The Transparency Act

The Transparency Act entered into force on 1 July 2022. We are undividedly positive about a legislation that promotes respect for basic human rights and decent working conditions. For these ethical guidelines, the Group means all units within Continental Holding AS/Hotell- og Restauranthuset Continental AS. Further, for these ethical guidelines, the business partners of the Group mean all third parties who act for, on behalf of or together with the Group. These parties include suppliers, project partners, consultants, agents, subcontractors, minority shareholders and sales representatives. See our statement from June 2025.

The group works continuously for a better future where we, as a company, contribute to creating a society where people can live and develop. We believe that there is a direct connection between responsible behavior as an employer on one hand and economic progress on the other. Responsible and ethical behavior towards employees, business partners, society and the environment is a fundamental part of the company's values. Therefore, it is also very important for us to follow laws and regulations in our business operations. The opportunity to maintain and further develop good business relationships is largely due to a joint commitment to business operations and social responsibility. We want our commitment to also be reflected in the relationship we have with our business partners. We aim to work with our business partners to ensure that our requirements are met, and we expect all our business partners to share our commitment to responsible and ethical conduct in business life.

Through its due diligence assessments, the group has not uncovered significant circumstances that indicate that the business has been affected to a particularly negative degree. The group has operations only in Norway.

Human rights
Our business partners support and act in accordance with the principles of the UN Universal Declaration of Human Rights, the UN Global Compact and the conventions of the International Labor Organization (ILO).

Work environment
The working environment of our business partners - regardless of where the work is carried out - must be free from discrimination and physical or verbal harassment based on - but not limited to - race, gender, skin color, ethnic, national or social identity, religion, age, disability, sexual orientation, political views or other characteristics that can make you extra vulnerable. Our business partners have a respectful and dignified relationship with their employees, without harassment, bullying or threats.

Sexual harassment
Our working partners do not tolerate sexual harassment in the workplace. Sexual harassment refers to conduct of a sexual nature that offends an employee or applicant. This can include unwanted physical touching and contact, unwanted approaches, derogatory jokes about a person's gender, comments about appearance, unwanted looks and pornographic images. It is the person subjected to harassment who decides whether the behavior is undesirable or not.

Working conditions
Our business partners do not tolerate forced labor – that is, any work or any service required of people who have not volunteered to perform the work/service, and who are threatened with punishment if the work/service is not performed – or any form of slavery or human trafficking. Our business partners do not tolerate child labor as defined in ILO Conventions 138 and 182 as well as national laws.