are excessive or inappropriate in nature or timing, given secretly and not openly, or intended to influence business decisions or to obtain something in return for L&T, they are, as a rule, considered to be prohibited bribes.
An example of conduct prohibited by law would be L&T agreeing not to participate in a competitive bidding process in exchange for monetary compensation given by a competitor. From L&T’s perspective, this would constitute acceptance of a prohibited bribe. Moreover, dividing the market with a competitor in the manner described above is prohibited under competition law. We comply with competition law in our operations and always compete fairly.
Hospitality must not be extended to family members or related parties. It is also prohibited to hire a family member of a customer or partner at L&T if the underlying motivation of the recruitment decision is the pursuit of improper advantage.
Public officials and political activities
As a rule, we do not give any gifts or hospitality from L&T to public officials, as such actions could be interpreted by outsiders as attempts to influence the actions of the public official, even if that is not the case.
In connection with a customer service or cooperation meeting, a public official can be offered ordinary and reasonably priced coffee and snacks. However, it is important to avoid creating the impression or perception that the purpose of the hospitality is to influence the public official or their decision-making. If a person refuses an acceptable gift or hospitality given by L&T, that decision must be respected. Hospitality offered to the representatives of a public authority must never be replaced by money.
At L&T, we do not make political donations to parties or candidates. We also do not support political parties or candidates by purchasing goods or services from them for consideration. L&T employees may, with the permission of a member of the Group Executive Board, participate in seminars organised by political parties, provided that such participation is professionally justified and the seminar programme consists directly of subject matter that is relevant to L&T’s business operations and the seminar is of ordinary cost or free of charge.
Reporting prohibited conduct
If an employee observes or suspects prohibited conduct at L&T, such as corruption, bribery or conflicts of interest, they must report them to their supervisor, the HR function or the legal department. The report can also be submitted through L&T’s whistleblowing channel. Reports via the whistleblowing channel can also be submitted anonymously. A link and instructions for the whistleblowing channel are provided on Tikkanet and the company website.
Employees are encouraged to speak up if they suspect a violation of the Code of Conduct or the Supplier Code of Conduct, or if they become aware of misconduct, particularly in cases where they are offered a bribe or asked to give a bribe, or if they suspect that a particular event involves bribery.
L&T investigates all suspected incidents of misconduct. Any person reporting, in good faith, their suspicions within the scope of whistleblower legislation and participating in the investigation of any suspected misconduct will not suffer any negative consequences as a result, such as being subsequently discriminated against or being at risk of being put in a disadvantageous position. L&T takes disciplinary action against anyone who is found to have taken any prohibited retaliatory measures.
RESPONSIBILITIES AND ORGANISATION
L&T’s anti-corruption and anti-bribery policy is approved by the Group Executive Board.
The responsibility for L&T’s anti-corruption and anti-bribery policy lies with L&T Group’s Senior Vice President, Human Resources & Legal Affairs. The policy covers all L&T Group companies and divisions, and applies to all personnel in all of the Group's operating countries.
ENTRY INTO FORCE
This policy has been approved by L&T's Board of Directors on January 2, 2026 and it enters into force immediately.
The policy will be updated every two years. The next update will take place in 2028.
Key principles and guidelines related to the policy:
- L&T’s Code Of Conduct
- L&T Supplier Code of Conduct
- Instructions for L&T's whistleblowing channel
- L&T’s guidelines on gifts and hospitality in procurement.
Communications Policy
L&T’s communications support the company in its efforts to implement its business strategy, achieve its objectives and build its reputation among key stakeholder groups. This policy defines the communications principles, channels and responsibilities.
Principles of communications
Our communications are geared towards openness and bilateral interaction. We engage in continuous dialogue with our stakeholder groups and develop our operations on the basis of this interaction.
In our investor communications, we comply with Finnish legislation and the regulations and guidelines of NASDAQ OMX Helsinki and the Financial Supervisory Authority. Our disclosure policy specifies the operating principles and methods we use in our communications with the capital markets.
L&T’s crisis communications seek to minimise the negative impacts of unexpected, sudden situations on the company. In crisis communications, we follow our crisis communications process.
In Finland, L&T’s corporate communications department co-ordinates all media contacts and agrees on guidelines for comments with the selected spokespeople. In our other business countries, contacts from the media are forwarded to the communications responsible or the Country Manager.
Company-wide position statements and major news announcements are made public by the President & CEO or his designated spokesperson. Only the President & CEO, CFO and Head of Investor Relations may make public statements concerning the company’s financial position.
Unit managers and experts can make statements concerning their own area of responsibility. They must agree on guidelines for their comments with L&T’s corporate communications department.
The company does not comment on confidential or incomplete business transactions or on its competitors.
We have specified permit procedures for sponsorships with a view to ensuring consistent visibility in line with our brand at selected sites.
Communications responsibilities
L&T’s corporate communications department is responsible for guidelines, development and channels. It provides expert assistance and communications training internally. In addition, we also make outlays on developing our supervisors’ communications capabilities and opportunities.
L&T's corporate communications department coordinates the communication topics and develops internal communications channels.
The CFO and the company’s IR staff are responsible for investor communications. The Marketing and Communications division holds the main responsibility for customer communications.
Main channels
In Finland, the primary channels for internal communications are
- the intranet,
- e-newsletters and
- internal info meetings.
The most important channel for external communications is our website. We publish all communications materials for external stakeholders on the site without delay.
Occupational Safety Policy
This Policy describes the objectives, responsibilities and organisation of the Occupational Safety Policy of Lassila & Tikanoja plc (hereinafter referred to as "L&T").
L&T’s mission is to make the circular economy a reality in a safe and sustainable way. Our Occupational Safety Policy covers both our own operations and our supplier network. It describes our key occupational safety objectives, responsibilities and organisation. We comply with the legislation applicable to our operations as well as orders and regulations issued by the authorities. Our operations are also certified and meet the requirements of the ISO 45001 standard. Occupational safety objectives are included in the objectives of the L&T sustainability programme.
KEY OBJECTIVES
The goal of our occupational safety operations is to guarantee a safe workplace for all personnel. We are committed to the idea of zero accidents and we believe that all accidents and damage can be prevented. In the event of any action or conduct in violation of the applicable legislation, orders issued by the authorities or instructions, we take immediate action in accordance with mutually agreed upon rules.
PRINCIPLES
Preventing accidents through proactive occupational safety work
We survey the hazards and risks of our services and various tasks in advance in order to eliminate or minimise the risks. We encourage our personnel to actively engage in proactive safety efforts, such as making safety observations, conducting Safety Walks and participating in occupational safety sessions. We investigate all accidents and take corrective action, including occupational accidents involving our subcontractors and leased employees in L&T’s tasks.
Common ground rules, common goals
To secure our operations, we have sufficient resources as well as harmonised processes, tools and instructions. Our management has a strong commitment to the continuous development of occupational safety by providing the necessary resources, maintaining an awareness of their organisation’s level of occupational safety and actively setting an example. We monitor and report on occupational safety progress in a transparent and public way to all stakeholders.
Occupational safety as an integral part of daily management
The responsibility for occupational safety lies with the line organisation. Occupational safety is an integral aspect of day-to-day management at all levels of the line organisation. However, it is the right and duty of each L&T employee to monitor and make observations to improve the safety of the working environment. We guarantee our personnel sufficient induction, occupational safety training and personal protective equipment for safe work. When we work in the customer’s premises, we take into account the customer’s safety targets and instructions as well as the safety of shared workplaces in our operations.
Supply chain involved in health and safety work
We expect our suppliers to commit to L&T’s safety practices and take the initiative to promote occupational safety. It is possible for both subcontractors and leased employees to report their safety observations to the L&T safety system.
Continuous development of occupational safety
L&T’s Board of Directors and management are committed to the achievement of our sustainability targets and the continuous development of sustainability. We are continuously developing and improving occupational safety together with all the personnel groups and on all levels of the organisation. Our occupational safety activities are transparent: information and materials are open to all personnel and they encourage people to learn from each other. We also require L&T’s contractual partners to make a commitment to the continuous development of occupational safety.
RESPONSIBILITIES AND ORGANISATION
The Occupational Safety Policy applies to all personnel and all of L&T's divisions. It is approved by Lassila & Tikanoja plc’s President and CEO and the Group Executive Board.
The Occupational Safety Policy is owned by Senior Vice President, HR and Legal at L&T. The responsibility for implementing the Policy lies with all L&T employees. L&T's divisions and units are responsible for the implementation of the Policy and the allocation of the necessary resources in their respective operations.
ENTRY INTO FORCE
This Policy has been approved by L&T's President and CEO and Group Executive Board.
The Policy is updated every two years. The next update will take place in 2028.
Quality Policy
This Policy describes the objectives, responsibilities and organisation of the Quality Policy of Lassila & Tikanoja plc (hereinafter referred to as "L&T").
L&T’s mission is to make the circular economy a reality in a sustainable and high-quality way. Our Quality Policy covers both our own operations and the services we provide to our customers. It describes our key quality objectives, responsibilities and organisation.
We comply with the legislation applicable to our operations as well as orders and regulations issued by the authorities. Our operations are also certified and meet the requirements of the ISO 9001 standard. Quality objectives are included in the objectives of the L&T sustainability programme.
KEY OBJECTIVES
L&T's strategy is to support our customers’ sustainability, create excellent customer experiences and develop the best services in our industry. We carry out good administration in our own operations. We act appropriately and transparently throughout the value chain.
Our quality promise has been developed together with customers and L&T personnel:
- We keep our word.
- We make your life easier.
- We help you succeed.
We live up to our promises both in our work with customers and in our own operations. Our goal is for the Net Promoter Score, NPS of our services to be above 50 by 2026.
PRINCIPLES
Customer experience and employee satisfaction as indicators of the quality of operations
We measure customer satisfaction with the Net Promoter Score (NPS) of the services as part of L&T’s strategic objectives. The NPS results are also available to all our personnel in a transparent way. Our success as a quality employer is reflected in the Employee Net Promoter Score eNPS. The target setting for both indicators are included in the L&T sustainability and stakeholder targets.
Service quality indicators and targets are defined together with the customer
L&T offers a very wide range of services. The divisions and business lines have quality indicators in place to monitor and develop the service quality of the business in question in cooperation with our customers. Quality is monitored regularly with our customers in accordance with our cooperation models.
Quality is part of the work of all L&T employees
We recognise that good quality and customer experience starts with us all. Every L&T employee has the right and duty to highlight the overall aspects of quality development. We strive to support the continuous development of our personnel by providing them with the necessary training in addition to adequate induction.
While we do everything we can to avoid mistakes, we recognise that they can sometimes happen. We are committed to taking responsibility for our errors and correcting them appropriately. L&T uses an electronic complaint processing system that is shared by the entire Group. We record all complaints in the system and handle them according to uniform instructions.
Audits ensure continuous development and improvement
We conduct both external and internal audits of our management systems on an annual basis in accordance with our audit plan. We record all findings and suggestions for improvement from these audits in the L&T system, which also records their handling and corrective actions with the schedules and person in charge.
We want to be transparent in our own operations and therefore, as part of our customers’ supply chain, we also participate annually in customer audits and various voluntary third party assessments.
Supply chain
When selecting a supplier, we put emphasis on the quality and reliability of the supplier’s operations, as well as ethical operating principles in addition to cost efficiency. When assessing suppliers, we use e.g. self-assessment. For the most significant suppliers, we monitor operations using separately set indicators. We also conduct risk-based supplier audits.
Continuous development of operations
L&T’s Board of Directors and management are committed to continuous improvement of operations and the quality management system and create the conditions for achieving quality objectives. We continuously develop and improve the quality of our operations together with our personnel and customers.
RESPONSIBILITIES AND ORGANISATION
The Quality Policy applies to all personnel and all of L&T's divisions. It is approved by Lassila & Tikanoja Plc’s President and CEO and the Group Executive Board.
The Quality Policy is owned by the Property and Risk Management Director at L&T. The responsibility for implementing the Policy lies with all L&T employees. L&T's divisions and units are responsible for the implementation of the Policy and the allocation of the necessary resources in their respective operations.
ENTRY INTO FORCE
This Policy has been approved by L&T's President and CEO and Group Executive Board.
The Quality Policy is updated every two years. The next update will take place in 2028.
Procurement Principles
The bulk of L&T’s procurements comprise subcontracted external labour and services as well as vehicles and fuels, technical products and various materials. We seek to engage in safe, sustainable, reliable and cost-effective procurements, taking the entire life cycle and processes of products and services into account. We comply with the principles of sustainable development, which guide us to save raw materials, energy and nature. We also comply with good business practices and follow our ethical guidelines in our dealings with all our suppliers and subcontractors.
These procurement principles provide more detailed guidelines for cooperation with suppliers. The guidelines also apply to the subcontractors of our suppliers (please note that this is not stated again below). Supplier Code of Conduct (PDF)
Compliance with legislation
In all of our operations, we comply with relevant national legislation and official regulations as well as both national and international agreements, and expect our suppliers to do likewise. We monitor compliance with collective bargaining agreements, environmental, labour and occupational safety legislation and regulations on the management of finances, and comply with local legislation on contractors’ obligations when using labour.
Our co-operation may not involve bribery or any such hospitality or gifts that might influence decision-making in our business relationships.
Quality requirements
The performance and operating methods of our suppliers must meet the requirements we have set for the product group in question. If necessary, we carry out tests and checks to ensure that they fulfil the technical and operational requirements. When selecting a major new supplier, we review information concerning their competitiveness and finances in order to ensure that they can provide high-quality products and services. We also send them a written query and check their credit rating. If, when selecting a provider of services or goods, we note any such issues on which we would like a more detailed report, we request one from the supplier.
We monitor the quality and performance of suppliers in a manner appropriate to the product group in question. We require our suppliers to have good and reliable operating methods. Good delivery reliability is a must. We use regular monitoring and product group-specific indicators to ensure the delivery reliability and quality of our suppliers as well as the adequacy of necessary replacement measures.
Environmental requirements
We require our contractual partners and suppliers of goods and services to comply with applicable environmental legislation and official regulations as well as to engage in environmentally responsible operations.
As an environmental company, we have many environmental requirements for specific products and services, which we include in our product group-specific requirements.
We monitor the environmental performance of our suppliers and encourage them to improve it continuously as well as to use environmental management systems and technologies that place a smaller burden on the environment.
Social requirements
We require our suppliers to comply with local collective bargaining agreements, local labour legislation and ILO agreements by adhering to the regulations that best protect the rights of employees. Our suppliers must ensure that their employees have safe and healthy working conditions. If we observe any risks during the pre-selection of a supplier, or risks in the operations or operating environment of a supplier, and these risks are such that we would like a more detailed report on them, we either request one from the supplier or carry out an inspection or audit.
Selection and monitoring of suppliers
We review these procurement principles in detail with prospective major suppliers before becoming business partners. We define our product group-specific requirements for our suppliers in greater detail in our purchase terms and agreements.
We use the following methods in selecting major partners and monitoring our regular suppliers:
- supplier questionnaire and self-assessment of how well the company manages environmental, quality and occupational safety issues
- inspection or supplier audit
- information on the competitiveness and finances of suppliers
We use appropriate means in the selection of methods.
Non-compliance
If we observe non-compliance with these principles, we request the supplier to propose a corrective action programme and carry it out in the specified schedule. If the supplier cannot implement the required improvements, we will terminate our cooperation.
Approval of the principles
L&T’s Chief Purchasing Officer is responsible for the procurement principles. The contents are approved by the President and CEO and the Group Executive Board. The principles apply to the entire L&T Group.
Download the Code of Conduct for Suppliers
Guidelines on gifts and hospitality in procurement activities
Lassila & Tikanoja plc’s (L&T) general principles concerning bribery and corruption are documented in L&T’s Code of Conduct. The principles apply to all L&T employees. This policy on gifts and hospitality in procurement activities provides more detail on the practices and procedures outlined in the Code of Conduct as regards supplier cooperation.
This policy on gifts and hospitality in procurement activities applies to all L&T employees who engage in purchasing or procurement activities in their work. The scope of the policy includes L&T's Group Executive Board and the management teams of the Group's divisions.
Definitions
Gift
A gift is any tangible or intangible benefit that has direct or indirect financial value for the recipient. A gift is always one-off and does not recur regularly during the year.
Hospitality
Hospitality mainly refers to training or networking events, meals, beverages and other hospitality that is offered or received free of charge.
Examples of hospitality include supplier lunches and dinners, food and beverages served in connection with training and customer events, and free-of-charge travel and entertainment events, such as sporting and cultural events.
Procurement partner
Procurement partner refers to all of L&T's suppliers and other stakeholders in procurement.
Receiving or giving of gifts, hospitality or travel
General principles
An L&T employee may receive a gift valued at less than €50 or hospitality valued at less than €150 on a one-off basis from a supplier. The total annual value of gifts received from one supplier may not exceed €100. Corresponding limits are applied to the giving of supplier gifts with regard to procurement and purchases.
No gifts or hospitality may be given or received in competitive bidding situations or during cooperation negotiations or contract negotiations.
Acceptable gifts and hospitality:
- Can be received or given openly in the presence of others
- Are given without obligations or expectations
- Are in line with good business practices, reasonable and stand up to public scrutiny
- Are not in the form of money or a comparable benefit
- Are not intended for family members or related parties
- Are occasional and non-recurring
Supplier events, entertainment events and travel
Attending various events is allowed as long as the event supports L&T's operations or strengthens supplier relationships. Hospitality must be acceptable and justified, and it may not lead to suspicions about the appropriateness of L&T's activities.
Attendance at all events offered by partners, such as suppliers or subcontractors, is subject to the permission of the Chief Purchasing Officer or the Senior Vice President in charge of the division in question if attending the event involves travel or an overnight stay. In such cases, L&T will pay for the participant's travel and accommodation. The party that issues the invitation to the event must also participate in the event.
Events organised for partners, such as Supplier Days, must be carefully planned, support L&T's operations and include business-related content. Multiple partners must be invited to attend such events at the same time.
In addition to compliance with this policy, all activities must adhere to L&T's anti-bribery policy.
Approval process for gifts, hospitality and travel
If the value of a gift exceeds €50 or the value of hospitality exceeds €150, it requires the separate written approval of the division management or the Group's Chief Purchasing Officer. The highest approval level in the Group Executive Board is the President and CEO.
Training on gifts, hospitality and travel
L&T has identified a critical group that particularly engages in procurement activities at L&T. The L&T employees in the critical group are required to regularly complete the online course on the Code of Conduct and the online course on bribery and corruption. The coverage of training is monitored by L&T's procurement management team and reported as part of L&T's annual report.
Process for addressing suspected violations
Suspected violations can be reported via L&T's whistleblowing channel. Whistleblower reports are handled in accordance with L&T’s standardised procedure. Violations may have consequences for the L&T employee in question, depending on the severity of the violation.
Responsibilities
The policy on gifts and hospitality in procurement activities applies to all employees and all of L&T's divisions. It was approved by Lassila & Tikanoja plc's President and CEO and the Group Executive Board on 14 th March 2024.
The responsibility for updating the policy and developing the monitoring of compliance with the policy lies with L&T's Senior Vice President, Corporate Relations and Responsibility. The responsibility for putting the policy into action lies with all L&T employees. L&T's divisions and units are responsible for the implementation of the policy and the allocation of the necessary resources in their respective operations.
This policy applies to the following L&T group companies:
- Lassila & Tikanoja Plc
- L&T Teollisuuspalvelut Oy
- L&T Ympäristöpalvelut Oy
Data Protection Policy
This policy describes the objectives, responsibilities, and organizational structure of L&T Group’s (“L&T”) data protection policy.
DATA PROTECTION AS PART OF L&T’S OPERATIONS
The purpose of the data protection policy and its supplementary guidelines is to ensure the lawful processing of personal data and an appropriate level of data protection within L&T Group. The policy defines the principles approved internally by the company for processing the personal data of customers, partners, other stakeholders, employees, and job applicants.
L&T applies a risk-based approach to all personal data processing activities and designs measures and safeguards proportionate to the data protection risks associated with such processing. Personal data processing is planned and implemented throughout its lifecycle in accordance with data protection principles and other applicable requirements, ensuring lawful processing and an appropriate level of protection.
Data protection is closely linked to information security. Principles related to information security are defined in L&T’s Information Security Policy.
PRINCIPLES FOR PROCESSING PERSONAL DATA
Personal data refers to any information relating to an identified or identifiable natural person, either directly or indirectly, for example, by linking a single piece of information to another that enables identification. Examples include name, personal identification number, date of birth, address, phone number, email address, location data, image, video, IP address, and cookie data, provided the information can be associated with an individual. Data that cannot be used to identify a person, such as aggregated statistical data, is not considered personal data.
The processing of personal data complies with data protection legislation, L&T’s data protection policy and internal guidelines, as well as instructions and recommendations issued by authorities. L&T adheres to the following principles in all personal data processing:
Lawfulness, Fairness, and Transparency
Processing must be lawful, fair, and transparent to the data subject. Lawful bases for processing include consent, L&T’s legal obligations (e.g., employer and regulatory requirements), L&T’s legitimate interests, or the performance of a contract to which the data subject is a party.
Data subjects are informed about what personal data is processed, for what purposes, from which sources, and to whom it is disclosed. These details are described in L&T’s privacy notices, available on the company’s website and intranet.
Purpose Limitation
Processing is planned in advance, and legal requirements are considered before initiating any processing. The Legal Department provides support in documenting processing activities and planning the lifecycle of personal data.
Personal data may only be processed for specific, explicit purposes based on a lawful basis. At L&T, data is processed for predetermined purposes and not used for incompatible purposes. Intended purposes are defined during the planning of data collection and described in privacy notices.
Data Minimization
L&T processes only personal data that is adequate, relevant, and limited to what is necessary for the intended purpose. Data must not be excessive in relation to its purpose. Processing of special categories of personal data is kept as limited as possible and only occurs in specifically defined situations.
Storage Limitation
L&T strives to ensure the accuracy of personal data. When data is no longer necessary for its intended purpose, it is securely deleted or anonymized.
Integrity and Confidentiality
Processing must be secure and confidential. L&T ensures appropriate data security and protection against unauthorized or unlawful processing and accidental loss or destruction by implementing appropriate organizational and technical measures. These measures mean various safeguards aimed to ensure the confidentiality, integrity, availability and resilience of processing systems, and include, for example, staff training and guidance, confidentiality agreements, access control, monitoring, IT security measures, technical restrictions, backups, audits, inspection and monitoring systems, encryption, anonymization, and pseudonymization.
Responsibilities and minimum requirements for information security are described in L&T’s Information Security Policy and related guidelines.
DATA SUBJECT RIGHTS
L&T informs data subjects appropriately and in a timely manner about the processing of their personal data and their rights. These include, among others, the right of access, rectification, erasure, and the right to object to or restrict processing.
DATA PROCESSING AGREEMENTS
Third parties (e.g., service providers, partners, or ICT vendors) may process personal data on behalf of L&T. In such cases, data protection requirements are addressed in agreements between L&T and the third parties. These agreements specify, among other things, how the external provider must process personal data on L&T’s behalf.
DATA TRANSFERS
Personal data may need to be transferred outside the EU or EEA, for example when procuring services from external providers. When transferring data outside the EU/EEA, L&T ensures compliance with general data protection principles and guarantees an adequate level of protection in the destination country. Transfers are based on appropriate safeguards under the GDPR, such as standard contractual clauses approved by the European Commission or other legally recognized transfer mechanisms.
PERSONAL DATA BREACH
A personal data breach refers to an incident resulting in the destruction, loss, alteration, unauthorized disclosure of personal data, or access to personal data by a party without a lawful right to process the data.
L&T has defined a process to be followed in the event of a personal data breach. Every individual employed by or acting on behalf of the Group is obliged to promptly report any suspected or identified personal data breaches in accordance with separate internal instructions. If there is any suspicion that data protection or information security has been compromised, the matter will be investigated without delay.
L&T provides guidance and training to employees on data protection and information security matters. All employees must be aware of and comply with the information security obligations relevant to their duties, as well as this Data Protection Policy.
ORGANIZATION AND RESPONSIBILITIES
Responsibility for drafting and updating the Data Protection Policy rests with L&T’s Legal Director. The policy applies to all L&T business areas in all countries of operation and covers the entire workforce. Managers within L&T’s units and functions are responsible for monitoring compliance with the policy within their respective areas.
Safeguarding data protection is an essential and integral part of L&T’s business operations. Employees receive guidance and training on data protection and information security, and new employees are introduced to data protection requirements during onboarding.
APPROVAL OF THE DATA PROTECTION POLICY
This policy was approved by L&T Group’s Board of Directors on August 6, 2025 and enters into force immediately. The policy has been discussed with employee representatives. It replaces the previous Data Protection Policy approved by the Board on 25 April 2018.
The Legal Department may make technical or legally required amendments to the policy. The policy is reviewed and updated every two years, with the next update scheduled for 2026.
Disclosure Policy
The disclosure policy defines the principles and practices according to which Lassila & Tikanoja Plc (L&T) communicates with the capital markets. The disclosure policy is approved by the company’s Board of Directors.
Objectives and Principles of Investor Communications
L&T’s shares are listed on Nasdaq Helsinki Ltd. L&T complies in its disclosure and investor communications with applicable EU legislation, Finnish legislation, the rules of Nasdaq Helsinki, the regulations and guidelines of the European Securities and Markets Authority (ESMA) and the Financial Supervisory Authority, as well as L&T’s internal guidelines.
The objective of L&T’s investor communications is to provide the capital markets with correct and material information that supports the fair price formation of the company’s shares and is published simultaneously to all market participants. The information to be published must be accurate, consistent, reliable and timely, and must not be misleading. All information is published in Finnish and English.
Financial Reporting
L&T’s financial year is the calendar year. L&T publishes its financial statements release, half-year report and two interim reports according to a schedule announced before the end of the previous financial year. In addition, L&T publishes its financial statements and report, and, based on the Corporate Governance Code, a Corporate Governance Statement and a Remuneration Report.
Future Outlook
L&T presents in its financial statements release, half-year report and interim reports a verbal assessment of the development of net sales and profit for the current financial year. L&T only provides assessments concerning the entire financial year.
Profit Warning
L&T publishes a profit warning if the company can reasonably assess that its future outlook has changed from the previously published assessment and that the change would likely have a significant impact on the price of L&T’s share or other financial instruments. The change is assessed in relation to the most recently published financial review.
The decision to issue a profit warning is primarily made by the Board of Directors. If the Board cannot be convened with sufficient speed, the decision is made by the Chairman of the Board or the President and CEO, who will seek to consult as many Board members as possible before publishing the release. The profit warning is issued as a stock exchange release, which also includes the previously published future outlook. Issuing the profit warning cannot be postponed.
Stock Exchange Releases and Press Releases
A stock exchange release is used to provide all market participants simultaneously with information on facts, matters and circumstances that L&T believes are likely to have a significant impact on the price of L&T’s share and other financial instruments. Regulated information required to be published as a stock exchange release (such as management transactions with the company’s financial instruments, notice of a General Meeting and decisions of the General Meeting, flagging notifications) is also published as a stock exchange release even if the information does not affect the price of financial instruments.
For example, the following information may have a significant impact on the price of L&T’s share and other financial instruments: major investments and acquisitions, significant redirection of business or a new cooperation arrangement, initiation of a significant legal process or a decision issued in such a process, and a significant decision by an authority or information concerning a joint venture.
As part of preparing the aforementioned significant arrangement or other event, the company makes a case-specific assessment based on the circumstances of each individual case to determine whether the matter constitutes inside information and whether the conditions for delaying disclosure are met. The assessment and, where necessary, the decision to establish an insider project and postpone disclosure are made by the Board of Directors or the President and CEO or a party authorised by them, based on the recommendation of the CFO and the General Counsel. When the project is implemented, L&T publishes the postponed information as a stock exchange release and submits a notification of the delay to the Financial Supervisory Authority.
Significant events related to L&T’s business that do not meet the criteria for a stock exchange release but are considered to be of general interest to investors are published as investor news.
News that does not meet the requirements for a stock exchange release but is considered by L&T to have news value or attract general interest among stakeholders is published as a press release and on the company’s website.
All publications and financial reports are available on L&T’s website for at least five years after publication.
Rumours, Market Speculation and Data Leaks; Crisis Communications
L&T does not comment on market rumours, speculation presented by the media, share price trends, the actions of competitors or customers, or analysts’ forecasts. The company also does not comment on unpublished or ongoing business transactions.
If inside information whose disclosure has been postponed has leaked before publication, its confidentiality can no longer be guaranteed or the conditions for postponing disclosure are otherwise not met, L&T will immediately publish a stock exchange release on the matter. In a situation where a rumour is clearly connected to inside information whose disclosure has been postponed and is sufficiently accurate to indicate that confidentiality can no longer be guaranteed, L&T will publish a stock exchange release on the matter as soon as possible.
In crisis situations, the company follows its crisis communication guidelines.
Responsibilities and Spokespersons
L&T’s President and CEO and CFO are responsible for contacts with investors, shareholders and analysts. Inquiries to the Board of Directors from capital market participants are directed to the Chairman of the Board, who will either respond or forward them to the President and CEO as appropriate.
Other persons are not authorised to give statements concerning the company’s financial matters. The contact details of responsible persons can be found on the company’s investor pages. Communication and contacts with the capital markets are coordinated by investor communications, which operates under the CFO. Depending on the case, other representatives of the company may also participate in investor relations activities.
Practices in Investor and Analyst Meetings
L&T arranges briefings for analysts and investors in connection with the publication of its financial statements release, half-year report and interim reports. Investors are also met in analyst and investor meetings, during analyst and investor visits to the company and in roadshows organised by brokerage firms.
Discussions held at these meetings are based on previously published information or information generally available in the markets. The purpose of the discussions is to provide background information about L&T and its operating environment.
Silent Period
Meetings are not arranged and L&T’s representatives do not comment on the company’s financial position or future outlook between the end of the period and the publication of the stock exchange release for that period. Exceptions to the silent period rule are the Annual General Meeting held during the silent period and disclosures of major business transactions during the silent period. In these situations, communication must only concern the transaction in question.
You may also be interestedin these
L&T's Culture
At L&T, daily work is guided by guidelines and principles that create a strong foundation for our culture. Get to know the factors that drive our culture.
Governance: fair and reliable operations
Our goal is to ensure that no serious damage occurs in the company's operations. We require responsible behavior from our personnel and suppliers.