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Qualified and committed employees are a key prerequisite for our past and future success. We recognize the critical importance of being an attractive employer for recruiting and retaining talented employees who contribute to innovation and productivity. As part of attractive working conditions, we value both secure employment and a healthy work-life balance.

In the cyclical semiconductor equipment business, our industry relies on temporary employees during peak demand phases. While such non-permanent employment helps us manage production capacity flexibly, it can also create economic uncertainty for temporary staff due to limited job security. At the same time, Comet is committed to maintaining stable employment for its permanent employees, even in economically challenging periods.

During economic downturns, we primarily adjust the number of temporary employees. We also use measures such as short-time work, supplemented by top-up payments, to safeguard the employment and income security of our core workforce.

We provide work-life balance options that go beyond regulatory requirements. We offer flexible working time models and remote work arrangements where possible, reduction of working hours for health or family-related reasons, as well as improved maternity leave policies and return-to-work models after parental leave. Comet’s human resources team, under the lead of the Chief Human Resources Officer (CHRO), plays a central steering role in shaping attractive working conditions by defining policies, processes and support systems across all our locations. It also supports employees throughout the employment lifecycle, including onboarding, development planning, talent management and support during retirement or other departures, ensuring employees feel valued at every stage.

We continually monitor employee satisfaction and engagement through employee surveys and market benchmarking, providing us with a clear understanding of workforce sentiment. Policies and regulations are evaluated on an ongoing basis to ensure they align with employee needs and support organizational objectives.

In 2025, a focus was on following up on the Employee Voice Survey, which was conducted at the end of 2024. The survey identified three key areas for improvement: operational efficiency, learning and development, and feedback and recognition. These findings were translated into initiatives.

Following a significant increase in our workforce in 2024, when our headcount grew across all regions to support the upswing in the semiconductor market, we reduced our recruitment activities in 2025 due to the changing business environment and more challenging and volatile market conditions. Nevertheless, our headcount increased further in 2025 as we continued to invest in key competencies aligned with strategic growth priorities and in our expansion in Penang, Malaysia.

Data externally assured (limited assurance)

Data externally assured (limited assurance)

Data externally assured (limited assurance)

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A notable reduction in overall turnover – particularly in voluntary turnover, which decreased from 7.6% to 5.4% – contributed to headcount growth. Enhanced retention was achieved across all regions and divisions.

At Comet, protecting the health and safety of our employees is fundamental to both their well-being and the company’s success. As we are an industrial manufacturer, our employees are exposed to specific health and safety risks. The use of lasers, the handling of chemicals, and the emission of ionizing radiation in our manufacturing processes and R&D pose potential hazards. There is also a risk of general types of accidents and work-related injuries commonly associated with manufacturing and office work.

Operating in the high-tech semiconductor value chain, we depend on highly skilled specialists in production, sales, product management, and R&D. Illnesses or accidents can therefore create significant operational challenges, as replacing such expertise at short notice is difficult. Safeguarding the health and safety of employees and service providers, and minimizing downtime, is a top priority in our operations.

Our Quality, Environmental, and Health & Safety Policy provides the foundation for occupational safety and health and applies globally to all employees, including external and temporary workers. Our management system enforces compliance with health and safety standards across all sites, ensuring that workplace safety is actively practiced, documented, and continuously improved.

Compliance with local laws and regulations is mandatory, such as Germany’s Occupational Health and Safety Act (“Arbeitsschutzgesetz”), the German Social Accident Insurance system (“Deutsche Gesetzliche Unfallversicherung”), the ten points of the Federal Coordination Commission for Occupational Safety (“Eidgenössische Koordinationskommission für Arbeitssicherheit”, or EKAS) in Switzerland, the Occupational Safety and Health (Amendment) Act 2022 in Malaysia, and, as the principal federal law in the United States, the Occupational Safety and Health Act, administered and enforced by the Occupational Safety and Health Administration (OSHA). Country general managers ensure adherence to regulations, while division country managers oversee implementation.

Leadership at all levels plays a crucial role in enforcing preventive measures and fostering a strong health and safety culture. We track health and safety objectives through continuous process monitoring, regular effectiveness reviews, and annual audits based on location and risk exposure. Deficiencies or violations are reported immediately so that they can be remedied as quickly as possible or avoided in the future, and we strive for improvements in health and safety at work. Policies and guidelines are regularly reviewed and updated to align with current regulations and evolving industry standards, ensuring an effective and proactive health and safety management system.

All employees are responsible for workplace safety, and each employee should feel physically and mentally fit at work and in the work environment. Therefore, preventive measures are essential for us. Occupational health and safety are regularly addressed through function-specific in-depth instruction and training for at-risk functions and general health and safety training for all employees.

Examples of function-specific training on health and well-being conducted in 2025 include a “Making Shift Work Healthier” workshop for shift workers, which provided guidance on nutrition, sleep, and leisure activities, as well as a “Fit for Work and Life” workshop for apprentices, which addressed risk-aware behavior, sleep, and stress when starting a career.

By embedding proactive health and safety management into our operations, we not only fulfill our ethical obligations but also strengthen operational resilience and support long-term economic success in a dynamic and demanding industry.

Reflecting the deeply entrenched awareness of occupational health and safety in our Group, we had no fatalities in our factories in the reporting year.

Workplace injuries saw a moderate increase in 2025, primarily as a result of headcount growth. Lost workdays due to injuries clearly increased, reflecting a number of cases with longer recovery periods in Germany and Switzerland. However, this is not necessarily linked to the severity of the accidents. Lost workdays due to illness grew in line with headcount growth and normal year-to-year fluctuations.

At Comet, we regard diversity, equity, and inclusion (DEI) as both a social responsibility and a key driver of business success. Bringing together individuals with diverse backgrounds and perspectives enhances decision-making and fosters innovation. Across all locations, Comet actively promotes cultural diversity and ensures equal access to training, skills development, and career advancement opportunities. These efforts have had a demonstrably positive impact on our workforce.

Our Code of Conduct and Equal Opportunity Policy explicitly prohibit discrimination on the basis of nationality, ethnicity, religion, gender, age, sexual orientation, or any other protected characteristic. An updated version of the Code of Conduct was introduced in 2024 and accompanied by mandatory training for all employees, reinforcing our commitment to fair treatment and equal opportunity.

In 2025, Comet conducted unconscious-bias training for hiring teams – 50% of managers completed the training, with the remaining managers scheduled for 2026. Following the 2025 talent review and the introduction of a renewed promotion framework, diversity among identified future leaders increased across gender, generation, and region, demonstrating that DEI is firmly embedded in our succession and talent management processes.

Responsibility for upholding DEI principles is shared across the organization. Leadership plays a key role in fostering an inclusive culture, while the HR department oversees related training, reporting, and audits. These efforts track compliance with DEI standards and identify areas for improvement. In the year under review, three minor incidents of discrimination were reported and corrective measures taken.

The external gender pay equity certification “Fair-ON-Pay+" obtained for the Flamatt site in 2021 reached the end of its four-year validity in 2025 and Comet opted not to reapply for certification. Instead of recertification, Comet has prioritized the expansion of its internal equal pay analysis across the entire workforce to further support its commitment to pay equity principles for employees in all countries where it operates.

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Continuous learning, development, and employee empowerment are central to Comet’s culture and support collaboration, customer focus, and efficiency. Comet offers dedicated training at different organizational levels.

On Comet’s company-wide e-learning platform, “My Learning," we provide training on policy, compliance, health and safety, and HR processes, as well as role-specific training. We also offer an industry-specific training program, the “Semiconductor Academy”, that explains the industry and Comet’s role in it. This training was developed internally by experts in the divisions and global functions.

In 2025, we continued to invest in people development with programs for managers and leaders. Our first global management development program, launched in 2024, has been successfully rolled out, with about 200 managers attending at least one module. In addition, a development program for leaders and a global mentoring program for promising key talent within the company were launched.

In 2025, we also introduced a new global mobility policy that provides a clear framework for international assignments. While these assignments support business needs and strategic priorities and strengthen cross-country collaboration and knowledge transfer, they also offer employees valuable international experience and career development opportunities.

Comet supports external continuing education, such as job-related courses, diploma programs, workshops and language training where this strengthens employees’ skills and knowledge and is relevant for current or future tasks. While there is no global policy at present, local entities apply their own guidelines and processes, taking into account local labor law, market practice and business needs.

At Comet, product quality and compliance with all applicable regulations are central to our corporate culture and business success. We are committed to delivering safe, defect-free, and environmentally sound products that support our customers’ performance. However, improper application of Comet’s instruments may pose health or safety risks to downstream value chain workers who use our products. We therefore continuously strive to mitigate any risks that could compromise product quality or safety.

Improper use of industrial x-ray sources or high-voltage generators can cause serious health hazards, such as exposure to ionizing radiation, electric shock, arc-flash burns, or fire. However, these risks are mitigated by robust product design – including shielding, interlocks, and grounding – in compliance with radiation and electrical safety standards. Installation and operation by trained specialists further ensure safe use.

Similarly, RF generators used in semiconductor production can generate strong radio-frequency fields that may cause burns or heat-stress if improperly shielded. Under normal conditions, modern plasma tools are enclosed, interlocked, and compliant with SEMI EHS standards, keeping exposures well below occupational limits.

Technical compliance at Comet reduces risks by ensuring that products are designed, manufactured and documented in line with applicable technical, regulatory and industry standards throughout their lifecycle, which lowers the likelihood of health hazards, environmental damage, and legal or financial consequences from non-compliance.

The Group-level procedure for technical compliance is documented in Comet’s Quality Management System (CQMS) (which integrates materials compliance and product quality/compliance) and in division-specific procedures. These include, for example, certifications by a third-party notified body for all products of the IXM division, expert inspection by a local notified body at the customer’s site for each x-ray inspection system, and evaluation against SEMI S2 environmental, health, and safety guidelines for products used in semiconductor manufacturing equipment, where required by customers.

Product compliance pertains to the final product meeting all legal and industry requirements for safety, functionality, and environmental performance. This includes certifications, labeling, and documentation proving that the product aligns with relevant standards, such as CE marking, FDA approval, ISO standards, or industry guidelines like SEMI S2. Product compliance helps ensure that products are safe for use and meet the quality expectations of markets and regulatory bodies.

Compliance with global regulations such as Registration, Evaluation, Authorization and Restriction of Chemicals (REACH), Restriction of Hazardous Substances (RoHS), and the Toxic Substances Control Act (TSCA) – as well as with legislation driven by international law and ethics, including conflict minerals legislation, the Dodd-Frank Act and Regulation (EU) 2017/821 – is an indispensable requirement for doing business worldwide.

Customer feedback and issues are systematically tracked across divisions to identify and proactively address potential risks. Employees involved in technical compliance receive regular training to ensure awareness of current standards and the consequences of non‑compliance.

Compliance responsibilities are outlined in the Comet Group’s management system. The Vice President of Global Operational Excellence (VP GOE), who reports directly to the CEO, issues compliance regulations with input from Group legal experts. The divisions are responsible for implementation, with oversight by the country general managers. Global coordination of materials compliance activities is managed by the Quality & Excellence Board.

In 2025, no incidents of non-compliance concerning the health and safety impacts of Comet’s products and services were reported.