Question: Ms. Armbruster, as a global healthcare group, we have standards and processes in place to ensure respect for human rights. Are there still risks – and if so, what kind?

Lisa Armbruster: Yes, despite our high standards, we identify potential human rights risks as part of our regular risk analyses. In doing so, we follow national and international procedures and guidelines for human rights due diligence. In the past, we have defined occupational safety and health at work as priority risk areas. But we also see the need for action across the Group on people-related issues such as discrimination and unequal treatment.

Question: Ms. Schmitt, what happens when you identify potential risks within your own operations?

Sabine Schmitt: In such cases, we take targeted preventive measures that are tailored to the specific issue. At the same time, we rely on proven standard measures, including our binding Code of Conduct, our Group Social and Labor Standards Guideline, and our management systems for occupational health and safety.

Raising awareness among our employees is also very important to us: training on human rights topics and communication initiatives related to our Human Rights Statement help to strengthen awareness. After all, everyone can contribute – for example, by familiarizing themselves with our Human Rights Statement or by reporting suspected cases.

Ms. Armbruster, how do you ensure compliance with human rights standards specifically in human resources?

Lisa Armbruster: We seek to make sure that our human resources processes worldwide are designed in line with our human rights commitment, for example, through standardized policies, training programs, and a strong internal control system. In addition, we promote a culture of open dialogue. Employees should feel safe to raise concerns – whether through our established grievance mechanism or in direct conversations with our human resources or Integrity teams.

Ms. Schmitt, one identified risk area that you also reported in the 2024 Sustainability Report under the EU CSRD relates to remuneration. How do you ensure that pay across the Group is fair and compliant with legal requirements?

Sabine Schmitt: All local compensation practices must comply with the applicable minimum wage regulations. Responsibility for compliance lies with the local human resources teams, which conduct regular reviews, especially in markets with high inflation or economic instability. Our global human resources organization supports this through centralized monitoring based on data from our global human resources system.

If deviations occur, clearly defined escalation processes apply. For example, in 2024 we identified a case in which three employees were temporarily paid below the statutory minimum wage due to hyperinflation. Their salaries were immediately adjusted, including retroactive corrections. To prevent such situations in the future, our local human resources teams in countries with high inflation dynamics are required to review salary levels at least twice a year against the statutory minimum requirements.

Question: Mr. Kraemer, the term “human rights” often sounds abstract. What do human rights mean concretely for Fresenius Kabi in a business context, and how do we put this commitment into practice?

Marco Kraemer: Human rights are fundamental rights and freedoms to which every person is entitled. In our company, this includes, for example, the right to fair and safe working conditions, equal treatment, and the freedom to join a trade union. We respect these rights not only within our own operations but also expect our business partners to uphold the same standards. To this end, we have established a global Human Rights Program, brought to life by an interdisciplinary team from areas such as human resources, procurement, and occupational safety.

Question: What particular challenges do you face when implementing human rights commitments along the global value chain in the MedTech, BioPharma, Pharma, and Nutrition sectors?

Marco Kraemer: One major challenge is the variety of political and social frameworks in the countries where we operate. In some regions, for instance, freedom of speech or association is restricted, or discrimination is widespread. While we cannot change these societal conditions on our own, we consistently adhere to our high internal standards, always in compliance with local laws. Another challenge is the complexity of our value chain, especially when intermediate products are produced in tiers in the deeper value chain, which makes achieving full transparency more difficult.

Question: How does membership in the Pharmaceutical Supply Chain Initiative (PSCI) support Fresenius Kabi in respecting human rights?

Marco Kraemer: By joining the PSCI, we clearly commit to shared responsibility, ethical sourcing, and collaborative partnerships with other pharmaceutical companies – key factors in respecting human rights throughout the entire value chain. Since 2025, we have been participating in the industry-wide audit-sharing program, which allows member companies to share audit results with one another. This reduces the number of audits per supplier, increases efficiency, and enhances transparency regarding working conditions. As a result, corrective and remedial actions within the pharmaceutical supply chain can be implemented more effectively.

In addition, being part of a global network of more than 80 companies enables us to benefit from the joint development of best practices and industry-wide cooperation to value human rights standards.

• Sale in two independent steps simplifies and accelerates divestment of Vamed’s Austrian activities
• Fresenius and Porr signed an agreement today on the sale of Austrian project business and the thermal spas operations of VAMED Vitality World
• In-depth talks ongoing with Strabag on sale of Vienna General Hospital (AKH Wien) operations business 

The healthcare group Fresenius is accelerating and simplifying the divestment of Vamed's Austrian activities by a sale in two independent steps. The original agreement to sell to an Austrian consortium consisting of the construction companies Porr and Strabag has now been replaced by a direct contract with Porr for the sale of the Austrian project business and the thermal spas operations of VAMED Vitality World. The new agreement is subject to regulatory approval. 

In-depth talks are also ongoing with Strabag regarding remaining parts of Vamed's Austrian activities – primarily the operations business of the Vienna General Hospital (AKH Wien). 

The sale of the Austrian activities is another step in Fresenius' structured exit from its investment company Vamed, enabling Fresenius to further increase focus on the ongoing progress of Fresenius Kabi and Fresenius Helios in line with #FutureFresenius.