NS UNITED SHIPPING (UK) LIMITED

Policies described

Freedom of workers to terminate employment Freedom of movement Freedom of association Prohibits any threat of violence, harassment and intimidation Prohibits the use of worker-paid recruitment fees Prohibits compulsory overtime Prohibits child labour Prohibits discrimination Provides access to remedy, compensation and justice for victims of modern slavery

Training described

Your whole organisation Your front line staff Human resources Executive-level staff Procurement staff

Worker engagement and working conditions

Trade unions or worker representative groups Workers within your organisation

Social audits

Audit conducted by your staff Third party audit arranged by your organisation

Grievance mechanisms

Using anonymous whistleblowing services, such as a helpline or mobile phone app

Other monitoring

NSU has in place a framework to promote Human Rights Due Diligence. The flamework includes relevant directors and executive officers, and external human rights experts.

Demonstrated progress

The NSU Group has set the percentage of employees who understand its fundamental approach to human rights and the attendance rate of human rights training as key performance indicators (KPIs). In FY2025, the level of understanding was 52.3% (+2.8% year-on-year). In response to the results, the President issued a message on the Group Human Rights Policy in December. The training attendance rate remained at 100%.

Reported risks and mitigations

• Risk: Japanese Seafarers: Risks such as lack of mutual understanding on wages, appropriate management of working hours, harassment, and working while in poor health were identified.
• Area: Within your own operations
• Group: Other vulnerable groups
• Location: Japan
• Mitigation: An action plan for remediation has been developed and implemented, and progress is reported to the Board of Directors twice a year through the Sustainability Committee. Specifically, explanations regarding wages and working hours were provided through onboard visits, harassment prevention training is conducted on an ongoing basis, and initiatives to promote health and well-being are continuously implemented.
• Risk: Fillipino and Vietnamese Seafarers: Risks such as lack of mutual understanding on wages, appropriate management of working hours, harassment, and working while in poor health were identified.
• Location: Philippines
• Risk: Office Workers: Risks such as lack of knowledge about compliance, lack of understanding about human rights, workload, and information security were identified.
• Mitigation: An action plan for remediation is being developed and implemented, and progress is being reported to the Board of Directors twice a year through the Sustainability Committee. Specifically, efforts are being made to enhance understanding through the expansion of reference materials and training programs, to implement human rights training, to assign responsible personnel, to promote DE&I initiatives, and to strengthen measures to prevent the leakage of confidential information.