S1-6 Characteristics of OMV’s employees

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50a] [MDR-M.77a] The total number of employees, as reported at year-end, is determined in accordance with internal regulations and includes active employees, temporary absentees, outgoing expatriates, and apprentices. Incoming expatriates and leased personnel are excluded from this count.

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50a] [S1-6.51] [Voluntary] [MDR-M.77a] Employee breakdown by region, country, gender, and local nationality: the total number of employees, as reported at year-end, is determined in accordance with internal regulations and includes active employees, temporary absentees, outgoing expatriates, and apprentices. Incoming expatriates and leased personnel are excluded from this count.

• Local nationality refers to employees whose nationality matches the country of employment.

• The percentage of local nationality is determined by dividing the number of employees of local nationality by the total head count for each country.

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[Voluntary] [MDR-M.77a] Employee distribution by local nationality and management level. Local nationality is defined as employees whose nationality corresponds to their country of employment. We present the four top nationalities as a percentage of the total workforce. Local nationality head count at year-end divided by total head count at year-end is the share of total workforce. All management positions include senior management (career-level executive and career-level advanced) and junior management (department manager and team leader). This is calculated as: management positions held by local nationals at year-end / total management positions at year-end.

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50b-i, b-ii, b-iii] [S1-6.50d] [S1-6.51] [S1-6.52a, 52b] [MDR-M.77a] [Entity-specific] The employee breakdown by gender, region, employment type, and contract type is calculated as total head count at year-end, as defined by internal regulations. This includes active employees, temporary absentees, outgoing expatriates, and apprentices. Incoming expatriates and leased personnel are excluded from this count

[S1-6.50bi, b-ii, b-iii] [AR 56, AR 58] [MDR-M.77a] OMV applies the following contract definitions: permanent contracts refer to employment agreements without a predetermined end date and temporary contracts refer to employment agreements with a fixed duration, ending upon a specific event (e.g., project completion or return of replaced personnel). The sum of permanent and temporary employees constitutes the total head count.

OMV applies the following employment types: full-time employees have a Full-Time Equivalent (FTE) of 1 and work the standard hours defined by the respective country, and part-time employees have an FTE of less than 1 and work fewer hours than the country-specific standard. The sum of full-time and part-time employees constitutes the total head count.

Non-guaranteed hours: not applicable at OMV, as all contracts specify defined working hours.

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50c] [MDR-M.77a] The number of employees who have left is reported as head count for the full year and is broken down by age group, gender, and region. Employees are considered leavers if their departure from the OMV Group is due to dismissal, retirement, mutual agreement, death, or self-initiated resignation. Transfers between countries within the Group are not included as leavers in this context.

[S1-6.50c] [MDR-M.77a] Turnover rate refers to the total number of employees who left during the year, divided by the total head count at year-end.

[Voluntary] [MDR-M.77a] Voluntary attrition rate refers to the number of employees who left voluntarily during the year, divided by the total head count at year-end.

[MDR-M.77b] Aside from the assurance provider, the measurement of the metric is not validated by an external body.

[Voluntary] [MDR-M.77a] New hires is reported as the total number of new hires by region, gender, age group, and career level for the reporting year, based on head count (see [S1-6.50a] for details on head count defintion). Employees transferring between countries or OMV Group entities are not counted as new hires. The figures are disclosed as absolute numbers and a percentage. Regional distribution refers to the percentage of new hires by region, which is calculated as: (Number of new hires in region / Total number of new hires) × 100. Gender, age group, and career level distribution split is disclosed as absolute numbers and percentages. Percentatge per category is calculated as (Number in category split / Total number in category) × 100.