The Transparency Act

The Transparency Act came into force on July 1, 2022. We are fully supportive of legislation that promotes respect for fundamental human rights and decent working conditions. In this Code of Conduct, the Group refers to all units within Continental Holding AS/Hotell- og Restauranthuset Continental AS. In this Code of Conduct, the term "business partners of the Group" refers to all third parties acting 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 is continuously working 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 link between responsible behavior as an employer on the 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 value system. Therefore, it is also very important for us to follow laws and regulations in our business activities. The ability to maintain and further develop good business relationships is largely due to a shared commitment to business and social responsibility. We want our commitment to be reflected in the relationships we have with our business partners. We aim to work with our business partners in our joint relationships to ensure that our requirements are met, and we expect all our business partners to share our commitment to responsible and ethical business conduct.

Through its due diligence assessments, the Group has not uncovered any significant circumstances that indicate that the business is affected to a particularly negative degree. The Group only has operations 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).

Working environment
The working environment of our business partners - wherever the work is performed - shall be free from discrimination and physical or verbal harassment based on - but not limited to - race, gender, color, ethnic, national or social identity, religion, age, disability, sexual orientation, political views or other characteristics that may make one particularly vulnerable. Our business partners have a respectful and dignified relationship with their employees, free from harassment, bullying or intimidation.

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

Working conditions
Our business partners do not tolerate forced labor - that is, any work or service required of persons 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 and national laws.