Summary

Between 30-50 years

52%

Quality employment

With a talent pool of over 23,000 employees, Grifols recognizes its fundamental role in shaping the quality of life of its team members and their families. For this reason, as an employer, the company has always strived to offer quality employment that advances social progress and improves employees' quality of life. This is among OECD's objectives for sustainable development.

Grifols' quality employment includes competitive salaries, incentives and benefits that complement social protection systems, as well as health and wellness programs tailored to employee needs. These elements, combined with efforts to promote ongoing dialogue and work-life balance, are key factors to improving employee's perception of their workplace, reducing employee churn and attracting new talent.

In 2024, the company hired 6,531 people and noted a progressive decline in the employee churn rate from 45.1% in 2021 to 30.6% in 2023.

Fair compensation

At the end of 2024, 100% of Grifols' employees had received fair compensation in accordance with the calculation indices outlined in Directive (EU) 2022/2041 of the European Parliament and the Council for European countries, and in in the United States, in accordance with the Wages and Fair Labor Standards Act.

Grifols also works to ensure that all employees receive a living wage in line with the economic context of each country. To this end, the company conducts an annual review based on cost of living indices and market salaries, periodically updating salary ranges where necessary.

Compensation models

The company's remuneration policy promotes meritocracy and equal opportunities, compensating team members for their professional performance, contribution to its sustainable growth and achievement of strategic objectives.

Grifols guarantees non-discrimination on the basis of gender, age, race, religion, sexual orientation and other personal factors.

While Grifols' remuneration policy aims to compensate employees objectively and consistently with their level of responsibility and performance, each country offers competitive remuneration packages adapted to local market practices.

As stipulated in Grifols' Remuneration Policy, the company carries out an external analysis every year to assess its compensation practices and ensure their competitiveness and alignment with other companies in the sector.

COMPENSATION PLAN

Fixed salary based on the level of responsibility of the position, the employee's career path and labor market practices in alignment with country-specific regulations. Positions have defined salary ranges, which are reviewed on an annual basis.
Variable retribution paid out as bonuses or incentives linked to the achievement of concrete and measurable objectives, previously defined and communicated.
Compensation packages reflective of market trends and employee needs. Grifols offers numerous social benefits and programs in its countries of operation, which are adapted to the local context. These include medical insurance policies, pension plans, life and/or accident insurance, travel insurance, educational grants, wellbeing plans and discounts on products and services.

One of the world's best companies in 2024 according to Times magazine.

The company began updating its Compensation Policy in 2024 to address additional factors such as project-based pay, special bonuses, retention bonuses and supplementary pay, as well as to revise and publish its Expatriation Policy.

This update will facilitate a global approach for all employees regardless of location while adapting to local needs; create a holistic framework grounded in consistency, fairness, clarity and compliance while providing flexibility for specific situations; and simplify workflows by significantly reducing the number of approvals required.

These policies are global in scope and include norms regarding eligibility, pay criteria, approvals, amounts and benefits in the case of the Expatriate Policy.

Additionally, Grifols is currently working on a job evaluation project to establish a methodical and rational hierarchy of jobs based on their relative value to the organization, i.e. evaluation of roles and not the people who occupy them.

INCENTIVE PLANS LINKED TO FINANCIAL AND ESG METRICS

As of 2023, Grifols offers two incentive plans: a short-term incentive plan (STIP) extensive to the entire workforce, and a long-term incentive plan (LTIP) with stock options for approximately 220 Grifols employees, including executive directors and senior-level leaders.

These plans are generally predicated on the fulfilment of predetermined and quantifiable financial and non-financial (ESG) objectives, and contingent on positive individual performance evaluations. Both plans were ratified at the Annual General Shareholders' Meeting.

10% ESG

metrics 90% financial metrics based on EBITDA

Social protection

Employee compensation packages feature several social benefits, which in most countries, include healthcare access and income-support instruments in the case of illness, unemployment benefits, which accrue from the first day of employment; workplace accidents and acquired disability; parental leave; retirement, and death and disability coverage.

Social protection systems differ from country to country. In designing its supplementary benefits, Grifols takes into account each country's standard practices, particularities and social welfare needs.

At the close of 2024, 100% of Grifols' workforce was covered by corporate welfare benefits:

In Spain, the primary social-benefits structure is public: its Social Security system supports individuals in specific circumstances including unemployment, death, retirement and illness, among others. In addition,

Grifols complements and encourages participation in employee pension plans for team members in specific categories by doubling their contribution.

Additionally, the Partial Retirement Agreement signed with Spanish trade unions came into effect in December 2019. This accord regulates partial retirement for Grifols' employees until December 2025.

The U.S. model transfers the coverage of retirement plans to the private sector and personal initiative, as established by Employee Retirement Income Security Act (ERISA) standards.

In the United States, Grifols offers employees the option of contributing to a 401(k) Retirement Plan, allocating a maximum of 5% of their annual salary based on individual contributions. With regard to illness or death, Grifols offers private coverage for all of its collaborators, which employees themselves can expand.

Ireland also has a public benefits system which supports individuals in situations such as unemployment, death, retirement or illness, among others. At the same time, Grifols offers a corporate pension plan based on a defined contribution scheme, which allows employees to increase their retirement savings by contributing 5% of their salary, which the company matches with an additional 5%.

Germany has a public benefit system in the event of unemployment, retirement, illness or death, which the company increases with contributions between 3% and 8%, which employees can increase.

Grifols' contributions to pension plans are outlined in the tables at the end of the chapter taking into account country-specific legal regulations and the characteristics of each model.

ATTRACTING NEW TALENT

In the wake of the pandemic, finding qualified personnel for complex tasks has become especially challenging for many companies in the sector. Grifols aspires to attract candidates who can exponentially drive the company's growth and enrich its corporate culture.

The Grifols Employer Branding Initiative has been a key lever in increasing candidates' awareness of the company and its reputation as an outstanding employer. Under this plan, Grifols makes coordinated efforts to attract, develop and retain talent, bolster brand recognition, and enhance employee engagement.

Grifols' progress in recent years have allowed the company to successfully fill 6,083 positions in 2024, representing 28.8% of its total talent pool.

In 2024, Grifols launched the "Space for U" initiative with the aim of defining the optimal office model to meet its evolving needs and work practices, and attract and retain global talent. The company envisions its offices as forums that foster collaboration, boost employee wellbeing and maximize efficiency and sustainability. As in previous years, the company also continued to reinforce its network of partnerships with U.S. educational institutions and employment centers, building on efforts that began in 2022.

Employee benefits and support programs

Salary and benefits package
Remote work policy and options: hybrid model
Incentive plans
Employee welfare plans and programs
Supplementary contributions to pension plans
Work-life balance initiatives

Work-life balance: harmonizing personal and professional spheres

In today's global environment, Grifols recognizes the value that employees place on trust and flexibility in managing their work time while striking a balance between their personal and professional life.

This equilibrium is a key factor in sustaining workplace productivity, as employees who achieve a healthy work-life balance experience less stress, greater job satisfaction and higher engagement. Grifols' "Flexibility for U" initiative, in alignment with its Flexibility Policy, also promotes trust and mutual responsibility between the company and employees.

The program entails several actions to address the diverse employee profiles of Grifols' workforce.

In 2024, 64% of eligible employees participated in the program, which include the following elements:

Option of teleworking between 40%-80% of hours per week, depending on the profile
3-hour window to start and end the workday, applicable for employees working during core business hours
Possibility of more work-from-home positions
Intensive working day on Fridays in countries where it is a common labor practice
These measures complement those already in place, such as the right to disconnect

In the U.S., Grifols has a four-week paid parental leave program to allow full-time employees to care for their newborns or adopted children under the age of 18.

Collective bargaining coverage and social dialogue

Grifols promotes social dialogue founded on freedom of association and the right to collective bargaining, taking into account the unique cultural, historical, economic and political frameworks in its countries of operation. In addition to its cultivating open lines of communication, the company adapts its social dialogue to each country's specific context. These efforts strengthen Grifols' corporate culture and ensures employee needs are met.

Effective communication with workers' legal representation is essential for addressing the transversal issues that require collective bargaining across the company's various workplaces. The Spanish labor-relations system defines two types of company representation: trade union representation and unitary or elective representation. The company holds regular and extraordinary staff-related meetings with these representatives, who form part of trade union sections, work councils and employee delegations.

In France, Germany and other countries, Grifols regularly meets with workers' legal representation. In Italy, it discusses decisions that could impact collective working conditions with trade union organizations.

Collective bargaining

Grifols fully supports the fundamental right of association and collective bargaining in alignment with the Universal Declaration of Human Rights.

In Spain, Germany, Italy, France, Argentina and Brazil, 100% of Grifols employees work under collective agreements. Together, they represent 27.9% of the total workforce.

Since no industry-specific agreements exist in the United States, collective bargaining is carried out at the company level.

In 2024, 6,648 employees (27.9% of its total workforce) were covered by collective bargaining agreements, including 4,671 Grifols employees (19.6% of its total workforce) and 1,977 Biotest employees (8.3% of its total workforce).

"

Grifols' workforce is covered by collective bargaining agreements specific to each country. The company promotes social dialogue through ongoing communication with employee representatives.

COLLECTIVE BARGAINING COVERAGE AND SOCIAL DIALOGUE BY COUNTRY

	Collective bargaining coverage inside EEA	Social dialogue coverage inside EEA
U.S.	0.0%	NAP
Germany (without Biotest)	0.0%	85.5%
Spain	100.0%	89.5%

Health, safety and wellbeing of our employees

Grifols prioritizes the health, safety and wellbeing of its employees from a holistic perspective, taking into account both the physical and mental impacts of its operations, while working to forge an organization-wide environment grounded in trust and resilience.

The company updated its Occupational Health and Safety Policy in 2024, highlighting its efforts to safeguard the health of employees and stakeholders, including the management of operational risks for contractors. These initiatives are complemented by specific practices to report accidents and incidents, including risk communications in Spain and near-miss reporting in the United States.

Grifols is also making strides in reducing the impact of work-related accidents and occupational illnesses, both physical and mental. These efforts contribute to lowering absenteeism, increasing employee engagement and boosting workforce productivity.

At the corporate level, Grifols establishes global health and safety objectives every year. Additionally, subsidiaries set their own occupational health and safety goals as a core component of its management systems.

Grifols' management programs are routinely monitored through an internal auditing system. In the case of manufacturing processes, the company conducts both internal audits and certification audits based on the international health and safety management system, ISO 45001. Commercial subsidiaries carry out self-assessments via annual questionnaires.

Grifols has an occupational health and safety structure in all of its countries of operation, as well as a Corporate Occupational Health and Safety Department that provides support to the entire group.

In Spain, Chile and Germany, where labor committees are legally mandated, Grifols has designated risk-prevention occupational health and safety representatives to serve on these entities. In 2024, a large part of Grifols' Spanish workforce was represented by a joint committee of employees and occupational health and safety leaders.

In Chile and Germany, these committees represent 100% of the workforce. There is formal representation in Grifols' other subsidiaries; in these countries, the company regularly communicates and consults with employees and sets up committees where they can participate and submit proposals. Each subsidiary defines the frequency of these meetings and the follow-up of plans, actions and measures.

A COMPREHENSIVE MANAGEMENT SYSTEM

Management system	Grifols' installations in Spain and Emeryville, California plant are ISO 45001-certified. A three-year plan is under way to earn ISO 45001 certification in all U.S. manufacturing plants by 2030. Grifols international subsidiaries have country specific systems in adherence to corporate policy and standards. In 2024, the company rolled out a new global safety standard titled "Project Safety" and an Occupational Health and Safety Policy.
Hazard identification and risk mitigation	Integration in the design phase of manufacturing plans, change processes and procurement of new equipment. In 2024, Grifols implemented a new global standard and conducted risk assessments at work centers in line with its Corporate Occupational Health and Safety Manual.
Occupational health and safety awareness and training initiatives	All employees take part in training and informational sessions on occupational health and safety issues throughout their tenure at Grifols, from onboarding programs to update sessions on their specific role. In 2024, the company established behavior-based safety objectives and implemented them out in Germany.
Boosting employee wellbeing and health	Grifols heads several programs in its core countries of operation. Rolled out in 2022, the "Take Care of Your Heart" program is a three-year wellness plan extensive to all subsidiaries. The initiative integrated two additional risk factors in 2024: sleep hygiene and tobacco use. A new mental-health wellness plan is currently in development.
Management in contractor operations	Production centers follow country-specific management procedures. In Spain and Ireland, contractors are required to provide information on their occupational risk-prevention measures on an IT platform in order to access Grifols installations. The procedures for each company are audited within the HS Corporate Audits.

Occupational health and wellness plans

"Take Care of Your Heart" wellness program, 2022-2024

In 2022, Grifols launched a comprehensive three-year wellness plan aimed at reducing work-related health issues, both physical and mental. The plan specifically centered on improving employees' cardiovascular health, given that in Spain, 39% of occupational deaths are linked to cardiovascular disease, with a similar trend observed in the U.S. and other European countries.

The initial focus of the "Take Care of Your Heart" program was on mental health and physical exercise. In 2023, it expanded to include nutrition and alcohol use, and in 2024, incorporated sleep hygiene and tobacco use. By the end of these three phases, the program now comprehensively addresses the six key cardiovascular risk factors.

The program's initiatives, which comprise sports days, monthly wellness tips, early detection tools and specialized training sessions, have been implemented in Grifols' main operating centers including Spain, Germany, Ireland and the United States, benefiting over 9,000 employees in the past three years.

Mental health, a core pillar of the Strategic Wellness Plan 2025-2027

In 2019, the World Health Organization (WHO) estimated that 15% of working-age adults suffers from a mental disorder. In this regard, it highlighted the relevance of the workplace on people's mental health.

Grifols recognizes its responsibility is supporting and promoting the emotional, psychological and social wellbeing of its employees in their specific roles and work environment. Mental health conditions such as depression, anxiety and stress can have a profound impact on motivation, productivity and performance, often resulting in extended sick leaves.

In consequence, Grifols works to promote its employees' mental wellbeing, helping them effectively navigate work-related demands while maintaining emotional and psychological balance.

Grifols has a Mental Health Policy in place since 2023 focused along three core dimensions: prevention, detection and performance. The company introduced a new indicator in its Engagement Pulse Survey in 2024 to better gauge the mental health of its workforce. In tandem, Grifols' new Strategic Wellness Plan also centers on enhancing the emotional health of Grifols talent.

"

65% of respondents reported having positive emotional health according to Grifols' new emotional health indicator.

PILLARS OF GRIFOLS MENTAL HEALTH PLAN

Prevention

Awareness campaigns
Specialized training on the Mental Health Policy
Training on mental health resources
Embellishment of spaces to foster healthy work environments
Suicide and bullying protocols
Steps to cultivate a positive work environment

Detection

Mental health questionnaires
Risk evaluations
Procedures for detected cases
Communication channels

Performance

Monitorization of indicators
Psychological consultations
Action plans for detection resources

Accident rates, occupational health issues and absenteeism

At Grifols, 100% of employees are covered by its occupational health and safety management system, a global framework dedicated to continuous improvement.

Employees based in the United States, Spain, Ireland and Germany account for roughly 94% of Grifols' total workforce. Different indicators are followed in each of its subsidiaries, including accident rates.

The company investigates all workplace accidents with and without leaves, minor incidents and commuting accidents in countries where these are regulated.

In the past few years, the accident frequency rate has progressively decreased, achieving a reduction of 5.41 compared to the 2021 frequency rate. Additionally, the implemented management system contributes to the absence of occupational diseases in Grifols' manufacturing centers.

The identified risks depend on the activity performed, although there are significant differences between production centers and plasma donation centers due to the nature of their activities. Evaluating these risks and establishing corrective actions to minimize them is key to preventive management.

In terms of fatal accidents, no incidents have been reported over the last five years.

More information on accident rates, occupational health issues and absenteeism are available in the tables included at the end of this chapter.

Training and skill development

Grifols understands the importance of continuous education and skills development to developing a high-caliber employee base and attracting and retaining talent.

The company's programs aspire to prepare employees for success in dynamic, ever-evolving environments, efforts that ultimately drive enhanced organizational productivity and efficiency. Grifols' learning initiatives also foster talent retention and reduce employee turnover by offering opportunities for growth and professional advancement. By investing in ongoing development, the company attracts next-generation talent, drives workplace innovation and helps bridge the skills gap by aligning labor-market supply with demand.

Through global surveys and taskforces according to its evolving needs, Grifols identifies its employees' most critical concerns and designs concrete action plans to promote their professional development and education, while reinforcing employee engagement and enriching its corporate culture.

Professional development

Grifols conducted a global Employee Survey in 2020, using its results the foundation to address the detected areas for improvement and the realities of its business over the last years. The company implemented various professional development programs based on the analysis of its findings, including the Talent Program, and this year, the GROW Program and the Strategy Program.

These programs, in addition to providing a theoretical foundation, equip participants with actionable insights and competencies specific to their professional context. In this way, they advance the company's professionalization and capacity to adapt to changing environments, facilitating smooth generational handovers.

Based on the results of its 2024 Global Satisfaction Survey, the company is conducting a detailed analysis which offers both a global overview and an evaluation of key business areas by professional level, country, gender and age. This process will enable Grifols to tailor future action plans to the diverse groups identified within its employee pool.

People development programs

Global Recognition Program

Created to promote a positive work environment by distinguishing and rewarding the contributions, job performance and conduct of Grifols employees in line with company values. The program is based on three pillars: corporate values, work anniversaries and outstanding performance. Grifols has granted over 94,000 awards since its creation in July 2022. In 2024, more than 45,000 recognitions have been awarded through its platform.

The company has other reward programs including the Lean IG: Recognition Awards, which distinguish all improvement proposals in the areas of safety, quality, service, productivity and environmental impact. Participation among Biopharma employees has been particularly high since the program's 2021 launch, with 800-plus proposals, many of which have been implemented.

According to a Gallup study, effective recognition programs lead to a 14% increase in productivity and a 31% reduction in employee turnover.

Talent Program: Leading the Future

A global 12-month program designed to build and develop the generational succession of Grifols leaders. Its second edition was held in 2024 with 100 high-potential employees (50% women) in manager or senior manager positions. This program supports talent retention by promoting internal mobility, engages leaders in mentoring and job-rotation sessions, and helps ensure robust leadership aligned with the group's corporate culture.

GROW Program

Global program launched in 2024 for high-potential, high-performance employees. If offers senior technicians, specialists and emerging leaders the chance to learn through a combination of strategic knowledge and practical insights, which are applicable to their professional roles. Its first edition welcomed 50 participants.

Global professional development program launched in 2024 for top-tier executives, including Senior Directors and Vice Presidents. Spanning nine months, it represents a strategic investment in leadership growth, helping Grifols' most seasoned directors align their competencies with its evolving needs. With 30 participants in its inaugural edition, the initiative is delivered in collaboration with ESADE Business School, one of the world's most prestigious learning institutions.

Grifols Performance System

The Grifols Performance System (GPS) is an organization-wide process carried out every year to ensure managers properly evaluate their team members' professional performance and provide adequate feedback.

The GPS is primarily used to assess employees' competencies as outlined in the Grifols MAP model (competency model in line with Grifols values) and their potential based on Grifols potential model (aspiration + commitment + agility).

A calibration phase is performed before the assessment to ensure managers utilize the same criteria when measuring their employees' potential and performance. This process is carried out in collaboration with the leadership teams of each business area to guarantee fairness and minimize bias (Talent Review based on the Nine Box matrix).

All GPS processes are guided by a shared document between the manager and the employee, which includes current objectives, performance appraisals, professional development actions, overall performance scores and a talent review (performance + potential).

Grifols is committed to evaluating 100% of its employee base through the GPS. In 2024, 99.77% of employees participated in the evaluation system, including with 99.65% of women and 99.91% of men taking part. GPS results are also analyzed from a gender perspective.

GPS IS A COMPREHENSIVE YEARLY ASSESSMENT

Corporate internships

The company partners with various educational institutions, primarily universities, to establish formal agreements for corporate internships. Grifols internships allow students to supplement their classroom knowledge by acquiring new skills and actionable insights for the future careers.

As outlined in Grifols' Internship Policy, created in 2017, students are assigned a company tutor or representative who supports them throughout their internship. Corporate internships last between six and 18 months.

1,276 interns since 2017
225 have joined Grifols employee pool
341 interns in 2024

The GPS is linked to other corporate processes

Merit-based compensation: managers are advised not to raise the salaries of low-performing employees beyond labor-agreement stipulations (scores of 1 or 2)
Action plans for low-performing employees (scores of 1 or 2)

Indirect

Bonus, a performance metric visible in the GPS platform
Global Recognition Program, linked to performance

GPS assessments also help guide decisions on promotions, internal job changes, the design of individual development plans and participation in talent programs, among other areas.

GPS, shaping Grifols' future-forward strategy

The GPS, combined with the calibration (Talent Review) conducted midway through the process, plays a crucial role in shaping the company's future. By transforming data into actionable insights, it has a long-term impact by informing strategic decisions made about Grifols' talent pipeline.

Employee training at Grifols

Employee training is a cornerstone of professional and talent development. Grifols ensures all employees have access to continuous training and learning opportunities as part of its global training and development strategy. This approach, in line with Grifols core strategic objectives and corporate values, allows the company to detect and address individual, team, business and organizational needs.

All training initiatives are carefully evaluated to measure both participant satisfaction and the practical application of learned concepts in the workplace, promoting a culture of continuous learning and personal accountability. These initiatives continuously evolve in response to changing business priorities, global dynamics and emerging trends.

In 2024, Grifols took an important step forward with the unveiling of the "Copilot" tool, a generative AI solution available to all employees. The company hosted interactive webinars on its features to help employees unlock its full potential. Grifols also offers flexible, on-demand learning options, empowering employees to personalize their learning and access resources that best align with their explicit development goals.

Training hours in Grifols

5,867,705 68.2% women 31.4% men 0.4% undeclared and others

Multicultural awareness Programs on

different cultures and business protocols

Training on occup. health, safety and environmental issues

46,542 hours and 2% of Grifols' workforce

Grifols' workforce

96.51%

97% of U.S.-based employees with 5,323,232 total hours
96% of Spain-based employees with 336,502 total hours
97% of Germany-based employees with 149,308 total hours
91% of ROW employees with 58,662 total hours

training in Biotest

52,370 50% women

50% men

More information on training hours is available in the tables at the end of this chapter.

94 2024 Non-Financial Information Statement and Sustainability reporting

Educational programs

Executive development

Programs designed to strengthen core leadership competencies, including communication, emotional intelligence and conflict resolution.

Executive development benefits global organizations by improving strategic decision-making and boosting productivity through more efficient team management. At the same time, it increases talent retention by fostering positive work environments, facilitates adaptation to change during periods of transformation, and drives continuous innovation through mentorship and support initiatives.

20 programs/training sessions in 2024 336 employees participated in 2024 ~2,700 executives formed over the last 5 years EUR 822,000+ allocated to educational initiatives

Grifols Academy programs

As part of its commitment to the continuous development of its employees and diverse social stakeholders, in 2009 the company established the Grifols Academy, which includes the Professional Development Academy and the Plasmapheresis Academy. It offers educational and professional development opportunities to its global workforce and reinforces corporate values, while enabling the exchange of plasma-sector knowledge.

High-quality programs and workshops featuring industry experts and other resources to help Grifols employees excel in changing business environments. In 2024, the Academy revised its value proposition and program portfolio, and launched two new initiatives: an online learning platform and a Speaker Series in Spain and global subsidiaries.

	2024	2023	2022
No. of participants	2,686	2,399	2,001
No. of learning sessions	192	108	135
Online training hours	7,033	3,206	4,468

General and specialized programs on plasma science to accelerate the professional and educational development opportunities of Grifols' U.S. based employees, helping reinforce its unique value proposition.

The Plasmapheresis Academy was granted a five-year recognition by The Accrediting Commission of the Accrediting Council for Continued Education & Training (ACCET), valid until December 2024. It earned its first accreditation in 2015.

	2024	2023	2022
No. of participants	9,741	6,573	13,736
On-site participants	302	491	893
Online participants	0	0	110
No. of online training hours	11,695	9,790	39,099
No. of distance-learning hours	0	0	2,468

Educational Expenses Reimbursement Program

Grifols gives employees the option of learning outside the organization to gain new competencies and knowledge, which increases productivity. The program encourages workplace motivation and engagement by making employees feel valued.

The reimbursement program also drives innovation by exposing employees to new ideas and insights, in turn reinforcing Grifols' competitive positioning. Depending on program modality, the grant covers between 33% (€5,000 maximum per year) and 50% (€736 maximum per person and course).

281 beneficiaries of educational grants EUR 659,772 allocated to educational grants 38% of subsidies for STEM training

• D&I outreach activities in the U.S.

Age Gender identity or expression Gender National origin Sexual orientation Mental/physical ability

Year 1

• Activities/program for women in leadership • Top-tier management sponsors • Awareness campaigns • Review of HR programs/processes • D&I ambassador program in Spain the U.S.

96 2024 Non-Financial Information Statement and Sustainability reporting

Year 2 • Activities/program for women in leadership
Learning roadmap for directors
Awareness campaigns
Review of HR programs/processes
D&I ambassador program in ROW
D&I outreach activities in Spain and ROW

Year 3

D&I outreach activities in Spain and ROW
Learning roadmap for employees
Awareness campaigns
Review of HR programs/processes • D&I ambassador program in ROW

Language and communication skills Income Religion Appearance Work experience

	2020 (prior to the
	program launch)	2024
People with disabilities	2.5%	3.8%
Nationalities	88	97
Female representation in leadership positions	37.2%	40.6%

GOALS Provide an inclusive and safe workplace for all employees Elevate D&I competencies through education Represent the communities served throughout the employee base Achieve the objectives outlined in Grifols 2030 Agenda CATEGORIES

Race/ethnicity Educational level Political ideology Family Organizational role

ANNUAL ACTION PLANS

EVOLUTION OF THE DIVERSITY PLAN 2021-2024
	2020 (prior to the program launch)	2024
People with disabilities	2.5%	3.8%
Nationalities	88	97

Diversity and inclusion: equal treatment and opportunities

For Grifols, diversity is key to generating new ideas and driving innovation. Different perspectives, experiences and mindsets enrich the exchange of ideas, and allow organizations to find creative solutions by approaching problems from various angles. By valuing diversity, the company is also better equipped to meet the diverse needs of its global markets and customers, while cultivating an inclusive environment that bolsters employee engagement and participation.

Grifols completed its first Diversity and Inclusion (D&I) Plan in 2024. In force since 2021, the plan aspires to advance gender equity and increase the inclusion of people with disabilities, minority representation, and intergenerational and cross-cultural collaboration in the workplace.

In parallel, the company designed and developed awareness and training initiatives to foster a more inclusive and diverse workplace. These efforts included dynamic sessions, educational resources and collaborations with local organizations that support minority groups.

Grifols also promotes inclusivity through its D&I Ambassador team in the United States, which expanded in 2024 with the creation of a new group in Spain. D&I Ambassadors receive specialized training, act as key advocates on inclusion-related issues and promote the diversity agenda within their teams and day-to-day operations, playing a vital role in building a more inclusive and positive work environment.

Grifols rolled out its second three-year Diversity and Inclusion Plan in 2024

opportunities from the moment of hire, through the employee's development culture founded on psychological safety and freedom where everyone can be their authentic selves.

The key priorities of the new plan are to:

Offer an inclusive and safe workplace for all Grifols employees
Achieve cultural competency through educational and awareness initiatives on diversity and inclusion issues
Represent all of Grifols' regions of operation at all organizational levels
Achieve Grifols 2030 Agenda objectives

The implementation of the new plan is supported globally, while being tailored to the cultural context of each country by local D&I teams.

New Diversity Plan 2024-2026

As part of its commitment, Grifols is dedicated to promoting equal and until the end of their tenure. To this end, it works to forge a corporate

to boost the recruitment, development and retention of high-performing employees.

Diversity and inclusion

GENDER DIVERSITY BY COUNTRY

More details and tables on the composition of Grifols' workforce by fiscal year are available at the end of this chapter.

ETHNIC DIVERSITY IN THE U.S. - 2024

	Share in total workforce	Share in management positions
l Caucasian	40.7%	61.6%
l Hispanic	25.3%	11.9%
l African American	21.1%	5.5%
l Asian	6.0%	13.9%
l Hawaiian /Other Pacific Islander	0.4%	0.1%
l Native American /Native Alaskan	0.7%	0.5%
l Two or more races	4.3%	2.2%
l Unspecified	1.5%	4.3%

More details and tables on the composition of Grifols' workforce by fiscal year are available at the end of this chapter.

Anti-discrimination principles and actions

Grifols upholds a zero-tolerance policy against all forms of harassment and discrimination, reinforcing its staunch commitment to ensuring an inclusive, respectful and safe workplace for all employees.

Discrimination or harassment of any kind–whether based on gender, race, sexual orientation, religion, disability or other factors–is strictly prohibited. Grifols has robust preventive measures in place and responds immediately in the event of possible inappropriate conduct to safeguard the dignity and human rights of every individual.

Grifols' affirmative action plans included 65 measures in 2024, 67 measures in 2023 and 110 measures in 2022.

Grifols' development initiatives include prevention training activities, including courses delivered under the Equal Opportunity Plan and Grifols Ethics Line, among others. Both courses are mandatory for Grifols employees.

In 2024, the company received 31 incidents of discrimination reports out of 21,156 employees, compared to 55 incident reports in 2023 out of 21,144 employees, and 36 incidents in 2022 out of 23,947 employees. In Biotest, 2 reports of incidents related to discrimination were filed in 2024 out of 2,666 employees. In 2023 and 2022 Biotest filed 0 incidents.

During the reporting period, the number of labor incidents, claims, serious human rights violations involving its own personnel, as well as significant labor-related fines, sanctions or compensations was 0.

The company methodically investigated and assessed all complaints. While none were deemed discriminatory in legal terms, the company took proactive steps to guarantee a discrimination-free workplace, including by training and awareness sessions and disciplinary measures when appropriate.

As mentioned at the beginning of this chapter, the company has a procedure to protect employees who report instances of discrimination under the umbrella of Grifols Ethics Line.

ZERO TOLERANCE FOR HARASSMENT

Harassment is a form of discrimination. Established in 2021, Grifols Harassment Prevention Policy strives to eradicate any type of offensive verbal, physical or visual actions or behaviors directed at employees on the basis of gender, color, race, ethnicity, religion, national origin, age, disability, pregnancy, sexual orientation or gender identity or expression that could create an intimidating, offensive or hostile work environment or undermine employees' professional performance.

The policy, translated into 11 languages and adapted to local regulations, reflects Grifols' solid commitment to three core pillars:

1. Guarantee a discrimination-free workplace
1. Treat employees fairly based on mutual respect
1. Cultivate a work environment accepting of individual differences

The Harassment Prevention Policy lists specific behaviors prohibited by the organization, along with escalation processes and disciplinary measures in the event of violations.

Grifols provides employee training to reinforce the policy's provisions, recognizing both as essential for preventing, addressing and correcting any infringements.

5,100+ people trained in Grifols Harassment Prevention Policy

Integration of people with disabilities

In 2024, 3.8% of Grifols' workforce included people with disabilities, with 894 in total.

PEOPLE WITH DISABILITIES

	Grifols	Biotest
2022	899	59
2023	785	67
2024	818	76

Grifols is committed to employing people with disabilities, and only adopts alternative measures as defined by the General Disability Law applicable to private- and public-sector organizations in Spain.

In the U.S., Grifols complies with the employment provisions of the Americans with Disabilities Act (ADA), a federal law designed to prevent discrimination and provide equal opportunities for people with disabilities.

As part of its Strategic Plan for Diversity, the company has also created taskforces in the U.S. Germany, Ireland and Spain to boost the recruitment of diverse talent and enhance the experience of employees with disabilities.

Action lines in 2024 included:

Implementation of a dedicated job coach to support employees with disabilities during the onboarding process to help them adapt and learn their roles before working independently
Greater presence of Grifols in specialized forums, trade fairs and collaborations with foundations, universities and partners to detect and integrate diverse talent
Improved communication and usability of the online job boar to ensure accessibility
Training on the integration of people with disabilities for hiring managers in Ireland, Spain and the U.S., and employee training in the U.S. and Spain

Grifols also promotes universal accessibility for people with disabilities. When a person with a disability is hired, the company takes all the necessary steps to adequately adapt their work station and environment. The company complies will all legal regulations in its new buildings and installations, and adapts existing structures whenever necessary, applying the principles of accessibility, including the elimination of architectural barriers.

"

Grifols Strategic Plan for Diversity includes the integration of people with disabilities.

Gender equality, opportunities and compensation

Promoting equal opportunities

Grifols worked along several fronts to advance the equality and equity goals outlined in its 2030 Agenda, with gender equality as a common thread. Among other actions, the company reviewed promotion processes to identify opportunities for improvement, ensured the use of inclusive language in its communications, made efforts to boost the visibility of women in STEM roles, and focused corporate volunteering on supporting the employability of women at risk of exclusion.

Aligned with our commitment to diversity and inclusion, Grifols has expanded its STEM WOMEN PROGRAM internship initiative. Grifols is now in the second edition of the program and have brought on seven new engineers in key areas like software and engineering. The engineers from the first edition have taken on mentoring roles for their new colleagues.

The company also boosted its presence at events like the STEM Careers Congress in Ireland, one of the leading events for female tech talent, drawing over 4,000 attendees. Our goal is to promote gender diversity in the STEM sector and provide professional development opportunities for talented women.

In all our audiovisual productions, we've ensured gender equity representation to keep our external image aligned with the reality of Grifols.

In Spain, Grifols has a gender equality plan negotiated with the legal representatives of the employees. This plan applies to all employees in Spain in line with local regulations.

The plan's 41 gender-equality measures include efforts to guarantee equal pay and opportunities in recruitment processes and internal promotions, and ensure harassment-free workplaces. In force until 2026 and publicly available on REGCON, it led to women representing 60,3% of promotions in 2024.

Its measures are reviewed in committee meetings focused on the implementation, monitoring and evaluation of Grifols' gender equality plan.

Among the plan's core components, Grifols updated its protocol for addressing and managing cases of workplace harassment, sexual harassment, harassment based on sex, gender or sexual orientation, and other forms of violence in the workplace.

The company also enhanced internal communication to spread awareness and understanding of the protocol. Other initiatives included a review of onboarding program materials to promote this important resource, updated training for employees involved in protocol procedures, and the development an informational guide on gender-based violence.

To ensure compliance with current equality regulations within Grifols, the company has requested that partner companies providing services at its facilities submit their harassment protocols. Additionally, the inclusion of equality clauses is required in third-party contracts.

In other regions, Grifols applies the principles of equal opportunities defined in the Global Diversity and Inclusion Policy.

FEMALE EMPOWERMENT INITIATIVES

Grifols Women in Leadership Awards

Grifols launched the Women in Leadership Awards in 2023 memory of Dr. Marilyn Rosa-Bray, an inspirational Grifols leader for 24 years and an outstanding contributor to the plasma industry. The Women in Leadership Awards recognize the work and contributions of women at Grifols, particularly in the field of science. The final decision is made by a jury of members of Grifols Sustainability Committee.

Empowering Women's Talent and Diversity Leading Company programs

Grifols joined the Empowering Women's Talent and Diversity Leading Company programs in 2024. Through its participation, the company gains exclusive access to high-impact activities and training sessions for its D&I ambassador team, committed to promoting diversity and inclusion within the organization.

Women in Grifols

57.4% of employees are women

40.61% of Senior Management, Directors and Executives positions are filled by women

60.3% of promotions correspond to women

65% of new hires are women

Women account for

41% of directors (179) 43% of senior management (251) 47% of management (608) 49% of senior professionals (1,020) 53% of professionals (1,463) 62% of administrative and manufacturing staff (8,591) *Excluding Biotest

Advancing pay parity

Grifols is firmly committed to effective equality, ensuring equal opportunities and pay regardless of gender. Through its annual analysis of adjusted and unadjusted pay gaps, the company aims to continue promoting gender equality by identifying salary differences between men and women. In 2024, Grifols received external support from the global consulting firm EY to ensure the utmost rigor and transparency in its analysis.

In accordance with Delegated Regulation (EU) 2023/27721 , the gender pay gap is defined as "the difference between the average remuneration levels of female and male employees, expressed as a percentage of the average remuneration level of male employees".

Average remuneration was calculated using the employee's base salary, other fixed supplements and additional compensation–whether in cash or in kind–earned directly or indirectly ("supplementary or variable components").

Compensation was then divided by the number of hours worked during the year to measure pay per unit of time. In consequence, 2024 data is not comparable to previous years, which considered 100% of employees' fixed salary.

Compensation information was also segmented by country (Spain, United States, Ireland and Germany) and by professional category (Executives, Directors, Senior Management, Management, Senior Professional, Professional, Administrative Staff/Manufacturing Operators). The analysis also includes insights on the potential impact of objective factors like job type and country of employment on the gender pay gap ("adjusted pay gap").

The adjusted pay gap considered more accurate than the unadjusted pay gap since it applies econometric models that enable comparing men's and women's salaries at 100% employment, and isolating the effects generated by socioeconomic differences (age, seniority, geographic area or educational level) or job characteristics (type of working day, type of activity or professional category).

For the purposes of this report, the pay gap was analyzed in Spain, the U.S., Germany and Ireland, which collectively represent more than 90% of the group's employee base.

At Grifols, pay gaps by country are below national averages according to the World Economic Forum's Global Gender Gap Report 2024.

The company's results by professional category highlight its progress in increasing the representation of women in top-tier leadership, a key lever in advancing pay equality. Testament to these efforts, the percentage of women in Grifols senior positions has expanded notably in recent years, in 2024 accounting for 24.51% and 41.18% of Executive and Directors positions, respectively.

Gender equality is also emphasized in Grifols 2030 Agenda, with a target of achieving 50% women in Senior Management roles. At the close of 2024, this percentage stood at 43.61%.

In Grifols' view, strengthening the representation of women in these professional categories will help narrow the gender pay gap.

At the same time, the company also works to advance pay parity by promoting women in STEM (Science, Technology, Engineering and Mathematics). The company works to counter the historical gender imbalance in STEM, where cultural factors have led to a predominance of men in technical careers. In this regard, it has several initiatives in place to identify STEM positions and adopt measures to encourage greater female participation.

In addition to implementing a targeted action plan to address the two aforementioned factors due to their direct impact on the gender pay gap, Grifols is also working to improve its recruitment, salary review and promotion processes–key components of its 2024-2026 Diversity plan.

Specifically, the company strives to ensure that these processes are driven by individual performance evaluations by applying consistent, transparent criteria free from gender bias. At the same time, it promotes flexible work arrangements, ensuring equal access for all employees regardless of gender, and imparts specific training and professional development initiatives to strengthen its pipeline of female talent and facilitate the incorporation of women in leadership roles.

The company aims for women to represent 50% of candidates interviewed for managerial positions and above as defined in Grifols 2030 Agenda. The gap between the organization's highest-paid individual and the average employee salary is stood at 68.93 times at the close of 2024.

EQUAL PAY FOR SIMILAR JOBS IN 2024

	Spain	U.S.	Ireland	Germany
Pay gap by
country2	31.20%	28.80%	28.90%	36.40%
Adjusted pay
gap3	4.72%	1.31%	4.25%	2.52%
Unadjusted pay
gap4	18.26%	26.56%	11.40%	17.27%

Source: Global Gender Gap Report 2024.
The adjusted pay gap is estimated using a multiple linear regression model that quantifies the relationship between predictor variables (objective factors) and the dependent variable (salary). By including gender as one of the predictor variables in the model, the effect of gender on salary can be isolated, controlling for other factors such as experience, education and working conditions. In this way, the difference in the coefficients for the gender variable represents the wage difference attributable solely to gender, after accounting for other relevant factors.
In accordance with the Delegated Regulation (EU) 2023/2772, the average wage includes the base salary, other fixed supplements, and any other remuneration, in cash or in kind, received directly or indirectly by the worker ("complementary or variable components").

An overview of remuneration tables is available at the end of this chapter.

1, Delegated Regulation (EU) 2023/2772 of the Commission, of July 31, 2023, supplementing Directive 2013/34/EU of the European Parliament and of the Council with regard to the rules for presenting sustainability information, published on December 22, 2023 (hereinafter, the "Delegated Regulation").

Gender pay gap

The following are the results of the wage gap analysis, broken down by country, to provide a more detailed view of the observed differences.

Grifols in Spain

The unadjusted global pay gap stands at 18.26% compared to the national average of 31.20%. This significant difference is testament to Grifols' efforts to achieve pay equality.

The adjusted pay gap in Spain represents 13.54% of the total unadjusted pay difference, indicating that, after considering objective factors like position or experience, a pay difference of 4.72% remains.

When segmented by professional categories, some salary pay gaps are lower than this average percentage. These include Administrative Staff/ Manufacturing Operators, Senior Professional, Senior Management and Directors, the latter reflecting the category with the smallest adjusted gap, at 0.32%.

In the case of the Professional category, the pay gap was primarily attributed to allowances and performance-based bonuses, which are dependent on the specific conditions of the role and individual job performance.

20.8% people in Spain over the total workforce

45.52% are women 4.72% adjusted pay gap

Grifols in the U.S.

In 2024, the unadjusted pay gap stands at 26.56%, below the national average of 28.80%. The company continues to make significant progress toward pay parity, while also actively promoting women's advancement into leadership roles.

The adjusted pay gap in 2024 is 1.31%, representing 25.25% of the total gross pay gap. This demonstrates a clear correlation between hourly wages and the objective criteria that determine compensation.

Moreover, over 75% of employees fall within the Administrative Staff/ Manufacturing Operators category, where the adjusted pay gap is -0.69%. This indicates that, on average, women in this category earn slightly more than their male counterparts.

64.0% people in the U.S. over the total workforce

60.93% are women 1.31% adjusted pay gap

Grifols in Ireland

The unadjusted pay gap in the country stands at 28.90% in 2024. Grifols in Ireland, with an 11.40% unadjusted gap and a 4.25% adjusted gap, is significantly below the national average.

Based on the analysis, the pay difference in the Senior Management is especially noteworthy: although men make up a larger share (64%), women, on average, earn 16.18% more than their male counterparts.

In the Professional category, the pay gap is primarily driven by allowances and performance-based bonuses, which are linked to the specific conditions of the role and individual performance.

2.1% people in Ireland over the total workforce

44.36% are women 4.25% adjusted pay gap

Grifols in Germany

The unadjusted pay gap is 17.27%, well below the national average of 36.40%. When accounting for objective factors, the pay gap explains 14.75% of the difference, leaving an adjusted pay gap of only 2.52%.

By professional category, the adjusted pay gap for Administrative Staff/ Manufacturing Operators is near zero (0.35%). These categories represent 62% of Grifols' workforce in Germany.

In the Professional category, the pay gap is primarily driven by allowances and performance-based bonuses, which are linked to the specific conditions of the role and individual performance.

7.4% of people in Germany over the total workforce

70.39% are women 2.52% adjusted pay gap

Details on the gender pay gap are available in the tables at the end of this chapter.

Key performance indicators of our people1, 2, 3, 4

Average workforce distribution5

AVERAGE WORKFORCE BY COUNTRY
	2024	2023	2022
U.S.	12,563	13,143	15,669
Spain	4,227	4,095	4,082
Germany	1,367		2,699
RoW	1,526	2,781
Total	19,676	20,019	22,450

	AVERAGE WORKFORCE BY COUNTRY - BIOTEST
	2024	2023
Germany	1,967	1,950
RoW	501	537
Total	2,468	2,487

AVERAGE WORKFORCE BY REGION AND TYPE OF CONTRACT

		2024			2023			2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
U.S.	12,559	3	12,562	13,139	4	13,143	15,665	4	15,669
Europe	6,287	264	6,551	6,091	238	6,330	5,982	254	6,236
RoW	556	7	563	538	8	546	535	10	545
Total	19,402	274	19,676	19,768	250	20,019	22,181	268	22,450

AVERAGE WORKFORCE BY REGION AND TYPE OF CONTRACT - BIOTEST

		2024			2023
	Permanent	Temporary	Total	Permanent	Temporary	Total
Europe	2,363	104	2,468	2,335	153	2,487
RoW	0	0	0	0	0	0
Total	2,363	104	2,468	2,335	153	2,487

	AVERAGE WORKFORCE BY AGE			AVERAGE WORKFORCE BY AGE - BIOTEST
	2024	2023	2022		2024	2023
<30	4,914	5,154	6,216	<30	464	476
30-50	10,369	10,537	11,706	30-50	1379	1,333
>50	4,393	4,327	4,528	>50	625	679
Total	19,676	20,019	22,450	Total	2,468	2,487

AVERAGE WORKFORCE BY GENDER AND TYPE OF CONTRACT

		2024			2023			2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Women	10,942	157	11,099	11,318	140	11,459	13,217	145	13,362
Men	8,346	117	8,463	8,403	110	8,513	8,938	124	9,062
Undeclared	107	0	107
Other	7	0	7	47	0	47	26	0	26
Total	19,402	274	19,676	19,768	250	20,019	22,181	268	22,450

AVERAGE WORKFORCE BY GENDER AND TYPE OF CONTRACT - BIOTEST

		2024		2023
	Permanent	Temporary	Total	Permanent	Temporary	Total
Women	1,189	77	1,266	1,202	120	1,322
Men	1,174	28	1,202	1,133	33	1,166
Total	2,363	104	2,468	2,335	153	2,487

In compliance with the Corporate Sustainability Reporting Directive (CSRD), companies with 50 or more employees that represent at least 10% of their total workforce must disclose country-based social standards. In line with these mandates, Grifols' 2024 report separates data for Germany from the Rest of the World (ROW). In previous years, these two categories were reported as a consolidated figure.
Grifols and Biotest do not have employees on zero-hour contracts.
Grifols' salaried employee data by gender for the 2024 fiscal year is categorized into four groups: Women, Men, Undeclared and Other (gender as specified by the employees themselves, e.g., non-binary individuals). In the 2023 and 2022 fiscal years, the "Undeclared" and "Other" categories were consolidated into a single category as "Non-binary and Undeclared."
Biotest does not have employees in the "Undeclared" and "Other" categories. For this reason, its gender-related tables only report on Women and Men.
Grifols' average workforce was calculated as the average full-time equivalents (FTEs) over the 12 months of the year. The average workforce of Biotest was calculated as the average headcount over the 12 months of the year.

AVERAGE WORKFORCE BY PROFESSIONAL GENDER AND WORKING HOURS
		2024		2023		2022
	Full time	Part time	Total	Full time	Part time	Total	Full time	Part time	Total
Women	10,466	633	11,100	10,793	665	11,459	12,613	749	13,362
Men	8,220	243	8,463	8,248	265	8,513	8,778	283	9,062
Undeclared	33	74	107	46	1	47	25	1	26
Other	7	0	7
Total	18,726	950	19,676	19,087	931	20,019	22,181	268	22,450

AVERAGE WORKFORCE BY PROFESSIONAL GENDER AND WORKING HOURS - BIOTEST
		2024		2023
	Full time	Part time	Total	Full time	Part time	Total
Women	976	290	1,266	935	387	1,322
Men	1,148	54	1,202	1,084	82	1,166
Total	2,124	344	2,468	2,018	469	2,487

AVERAGE WORKFORCE BY WORKING HOURS AND AGE
	2024					2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Full time	4,645	9,951	4,130	18,726	4,871	10,071	4,145	19,087	5,818	11,244	4,355	21,417
Part time	268	419	263	950	283	466	182	931	398	462	173	1,033
Total	4,914	10,369	4,393	19,676	5,154	10,537	4,327	20,019	6,216	11,706	4,528	22,450

AVERAGE WORKFORCE BY WORKING HOURS AND AGE - BIOTEST
		2024			2023
	<30	30-50	>50	Total	<30	30-50	>50	Total
Full time	415	1,190	519	2,124	402	1,088	529	2,018
Part time	49	189	106	344	74	246	150	469
Total	464	1,379	625	2,468	476	1,333	679	2,487

AVERAGE WORKFORCE BY TYPE OF CONTRACT AND AGE
	2024					2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Permanent	4,828	10,243	4,330	19,402	5,072	10,422	4,274	19,768	6,125	11,577	4,478	22,181
Temporary	86	126	63	274	82	115	53	250	91	128	49	268
Total	4,914	10,369	4,393	19,676	5,154	10,537	4,327	20,019	6,216	11,705	4,528	22,450

AVERAGE WORKFORCE BY TYPE OF CONTRACT AND AGE - BIOTEST
		2023			2023
	<30	30-50	>50	Total	<30	30-50	>50	Total
Permanent	418	1,334	612	2,363	412	1,259	664	2,335
Temporary	47	45	13	104	64	74	15	153
Total	464	1,379	625	2,468	476	1,333	679	2,487

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND GENDER

	2024					2023				2022
	Women	Men	Undeclared	Other	Total	Women	Men	Undeclared/ Other	Total	Women	Men	Undeclared/ Other	Total
Executives	28.9%	71.1%	0.0%	0.0%	123	24.9%	75.1%	0.0%	122	22.4%	77.6%	0.0%	126
Directors	40.3%	59.7%	0.0%	0.0%	412	40.2%	59.7%	0.1%	449	41.2%	58.3%	0.5%	472
Senior management	43.0%	57.0%	0.0%	0.0%	562	41.5%	58.5%	0.0%	556	39.2%	60.8%	0.0%	572
Management	46.8%	53.2%	0.0%	0.0%	1,261	46.6%	53.4%	0.0%	1,270	47.4%	52.5%	0.0%	1,338
Senior Professionals	48.0%	51.9%	0.1%	0.0%	2,016	48.1%	51.8%	0.1%	1,986	46.6%	53.3%	0.0%	2,016
Professionals	52.5%	47.3%	0.1%	0.0%	2,646	52.7%	47.2%	0.1%	2,700	52.3%	47.6%	0.1%	2,753
Administrative staff / Manufacturing operators	60.9%	38.2%	0.8%	0.1%	12,656	62.2%	37.5%	0.3%	12,936	65.3%	34.6%	0.1%	15,172
Total	56.4%	43.0%	0.5%	0.0%	19,676	57.2%	42.5%	0.2%	20,019	60.0%	40.0%	0.0%	22,450

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND GENDER - BIOTEST

		2024		2023
	Women	Men	Total	Women	Men	Total
Executives	54.5%	45.5%	4	32.4%	67.6%	6
Directors	29.2%	70.8%	36	30.2%	69.8%	33
Senior management	33.5%	66.5%	68	32.3%	67.7%	68
Management	58.0%	42.0%	114	57.6%	42.4%	144
Senior Professionals	50.4%	49.6%	439	51.2%	48.8%	539
Professionals	68.9%	31.1%	602	72.9%	27.1%	604
Administrative staff / Manufacturing operators	43.8%	56.2%	1,205	44.7%	55.3%	1,094
Total	51.3%	48.7%	2,468	53.1%	46.9%	2,487

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND TYPE OF CONTRACT

		2024			2023			2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Executives	120	3	123	121	1	122	126	0	126
Directors	410	2	412	445	4	449	469	3	472
Senior management	557	5	562	553	3	556	568	4	572
Management	1,251	10	1,261	1,260	11	1,270	1,331	7	1,338
Senior Professionals	1,998	18	2,016	1,968	17	1,986	1,998	19	2,016
Professionals	2,604	42	2,646	2,656	44	2,700	2,692	61	2,753
Administrative staff / Manufacturing operators	12,462	194	12,656	12,766	170	12,936	14,997	175	15,172
Total	19,402	274	19,676	19,769	250	20,019	22,181	268	22,450

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND TYPE OF CONTRACT - BIOTEST

		2024		2023
	Permanent	Temporary	Total	Permanent	Temporary	Total
Executives	4	0	4	6	0	6
Directors	36	0	36	33	0	33
Senior management	68	0	68	68	0	68
Management	112	2	114	139	5	144
Senior Professionals	434	4	439	509	30	539
Professionals	561	41	602	550	54	604
Administrative staff / Manufacturing operators	1,148	57	1,205	1,030	64	1,094
Total	2,363	104	2,468	2,335	153	2,487

GRIFOLS
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AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND WORKING HOURS
		2024		2023			2022
	Full time	Part time	Total	Full time	Part time	Total	Full time	Part time	Total
Executives	119	5	123	119	3	122	122	4	126
Directors	402	11	412	435	14	449	455	17	472
Senior management	555	7	562	546	10	556	558	14	572
Management	1,227	34	1,261	1,224	46	1,270	1,294	44	1,338
Senior Professionals	1,964	52	2,016	1,928	58	1,986	1,949	67	2,016
Professionals	2,551	95	2,646	2,595	105	2,700	2,668	84	2,753
Administrative staff / Manufacturing operators	11,910	747	12,656	12,241	695	12,936	14,370	802	15,172
Total	18,726	950	19,676	19,087	931	20,019	21,417	1,033	22,450

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND WORKING HOURS - BIOTEST

		2024			2023
	Full time	Part time	Total	Full time	Part time	Total
Executives	4	0	4	6	0	6
Directors	34	2	36	31	2	33
Senior management	58	10	68	57	11	68
Management	98	15	114	120	24	144
Senior Professionals	363	76	439	422	117	539
Professionals	474	128	602	465	140	604
Administrative staff / Manufacturing operators	1,093	113	1,205	918	175	1,094
Total	2,124	344	2,468	2,018	469	2,487

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND AGE

	2024					2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Executives	0.0%	44.7%	55.3%	123	0.0%	41.8%	58.2%	122	0.0%	36.9%	63.1%	126
Directors	0.0%	45.5%	54.5%	412	0.2%	46.6%	53.2%	449	0.4%	45.5%	54.1%	472
Senior management	0.5%	54.6%	44.9%	562	0.5%	54.9%	44.6%	556	0.6%	54.2%	45.2%	572
Management	2.5%	64.1%	33.4%	1,261	3.0%	64.7%	32.2%	1,270	3.0%	65.5%	31.6%	1,338
Senior Professionals	8.3%	63.8%	28.0%	2,016	8.6%	63.1%	28.4%	1,986	8.5%	64.5%	27.0%	2,016
Professionals	12.8%	64.6%	22.6%	2,646	13.7%	64.6%	21.7%	2,700	13.9%	65.5%	20.5%	2,753
Administrative staff / Manufacturing operators	34.6%	47.5%	17.9%	12,656	35.4%	47.6%	17.1%	12,936	37.0%	47.2%	15.8%	15,172
Total	25.0%	52.7%	22.3%	19,676	25.7%	52.6%	21.6%	20,019	27.7%	52.1%	20.2%	22,450

AVERAGE WORKFORCE BY PROFESSIONAL CATEGORY AND AGE - BIOTEST

		2024
	<30	30-50	>50	Total	<30	30-50	>50	Total
Executives	0.0%	27.3%	72.8%	4	0.0%	33.8%	66.2%	6
Directors	0.0%	44.2%	55.8%	36	0.0%	30.5%	69.5%	33
Senior management	0.0%	43.9%	56.1%	68	1.0%	40.9%	58.2%	68
Management	0.7%	57.4%	41.9%	114	1.5%	51.7%	46.9%	144
Senior Professionals	7.3%	68.7%	31.3%	439	8.2%	65.1%	26.7%	539
Professionals	18.0%	60.4%	21.6%	602	20.2%	58.2%	21.6%	604
Administrative staff / Manufacturing operators	26.8%	51.7%	21.5%	1,205	28.0%	47.3%	24.7%	1,094
Total	18.8%	55.9%	25.3%	2,468	19.1%	53.6%	27.3%	2,487

GRIFOLS
---------	--

AVERAGE WORKFORCE BY COUNTRY AND GENDER
	2024				2023				2022
	Women	Men	Undeclared	Other	Total	Women	Men	Undeclared/ Other	Total	Women	Men	Undeclared/ Other	Total
U.S.	7,512	4,937	107	7	12,563	8,000	5,106	38	13,143	9,965	5,679	26	15,644
Spain	1,900	2,327	0	0	4,227	1,818	2,275	1	4,095	1,798	2,284	0	4,082
Germany	957	403	0	0	1,360	1,641
RoW	730	796	0	0	1,526		1,132	8	2,781	1,599	1,099	0	2,699
Total	11,099	8,463	107	7	19,676	11,459	8,513	47	20,019	13,362	9,062	26	22,450

AVERAGE WORKFORCE BY COUNTRY AND GENDER - BIOTEST
		2024	2023
	Women	Men	Total	Women	Men	Total
Germany	875	1,091	1,966	904	1,046	1,950
RoW	391	111	501	418	119	537
Total	1,266	1,202	2,468	1,322	1,166	2,487

Workforce distribution6

WORKFORCE DISTRIBUTION BY COUNTRY
	2024	%	2023	%	2022	%
U.S.	13,534	64.0%	13,918	65.8%	16,734	69.9%
Spain	4,408	20.8%	4,181	19.8%	4,217	17.6%
Germany	1,571	7.4%
RoW	1,643	7.8%	3,045	14.4%	2,996	12.5%
Total	21,156	100.0%	21,144	100.0%	23,947	100.0%

WORKFORCE DISTRIBUTION BY COUNTRY - BIOTEST
	2024	%	2023	%	2022	%
Germany	2,139	80.2%	2,045	78.7%	1,796	75.9%
RoW	527	19.8%	552	21.3%	564	23.8%
Total	2,666	100.0%	2,597	100.0%	2,367	100.0%

WORKFORCE DISTRIBUTION BY AGE
	2024	2023	2022
<30	5,600	5,702	6,859
30-50	10,959	10,931	12,241
>50	4,597	4,511	4,847
Total	21,156	21,144	23,947

WORKFORCE DISTRIBUTION BY AGE - BIOTEST
	2024	2023	2022
<30	503	506	434
30-50	1,478	1,393	1,272
>50	685	698	661
Total	2,666	2,597	2,367

Grifols' year-end workforce was calculated as its headcount as of December 31, 2024.

WORKFORCE DISTRIBUTION BY REGION AND TYPE OF CONTRACT
	2024			2023			2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
U.S.	13,531	3	13,534	13,914	4	13,918	16,725	9	16,734
Europe	6,644	358	7,002	6,402	280	6,682	6,356	318	6,674
RoW	614	6	620	534	10	544	530	9	539
Total	20,789	367	21,156	20,850	294	21,144	23,611	336	23,947
%	98.3%	1.7%	100.0%	99%	1%	100%	98.6%	1.4%	100.0%

WORKFORCE DISTRIBUTION BY REGION AND TYPE OF CONTRACT - BIOTEST
	2024			2023			2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Europe	2,522	144	2,666	2,432	165	2,597	2,156	209	2,365
RoW	0	0	0	0	0	0	2	0	2
Total	2,522	144	2,666	2,432	165	2,597	2,158	209	2,367
%	94.6%	5.4%	100.0%	94%	6%	100%	91%	9%	100%

WORKFORCE DISTRIBUTION BY GENDER AND TYPE OF CONTRACT
	2024			2023			2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Women	11,939	206	12,145	12,096	163	12,259	14,206	182	14,388
Men	8,792	161	8,953	8,695	131	8,826	9,366	154	9,520
Undeclared	50	0	50
Other	8	0	8	59	0	59	39	0	39
Total	20,789	367	21,156	20,850	294	21,144	23,611	336	23,947
%	98.3%	1.7%	100.0%	98.6%	1.4%	100.0%	98.6%	1.4%	100.0%

WORKFORCE DISTRIBUTION BY GENDER AND TYPE OF CONTRACT - BIOTEST

	2024				2023		2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Women	1,298	99	1,397	1,247	134	1,381	1,112	157	1,269
Men	1,224	45	1,269	1,185	31	1,216	1,046	52	1,098
Total	2,522	144	2,666	2,432	165	2,597	2,158	209	2,367
%	94.6%	5.4%	100.0%	93.6%	6.4%	100.0%	91.2%	8.8%	100.0%

WORKFORCE DISTRIBUTION BY GENDER AND WORKING HOURS
	2024				2023		2022
	Full time	Part time	Total	Full time	Part time	Total	Full time	Part time	Total
Women	11,181	964	12,145	11,266	993	12,259	13,266	1,122	14,388
Men	8,625	328	8,953	8,505	321	8,826	9,168	352	9,520
Undeclared	46	4	50
Other	8	0	8	56	3	59	36	3	39
Total	19,860	1,296	21,156	19,827	1,317	21,144	22,470	1,477	23,947
%	93.9%	6.1%	100.0%	93.8%	6.2%	100.0%	93.8%	6.2%	100.0%

	GRIFOLS
--	---------

WORKFORCE DISTRIBUTION BY GENDER AND WORKING HOURS - BIOTEST
		2024			2023		2022
	Full time	Part time	Total	Full time	Part time	Total	Full time	Part time	Total
Women	986	411	1,397	984	397	1,381	912	357	1,269
Men	1,169	100	1,269	1,124	92	1,216	1,030	68	1,098
Total	2,155	511	2,666	2,108	489	2,597	1,942	425	2,367
%	80.8%	19.2%	100.0%	81.2%	18.8%	100.0%	82.0%	18.0%	100.0%

WORKFORCE DISTRIBUTION BY WORKING HOURS AND AGE
		2024			2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Full time	5,127	10,405	4,328	19,860	5,196	10,363	4,268	19,827	6,243	11,648	4,579	22,470
Part time	473	554	269	1,296	506	568	243	1,317	616	593	268	1,477
Total	5,600	10,959	4,597	21,156	5,702	10,931	4,511	21,144	6,859	12,241	4,847	23,947

WORKFORCE DISTRIBUTION BY WORKING HOURS AND AGE - BIOTEST
		2024			2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Full time	409	1,217	529	2,155	426	1,140	542	2,108	377	1,044	521	1,942
Part time	94	261	156	511	80	253	156	489	57	228	140	425
Total	503	1,478	685	2,666	506	1,393	698	2,597	434	1,272	661	2,367

	WORKFORCE DISTRIBUTION BY TYPE OF CONTRACT AND AGE
--	----------------------------------------------------	--	--	--

	2024				2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Permanent	5,496	10,815	4,478	20,789	5,628	10,814	4,408	20,850	6,763	12,113	4,735	23,611
Temporary	104	144	119	367	74	117	103	294	96	128	112	336
Total	5,600	10,959	4,597	21,156	5,702	10,931	4,511	21,144	6,859	12,241	4,847	23,947

WORKFORCE DISTRIBUTION BY TYPE OF CONTRACT AND AGE - BIOTEST

	2024				2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Permanent	436	1,425	661	2,522	434	1,318	680	2,432	346	1,173	639	2,158
Temporary	67	53	24	144	72	75	18	165	88	99	22	209
Total	503	1,478	685	2,666	506	1,393	698	2,597	434	1,272	661	2,367

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND GENDER

	2024						2023				2022
	Women	Men	Undeclared	Other	Total	Women	Men	Undeclared/ Other	Total	Women	Men	Undeclared/ Other	Total
Executives	28.0%	72.0%	0.0%	0.0%	118	23.3%	76.7%	0.0%	120	23.8%	76.2%	0.0%	122
Directors	40.7%	59.3%	0.0%	0.0%	440	38.8%	61.2%	0.0%	443	40.7%	58.9%	0.4%	484
Senior management	43.1%	56.9%	0.0%	0.0%	582	41.6%	58.4%	0.0%	553	38.8%	61.2%	0.0%	565
Management	46.8%	53.2%	0.1%	0.0%	1,300	47.0%	53.0%	0.0%	1,266	47.1%	52.7%	0.1%	1,337
Senior Professionals	48.6%	51.4%	0.0%	0.0%	2,098	48.3%	51.6%	0.1%	1,975	47.4%	52.6%	0.0%	2,054
Professionals	53.5%	46.3%	0.2%	0.0%	2,737	52.7%	47.2%	0.1%	2,701	52.4%	47.6%	0.1%	2,799
Administrative staff
/ Manufacturing	61.9%	37.7%	0.3%	0.1%	13,881	62.9%	36.7%	0.4%	14,086	65.6%	34.2%	0.2%	16,586
operators
Total	57.4%	42.3%	0.2%	0.0%	21,156	58.0%	41.7%	0.3%	21,144	60.1%	39.8%	0.2%	23,947

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND GENDER - BIOTEST

		2024			2023		2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Executives	66.7%	33.3%	3	33.3%	66.7%	6	29.7%	70.3%	37
Directors	31.4%	68.6%	35	29.4%	70.6%	34	46.9%	53.1%	209
Senior management	32.9%	67.1%	70	32.9%	67.1%	70	52.7%	47.3%	311
Management	56.7%	43.3%	127	58.3%	41.7%	144	53.4%	46.6%	191
Senior Professionals	52.9%	47.1%	478	52.1%	47.9%	562	55.2%	44.8%	279
Professionals	70.5%	29.5%	672	72.7%	27.3%	626	80.6%	19.4%	330
Administrative staff / Manufacturing operators	43.9%	56.1%	1,281	44.5%	55.5%	1,155	46.9%	53.1%	1,010
Total	52.4%	47.6%	2,666	53.2%	46.8%	2,597	53.6%	46.4%	2,367

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND TYPE OF CONTRACT

		2024			2023		2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Executives	113	5	118	115	5	120	121	1	122
Directors	438	2	440	440	3	443	481	3	484
Senior management	576	6	582	547	6	553	559	6	565
Management	1,282	18	1,300	1,248	18	1,266	1,318	19	1,337
Senior Professionals	2,075	23	2,098	1,955	20	1,975	2,033	21	2,054
Professionals	2,685	52	2,737	2,647	54	2,701	2,728	71	2,799
Administrative staff / Manufacturing operators	13,620	261	13,881	13,898	188	14,086	16,371	215	16,586
Total	20,789	367	21,156	20,850	294	21,144	23,611	336	23,947

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND TYPE OF CONTRACT - BIOTEST

		2024			2023		2022
	Permanent	Temporary	Total	Permanent	Temporary	Total	Permanent	Temporary	Total
Executives	3	0	3	6	0	6	37	0	37
Directors	34	1	35	34	0	34	203	6	209
Senior management	70	0	70	69	1	70	281	30	311
Management	124	3	127	140	4	144	181	10	191
Senior Professionals	473	5	478	530	32	562	262	17	279
Professionals	617	55	672	560	66	626	278	52	330
Administrative staff / Manufacturing operators	1,201	80	1,281	1,093	62	1,155	916	94	1,010
Total	2,522	144	2,666	2,432	165	2,597	2,158	209	2,367

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND AGE

		2024				2023			2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Executives	0.0%	40.7%	59.3%	118	0.0%	40.8%	59.2%	120	0.0%	36.9%	63.1%	122
Directors	0.0%	43.9%	56.1%	440	0.0%	44.7%	55.3%	443	0.2%	44.0%	55.8%	484
Senior management	0.3%	53.6%	46.1%	582	0.2%	55.5%	44.3%	553	0.4%	54.0%	45.7%	565
Management	2.4%	64.2%	33.4%	1,300	2.7%	64.1%	33.3%	1,266	2.2%	64.9%	32.8%	1,337
Senior Professionals	8.3%	63.9%	27.7%	2,098	7.8%	63.4%	28.8%	1,975	7.9%	64.0%	28.1%	2,054
Professionals	12.2%	65.1%	22.7%	2,737	13.4%	64.1%	22.5%	2,701	13.7%	64.8%	21.5%	2,799
Administrative staff / Manufacturing operators	36.4%	46.5%	17.1%	13,881	36.6%	46.7%	16.7%	14,086	37.9%	46.3%	15.8%	16,586
Total	26.5%	51.8%	21.7%	21,156	27.0%	51.7%	21.3%	21,144	28.6%	51.1%	20.2%	23,947

2024 Non-Financial Information Statement and Sustainability reporting 109

	GRIFOLS
--	---------

	2024					2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Executives	0.0%	33.3%	66.7%	3	0.0%	33.3%	66.7%	6	0.0%	32.4%	67.6%	37
Directors	0.0%	48.6%	51.4%	35	0.0%	32.4%	67.6%	34	0.5%	49.3%	50.2%	209
Senior management	0.0%	44.3%	55.7%	70	0.0%	44.3%	55.7%	70	9.6%	59.8%	30.5%	311
Management	0.8%	59.1%	40.2%	127	2.1%	51.4%	46.5%	144	3.1%	70.7%	26.2%	191
Senior Professionals	9.0%	61.3%	29.7%	478	9.1%	64.1%	26.9%	562	14.3%	68.1%	17.6%	279
Professionals	16.8%	60.9%	22.3%	672	20.9%	57.7%	21.4%	626	23.9%	52.4%	23.6%	330
Administrative staff / Manufacturing operators	27.0%	50.9%	22.1%	1,281	27.8%	48.0%	24.2%	1,155	27.5%	46.8%	25.6%	1,010
Total	18.9%	55.4%	25.7%	2,666	19.5%	53.6%	26.9%	2,597	18.3%	53.7%	27.9%	2,367

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND WORKING HOURS

	2024				2023		2022
	Full time	Part time	Total	Full time	Part time	Total	Full time	Part time	Total
Executives	118	0	118	118	2	120	122	0	122
Directors	414	26	440	416	27	443	449	35	484
Senior management	577	5	582	550	3	553	557	8	565
Management	1,270	30	1,300	1,234	32	1,266	1,303	34	1,337
Senior Professionals	2,058	40	2,098	1,936	39	1,975	2,001	53	2,054
Professionals	2,621	116	2,737	2,581	120	2,701	2,696	103	2,799
Administrative staff / Manufacturing operators	12,802	1,079	13,881	12,992	1,094	14,086	15,342	1,244	16,586
Total	19,860	1,296	21,156	19,827	1,317	21,144	22,470	1,477	23,947

WORKFORCE DISTRIBUTION BY PROFESSIONAL CATEGORY AND WORKING HOURS - BIOTEST

		2024			2023		2022
	Full time	Part time	Total	Full time	Part time	Total	Full time	Part time	Total
Executives	3	0	3	6	0	6	34	3	37
Directors	32	3	35	32	2	34	180	29	209
Senior management	60	10	70	57	13	70	229	82	311
Management	106	21	127	119	25	144	172	19	191
Senior Professionals	367	111	478	435	127	562	220	59	279
Professionals	481	191	672	485	141	626	260	70	330
Administrative staff / Manufacturing operators	1,106	175	1,281	974	181	1,155	847	163	1,010
Total	2,155	511	2,666	2,108	489	2,597	1,942	425	2,367

WORKFORCE DISTRIBUTION BY COUNTRY AND GENDER

	2024					2023				2022
	Women		Men Undeclared	Other	Total	Women	Men	Undeclared/ Other	Total	Women		Men Undeclared/ Other	Total
U.S.	8,214	5,262	50	8	13,534	8,518	5,341	59	13,918	10,655	6,041	38	16,734
Spain	2,009	2,399	0	0	4,408	1,891	2,290	0	4,181	1,877	2,340	0	4,217
Germany	1,132	439	0	0	1,571	1,850		0		3,045 1,856	1,139	1	2,996
RoW	790	853	0	0	1,643		1,195
Total	12,145	8,953	50	8	21,156	12,259	8,826	59	21,144	14,388	9,520	39	23,947

WORKFORCE DISTRIBUTION BY COUNTRY AND GENDER - BIOTEST

			2023		2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Germany	980	1,159	2,139	949	1,096	2,045	840	956	1,796
RoW	417	110	527	432	120	552	424	140	564
Total	1,397	1,269	2,666	1,381	1,216	2,597	1,269	1,098	2,367

2024 Non-Financial Information Statement and Sustainability reporting 110

Joiners and leavers

	NEW HIRES BY GENDER
			2024			2023				2022
	Women	Men	Undeclared	Other	Total	Women	Men	Undeclared/ Other	Total	Women	Men	Undeclared/ Other	Total
Total number of employees	12,145	8,953	50	8	21,156	12,259	8,826	59	21,144	14,388	9,520	39	23,947
Joiners7	3,933	2,098	50	2	6,083	4,160	2,037	49	6,246	8,296	3,208	64	11,568
Ratio (joiners/ number of employees)8	32.4%	23.4%	100.0%	25.0%	28.8%	33.9%	23.1%	83.1%	29.5%	57.7%	33.7%	164.1%	48.3%

NEW HIRES BY GENDER - BIOTEST

	2024				2023		2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Total number of employees	1,266	1,202	2,468	1,322	1,165	2,487	1,269	1,098	2,367
Joiners (FTE) 7	256	192	448	359	212	571	362	220	582
Ratio (joiners/average number of employees) 9	20.2%	16.0%	18.2%	27.2%	18.2%	23.0%	28.5%	20.0%	24.6%

NEW HIRES BY AGE

	2024				2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Total number of employees	5,600	10,959	4,597	21,156	5,702	10,931	4,511	21,144	6,859	12,241	4,847	23,947
Joiners7	3,323	2,318	442	6,083	3,521	2,318	407	6,246	6,418	4,339	811	11,568
Ratio (joiners/number of employees)8	59.3%	21.2%	9.6%	28.8%	61.8%	21.2%	9.0%	29.5%	93.6%	35.4%	16.7%	48.3%

NEW HIRES BY AGE - BIOTEST

	2024
	<30	30-50	>50	Total
Total number of employees	464	1,379	625	2,468
Joiners (FTE) 7	179	202	67	448
Ratio (joiners/number of employees)8	38.6%	14.7%	10.7%	18.2%

NEW HIRES BY REGION

	2024		2023		2022
	Joiners7	Ratio (joiners/number of employees)8	Joiners7	Ratio (joiners/number of employees)8	Joiners7	Ratio (joiners/number of employees)8
U.S.	4,736	35.0%	5,168	37.1%	10,339	61.8%
Europe	1,200	17.1%	970	14.5%	1,136	1.7%
RoW	147	23.7%	108	19.9%	93	17.3%
Total	6,083	28.8%	6,246	29.5%	11,568	48.3%

NEW HIRES BY REGION - BIOTEST

		2024
	Joiners FTE7	Ratio (joiners/average number of employees)9
Europe	448	18.2%
RoW	0	0.0%
Total	448	18.2%

Employees from acquisitions at the time of the transaction are not included as new hires. They are reflected as increases to the total workforce thereafter.
New hires are reported in headcount (HC), with the ratio calculated using the total workforce as the base.
New hires are reported in full-time equivalents (FTE), with the ratio calculated using the average workforce as the base.

GRIFOLS
---------	--

EMPLOYEE TURNOVER BY GENDER
			2024					2023		2022
	Women	Men	Undeclared	Other	Total	Women	Men	Undeclared/ Other	Total	Women	Men	Undeclared/ Other	Total
Total number of employees	12,145	8,953	50	8	21,156	12,259	8,826	59	21,144	14,388	9,520	39	23,947
Leavers	4,402	2,038	38	2	6,480	6,165	2,695	34	8,894	7,666	2,885	31	10,582
Ratio (leavers/ number of employees)	36.2%	22.8%	76.0%	25.0%	30.6%	50.3%	30.5%	57.6%	42.1%	53.3%	30.3%	79.5%	44.2%

EMPLOYEE TURNOVER BY GENDER - BIOTEST

		2024			2023		2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Total number of employees	1,397	1,269	2,666	1,381	1,216	2,597	1,269	1,098	2,367
Leavers	224	140	364	218	95	313	227	105	332
Ratio (leavers/number of employees)	16.0%	11.0%	13.7%	15.8%	7.8%	12.1%	17.9%	9.6%	14.0%

EMPLOYEE TURNOVER BY AGE

	2024					2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Total number of employees	5,600	10,959	4,597	21,156	5,702	10,931	4,511	21,144	6,859	12,241	4,847	23,947
Leavers	3,046	2,630	804	6,480	3,946	3,800	1,148	8,894	5,126	4,330	1,126	10,582
Ratio (leavers/ number of employees)	54.4%	24.0%	17.5%	30.6%	69.2%	34.8%	25.4%	42.1%	74.7%	35.4%	23.2%	44.2%

EMPLOYEE TURNOVER BY AGE - BIOTEST

	2024
	<30	30-50	>50	Total
Total number of employees	503	1,478	685	2,666
Leavers	110	170	84	364
Ratio (leavers/number of employees)	21.9%	11.5%	12.3%	13.7%

EMPLOYEE TURNOVER BY REGION

	2024		2023		2022
	Leavers	Ratio (leavers/ number of employees)	Leavers	Ratio (leavers/ number of employees)	Leavers	Ratio (leavers/ number of employees)
U.S.	5,552	41.0%	7,800	56.0%	9,514	56.9%
Europe	861	12.3%	997	14.9%	950	14.2%
RoW	67	10.8%	97	17.8%	118	21.9%
Total	6,480	30.6%	8,894	42.1%	10,582	44.2%

EMPLOYEE TURNOVER BY REGION - BIOTEST

		2024
	Leavers	Ratio (leavers/number of employees)
Europe	364	13.7%
RoW	0	0.0%
Total	364	13.7%

GRIFOL

LEAVERS BY PROFESSIONAL CATEGORY
	2024	2023	2022
Executives	25	27	26
Directors	52	111	80
Senior management	32	66	75
Management	122	233	186
Senior Professionals	200	312	308
Professionals	351	564	537
Administrative staff / Manufacturing operators	5,698	7,581	9,370
Total	6,480	8,894	10,582

LEAVERS BY PROFESSIONAL CATEGORY - BIOTEST
	2024	2023	2022
Executives	1	2	3
Directors	7	1	15
Senior management	7	7	43
Management	11	13	17
Senior Professionals	64	54	17
Professionals	81	65	60
Administrative staff / Manufacturing operators	193	171	177
Total	364	313	332

VOLUNTARY AND NON-VOLUNTARY LEAVES

	2024				2023		2022
	Voluntary	Non-voluntary	Total	Voluntary	Non-voluntary	Total	Voluntary	Non-voluntary	Total
Executives	6%	15%	21%	8%	14%	23%	7%	15%	21%
Directors	5%	6%	12%	8%	17%	25%	8%	9%	17%
Senior management	2%	3%	6%	4%	8%	12%	8%	6%	13%
Management	5%	4%	9%	8%	11%	18%	8%	5%	14%
Senior Professional	7%	3%	10%	8%	8%	16%	10%	5%	15%
Professionals	7%	5%	13%	10%	10%	21%	13%	7%	19%
Administrative staff / Manufacturing operators	29%	12%	41%	36%	18%	54%	47%	19%	56%
Total	21%	10%	31%	27%	15%	42%	36%	9%	44%

VOLUNTARY AND NON-VOLUNTARY LEAVES - BIOTEST

		2024		2023
	Voluntary	Non-voluntary	Total	Voluntary	Non-voluntary	Total
Executives	0%	0%	0%	33%	0%	33%
Directors	2%	0%	2%	3%	0%	3%
Senior management	2%	0%	2%	6%	4%	10%
Management	3%	0%	3%	6%	3%	9%
Senior Professional	16%	2%	18%	8%	2%	10%
Professionals	19%	3%	22%	9%	1%	10%
Administrative staff / Manufacturing operators	37%	10%	47%	11%	3%	15%
Total	11%	2%	14%	10%	3%	12%

Dimissals

	DISMISSALS BY COUNTRY AND GENDER
	2024						2023				2022
	Women		Men Undeclared	Other	Total	Women		Men Undeclared/ Other	Total	Women		Men Undeclared/ Other	Total
U.S.	1,008	476	9	0	1,493	1,706	860	12	2,578	977	500	8	1,485
Spain	29	43	0	0	72	55	79	0	134	25	40	0	65
Germany	24	12	0	0	36
RoW	25	33	0	0	58	105	66	0	171	52	23	0	75
Total	1,086	564	9	0	1,659	1,866	1,005	12	2,883	1,054	563	8	1,625
%	65.5%	34.0%	0.5%	0.0%	100.0%	64.7%	34.9%	0.4%	100.0%	64.9%	34.6%	0.5%	100.0%

DISMISSALS BY COUNTRY AND GENDER - BIOTEST
		2024			2023			2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Germany	23	18	41	29	20	49	14	17	31
RoW	16	7	23	16	1	17	25	6	31
Total	39	25	64	45	21	66	39	23	62
%	60.9%	39.1%	100.0%	68.2%	31.8%	100.0%	62.9%	37.1%	100.0%

DISMISSALS BY PROFESSIONAL CATEGORY AND COUNTRY
		2024			2023			2022
	U.S.	Spain	Germany	RoW	U.S.	Spain	RoW	U.S.	Spain	RoW
Executives	1	9	0	2	9	3	0	10	2	0
Directors	11	2	0	2	57	7	3	17	3	6
Senior management	6	0	0	2	16	14	2	8	9	2
Management	17	2	0	9	96	18	5	35	13	4
Senior Professionals	27	3	0	3	83	24	14	53	9	5
Professionals	71	5	10	13	169	21	41	114	6	13
Administrative staff / Manufacturing operators	1,360	51	26	27	2,148	47	106	1,248	23	45
Total	1,493	72	36	58	2,578	134	171	1,485	65	75

DISMISSALS BY PROFESSIONAL CATEGORY AND COUNTRY - BIOTEST
	2024		2023		2022
	Germany	RoW	Germany	RoW	Germany	RoW
Executives	0	0	0	0	1	0
Directors	0	1	0	0	3	0
Senior management	0	0	3	0	0	2
Management	0	1	4	1	1	7
Senior Professionals	5	1	7	2	1	0
Professionals	1	10	3	6	1	12
Administrative staff / Manufacturing operators	35	10	32	8	24	10
Total	41	23	49	17	31	31

GRIFOLS
---------	--

DISMISSALS BY COUNTRY AND AGE
	2024					2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
U.S.	676	657	160	1,493	962	1,226	390	2,578	606	680	199	1,485
Spain	10	35	27	72	13	80	41	134	4	37	24	65
Germany	10	15	11	36				171	14	34	27	75
RoW	14	25	19	58	43	90	38
Total	710	732	217	1,659	1,018	1,396	469	2,883	624	751	250	1,625
%	42.8%	44.1%	13.1%	100.0%	35.3%	48.4%	16.3%	100.0%	38.4%	46.2%	15.4%	100.0%

DISMISSALS BY COUNTRY AND AGE - BIOTEST

		2024				2023				2022
	<30	30-50	>50	Total	<30	30-50	>50	Total	<30	30-50	>50	Total
Germany	8	19	14	41	17	14	18	49	11	13	7	31
RoW	9	10	4	23	9	6	2	17	8	16	7	31
Total	17	29	18	64	26	20	20	66	19	29	14	62
%	26.6%	45.3%	28.1%	100.0%	39.4%	30.3%	30.3%	100.0%	30.6%	46.8%	22.6%	100.0%

Absenteeism

BREAKDOWN OF ABSEENTISM BY TYPE AND COUNTRY
			2024		2023					2022
	U.S.	Spain	Germany	RoW	Total General	U.S.	Spain	RoW	Total General	U.S.	Spain	RoW	Total General
Illness	445,410	390,266	273,437	31,609	1,140,722	564,089	344,969	291,370	1,200,427	586,913	380,924	315,499	1,283,336
Work accident	21,916	24,448	3,351	0	49,715	19,955	22,970	4,206	47,130	36,928	66,324	3,494	106,746
Maternity / Paternity	116,183	98,422	84,462	18,888	317,955	58,141	101,864	112,059	272,064	112,717	127,633	135,339	375,689
Paid leave	34,730	68,942	30,091	3,531	137,294	1,821	62,124	28,627	92,572	120,422	50,080	36,336	206,838
Unpaid leave	91,188	2,873	3,014	6,213	103,288	123,032	2,725	5,888	131,646	177,047	1,582	26,371	205,000
Total	709,427	584,951	394,355	60,241	1,748,974	767,038	534,652	442,150	1,743,839	1,034,027	626,543	517,040	2,177,610

BREAKDOWN OF ABSEENTISM BY TYPE AND COUNTRY - BIOTEST
		2024			2022
	Germany	RoW	Total	Germany	RoW	Total	Germany
Illness	316,293	37,554	353,847	265,158	29,752	294,910	239,233
Work accident	4,151	264	4,415	1,855	568	2,423	4,269
Maternity / Paternity	111,435	64,666	176,102	104,268	78,022	182,290	117,082
Paid leave	59,391	80,997	140,388	49,479	81,165	130,644	104,505
Unpaid leave	6,778	3,076	9,853	5,477	393	5,870	3,994
Total	498,048	186,557	684,605	426,237	189,900	616,137	469,083

BREAKDOWN OF ABSENTEEISM BY TYPE AND COUNTRY

				2024
	Women	Men	Undeclared	Other	Total	Women %	Men %	Undeclared %	Other %
Illness	782,564	357,159	1,000	0	1,140,723	68.6%	31.3%	0.1%	0.0%
Work accident	30,752	18,963	0	0	49,715	61.9%	38.1%	0.0%	0.0%
Maternity / Paternity	220,969	96,895	91	0	317,955	69.5%	30.5%	0.0%	0.0%
Paid leave	77,303	59,931	24	36	137,294	56.3%	43.7%	0.0%	0.0%
Unpaid leave	62,175	41,113	0	0	103,288	60.2%	39.8%	0.0%	0.0%
Total	1,173,763	574,061	1,115	36	1,748,975	67.1%	32.8%	0.1%	0.0%

BREAKDOWN OF ABSENTEEISM BY TYPE AND COUNTRY

	2023
	Women	Men	Undeclared/Other	Total	Women %	Men %
Illness	839,516	358,368	2,543	1,200,427	69.9%	29.9%
Work accident	20,016	27,114	0	47,130	42.5%	57.5%
Maternity / Paternity	192,076	79,846	143	272,064	70.6%	29.3%
Paid leave	50,834	41,735	3	92,572	54.9%	45.1%
Unpaid leave	79,661	51,984	0	131,646	60.5%	39.5%
Total	1,182,103	559,047	2,689	1,743,839	67.8%	32.1%

BREAKDOWN OF ABSENTEEISM BY TYPE AND COUNTRY

	2022
	Women	Men	Undeclared/Other	Total	Women %	Men %
Illness	905,342	377,063	932	1,283,337	70.5%	29.4%
Work accident	65,402	41,345	0	106,747	61.3%	38.7%
Maternity / Paternity	298,566	77,123	0	375,689	79.5%	20.5%
Paid leave	134,921	71,836	80	206,837	65.2%	34.7%
Unpaid leave	141,841	63,159	0	205,000	69.2%	30.8%
Total	1,546,072	630,526	1,012	2,177,610	71.0%	29.0%

BREAKDOWN OF ABSENTEEISM BY TYPE AND COUNTRY - BIOTEST

	2024
	Women	Men	Total	Women %	Men %
Illness	187,592	166,255	353,847	53.0%	47.0%
Work accident	1,616	2,799	4,415	36.6%	63.4%
Maternity / Paternity	160,641	15,461	176,102	91.2%	8.8%
Paid leave	85,345	55,043	140,388	60.8%	39.2%
Unpaid leave	4,513	5,340	9,853	45.8%	54.2%
Total	439,706	244,898	684,605	64.2%	35.8%

BREAKDOWN OF ABSENTEEISM BY TYPE AND COUNTRY - BIOTEST

	2023
	Women	Men	Total	Women %	Men %
Illness	156,490	138,420	294,910	53.1%	46.9%
Work accident	1,142	1,281	2,423	47.1%	52.9%
Maternity / Paternity	171,822	10,469	182,290	94.3%	5.7%
Paid leave	80,317	50,327	130,644	61.5%	38.5%
Unpaid leave	2,243	3,627	5,870	38.2%	61.8%
Total	412,013	204,124	616,137	66.9%	33.1%

BREAKDOWN OF ABSENTEEISM BY TYPE AND COUNTRY - BIOTEST

	2022
	Women	Men	Total	Women %	Men %
Illness	116,069	123,164	239,233	48.5%	51.5%
Work accident	554	3,715	4,269	13.0%	87.0%
Maternity / Paternity	104,782	12,300	117,082	89.5%	10.5%
Paid leave	37,850	66,655	104,505	36.2%	63.8%
Unpaid leave	2,164	1,830	3,994	54.2%	45.8%
Total	261,420	207,664	469,083	55.7%	44.3%

Training hours

BREAKDOWN IN TRAINING HOURS BY PROFESSIONAL CATEGORY AND GENDER

	2024
	Women	Men	Undeclared	Other	Total	Average training hours
Executives	458	1,870	0	0	2,328	19.7
Directors	6,717	9,135	0	0	15,852	36.0
Senior management	11,404	13,498	0	0	24,902	42.8
Management	27,849	30,032	0	0	57,881	44.5
Senior Professionals	49,104	58,086	43	0	107,233	51.1
Professionals	362,753	234,393	1,660	0	598,806	218.8
Administrative staff / Manufacturing operators	3,542,313	1,495,439	19,907	3,044	5,060,703	364.6
Total	4,000,598	1,842,453	21,610	3,044	5,867,705	277.4
% by gender	68.2%	31.4%	0.4%	0.1%	100.0%
Average training hours per headcount	329.4	205.8	432.2	380.5	277.4
Average training hours per FTE	360.4	217.7	202.0	434.9	298.2

BREAKDOWN IN TRAINING HOURS BY PROFESSIONAL CATEGORY AND GENDER

	2023
	Women	Men	Undeclared/ Other	Total	Average training hours
Executives	426	1,323	0	1,749	14.6
Directors	5,315	8,876	10	14,201	32.1
Senior management	9,945	12,615	0	22,560	40.8
Management	29,269	35,574	0	64,843	51.2
Senior Professionals	55,040	56,869	165	112,074	56.7
Professionals	200,798	149,146	825	350,769	129.9
Administrative staff / Manufacturing operators	3,529,520	1,469,488	17,374	5,016,382	356.1
Total	3,830,313	1,733,891	18,374	5,582,578	264.0
% by gender	68.6%	31.1%	0.3%	100.0%
Average training hours per headcount	312.4	196.5	310.5	264.0
Average training hours per FTE	347.5	210.0	481.0	289.0

BREAKDOWN IN TRAINING HOURS BY PROFESSIONAL CATEGORY AND GENDER

	2022
	Women	Men	Undeclared/ Other	Total	Average training hours
Executives	512	1,349	0	1,861	15.3
Directors	6,432	8,889	46	15,367	31.8
Senior management	8,280	11,647	0	19,927	35.3
Management	20,143	26,018	12	46,173	34.5
Senior Professionals	46,076	56,366	17	102,459	49.9
Professionals	102,709	92,304	434	195,447	69.8
Administrative staff / Manufacturing operators	3,127,749	1,196,391	13,440	4,337,580	261.5
Total	3,311,901	1,392,964	13,949	4,718,814	197.1
% by gender	70.2%	29.5%	0.3%	100.0%
Average training hours per headcount	230.2	146.3	357.7	197.1
Average training hours per FTE	257.5	159.2	567.8	218.1

BREAKDOWN IN TRAINING HOURS BY PROFESSIONAL CATEGORY AND GENDER - BIOTEST

	2024				2023				2022
	Women	Men	Total	Average training hours	Women	Men	Total	Average training hours	Women	Men	Total	Average training hours
Executives	66	10	77	25.6	33	37	70	11.7	218	545	763	20.6
Directors	163	312	475	13.6	197	424	621	18.3	2,058	2,352	4,409	21.1
Senior management	348	757	1,104	15.8	329	1,028	1,357	19.4	3,673	3,000	6,673	21.5
Management	830	706	1,536	12.1	1,325	1,016	2,341	16.3	2,298	1,860	4,158	21.8
Senior Professionals	4,649	4,175	8,825	18.5	5,745	6,841	12,586	22.4	3,897	2,714	6,611	23.7
Professionals	7,355	3,560	10,915	16.2	8,526	3,753	12,279	19.6	6,919	1,392	8,311	25.2
Administrative staff / Manufacturing operators	12,604	16,834	29,438	23.0	10,881	18,700	29,580	25.6	1,025	10,749	20,775	20.6
Total	26,015	26,354	52,370	19.6	27,036	31,798	58,835	22.7	29,088	22,612	51,700	21.8
% by gender	49.7%	50.3%	100.0%		46.0%	54.0%	100.0%		56.3%	43.7%	100.0%
Average training hours per headcount	18.6	20.8	19.6		19.6	26.1	22.7		22.6	20.5	21.6
Average training hours per FTE	20.6	21.9	21.2		20.5	27.3	23.7		ND	ND	ND

BREAKDOWN IN TRAINING HOURS BY COUNTRY AND GENDER

	2024
	Women	Men	Undeclared	Other	Total	Training days per employee	% of employees that received training
U.S.	3,712,037	1,586,542	21,609	3,044	5,323,232	31.45	96.9%
Spain	156,362	180,140	0	0	336,502	1.99	96.4%
Germany	106,877	42,431	0	0	149,308	0.88	98.6%
RoW	25,323	33,339	0	0	58,662	0.35	90.8%
Total	4,000,599	1,842,452	21,609	3,044	5,867,704	34.67	NA

BREAKDOWN IN TRAINING HOURS BY COUNTRY AND GENDER

	2023
	Women	Men	Undeclared/Other	Total	Training days per employee	% of employees that received training
U.S.	3,481,344	1,462,761	18,322	4,962,428	29.34	94.4%
Spain	132,220	171,070	0	303,291	1.79	96.5%
RoW	216,748	100,109	0	316,857	1.87	91.8%
Total	3,830,312	1,733,940	18,322	5,582,576	33.00	NA

BREAKDOWN IN TRAINING HOURS BY COUNTRY AND GENDER

	Women	Men	Undeclared/Other	Total
U.S.	3,105,514	1,190,597	13,949	4,310,060
Spain	115,414	153,995	0	269,409
RoW	90,972	48,373	0	139,345
Total	3,311,900	1,392,965	13,949	4,718,814

BREAKDOWN IN TRAINING HOURS BY COUNTRY AND GENDER - BIOTEST

	2024		2023		2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Germany	18,050	24,182	42,232	20,626	29,701	50,327	16,649	18,948	35,597
RoW	7,965	2,172	10,137	6,410	2,097	8,507	12,062	3,584	15,645
Total	26,015	26,354	52,369	27,036	31,798	58,835	29,088	22,612	51,700

BREAKDOWN IN TRAINING HOURS IN HEALTH AND SAFETY AND ENVIRONMENT			BREAKDOWN IN TRAINING HOURS IN HEALTH AND SAFETY AND ENVIRONMENT - BIOTEST
	2024	2023	2022		2024	2023	2022
Total	46,542	96,759	170,240	Total	8,132	5,758	5,230

Performance Reviews

PERCENTAGE OF EMPLOYEES RECEIVING REGULAR PERFORMANCE AND CAREER DEVELOPMENT REVIEWS

	2024	2023	2022
Executives	100.0%	88.9%	41.9%
Directors	99.8%	99.4%	81.8%
Senior management	99.4%	99.2%	86.5%
Management	99.7%	99.6%	89.1%
Senior Professionals	99.9%	99.5%	88.5%
Professionals	99.6%	99.4%	88.2%
Administrative staff / Manufacturing operators	99.8%	99.3%	83.6%
Total	99.8%	99.2%	86.0%

PERCENTAGE OF EMPLOYEES RECEIVING REGULAR PERFORMANCE AND CAREER DEVELOPMENT REVIEWS

Women 99.7% 99.4% 85.2% Men 99.9% 99.4% 87.1%

Total 99.8% 99.2% 86.0%

2024 2023 2022

0.0% 50.0%

PERCENTAGE OF EMPLOYEES RECEIVING REGULAR PERFORMANCE AND CAREER DEVELOPMENT REVIEWS - BIOTEST

	2024	2023
Executives	NA	100%
Directors	NA	94%
Senior management	NA	100%
Management	NA	94%
Senior Professionals	NA	92%
Professionals	NA	85%
Administrative staff / Manufacturing operators	NA	94%
Total	NA	91%

There is no information available regarding Biotest's performance reviews for 2024.

PERCENTAGE OF EMPLOYEES RECEIVING REGULAR PERFORMANCE AND CAREER DEVELOPMENT REVIEWS BY GENDER - BIOTEST

	2024	2023
Women	NA	86.1%
Men	NA	97.5%
Total	NA	91.4%

There is no information available regarding Biotest's performance reviews for 2024.

Parental leave

Undeclared 0.0%

Other 100.0%

BY GENDER

PARENTAL LEAVE AND RETURN TO WORK10

	2024				2023			2022
	Women	Men	Undeclared	Other	Total	Women	Men	Total	Women	Men	Total
Nº employees that were entitled to parental leave	100%	100%	100%	100%	100%	100%	100%	100%	100%	100%	100%
Nº employees that took parental leave	435	307	1	0	743	284	234	518	405	238	643
Nº employees that returned to work in the reporting period after parental leave ended	314	231	0	0	545	226	167	393	465	245	710
Return to work rate	69%	88%	0%	0%	76%	74%	89%	79%	83%	94%	87%
Total number of employees that returned to work after parental leave ended that were still employed 12 months after their return to work	161	137	1	0	299	237	184	421	246	160	406
Retention rate	71%	82%	0%	0%	76%	61%	80%	68%	56%	80%	64%

Efforts are under way to report information related to family leave.

GRIFOLS
---------	--

PARENTAL LEAVE AND RETURN TO WORK - BIOTEST
		2024		2023
	Women	Men	Total	Women	Men	Total
Nº employees that were entitled to parental leave	100%	100%	100%	100%	100%	100%
Nº employees that took parental leave	157	52	209	171	47	218
Nº employees that returned to work in the reporting period after parental leave ended	52	47	99	65	39	104
Return to work rate	95%	100%	97%	97%	100%	98%
Total number of employees that returned to work after parental leave ended that were still employed 12 months after their return to work	56	39	95	49	40	89
Retention rate	33%	83%	44%	29%	85%	41%
Percentage of entitled employees that took family-related leaves 11	15%	11%	25%	NA	NA	NA

Contribution to long-term saving systems

CONTRIBUTION TO LONG-TERM SAVING SYSTEMS

Miles de euros			2024
	Women	Men	Undeclared	Others	Total
Spain	559.9	699.4	0	0	1,259.3
U.S.	13,944.6	14,193.2	2,893.0	4.5	31,035.3
Germany	358.8	244.0	0	0	602.9
RoW	234.6	328.9	0	0	563.6
Total	15,097.9	15,465.6	2,893.0	4.5	33,461.0
%	45.1%	46.2%	8.6%	0.0%	100.0%

CONTRIBUTION TO LONG-TERM SAVING SYSTEMS

Miles de euros		2023			2022
	Women	Men	Total	Women	Men	Total
Spain	472.9	606.0	1,079.0	448.7	584.1	1,032.8
U.S.	14,502.9	15,627.6	30,130.5	15,406.4	15,652.4	31,058.8
RoW	516.5	436.8	953.2	384.4	412.2	796.6
Total	15,492.3	16,670.3	32,162.7	16,239.5	16,648.7	32,888.2
%	48.2%	51.8%	100.0%	49.4%	50.6%	100.0%

CONTRIBUTION TO LONG-TERM SAVING SYSTEMS - BIOTEST

Euros	2024			202312
	Women	Men	Total	Women	Men	Total
Germany	1,789,625	2,892,919	4,682,544	NAP	NAP	4,920,204
RoW	46,756	82,881	129,638	46,760	86,771	133,531
Total	1,836,381	2,975,800	4,812,182	46,760	86,771	5,053,735
%	38.2%	61.8%	100.0%	0.9%	1.7%	100.0%

100% of Biotest employees are entitled to take family leave.
Data is not broken down for Germany for reasons of confidentiality and personal data protection.

Accidental rate

ACCIDENT RATE
	U.S. 2024		U.S. 2023		U.S. 2022
	Women	Men	Women	Men	Women	Men
Total number of work accidents with leave13 (LTI) without leave (NLTI) and first aid (FA)	702	353	793	364	928	373
Total number of work accidents with leave14 (LTI)	51	26	48	30	76	19
Hours worked	13,950,784	9,536,219	14,720,459	9,973,427	19,160,137	11,166,314
Accident Frequency Index15	3.7	2.7	3.3	3.0	4.0	1.7
Severity Index16	0.05	0.03	0.07	0.07	0.11	0.09
Number of fatalities as a result of work-related injuries and work-related ill health	0	0	0	0	NA	NA
Number of work accidents (contractors)	0	1	2	3	NA	NA
Number of days lost to work-related injuries and fatalities from workrelated accidents, work-related ill health and fatalities from ill health1717	719	241	NA	NA	NA	NA
Number of cases of recordable work-related ill health	0	0	NA	NA	NA	NA

ACCIDENT RATE

	Spain 2024		Spain 2023		Spain 2022
	Women	Men	Women	Men	Women	Men
Total number of work accidents with leave13 (LTI) without leave (NLTI) and first aid (FA)	105	118	108	116	90	122
Total number of work accidents with leave14 (LTI)	33	36	29	40	26	42
Hours worked	3,106,277	3,835,455	3,008,221	3,752,636	2,939,603	3,724,420
Accident Frequency Index15	10.6	9.4	9.6	10.7	8.8	11.3
Severity Index16	0.4	0.3	0.3	0.3	0.3	0.3
Number of fatalities as a result of work-related injuries and work-related ill health	0	0	0	0	NA	NA
Number of work accidents (contractors)	9	6	10	6	NA	NA
Number of days lost to work-related injuries and fatalities from workrelated accidents, work-related ill health and fatalities from ill health1717	1,182	1,068	NA	NA	NA	NA
Number of cases of recordable work-related ill health	0	0	NA	NA	NA	NA

ACCIDENT RATE

	Ireland 2024		Ireland 2023		Ireland 2022
	Women	Men	Women	Men	Women	Men
Total number of work accidents with leave13 (LTI) without leave (NLTI) and first aid (FA)	14	12	11	9	7	3
Total number of work accidents with leave14 (LTI)	0	1	2	2	0	1
Hours worked	327,908	414,575	331,650	422,262	259,428	339,417
Accident Frequency Index15	0	2.4	6.0	4.7	0	2.9
Severity Index16	0	0.03	0.02	0.07	0	0
Number of fatalities as a result of work-related injuries and work-related ill health	0	0	0	0	NA	NA
Number of work accidents (contractors)	0	0	0	2	NA	NA
Number of days lost to work-related injuries and fatalities from workrelated accidents, work-related ill health and fatalities from ill health1717	0	11	NA	NA	NA	NA
Number of cases of recordable work-related ill health	0	0	NA	NA	NA	NA

Total sum of accidents with sick leave (non itinere), accidents without sick leave and first aid cases.
Total number of accidents with sick leave (non itinere), excluding COVID.
Number of work accidents with sick leave (non itinere) excluding COVID / total number of actual hours worked * 10^6.
Number of workdays lost due to work accidents with sick leave excluding COVID (non itinere) / total number of actual hours worked *10^3 17. Lost days are calculated as the difference between the calendar days (without excluding holidays or vacation days) between the return-to-work date and the sick leave date.

ACCIDENT RATE

	Germany 2024		Germany 2023		Germany 2022
	Women	Men	Women	Men	Women	Men
Total number of work accidents with leave13 (LTI) without leave (NLTI) and first aid (FA)	80	20	41	17	63	13
Total number of work accidents with leave14 (LTI)	3	1	5	3	20	4
Hours worked	1,553,786	708,437	1,584,078	700,757	1,383,458	664,814
Accident Frequency Index15	1.9	1.4	3.2	4.3	14.5	6.0
Severity Index16	0.01	0.2	0.02	0.05	0.1	0.1
Number of fatalities as a result of work-related injuries and work-related ill health	0	0	0	0	NA	NA
Number of work accidents (contractors)	0	1	0	0	NA	NA
Number of days lost to work-related injuries and fatalities from workrelated accidents, work-related ill health and fatalities from ill health1717	15	147	NA	NA	NA	NA
Number of cases of recordable work-related ill health	0	0	NA	NA	NA	NA

ACCIDENT RATE - BIOTEST

	Germany 2024		Germany 2023		Germany 2022
	Women	Men	Women	Men	Women	Men
Total number of work accidents with leave13 (LTI) without leave (NLTI) and first aid (FA)	42	91	17	21	61	26
Total number of work accidents with leave14 (LTI)	12	32	14	18	9	23
Hours worked	1,385,493	1,702,268	1,608,089	2,029,541	1,451,784	1,792,284
Accident Frequency Index15	8.7	18.8	8.7	8.9	6.2	12.8
Severity Index16	0.08	0.3	0.23	0.18	0.26	0.05
Number of fatalities as a result of work-related injuries and work-related ill health	0	0	128.00	134.00	NA	NA
Number of work accidents (contractors)	2	2	NA	NA	NA	NA
Number of days lost to work-related injuries and fatalities from workrelated accidents, work-related ill health and fatalities from ill health1717	110	478	NA	NA	NA	NA
Number of cases of recordable work-related ill health	0	0	NA	NA	NA	NA

Average wage18, 19

AVERAGE WAGE BY PROFESSIONAL CATEGORY AND GENDER / SPAIN - IN EUROS

Professional category		Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
Women		215.5	234,199.4	287,311.2
Executives	Men	358.8	294,979.5	283,288.9
	Women	93.3	111,424.2	106,426.4
Directors	Men	101.5	126,485.0	122,761.5
	Women	65.1	80,243.2	77,615.6
Senior management Men		69.0	85,223.4	82,403.3
Women Management Men		44.1	57,197.7	56,150.6
		47.5	61,608.1	59,679.4
	Women	32.8	44,306.0	42,881.6
Senior professionals	Men	34.6	47,444.7	46,370.8
	Women	30.1	38,582.9	37,776.2
Professionals	Men	36.1	40,571.3	39,319.5
Administrative staff /	Women	28.4	28,917.7	28,202.0
Manufacturing operators	Men	31.0	29,434.8	28,774.1

Total sum of accidents with sick leave (non itinere), accidents without sick leave and first aid cases.
Total number of accidents with sick leave (non itinere), excluding COVID.
Number of work accidents with sick leave (non itinere) excluding COVID / total number of actual hours worked * 10^6.
Number of workdays lost due to work accidents with sick leave excluding COVID (non itinere) / total number of actual hours worked *10^3
Lost days are calculated as the difference between the calendar days (without excluding holidays or vacation days) between the return-to-work date and the sick leave date.
For reasons of confidentiality and personal data protection, remuneration data is not shown for professional categories with fewer than four individuals of each gender.
Grifols' 2024 data is presented in compliance with disclosure requirement S1-16 of the Corporate Sustainability Reporting Directive (CSRD), which mandates that information on the gender pay gap include the average gross hourly wage of all employees. For this reason, the average hourly remuneration includes supplementary or variable components. Data for 2023 and 2022 reflect the average gross annual remuneration, excluding supplementary or variable components.

GRIFOLS
---------

AVERAGE WAGE BY PROFESSIONAL CATEGORY AND GENDER / U.S. - USD

PLASMA CENTERS Professional category		Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
Executives	Women	NAP	NAP	423,128.9
	Men	NAP	NAP	327,646.3
Directors	Women	122.0	228,290.9	200,068.6
	Men	129.7	255,886.1	227,863.1
Senior management	Women	NAP	159,492.0	158,824.1
	Men	NAP	166,865.6	162,299.8
Management	Women	NAP	112,733.3	105,920.4
	Men	NAP	118,827.3	111,852.3
	Women	NAP	94,243.2	90,679.2
Senior professionals	Men	NAP	96,902.6	93,429.4
	Women	56.1	72,915.4	67,403.6
Professionals	Men	60.3	75,593.9	70,289.3
Administrative staff / Manufacturing operators	Women	28.7	43,135.0	42,367.8
	Men	27.7	42,339.7	41,653.4

AVERAGE WAGE BY PROFESSIONAL CATEGORY AND GENDER / U.S. - USD

REST OF ACTIVITIES
Professional category		Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
Executives	Women	322.8	352,372.9	431,673.0
	Men	440.8	438,137.8	402,767.9
Directors	Women	182.8	233,132.0	222,949.8
	Men	189.3	240,232.8	230,487.9
Senior management	Women	129.5	179,262.4	170,195.2
	Men	140.5	185,042.4	177,603.8
Management	Women	94.5	139,678.2	133,476.6
	Men	99.0	143,599.6	139,899.7
Senior professionals	Women	81.9	116,940.4	112,693.1
	Men	82.7	116,913.4	112,378.6
Professionals	Women	54.5	82,492.1	80,065.1
	Men	56.5	85,750.6	83,287.4
Administrative staff /	Women	43.2	61,515.8	60,957.0
Manufacturing operators	Men	48.7	65,179.4	63,889.0

AVERAGE WAGE BY PROFESSIONAL CATEGORY AND GENDER / IRELAND - IN EUROS

Professional category		Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
Executives	Women	NAP	NAP	NAP
	Men	NAP	NAP	NAP
Directors	Women	NAP	NAP	NAP
	Men	ojo unidades de esta NAP columna de 2024!!!!	NAP	NAP
Senior management	Women	74.5 - supongo que son	128,321.6	110,980.0
	Men	miles,,, 64.1	120,028.7	119,091.7
Management	Women	45.9	83,334.8	70,401.7
	Men	48.8	88,575.4	80,401.0
Senior professionals	Women	34.1	62,005.0	55,616.3
	Men	38.0	66,819.6	59,794.8
Professionals	Women	27.2	48,759.5	45,099.1
	Men	32.6	51,747.3	48,099.6
Administrative staff /	Women	23.9	39,247.8	37,382.6
Manufacturing operators	Men	25.2	38,461.4	36,875.3

GRIFOLS
---------	--

General	Environment	Social	Governance	Annexes

AVERAGE WAGE BY PROFESSIONAL CATEGORY AND GENDER / GERMANY - IN EUROS
Professional category		Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
Executives	Women	NAP	NAP	NAP
	Men	NAP	NAP	NAP
Directors	Women	120.0	180,605.6	172,301.1
	Men	135.0	188,398.1	183,879.9
Senior management	Women	72.5	101,051.5	91,136.0
	Men	73.7	109,449.3	116,751.0
Management	Women	54.7	86,663.5	83,347.3
	Men	59.1	91,333.4	88,562.4
Senior professionals	Women	38.5	60,886.8	58,765.4
	Men	42.6	64,367.0	60,060.9
Professionals	Women	40.4	60,190.7	62,654.9
	Men	38.3	60,853.1	60,651.4
Administrative staff /	Women	23.4	35,622.2	34,632.7
Manufacturing operators	Men	22.9	34,675.7	33,317.0

AVERAGE WAGE BY PROFESSIONAL CATEGORY AND GENDER - BIOTEST / GERMANY - DATOS EN EUROS

Professional category		Fixed Wage- Average 2024	Fixed Wage- Average 2023
Executives	Women	241,547.3	NAP
	Men	326,014.3	NAP
Directors	Women	177,946.2	151,593.6
	Men	197,597.9	153,446.0
Senior management	Women	141,440.8	112,625.6
	Men	134,220.4	116,617.4
Management	Women	109,797.4	100,860.7
	Men	106,245.8	101,544.0
Senior professionals	Women	81,310.1	76,169.4
	Men	89,399.2	78,848.4
Professionals	Women	65,764.9	58,187.4
	Men	73,182.8	64,096.6
Administrative staff /	Women	46,378.7	42,781.6
Manufacturing operators	Men	60,087.5	46,270.4

AVERAGE WAGE BY AGE / SPAIN - IN EUROS

Age	Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
<30	26.6	33,679.0	33,146.4
30-50	38.3	43,530.5	41,938.6
>50	53.2	57,386.6	58,172.8

AVERAGE WAGE BY AGE / U.S. - DATOS EN USD
Age	Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
<30	27.2	42,793.0	40,800.6
30-50	49.5	67,408.5	62,434.9
>50	72.7	95,291.8	89,849.2

AVERAGE WAGE BY AGE / IRELAND - IN EUROS
Age	Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
<30	28.8	50,611.4	48,304.7
30-50	37.6	65,679.4	57,997.7
>50	36.4	63,748.0	82,253.7

í

Plasma donors and comunities

AVERAGE WAGE BY AGE / GERMANY - IN EUROS
Age	Fixed Wage- Average 2024	Fixed Wage- Average 2023	Fixed Wage- Average 2022
<30	23.2	38,261.8	36,957.2
30-50	31.5	46,699.2	44,162.1
>50	39.2	56,358.5	53,524.1

AVERAGE WAGE BY AGE - BIOTEST / GERMANY - IN EUROS

Age	Fixed Wage- Average 2024	Fixed Wage- Average 2023
<30	48,211.3	44,784.1
30-50	73,305.7	64,397.3
>50	84,359.3	72,330.1

AVERAGE RETRIBUTION OF BOARD MEMBERS AND EXECUTIVES BY GENDER

Euros		2024			2023			2022
	Women	Men	Total	Women	Men	Total	Women	Men	Total
Total average salary	315,847.7	404,745.5	371,206.0	245,745.4	301,275.3	281,113.3	250,329.3	292,935.3	277,054.2
Executives, employees and Board Members	186	307	493	179	314	493	186	313	499
Salary gap			21.96%			18.43%			14.50%

Gender pay gap20, 21, 22

GENDER PAY GAP / SPAIN

	Adjusted Gender Pay Gap 2024	Gender Pay Gap 2024	Adjusted Gender Pay Gap 2023	Gender Pay Gap 2023	Adjusted Gender Pay Gap 2022	Gender Pay Gap 2022
Executives	NAP	39.95%	NAP	20.60%	NAP	-1.40%
Directors	0.32%	8.10%	9.97%	11.91%	6.50%	13.30%
Senior management	4.21%	5.65%	5.84%	5.84%	5.30%	5.80%
Management	6.06%	7.08%	5.47%	7.16%	4.40%	5.90%
Senior professionals	1.81%	5.10%	3.23%	6.62%	4.00%	7.50%
Professionals	9.54%	16.63%	2.15%	4.90%	3.00%	3.90%
Administrative staff / Manufacturing operators	1.27%	8.35%	0.79%	1.76%	0.90%	2.00%

GENDER PAY GAP / U.S. - PLASMA CENTERS

	Adjusted Gender Pay Gap 2024	Gender Pay Gap 2024	Adjusted Gender Pay Gap 2023	Gender Pay Gap 2023	Adjusted Gender Pay Gap 2022	Gender Pay Gap 2022
Executives	NAP	NAP	NAP	NAP	NAP	-29.10%
Directors	NAP	5.92%	NAP	10.78%	2.80%	12.20%
Senior management	NAP	NAP	NAP	4.42%	NAP	2.10%
Management	NAP	NAP	3.46%	5.13%	1.80%	5.30%
Senior professionals	NAP	NAP	0.82%	2.74%	-0.60%	2.90%
Professionals	5.58%	6.92%	2.40%	3.54%	3.70%	4.10%
Administrative staff / Manufacturing operators	-2.61%	-3.44%	-1.87%	-1.88%	-2.50%	-1.70%

Due to confidentiality and personal data protection, gender pay gap data is not shown for professional categories with fewer than four individuals of each gender.
The adjusted gender pay gap data is not shown for categories where it is not possible to obtain a statistically significant result through the econometric model.
Grifols' 2024 data is presented in compliance with disclosure requirement S1-16 of the Corporate Sustainability Reporting Directive (CSRD), which mandates that information on the gender pay gap include the average gross hourly wage of all employees. For this reason, the average hourly remuneration includes supplementary or variable components. Data for 2023 and 2022 reflect the average gross annual remuneration, excluding supplementary or variable components.

GRIFOLS
---------

GENDER PAY GAP / U.S. - REST OF ACTIVITIES
	Adjusted Gender Pay Gap 2024	Gender Pay Gap 2024	Adjusted Gender Pay Gap 2023	Gender Pay Gap 2023	Adjusted Gender Pay Gap 2022	Gender Pay Gap 2022
Executives	NAP	26.77%	NAP	19.57%	NAP	-7.20%
Directors	0.77%	3.41%	1.25%	2.96%	1.30%	3.30%
Senior management	8.54%	7.88%	1.20%	3.12%	2.50%	4.20%
Management	2.68%	4.56%	5.46%	2.73%	6.70%	4.60%
Senior professionals	1.66%	0.98%	2.76%	-0.02%	1.30%	-0.30%
Professionals	2.54%	3.44%	1.72%	3.80%	2.30%	3.90%
Administrative staff / Manufacturing	6.38%	11.26%	4.82%	5.62%	4.50%	4.60%
operators

GENDER PAY GAP / IRELAND

	Adjusted Gender Pay Gap 2024	Gender Pay Gap 2024	Adjusted Gender Pay Gap 2023	Gender Pay Gap 2023	Adjusted Gender Pay Gap 2022	Gender Pay Gap 2022
Executives	NAP	NAP	NAP	NAP	NAP	NAP
Directors	NAP	NAP	NAP	NAP	NAP	NAP
Senior management	NAP	-16.18%	NAP	-6.91%	NAP	6.80%
Management	NAP	5.93%	NAP	5.92%	NAP	12.40%
Senior professionals	5.30%	10.40%	7.08%	7.21%	4.90%	7.00%
Professionals	10.31%	16.52%	1.63%	5.77%	NAP	6.20%
Administrative staff / Manufacturing operators	3.82%	5.04%	0.37%	-2.04%	-1.00%	-1.40%

GENDER PAY GAP / GERMANY

	Adjusted Gender Pay Gap 2024	Gender Pay Gap 2024	Adjusted Gender Pay Gap 2023	Gender Pay Gap 2023	Adjusted Gender Pay Gap 2022	Gender Pay Gap 2022
Executives	NAP	NAP	NAP	NAP	NAP	NAP
Directors	NAP	11.09%	NAP	4.14%	NAP	6.30%
Senior management	NAP	1.63%	NAP	7.67%	NAP	21.90%
Management	NAP	7.39%	NAP	5.11%	NAP	5.90%
Senior professionals	9.46%	9.56%	2.37%	5.41%	NAP	2.20%
Professionals	4.21%	-5.56%	4.09%	1.09%	2.10%	-3.30%
Administrative staff / Manufacturing operators	0.35%	-2.03%	0.13%	-2.73%	-1.40%	-3.90%

GENDER PAY GAP / GERMANY - BIOTEST

	Adjusted Gender	Gender Pay Gap	Adjusted Gender	Gender Pay Gap
	Pay Gap 2024	2024	Pay Gap 2023	2023
Executives	NAP	NAP	NAP	NAP
Directors	NAP	10.09%	NAP	1.21%
Senior management	NAP	1.15%	NAP	3.42%
Management	-3.68%	-2.92%	-0.83%	0.67%
Senior professionals	1.17%	4.70%	3.14%	3.40%
Professionals	2.63%	10.38%	1.93%	9.22%
Administrative staff / Manufacturing operators	-0.30%	21.51%	-6.67%	7.54%

Workers in the value chain

Respect for the rights and dignity of every individual is a core principle of Grifols' activity. The company works to protect human rights in all of its actions, while promoting and safeguarding the well-being of the communities where it operates.

This pledge includes defending the rights of employees across its value chain. Grifols is also dedicated to continuous improvement and works actively to mitigate both real and potential risks and impacts across its operations and value chain. As part of these efforts, the company strives to meet the reporting requirements defined by the Corporate Sustainability Reporting Directive (CSRD) in the coming years.

Impacts, risks and opportunities

S2 WORKERS IN THE VALUE CHAIN
Material IROs	Type	Description
LABOR CONDITIONS
Generation of quality employment	+ SP	Grifols promotes social progress by generating high-quality direct and indirect employment through its operations and across its value chain. The company is committed to maintaining open lines of communication to minimize potential impacts on workers across its value chain.
Workplace accidents and occupational diseases	- SP	An inadequate work environment can lead to an increase in accidents. To mitigate this risk, Grifols expects its suppliers to comply with a series of occupational health and safety requirements.
EQUAL TREATMENT AND OPPORTUNITIES FOR ALL
Discrimination and workplace harassment in our value chain	- SP	Grifols rejects all forms of discrimination, harassment and all practices that promote inequality, and actively works to build a fairer and more equitable society.
OTHER LABOR RIGHTS
Labor rights violations in the value chain	- SP	Grifols is committed to protecting human rights and works actively to eradicate modern slavery, forced or compulsory labor, and child labor throughout its value chain. The company takes proactive steps to mitigate any potential related impacts.

Positive impact - Negative impact ^R Risk OO Own Operation SP Supply Chain

Managing impacts, risks and opportunities

The following policies, actions, metrics and targets enable Grifols to efficiently manage the key impacts, risks and opportunities related to employees across its value chain.

Material Sub-topics	Policies	Actions	Metrics and Targets (S2-5)
Working conditions	• Code of Conduct • Human Rights Policy	• Continuous improvement in identifying and managing impacts and risks in the value	Implement ESG criteria among suppliers up to 60-80% of total volume of expenditure.
Equal treatment and opportunities for all	• Diversity and Inclusion Policy • Security and Safety Policy • Procurement Policy	chain.
Other work-related rights	• Supplier Code of Conduct • Grifols Ethics Line Policy

More information on advances in 2024 and next steps: "Management of relationships with suppliers-Governance." More information on the latest progress: "Agenda Grifols 2030-General Information."

Commitment with human rights in the value chain

Grifols is committed to conducting its global activities with respect for human rights, compliance with applicable laws and the adoption of fair labor practices. The company developed a global strategy to promote and ensure responsibility and commitment to human rights across all its operations, using internationally recognized frameworks as a foundation (UN Global Compact, UN Guiding Principles on Business and Human Rights, OECD Guidelines for Multinational Enterprises, and the ILO Declaration on Multinational Enterprises).

The company's commitment to upholding fundamental human rights is embedded into its corporate strategy and reflected in various codes and policies that underpin its corporate culture. These include the Code of Conduct, Human Rights Policy, Diversity and Inclusion Policy, Occupational Health and Safety Policy, Procurement Policy, Supplier Code of Conduct and the Grifols Ethics Line Policy, among others.

We strive to foster active communication

Grifols recognizes the crucial role of stakeholders in its success, particularly workers who form part of its value chain.

Grifols maintains close relationships with employees working across its value chain at its various facilities, engaging in direct and frequent dialogue to ensure effective communication. That said, it has limited control over the external workforce not directly supervised by its teams. To this end, the company makes concerted efforts to enhance both direct and indirect collaboration with workers across its value chain, recognizing that fluid communication helps prevent conflicts, fosters a safe and respectful environment, boosts engagement, and enables the early identification of human rights-related risks and concerns.

Grifols also operates the Grifols Ethics Line, an independent and accessible communications channel for employees in its value chain and all its stakeholders to confidentially report any concerns or needs.

In 2024, Grifols received 0 reports of human rights violations related to its upstream and downstream value chain workers.

More information on these policies and how they address the impacts on human and labor rights: "Our People-Social."

More information on business practices with sales partners: "Management of relationships with suppliers-Governance."

More information on Grifols' supplier relations and workforce: "Stakeholders-General Information" and "Management of relationships with suppliers-Governance."

More information on the ethics Line: "Grifols Ethics Line-Governance."

Due diligence in the value chain

Grifols has been analyzing and reviewing its human rights due diligence processes since 2022 to progressively identify and manage human rights risks and impacts across its value chain, covering 100% of its own operations, Tier 1 suppliers, joint ventures and others.

In general, Grifols has control measures in place to mitigate the main risks and their derived impacts in terms of human rights, which translates into a low residual risk globally for most of Grifols' activities.

Grifols' Supplier Code of Conduct and Global Procurement Policy serve as effective tools in helping the company mitigate and respond optimally to potential risks and impacts, ensuring the well-being of its employees and suppliers. Building on these initiatives, Grifols is actively improving its formal plans and controls to ensure respect for human rights throughout its value chain.

In parallel, the Global Procurement team remains focused on aligning supplier relations procedures with the industry's latest regulatory developments. The company is working actively to roll out the necessary mechanisms to improve its supplier evaluation and due diligence processes.

PaMore information on the process to guarantee human rights across the value chain: See the most recent "Human Rights Due Diligence Report" and "Declaration on "Modern Slavery & Supply Chain Transparency Statement."
More information on Grifols' supplier relations and workforce: "Stakeholders-General Information" and "Management of supplier relations-Governance."

Plasma donors and comunities

Grifols' plasma donors and the communities in which its donation centers operate are the primary stakeholders impacted by Grifols's activities. Plasma-derived medicines are only possible through the generosity of donors.

The company extends its commitment and social reach to all the communities in which it operates with initiatives that contribute to local development and/or are related to human rights in areas such as health, education, and the environment. These social initiatives amplify Grifols' positive impact on other groups, including disadvantaged individuals and social groups.

Grifols takes pride in its donors and being a strong community partner through its activities directly and through its foundations: J.A. Grifols Foundation, Fundació Probitas and Fundació Víctor Grífols i Lucas.

Impacts, risks and opportunities

S3 AFFECTED COMMUNITIES
Material IROs	Type	Description
COMMUNITIES' ECONOMIC, SOCIAL AND CULTURAL RIGHTS
Health and well-being of plasma donors and their communities	+ - OO SP R	Ensuring the health and well-being of plasma donors is among Grifols' topmost priorities. Donating plasma is a safe and highly regulated process conducted in meticulously controlled centers and highly-trained staff. As an industry leader, the company goes above and beyond compliance by implementing best practices that benefit both donors and local communities.
Contribution to the local and social development of communities	+ OO SP	With 399 plasma donation centers and 15 manufacturing complexes, Grifols promotes the local and social development of areas where its centers and plants are located, generating value for both donors and communities.

⁺ Positive impact - Negative impact ^R Risk OO Own Operation SP Supply Chain

Managing impacts, risks and opportunities

The following policies, actions, metrics and targets allow for efficient management of the main IROs related to donors and the communities in which Grifols operates.

Material Sub-topics	Policies	Actions	Metrics and Targets
Communities' economic, social and cultural rights	• Plasma Donor Policy • Corporate Donor Safety Policy • Social Action Policy and Community Investment Policy • Human Rights Policy • Grifols Ethics Line Policy	• Grifols' health questionnaires for assessing donor eligibility include the most recent FDA Individual Risk Assessment Guidance, although many of the company's current standards are even more stringent. • Grifols directly supports the research initiatives of diverse scientific institutions and associations focused on assessing the potential effects of plasmapheresis on donor health.	• Achieve 90% approval among donors for positive customer service (good or excellent rating) • Attain 80% referral rate from active donors • Increase ratings via the Donor Hub by 45% • Increase the number of initiatives and social investment by 50% • Allocate 25% of social initiatives to STEM activities for women • Increase annual funding to the J.A. Grifols Foundation by 10% • Increase Víctor Grífols i Lucas Foundation resources for bioethics scholarships by 10% and activities by 20%

We foster open communication with our donors

Grifols fosters active communication with its donors to maintain an open and close relationship, enabling the company to understand their concerns and needs. The company provides donors with useful information to educate on the process before, during and after donation. In addition, it works with local communities to raise awareness of the importance of plasma donation to produce plasma-derived medicines for patients who need them. Grifols core channels and actions include:

A dedicated website and social networks for Grifols donors: includes factual information on the plasma donation process and donation centers.
Proactive awareness campaigns: delivered via emails, social media posts, SMS texts and a monthly newsletter.
Donor Hub app: allows donors to schedule appointments and receive updates and information about their donations.
Donor hotline: a toll-free number through which donors can submit feedback and inquiries. Donors also leave feedback and reviews on Google and Yelp, which are monitored and reviewed by the management teams of each center.
Donor Appreciation Days: held throughout the year to recognize and engage donors.
Community events: Grifols employees interact with donors and raise awareness on the importance of plasma donation.
Collection campaigns in donation centers: engages donors and employees through food, toy and school-supply drives to collect needed items for underprivileged members of the local community.
External stakeholder management: encourages interactions between donors and employees with local public representatives to educate the latter on plasma and the importance of plasma donation centers in the local community.

GRIFOLS DONOR POLICY, AN EMPHASIS ON DONOR HEALTH, SAFETY AND NON-DISCRIMINATION

Respect for dignity and human rights is intrinsic to all of Grifols' activities. The company supports the basic principles of the Universal Declaration of Human Rights (1948), the Declaration of Helsinki (1964) and the UNESCO Universal Declaration on Bioethics and Human Rights (2005). Grifols Code of Conduct, which governs the company's interactions with all stakeholder groups including donors, are grounded on respect for human rights. This principle is explicitly outlined in Grifols' Donor Policy, which also reaffirms its commitment to comply with the legal regulations governing plasma donations in each country, as well as to uphold non-discrimination and the protection of donor health and safety.

Grifols is a trusted source of clear information for donors at every stage of the donation process. A signed informed consent prior to donation is a fundamental aspect in providing important donor information.

8 COMMITMENTS TO OUR DONORS

1. Safeguard donors' health, safety and well-being.
1. Respect donors' human rights and ensure equal treatment following the principles of non-discrimination.
1. Ensure donors are provided an informed consent before the donation process.
1. Respect country-specific legislation regarding donor compensation and the frequency of plasma donation.
1. Support local communities where donor centers are located.
1. Comply with personal data legal requirements and implement all necessary measures to protect donors' privacy and personal data.
1. Promote open lines of communication and awareness about the benefits of plasma medicines.
1. Ensure every interaction with donors is professional, respectful, helpful and engaging.

Donors overview

donors

Potential donors must undergo a rigorous screening and selection process that begins with a physical examination.

The donor's medical information is recorded in their file and handled confidentially in compliance with Grifols' Global Privacy and Data Protection Policy. Prior to each donation, a trained Grifols staff member checks donors' vital signs, weight, hematocrit and plasma-protein levels to confirm they are able to safely donate. These routine screenings and physical examinations reflect Grifols' unwavering commitment to promoting and protecting donor health.

On the day of donation, if medical evaluations reveal any abnormal levels or irregular parameters that could indicate an underlying health issue, donors might be deferred until they see their physician or levels return to a normal range. These parameters include: irregular heart rate, elevated body temperature, high or low hematocrit, high or low total protein, and lipemic plasma.

receive in plasma donation centers are also drivers of frequent donations.

*According to Grifols survey conducted in 2023 on 1,300 donors.

Donor and donation safety

Safety in the donation process is paramount to ensuring the health and wellbeing of plasma donors, who are a priority for Grifols. The company upholds the highest safety standards in its centers and works to continue leading the industry in the implementation of best practices.

Donating plasma is considered a safe procedure, as it is highly regulated and carried out in specialized centers that undergo rigorous controls. Additionally, the qualification criteria for donors are strict and a plasmavigilance system tracks potential adverse effects in donors to help ensure their health and safety at all times.

Donor regulations

Plasma can be procured from whole blood donations (recovered plasma) or via plasmapheresis (sourced plasma), a specific plasma-donation technique developed by Josep Antoni Grifols i Lucas.

Plasma collection for the production of plasma-derived medicines is subject to strict regulations by global healthcare authorities and Good Manufacturing Practices (GMPs). The U.S. Food and Drug Administration (FDA) is the highest health authority in the United States, while the European Medical Agency (EMA) oversees this function in Europe. Grifols donations centers also comply with the voluntary IQPP (International Quality Plasma Program) certification from the Plasma Protein Therapeutics Association (PPTA), which sets and monitors additional quality standards.

Donating plasma is considered a highly safe procedure, with few or no side effects. Plasmapheresis removes plasma and returns red blood cells, platelets and other components to the donor. The body regenerates donated plasma in roughly 48 hours, compared to the two months it takes to regenerate red blood cells procured from whole blood donations.

In 2024, Europe adopted a new directive to guarantee the safety and quality of substances of human origin (SoHO), including plasma donations. The objective of this new regulation is to improve access to SoHO therapies, which denotes a critical issue in the healthcare systems of all EU member states.

Control of donation centers

Grifols plasma donation centers follow the highest standards of quality and safety that are routinely monitored to ensure donor safety and the quality of the donated plasma. In 2024, Grifols did not receive any administrative actions at its plasma donation centers related to the suspension, renewal or loss of any license or certification, nor any warning letters or suspension of any regulated activity.

REGULATORY INSPECTIONS AT PLASMA DONATION CENTERS

2024	2023	2022
112	137	119
84	196	182
129	169	108
148	97	123
473	599	532

Includes Biotest.

* More than 90% of FDA inspections have been closed with 0 observations.

Donor Adverse Event (DAE) Management Procedure

Grifols has a procedure in place that outlines how to manage and categorize donor adverse events (DAEs) according to the definitions set by the PPTA IQPP standard.

The procedure is activated when a donation-center professional observes that a donor is experiencing an adverse event in any of the following situations: upon the donor's arrival at the center prior to donation; during the screening process; during the donation process; after plasma donation or after leaving the facility; during or after donor immunization; and if reported on the day of donation or on a different date. Adverse events are documented as soon as possible after their occurrence or report, and immunization reactions are registered in the appropriate record. Only trained and certified personnel can manage and document DAEs.

Immediately following an adverse event, donors must receive appropriate treatment and the DAE is documented in their file. Grifols Quality Department thoroughly reviews all DAEs to ensure their proper management and classification before closing the case. The final step is completion of the Donor Adverse Events Electronic Report (DAER), which promotes plasma-donation safety and quality by guaranteeing DAEs are correctly managed.

DAEs include bruising, hypertension, citrate reactions, allergic reactions, hyperventilation, hemolysis, cardiovascular or respiratory events, immunization and aeroembolism.

In addition, this procedure allows Grifols to collect, analyze, monitor and evaluate trends in donor adverse events across its network of centers. Another testament to its commitment to continuous improvement and contributing to the health and safety of donors. At the same time, it facilitates the evaluation of donor characteristics or attributes to establish viable intervention strategies based on potential changes in donor demographics, eligibility criteria, plasmapheresis-related technology, regulatory changes and other factors.

Plasmavigilance

In line with previous years, Grifols' U.S. plasmavigilance data in 2023* revealed minimal side effects or donor adverse events (DAE)* among its donors: only 0.26% reported any adverse effects as a result of the donation process. Most were mild, with a predominance of hypotension and hematomas. Reactions requiring medical assistance were extremely rare (0.0075% of Grifols' total donations). *Plasma surveillance data in 2023 according to DAE categorizations established by the PPTA

Adverse event data continue to confirm the safety of plasma donation.

(Plasma Protein Therapeutics Association) IQPP Standard for the recording of donor adverse events.

Data published with a one-year delay in adherence to required reporting cycles.

PLASMAPHERESIS IS CONSIDERED A SAFE WAY TO DONATE PLASMA

NOT EVERYONE CAN DONATE PLASMA: CRITERIA FOR DONATING PLASMA

Donor qualification Donate at least twice over a 6-month period / Maximum two donations per 7 days with at least one full rest day in between / 18-69 years of age /Weight above 50 kg / Medical examination with normal parameters Documentation Valid picture ID: driver's license or passport / Social Security Number / Proof of address Donor health screening Weight / Blood pressure / Pulse / Temperature / Anemia / Hematocrit / Protein levels Blood test with every donation VHC, VHB, VHA, HIV and B19 virus detection / Screening for hepatitis B, hepatitis C and HIV antibodies / Other routine tests

In 2024, Grifols' updated its health questionnaire for assessing donor eligibility to align with the FDA's Individual Risk Assessment Guidance. In many cases, Grifols' criteria are more stringent than FDA guidance

Research on the effects of plasma donation

As part of its commitment to donor health and safety, Grifols supports research on the potential effects of plasmapheresis on donors' health, both directly and via collaborations with scientific organizations. To date, various studies have shown that frequent plasma donation should not negatively affect donor health nor cause serious adverse effects. Studies have also found that plasmapheresis can reduce cholesterol levels and may even have a beneficial effect on donors with increased blood pressure.

Effect of donations on donor health

Regular donations have no adverse effects on donor health

Published in 2023 in the scientific journal Transfusion, this transversal PPTA study sought to determine if plasma donation at FDA-defined frequency and volume levels affected donor health. Donors from 14 U.S. plasma donation centers, including several Grifols plasma donation centers, took part in the study, which concluded that paid plasma donations at these levels are consistent with donor health and well-being. Even at the highest frequency, plasmapheresis alone was found to produce no negative health effects.

Study: Effects of donation frequency on U,S, source plasma donor health

Plasma surveillance study in the U.S.

The rate of side effects from plasma donations via plasmapheresis is insignificant

More than 1.1 million donors, who collectively account for 72% of the U.S. source plasma collected over a four-month period, participated in the first industry-wide, multi-company study on the incidence, frequency and type of adverse effects of plasmapheresis. Promoted by the PPTA in cooperation with several industry firms, the study confirmed the overall safety of plasmapheresis. Following FDA standards of collection volumes and donation frequency, the rate of adverse events (AE) was 1.58 per 10,000 donations. Moreover, 90% of AEs were minor, such as hypotension and phlebotomyrelated hematomas, with no reports of serious or severe adverse events. The study's findings were published in 2021 in Transfusion.

Study: Plasmavigilance: Source plasma joins the call to arms

Iron levels

Plasma donation has no effect on iron reserves

Unlike whole blood donations, this study found no loss of iron or decline in ferritin levels as a result of regular plasma donations. These findings deem it unnecessary to monitor donors' iron levels or recommend iron supplements.

Study: Frequent source Plasma donors are not at risk of iron depletion: The Ferretin Levels in Plasma Donor (FLIPD)

Plasma donors and comunities

Research findings suggest a decline in cholesterol levels

Apheresis or low-density lipoprotein extraction is used to treat patients with familial hypercholesterolemia. Low-volume plasmapheresis used for plasma donations can similarly reduce cholesterol levels in some donors.

This study was designed to evaluate the effect of plasmapheresis on total LDL and HDL cholesterol levels in a population of healthy donors. The results suggest that, in donors with elevated baseline cholesterol levels, total and LDL cholesterol levels may decrease with frequent plasma donation. For donors with low HDL levels, the study suggests that levels may increase.

Study: Prospective multicentre study of the effect of voluntary plasmapheresis on plasma cholesterol levels in donors

Blood pressure

Research results suggest a beneficial effect for donors with high blood pressure

Grifols led a study to discern the potential effects of plasmapheresis on blood pressure, finding a beneficial effect among donors with high baseline blood-pressure levels, whose systolic and diastolic blood pressure dropped significantly when their donation intervals were under 14 days. No decline in blood pressure was observed among donors with normal baseline blood pressure levels.

Study: The effect of plasmapheresis on blood pressure in voluntary Plasma donors,

Reasons to stop donating

Health reasons, whether real or perceived, are not the main motivating factors to stop donating

In 2023, Transfusion published the results of a study to discern the motivating factors of donors' decision to stop donating plasma. The survey was conducted among donors in 14 plasma donation centers of several companies, Grifols included, who had stopped donating for at least six months. The most common reasons cited were lack of time (30.2%), insufficient compensation (14.7%) and procrastination (14.3%), showing that real or perceived negative health impacts were generally not the main drivers behind their decision to stop donating.

Study: Why do US source Plasma donors stop donating?

Donation centers and their communities Grifols donation centers are located in vibrant communities

Grifols' U.S. donation centers are located throughout the country, with no concentration in a specific geographic region.

When evaluating suitable plasma donation center sites, Grifols considers the strength of the area's chambers of commerce and the opportunities it offers to engage with local organizations and governments. For Grifols, a community's active participation in the plasma donation process is critical to encouraging plasma donation and ensuring life-sustaining plasma-derived treatments for patients who need them.

"

In 2024, Grifols plasma-donation network comprised 298 plasma centers in the U.S., 98 in Europe and 3 in the rest of the world, all located in communities with a strong commitment to social progress.

Grifols' plasma-center employees actively participate in donor communities and promote initiatives aimed at engaging and forging ties with local residents. These activities include educational, social and awareness events to highlight the importance of plasma donation for people who rely on plasma-derived medicines. Plasma donation centers also collaborate with local businesses and non-governmental organizations to raise awareness on the vital role of plasma and the production of plasma-derived medicines.

The company considers other criteria when choosing communities for its plasma donation centers, including a strong employment pool, low viral markers, below-average crime statistics and community heterogeneity, which is critical to ensuring a diverse donor pool.

In addition, new plasma donation centers are designed to reduce their environmental impact and optimize energy use to promote an ecological and efficient environment for donors and employees. To this end, they use low environmental impact materials with sustainability certifications and energyefficient LED lighting.

Donation centers: advancing the development of local communities

Plasma donation centers are engines of local development. Grifols strives to maximize its positive impact and create opportunities within the communities where it operates. To this end, it organizes communityoutreach events, donation drives and volunteer activities, both directly and through the J.A. Grifols Foundation.

Main local development programs:

U.S. 10 YEARS SUPPORTING

Grifols has collaborated with Habitat for Humanity since 2014 to help provide safe, decent and healthy housing in communities across the country. In 2024, Grifols supported initiatives in San Diego, Los Angeles and Emeryville, California; and Raleigh and Clayton, North Carolina.

Support in 2024 130 volunteers 65 people or 16 families benefited +825 hours USD 200,000

Grifols partners with United Service Organizations (USO), a national nonprofit that works to keep U.S. military service members connected to their

home environments during their service. The partnership helps build ties between Grifols employees and local USO affiliates.

Support in 2024 +25 volunteers +100 hours USD 200,000

COMMITMENT TO U.S. FOOD BANKS

Grifols employees and plasma donors participate in food drives and fundraising campaigns for local food banks such as "Box Out Hunger" intitative.

Support in 2024

200,000 meals 2.7M million meals in 4 years +1,808 hours

No. of local organizations supported in

2024

General Environment Social Governance Annexes

J.A. Grifols Foundation: supporting donor communities

2024

EUR

Grifols also engages in social-outreach actions through the J.A. Grifols

Foundation that promotes activities that benefit both plasma donors and their communities.

The J.A. Grifols Foundation was created in 2008 in honor of Dr. José Antonio Grifols, a pioneer in the development of the plasmapheresis technique. The Foundation leads an array of initiatives to enhance the health and well-being of plasma donors and their communities, including projects to raise awareness on the importance of plasma, recognize donors for their generosity and drive progress in local communities.

These initiatives have a positive impact on both the donors and their communities. The Foundation's activities are currently centered in the United States.

Grants, awards and scholarships

The Foundation's board of directors includes patient, plasma donor and employee representatives, who meet regularly to approve activities and community-enhancement grants. In 2024, the board approved 19 grants totaling more than EUR 452,000 to local organizations focused on delivering civic, social or educational programs for young people and at-risk populations.

Its scope of action also encompasses an emergency assistance program for plasma donors. The program began as a pilot program with two centers in 2023 and expanded to six centers in 2024. It provides a grant to the National Organization for Rare Disorders (NORD) that manages the program on behalf of the Foundation.

Donation center employees also promote Foundation initiatives through their volunteer work with the grantee organizations.

Measuring the value created by our donation centers

Since 2020, Grifols has analyzed and measured the value created by its U.S. and European plasma donation centers using the Social Return on Investment (SROI) methodology. The value created includes that generated for donors and for local communities.

The value created by Grifols for its donors and communities in 2024 has decreased slightly compared to 2023, when the value provided to donors was \$2,579 million and the impact on local communities reached \$2,478 million. This reduction is mainly due to a decrease in the number of donors. For more information, see the Sustainable Growth section of this report. Additionally, donor compensation has also stabilized, explaining the variations in the impact created on local communities.

Impact on donors
USD 2,323 M

Impact on local communities

USD 2,252 M

BENEFITS FOR DONORS

FINANCIAL STABILITY: Donors have additional income to cover their day-to-day needs and monthly living expenses.
HEALTHIER LIVES: Donors' health improves since they are able to better afford higher-quality food and exercise more frequently. Donors are also educated on the importance of eating healthy and healthy lifestyles to a smoother donation.
PHYSICAL AND PSYCHOLOGICAL WELL-BEING: Donors feel better about themselves and enjoy a better social life and more leisure and travel time.
EDUCATIONAL EXPENSES: Donors are more confident about their future since they can better afford tuition and pay for other university expenses.
PERSONAL SATISFACTION: Donors' altruism and contribution to helping thousands of patients live healthier lives makes them feel better about themselves.

BENEFITS FOR DONOR COMMUNITIES

HEALTHCARE ACCESS: Healthier communities since only health donors are eligible to donate plasma. A higher number of donors leads to more beneficiaries of Grifols' life-enhancing plasma-derived medicines.
ECONOMIC IMPACT IN DONOR COMMUNITIES: A significant portion of funds is reinvested in the community, with 87% of compensations spent within a 30-kilometer radius.

Social action and community support: amplifying Grifols positive impact

Grifols' social commitment and outreach extend to all of its communities of operation with initiatives aimed at fostering local development in the areas of health, education and the environment. These social initiatives amplify Grifols' positive impact on disadvantaged individuals and marginalized groups.

The principles and guidelines in Grifols' Sustainability Policy inform its Corporate Social Action and Community Investment Policy, both of which fall under the umbrella of its Sustainability Master Plan.

The company's social action supports the United Nations 2030 Agenda for Sustainable Development by investing in initiatives that advance shared values and sustainable development. Social-impact initiatives are carried out directly and through Grifols foundations.

All social-impact investment and donation decisions are governed by Grifols Code of Conduct. Social Impact Committees established at Grifols sites follow a standard operating procedure (SOP) to ensure transparency and alignment of all activities with Grifols' mission and Social Action and Community Investment Policy.

Among its provisions, this SOP outlines the procedures for receiving and processing grant and/or donation applications across North America, Australia, the United Kingdom and the European Union (EU).

Additionally, Grifols coordinates initiatives and projects through the Probitas Foundation to increase access to medical treatment for vulnerable populations. The company also supports the Víctor Grifols i Lucas Foundation, established to promote bioethics as an engine for social and scientific progress. The foundation's efforts guide and support society in ensuring that technological advancements do not undermine ethics or fundamental rights, particularly in the realm of biomedicine.

MAIN INDICATORS*

*Not including foundations

More information on the Probitas Foundation and the Víctor Grifols i Lucas Foundation: see specific sections.

LINES OF ACTION*

1. Health and wellness

We aspire to improve access to medical care and encourage healthy lifestyle habits, including food security and sports.

*Breakdown of subsidized initiatives, excluding donation-center activities.

2. Education

We promote science and educational equality among young people by offering grants, sponsorships and scholarships.

3. Environment

We work to improve the environment by promoting local park development programs and initiatives to raise awareness on environmental issues.

1. Health and wellness

Grifols supports initiatives aimed at enhancing people's health and well-being, including food security and sports.

U.S. AND GERMANY

Grifols supports food banks in the U.S. and Germany, which provide food and basic necessities for thousands of people across both countries.

Support in 2024 USD 28,000

GERMANY

This non-profit promotes sustainable and healthy nutrition for children through practical educational programs.

Support in 2024 USD 27,765

150 beneficiaries

AUSTRALIA

Based in Sydney, this foundation focuses on treating and preventing blindness and other vision problems in individuals and communities, especially among Aboriginal and Torres Strait Australians.

Support in 2024 USD 23,262

720 beneficiaries

Annual Gift of Joy, Toy Drive program

Grifols supports children by collaborating with over 40 local organizations globally to collect toys around the holidays. In 2024, the company collected and donated more than 7,000 toys worth close to USD 100,000.

2. Education

Grifols promotes science and STEM skills among women and minority groups as core educational priorities.

U.S.

Grifols promotes STEM learning among women, African Americans, indigenous people and at-risk youth through scholarships and other initiatives.

Support in 2024 USD +100,000 +99,000 beneficiaries

U.S.

Grifols finances two nursing scholarships and the Saturday Science Academy program at CDU to address healthcare inequalities and encourage disadvantaged and ethnically diverse youth in South Los Angeles to pursue careers in healthcare.

Support in 2024 USD 50,000 +300 beneficiaries

ESPAÑA

Fulbright grants are offered to recent college graduates interested in earning doctoral or master's degrees at U.S. universities. Grifols has collaborated with the prestigious Fulbright program since 2013.

Support in 2024 EUR 25,000

Annual school supplies collection program

Grifols supports education by collaborating on school-supply campaigns with schools in the United States and Germany. In 2024, the company donated more than USD 90,000 worth of school supplies to 93 schools.

3. Environment

Grifols aspires to raise awareness on environmental issues, including the efforts to fight climate change and protect natural areas and their biodiversity.

U.S.

Grifols supports programs to promote greener and more sustainable environments in urban areas, encourage eco-friendly habits among young people, lead community clean-ups and prevent pollution. Through these initiatives, the company helps improve people's quality of life, preserve the environment and raise environmental awareness.

Support in 2024 USD 20,000

U.S.

TLC works to protect water systems, natural habitats and farmland in the Clayton, North Carolina area. In parallel, it works to connect people with nature through land stewardship and community action, and supports the NextGen Farming initiative, supporting start-up farmers via educational opportunities and other resources.

Support in 2024 USD 10,000

GRIFOLS SOCIAL INITIATIVES IN SPAIN

In Spain, Grifols collaborates with several projects in its communities of operation to promote its values and social impact. The company provides funding for different entities in sports, cultural, educational, social and environmental ambits for a maximum two-year period. An evaluation committee selects beneficiary projects following the criteria set forth in a standard operating procedure. Projects supported in 2024 include:

Fundación Rivus, which works to improve and preserve river systems, especially in the Besòs and Tordera River basins located near the Parets

Initiatives supported in 2024: 11 initiatives Total investments: EUR 158,014 Employees participation, including their families: 59 people

del Vallès facilities. In this regard, Grifols sponsored the "Discover the River" drawing contest and the "Sergi Mingote Academic Award" to engage young people in the study and importance of these river basins and their surrounding areas.

Cotillas CD Women's Soccer Team: The company also sponsors the Cotillas CD soccer team in Las Torres de Cotillas (Murcia), which is also home to one of its production plants. For Grifols, sports are one of the most powerful levers for advancing gender equality.

General Environment Social Governance Annexes Plasma donors and comunities

FUNDACIÓN PROBITAS, IMPROVING THE HEALTH OF VULNERABLE POPULATIONS

of physical, mental and social well-being. As a mission-driven organization, Probitas runs social and healthcare programs in Spain that specifically target children, adolescents and

families who are in vulnerable situations or at risk of social exclusion.

Internationally, it works to improve the living conditions and healthcare access of communities in remote and resource-poor areas. Through these efforts, Probitas strengthens public health systems in these regions.

At the same time, the Foundation actively supports research and collaborates with universities and research centers to study the impact of its programs.

Probitas works with various social and healthcare entities through a partnership model, co-designing projects to ensure they are impactful, sustainable and replicable.

The Probitas Foundation contributes to the social sustainability of Grifols S.A., which allocates 0.7% of its annual profits to support the Foundation's initiatives.

Programs in Spain

The Probitas Foundation's health and social action programs in Spain focus on promoting the holistic development of children and adolescents in vulnerable situations.

These programs support health education, socio-educational assistance, the coverage of basic needs such as food, and the professional development of people who work with minors. Probitas projects are developed collaboratively with various stakeholder group, including social organizations, schools, public administrations and families.

In 2024, the Foundation led more than 295 initiatives under its three main programs: Health Education, Specialized Health and Research, and Training and Development.

More than 10,000 children in 58 municipalities participated in these programs in the 2023-24 academic year. In addition, 57 Grifols employees participated in the "Donate Your Christmas Basket" campaign by donating their holiday gift boxes, either partially or in full. These contributions reflected a total value of EUR 4,800.

This program targets populations living in remote regions of the world with limited healthcare resources. In these areas, diseases represent a major public health issue, causing immense human suffering, stigmatization and high rates of morbidity and mortality.

Probitas promotes health equity with programs dedicated to addressing Neglected Tropical Diseases (NTDs) and rehabilitating laboratories in order to improve diagnosis, prevention and community health.

Probitas projects are developed in collaboration with local entities and health authorities in each country, within the context of primary healthcare. Community involvement is encouraged to ensure that healthcare is prioritized, with healthcare personnel trained to support these efforts.

In 2024, Probitas rehabilitated and equipped four new clinical diagnostic laboratories, developed five NTD projects and led three professional scholarship projects.

Víctor Grifols i Lucas Foundation, advancing a bioethical approach to life sciences

Awards granted

The Víctor Grifols i Lucas Foundation was created in 1998 to emphasize the importance of bioethics and foster dialogue among specialists from different areas of knowledge. The Foundation aims to promote bioethics among healthcare organizations, companies and professionals, offering a unique forum to debate and discuss issues related to ethics, science and health care.

Among its range of activities, the Foundation publishes books and articles, organizes ethics-related conferences and events on relevant scientific and social issues, promotes educational initiatives, and awards prizes and research grants.

At the same time, it offers ethical advice to other institutions and co-organizes events with other associations. Its regular collaborators include the Spanish Society of Public Health and Health Administration, Mémora Foundation, Department of Education of the Generalitat de Catalunya, and Friends of UNESCO-Barcelona.

Scholarships
6

The UVIC-UC Fundació Grifols Chair in Bioethics

In 2015, the University of Vic-Central University of Catalonia (UVic-UCC) and the Víctor Grífols i Lucas Foundation joined forces to co-create and develop the Grifols Foundation Chair in Bioethics.

In alignment with its mission, the Chair aspires to promote knowledge in the field of bioethics through teaching and research. The interdisciplinary nature of bioethics requires reflection, both in educational and professional contexts, on the ethics surrounding scientific advances and their social relevance, while respecting life, the individual, dignity, diversity, responsibility and freedom.

Over 25 years fostering ethics in biomedicine and health through research, training, and collaboration for responsible scientific development.

Patients and healthcare professionals

Patients, healthcare professionals, and ultimately healthcare systems are the primary users of Grifols' products and services.

Ensuring a reliable plasma supply and promoting self-sufficiency are vital to achieving the company's goal of expanding access to plasma-derived medicines and diagnostic solutions. At the same time, Grifols strives to

lead the industry by exceeding regulatory compliance and setting new benchmarks for quality, safety and transparency.

Impacts, risks and opportunities

S4 CONSUMERS AND/OR END-USERS
Material IROs	Type	Description
PERSONAL SAFETY OF CONSUMERS AND/OR END-USERS
Improved patient well-being	+ SP	Grifols' products and services enhance patients' life expectancy, well-being and quality of life.
Quality and safety of products and services	- SP R	Grifols guarantees treatment safety and quality through a highly regulated and vertically integrated value chain, complemented by industry best practices. These measures minimize risks or negative impacts while ensuring patients, customers and healthcare professionals remain Grifols' top priority.
Increased regulation: stricter health policies and other standards	R	Grifols monitors and prepares well in advance to address potential regulatory changes. The company leads the development of state-of-the-art production facilities that help set the pace for industry production standards. These combined efforts minimize any risks associated with increases in regulations.
		INFORMATION-RELATED IMPACTS FOR CONSUMERS AND/OR END-USERS
Responsible and transparent practices	+ SP	Grifols' business model is grounded in ethical and responsible commercial and marketing practices. By providing high-quality information, the company fosters trust among patients, healthcare professionals and society at large.
SOCIAL INCLUSION OF CONSUMERS AND/OR END USERS
Access to treatment and diagnosis	+ - R	Grifols' business model is grounded in ethical and responsible commercial and marketing practices. By providing high-quality information, the company fosters trust among patients, healthcare professionals and society at large.
More sustainable healthcare systems	+ OO	Grifols collaborates with various countries to help achieve plasma self-sufficiency and ensure access to plasma treatments. The company also operates global industrial fractionation programs to promote the use of hospital plasma, contributing to cost optimization in public healthcare systems.
+ Positive impact - Negative impact R Risk OO Own Operation SP Supply Chain

Managing impacts, risks and opportunities

The following policies, actions, metrics and targets enable the efficient management of key IROs related to patients, customers and healthcare professionals.

Material Sub-topics	Policies	Actions	Metrics and Targets
Personal safety of consumers and/or end-users	• Patient and Patient Organization Policy • Quality Policy • Patient and Customer Safety Policy	• Conduct process controls for each batch and final product • Review and monitor production processes • Perform internal and external audits to ensure product quality	• Maintain the product quality claim rate ≤ 1 claim per 50,000 units sold(1) • Keep the number of critical deficiencies identified in external audits (by Regulatory Health Authorities) below 1. Target set for Biopharma.
Information related impacts for consumers and/or end-users	• Standard Operating Procedure (Grifols Review Process - GRP) for promotional materials • Policy and procedure outlining the transparency program implementation	• Training on responsible marketing and sales practices • Participation in leading scientific association conferences to enhance learning on products and diseases	• 18,200 hours of training for sales teams
Social inclusion of consumers and/or end users	• Global Standard Operating Procedure for Grants and Donations to Patient Organizations	• Developing new procedures for product donations (individual requests) and patient interactions	• Donation of USD 1 million in critical products and medicines to support emergency relief efforts • Donation of 240 million international units (IU) of coagulation factor medicines to support patients with hemophilia in developing countries • Achieve EUR 18 million annually in charitable donations to support patient-focused programs

WE ADHERE TO INTERNATIONAL PRINCIPLES

International Bill of Human Rights (including the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social and Cultural Rights)
Declaration of Helsinki
UNESCO Universal Declaration on Bioethics and Human Rights
United Nations Guiding Principles on Business and Human Rights
OECD Guidelines for Multinational Enterprises
United Nations Global Compact

AND BIOETHICAL PRINCIPLES

AUTONOMY: Every individual has the right to make decisions freely and independently
JUSTICE: Healthcare resources should be distributed equitably and fairly
BENEFICENCE: We strive to achieve the greatest possible benefit for patients while minimizing potential harm
NON-MALEFICIENCE: Our actions must not increase harm to any individual

Driving active communication

Grifols maintains consistent and open communication with patients and patient organizations (POs), where legally permissible. This includes regular discussions with POs to address areas of mutual interest or concern.

Each business unit also operates claims, pharmacovigilance and surveillance systems to record and evaluate all notifications from healthcare centers, patients or users regarding potential product quality issues.

Each unit has a product recall system with strict procedures to notify health authorities, patient organizations, patients and healthcare professionals about any potential risks associated with recalled products.

Grifols operates a customer service call center and maintains dedicated websites to address inquiries related to the safety, tolerability or efficacy of its products, testament to its commitment to transparency.

In addition to established communication channels designed to maintain open dialogue with patients, patient organizations and healthcare professionals, Grifols positions itself as a reliable and transparent source

Patients overview

Patients treated by the end of 2024

800,000+*

*It represents a portion of our sales (around ~82%: IG, FVIII, A-1, Tavlesse and ~35% of albumin used in chronic liver cirrhosis)

Positive impact on patients

USD 29,825 M Dozens

of conditions treated with plasma therapies

Worldwide, more than 3 M people suffer from alpha-1 antitrypsin deficiency, over 6 M have primary immunodeficiencies and more than 1 M live with hemophilia.

We proactively promote access to medicines and support various patient assistance programs

of information for these key stakeholders, in line with its commitment to transparency and independence.

Since 1998, Grifols has supported and participated in the Plasma Protein Therapeutics Association (PPTA) Patient Notification System (PNS). This free and confidential service directly informs registered individuals about voluntary or mandatory withdrawals of plasma-derived medicines.

More details: "Responsible Practices" section in this chapter. More details on main communication channels with stakeholders: "General Information" chapter.

It is estimated that more than two million patients in Europe¹ are affected by one of the 12 most common rare diseases, including hemophilia and primary immunodeficiency (PIDD), which can be treated with plasmaderived therapies.

Furthermore, scientific advancements are expanding the potential of plasma therapies to treat high-prevalence diseases. Plasma proteins are also widely used in routine medical services, emergencies and surgical interventions, among other applications.

Silvia Rohr and Rianne Ernst "Key Economic and Value Considerations for Plasma-Derived Medicinal Products (PDMPs) in Europe" for the PPTA.

		General	Governance
MEDICINES 2		DISEASES AND CONDITIONS TREATABLE WITH PLASMA-DERIVED
ALBUMIN • Liver cirrhosis	• Surgery (cardiac and major procedures) • Intensive care (sepsis, burns, etc.)
• Immunodeficiencies – Primary (PIDD) – Secondary (SID) • Neurological conditions – Myasthenia gravis (MG)	IMMUNOGLOBULINS – Multifocal motor neuropathy (MMN) • Hematological conditions • Neuromuscular diseases • Post-exposure prophylaxis for rabies • Immunoprophylaxis of hepatitis B	– Chronic inflammatory demyelinating polyradiculoneuropathy (CIDP) – Acute demyelinating polyneuropathy (Guillain-Barré) – Immune thrombocytopenia (immune thrombocytopenic purpura or ITP) • Post-exposure prophylaxis and treatment for tetanus	ALBUMIN 25 g
• Bleeding disorders – Hemophilia A and B	ALPHA-1 ANTITRYPSIN • Alpha-1 antitrypsin deficiency disorder CLOTTING FACTORS – Von Willebrand disease (VWD) – Rare clotting factor deficiencies • Trauma/injury-related hemorrhaging	• Overdose of anticoagulants or toxic substances that induce bleeding	IMMUNOGLOBULINS 4g ALPHA-1 ANTITRYPSIN 0.15-0.30g CLOTTING FACTORS Factor VIII:300 a 450 UI Factor IX: 180 a 200 UI

This information does not imply that Grifols products have the necessary regulatory approvals to treat all the listed indications.

How we contribute to patient well-being

Plasma-derived medicines have a profound impact by extending life expectancy, improving quality of life and reducing potentially life-threatening complications in individuals with plasma protein deficiencies. These treatments provide significant, life-long benefits to the patients. As a result, most plasma-derived medicines are included in the World Health Organization (WHO) List of Essential Medicines for both adults and children. Many of these medicines are also featured on the EU and U.S. lists of critical medicines.

Benefits of plasma-derived therapies by disease3

	Immunodeficiencies and neurological diseases	Bleeding disorders	Alpha-1 antitrypsin deficiency
Increase in life expectancy
Improved quality of life
Infection prevention	For IDP and IDS
Modifies disease progression
Prevalence	PIDD: 1/13,500 CIDP: 1/200,000 in children 1 a 7/100,000 in adults PTI: 9.5/100,000	Hemophilia A: 25/100,000 Hemophilia B: 5/100000 EvW: 1/8,500- 1/50,000	AADT: 123.7/100,000

General information on the benefits of plasma-derived therapies. Source: PPTA More information and details: How Plasma-Derived Medicines Boost Health Value

Striving for excellence in our value chain

Grifols is committed to building a sustainable and responsible value chain that goes beyond strict regulatory requirements for quality, safety and sustainability. This approach minimizes potential impacts and risks.

By maintaining a highly regulated and vertically integrated value chain, Grifols ensures the safety and quality of its treatments, reaffirming its commitment to prioritize the needs of patients, healthcare professionals and customers.

Safety and quality as priority requirements

As a leading company in the healthcare sector, Grifols is dedicated to upholding the highest safety and quality standards for its products and services. This commitment is driven by senior management and endorsed in the Code of Ethics for Grifols Executives. The Chief Quality Officer (CQO) is responsible for overseeing the implementation and maintenance of processes that ensure the quality and safety of all products and services.

Grifols Corporate Quality Policy reflects its firm commitment to these standards, aiming to improve health outcomes and deliver long-term, sustainable value to patients, donors, the healthcare community, collaborators and society as a whole.

Each business unit adheres to policies and procedures designed to guarantee the highest levels of quality, safety and efficiency throughout the value chain. Grifols' quality system spans all operations and includes dedicated policies for continuous employee training and development, empowering them to perform their duties in line with the highest quality and safety standards. The company regularly evaluates its quality systems and processes through various quality committees, where key performance and quality indicators, among others, are closely monitored.

In 2024, Grifols received favorable outcomes from the audits and inspections carried out by global health authorities and organizations, testament to its commitment to quality and safety. In the 2024 fiscal year, Grifols did not identify any impacts or incur any monetary losses related to regulatory non-compliance, fines, notifications or voluntary codes to which it adheres.

Strict regulation and tight controls

Internal control system

Grifols' plasma product quality and safety program is built upon the expertise of its highly trained team, rigorous processes, advanced technologies and complete traceability from plasma donation to market.

All materials and processes are closely monitored throughout the supply chain by Grifols' quality department. This includes process controls and batch-by-batch monitoring of final products, as well as the review and supervision of production processes to ensure compliance with Good Manufacturing Practices (GMP). Systems are in place to escalate relevant events and implement appropriate measures through established Quality Committees, where key performance and quality indicators are regularly assessed. All medical devices are evaluated to comply with the European REACH regulation (Registration, Evaluation, Authorization, and Restriction of Chemicals).

Grifols is a member of the National Donor Deferral Registry (NDDR), a voluntary self-regulation initiative to guarantee the safety and quality of donated plasma through strict standards its donors must adhere to.

Plasma Procurement Regulations

WHO: recommendations for the production, control and regulation of human plasma for fractionation (WHO Technical Report Series, No. 941)
Directive 2002/98/EC which establishes quality and safety standards for processes related to human blood and its components
EMA Guideline on plasma-derived medicinal products.
21 CFR Part 640: additional standards for human blood and blood products
Local regulations in the countries where plasma-derived products are distributed
PPTA Standards: voluntary adherence by Grifols
European Pharmacopoeia
U.S. Pharmacopoeia

Biopharma Regulations

EU Good Manufacturing Practices (GMP)
Code of Federal Regulations (CFR): 21 CFR 11, 21 CFR 210, 21 CFR 211, 21 CFR 600, 601, 610, 630 and 640.
Good Manufacturing Practices (GMP) of the Pharmaceutical Inspection Co-operation Scheme (PIC/S)
European Pharmacopoeia
U.S. Pharmacopoeia
Local regulations in the countries where plasma-derived products are distributed

Diagnostic Regulations

ISO 13485: Medical Devices Quality Management Systems regulatory requirements
Directive 98/79/EC on in vitro diagnostic medical devices
EU Regulation 2017/746: on in vitro diagnostic medical devices
21 CFR 820: Quality System Regulation for Medical Devices
Local regulations in the countries where products are distributed

External certifications

External entities certify the quality systems of all Grifols' production plants, including the manufacture of its medicines and medical devices.

Good Manufacturing Practices (GMP) certifications from the European Union, United States and other countries requiring GMP compliance.
Plasma Protein Therapeutics Association (PPTA) IQPP & QSEAL certifications
International Quality Plasma Program (IQPP) certifications: a voluntary program for plasma collection, including donor management and plasma center operations.
Quality Standards of Excellence, Assurance and Leadership (QSEAL) certifications: voluntary certifications specific to the manufacturing of plasma-derived medicines, ensuring adherence to stringent quality standards.

Internal and external quality audits

Grifols' management team defines and maintains the quality management system, including routine in-house audits of plasma centers, laboratories, production facilities and warehouses to monitor quality standards and ensure compliance with applicable regulations.

The Quality Audit Department conducts routine reviews of all operations.

All plasma centers, manufacturing plants, warehouses and laboratories are regularly inspected by health authorities in the United States (FDA), Europe (EMA) and other countries in compliance with their respective regulations.

Plasma centers and fractionation plants are also subject to regular audits by the Plasma Protein Therapeutics Association (PPTA).

PLASMA PROCUREMENT

Internal audits 236 (Grifols) 7 (Biotest)

Inspections by health authorities and accredited inspection entities 450 (Grifols) 11 (Biotest)

Favorable supplier audits 61 (Grifols) 11 (Biotest)

BIOPHARMA***

Internal audits 58 (Grifols) 12 (Biotest)

Inspections by health authorities and accredited inspection entities 22 (Grifols) 2 (Biotest)

Favorable supplier audits 136 (Grifols) 46 (Biotest)

DIAGNOSTIC

53 Internal audits

13 Inspections by health authorities and accredited inspection entities

24 Favorable supplier audits

OTHERS****

94 Internal audits

25 Inspections by health authorities and accredited inspection entities

62 Favorable supplier audits

BIO SUPPLIES

1 Internal audits

11 Inspections by health authorities and accredited inspection entities

0 incidents related to suspension, revocation or loss of any license or certification; warning letter, imposed suspension of any regulated activity

GOOD MANUFACTURING PRACTICES

Grifols
Biotest
		Plasma Procurement: 9 Biopharma: 10
in-house inspections. Includes Grifols and Biotest. *Former Bioscience Division.	**** Others: includes Former Hospital Division.	* Includes inspections by health authorities and accredited inspection bodies, as well as

Quality controls and supplier audits

Grifols' Supplier Qualification Management System ensures that all raw materials, including plasma from external suppliers and critical nonplasma suppliers, undergo a rigorous, continuous evaluation process. Grifols conducts a comprehensive program of routine supplier audits to ensure compliance with GMP regulations and quality standards across all its business units.

390+ quality control supplier audits performed in 2024

Summary of Audits in 2024 - GRIFOLS

	Type of supplier		Result
Business unit/Area		No. of quality audits	Favorable	Not favorable	Pending evaluation and final report
	Raw materials suppliers	40	39	0	1
Plasma Procurement	Distributors	5	5	0	0
and Bio Supplies	Transport companies	2	2	0	0
	Service suppliers	15	15	0	0
	Raw materials suppliers	97	95	2	0
	Distributors	3	3	0	0
Biopharma	Transport companies	10	10	0	0
	Service suppliers	28	28	0	0
	Raw materials suppliers	19	17	0	2
	Distributors	4	4	0	0
Diagnostic	Transport companies	0	0	0	0
	Service suppliers	5	3	0	2
Grifols global subsidiaries	Raw materials suppliers	0	0	0	0
	Distributors	14	14	0	0
	Transport companies	17	17	0	0
	Service suppliers	17	17	0	0
Others	Raw materials suppliers	48	48	0	0
	Distributors	3	2	1	0
	Transport companies	1	1	0	0
	Service suppliers	11	11	0	0

Summary of Audits in 2024 - BIOTEST

Plasma Procurement	Raw materials suppliers	0	0
	Distributors	0	0
	Transport companies	0	0
	Service suppliers	11	11
Biopharma	Raw materials suppliers	20	20
	Distributors	9	9
	Transport companies	3	3
	Service suppliers	14	14

Health, safety and pharmacovigilance measures

As outlined in its Quality Policy, Grifols identifies the critical attributes of its products and conducts thorough quality controls on raw materials, manufacturing processes and finished product testing.

Grifols establishes quality agreements with all distributors, which include specific provisions on pharmacovigilance and vigilance, including those operating in countries with less advanced pharmacovigilance or surveillance regulations. These agreements clearly define the responsibilities in this area to ensure that Grifols' rigorous standards are upheld.

The company has also implemented a pharmacovigilance system to monitor any adverse reactions or effects resulting from its medicines, as well as a surveillance system to track adverse incidents due to the use of medical devices and in vitro diagnostic medical devices. Under these programs, Grifols operates a reporting system for suspected adverse reactions, effects or incidents that may pose a safety concern.

All activities and requirements of the pharmacovigilance and surveillance systems for medical devices and in vitro diagnostic devices are detailed in Grifols' standard operating procedures, which are regularly updated to comply with applicable regulations in every country where Grifols distributes its products. The company conducts regular internal audits of both systems as part of its quality compliance framework, and both systems are subject to external inspections by the relevant health authorities.

Grifols does not outsource primary pharmacovigilance or medical device surveillance and in vitro medical devices activities to third parties. However, certain minor activities specific to the pharmacovigilance of Biopharma products have been outsourced.

Claims system

Grifols' claims system, as described in its corporate policy, records and evaluates all notifications received from employees, healthcare centers, patients and users regarding concerns about potential product quality issues. For medical devices, the management system for technical services is integrated with the complaints management system to ensure all customer requests are properly assessed.

When a subsidiary or authorized call center receives a complaint about a product or service marketed by Grifols, it immediately notifies the relevant manufacturing plant. This process ensures that all complaints are thoroughly evaluated in accordance with the established claims system.

The quality department of each business unit oversees the claims process, which includes conducting the relevant investigations; verifying the implementation of corrective and preventive actions, if necessary; notifying relevant health authorities, if applicable; and informing the customer of the findings from the claim investigation.

CLAIMS RATIO PER BUSINESS UNIT

Biopharma

1 per 75,186 units distributed

2023: 1 per 97,895 units distributed

Diagnostic

1 per 170,224 diagnostic tests 2023: 1 per 559,298 diagnostic tests

Bio Supplies

1 per 1,651 units distributed 2023: 1 per 2,777 diagnostic tests

Others (Medicines)

1 per 3,692,028 units distributed 2023: 1 per 14,972,662 units distributed

Others (Medical devices)

1 per 114,835 units distributed 2023: 1 per 50,005 units distributed

Biotest

1 per 103,114 units distributed 2023: 1 per 77,777 units distributed

Product recall system

The product recall system is governed by Grifols' corporate policy on patient and customer safety.

This system is developed through standardized operating procedures and is subject to internal audits to ensure its effectiveness and compliance with current regulations. It is also regularly inspected by the competent health authorities.

All Grifols teams involved in potential product recalls, whether voluntary or mandatory, receive specialized training in the proper management of these incidents. Grifols also conducts periodic product recall simulations to test crisis management procedures and protocols, as well as identify and address potential areas for improvement.

The product recall system includes specific procedures for notifying health authorities, patient organizations and healthcare professionals about any potential risks associated with recalled products. Grifols operates a call center and maintains dedicated websites for certain products to communicate potential risks. The use of recalled products in clinical trials is strictly prohibited.

In the past four years, Grifols and Biotest did not have any mandatory product recalls (Class I, II, or III) due to quality or safety issues. In 2024, Grifols has not carried out any voluntary product recalls.

Strict controls ensure that quality and safety standards are fully complied with, and the processes in place facilitate a swift and effective recall if necessary. In this regard, in 2024, a counterfeit Biotest Albiomin (albumin) product was detected, which even included a forged local authority seal to appear authentic. Although the original Biotest drug did not present any quality defects, the company decided to recall the affected batch from the market as a measure to help eliminate the counterfeit product, in addition to launching an information campaign. Both actions were carried out in collaboration with the competent authorities to protect patient safety.

Counterfeit drug prevention system

The counterfeiting of medicines and advanced diagnostic systems poses a global risk to patient safety and public health. Plasma-derived medicines are typically prescription-only drugs and are primarily administered in hospital settings.

Grifols collaborates with regulatory authorities to investigate and analyze suspected cases of counterfeit products. The company has implemented an Anti-Counterfeiting Policy to help prevent, detect and report counterfeit products. Under this policy, any suspected or confirmed cases of counterfeit medicines must be promptly reported to the relevant regulatory authorities in compliance with applicable regulations.

Committed to supporting regulatory authorities in preventing counterfeiting, Grifols uses track-and-trace technology to comply with product serialization and aggregation requirements in certain countries and regions. Beyond these obligatory measures, Grifols implements additional anti-counterfeiting safeguards, including assigning unique codes to vials before marketing any plasma-derived product and adding holographic seals to packaging to ensure its integrity and authenticity.

Grifols undergoes regular internal audits and external inspections to verify compliance with applicable regulations and conducts due diligence with customers and distributors to confirm they hold the necessary licenses to distribute its products.

Furthermore, Grifols outlines detailed measures for addressing suspected counterfeiting in its contracts and quality agreements with third parties, where applicable. Since 2021, Grifols has not been aware of any incidents leading to raids, seizures, arrests or the filing of criminal charges related to counterfeit products.

General Environment Social Governance Annexes Patients and healthcare professionals

Building trust-based relationships through transparency

By integrating the knowledge, experience and perspectives of patients, patient organizations, healthcare professionals and healthcare organizations, Grifols is able to develop increasingly innovative and personalized treatments, diagnostics, technologies, services and solutions.

Patient relations through patient organizations

Patient associations and organizations play a vital role in global healthcare systems. They contribute to patient education, advocate for patient rights and support clinical research. At Grifols, these organizations increasingly influence decision-making. Actions and initiatives involving these groups are coordinated and managed by the Global Patient Affairs team.

All collaborations with patient associations adhere to the applicable principles of transparency and the specific regulations of each country. Grifols has implemented standardized operating procedures that internally govern collaboration agreements, grants and donations, ensuring they meet criteria of eligibility, compliance, ethics and transparency.

These general principles and commitments are outlined in the Policy for Patients and Patient Organizations and other internal procedures. Grifols also publishes annual, country-specific reports detailing the support provided and value transfers made to patient organizations worldwide.

Grifols' collaborations include educational initiatives on the unique nature of plasma-derived medicines and the complexity of their production processes; joint advocacy efforts to promote better patient access to plasma-derived medicines; and support initiatives, combining employee volunteer efforts and financial resources, all in compliance with current regulations and laws.

Grifols engages with approximately 70 patient organizations across key therapeutic areas globally. In 2024, the company allocated more than EUR 18.6 M to product donations and EUR 9.14 M support for around 60 patient associations worldwide, funding various programs and activities. Much of this effort was concentrated in Europe, in an aim to foster greater engagement and contribute to the professionalization of these organizations.

Collaborations and support programs for patient associations

SCOPE IN 2024

Therapeutic areas / diseases

Pulmonology – Immunology – Neurology – Alzheimer's – Liver diseases – Blood disorders

4 geographic areas

North America, focus on the United States and Canada

Europe, focus on Spain, France, Germany, Italy, the United Kingdom and Nordic countries

Latin America: focus on Brazil and Argentina

Asia-Pacific: focus on Australia

Interaction with 70 patient organizations

Through the Patient Organization Donation Program, Grifols supports projects and initiatives aligned with four strategic priorities:

Education and empowerment: Grifols helps patients become actively involved in decisions about their health. For rare diseases, educating the medical community is also crucial. The company collaborates in various seminars and scientific conferences to advance this goal.
Awareness and visibility: giving greater visibility to patient communities fosters a sense of solidarity and helps bring their needs and challenges onto the political agenda. Grifols contributes by supporting the creation and maintenance of different channels of communication and educational materials.
Experience and well-being: Grifols supports projects that contribute to improved disease management and enhance patient experience. In 2024, the company supported psychosocial programs led by patient organizations in different therapeutic areas to promote a holistic approach to care.

Patients and healthcare professionals

Advocacy and access: patient organizations play a key role in ensuring equitable access to treatment and addressing plasma shortages, which remain a significant challenge. In 2024, Grifols supported the creation of patient alliances across Europe to unify and amplify their voices in different countries. These efforts aim to empower patient communities by promoting equity in access to care and treatment, accelerating diagnoses and fostering collaboration among multiple stakeholders to address patient needs.

EDUCATION AS A KEY DRIVER

In 2024, Grifols promoted various educational initiatives with patient communities in Europe. As part of the "Plasma Awareness Educational Program," webinars were organized with representatives from these communities to inform and update them on policies that impact their lives.

Additionally, new visits to Grifols facilities were arranged locally, offering participants insights into the company's operations and commitment to plasma-derived medicines. Grifols also launched a program that enables patients to share their firsthand experiences and testimonies. This initiative aims to give all employees an opportunity to learn from and connect with patients, fostering a deeper understanding of the company's mission.

Relations with healthcare professionals and organizations

Grifols' interactions with healthcare professionals and organizations contribute to enriching its knowledge and expertise on patient behavior and disease management. This is critical to guiding industry efforts and enhancing the quality of patient care and treatment options. All interactions are conducted with maximum integrity and transparency, regulated by Grifols' Global Compliance Program.

Grifols' Gifts and Hospitality Policy provides clear guidance for employees on the appropriate standards and established limits for managing transfers of value and hospitality to healthcare professionals, public officials and other individuals.

The U.S. Sunshine Act (PPS) requires manufacturers and group purchasing organizations (GPOs) of pharmaceuticals, biologicals and medical devices to itemize all information relating to payments and transfers of value made to specific healthcare professionals and organizations, including physicians, advanced practice providers and teaching hospitals. The Centers for Medicare and Medicaid Services (CMS) publishes these reports annually in June.

Grifols has established policies and procedures to manage its transparency program, ensuring compliance with U.S. federal and state reporting obligations. The company adheres to the Pharmaceutical Research and Manufacturers of America (PhRMA) and Advanced Medical Technology Association (AdvaMed) Codes on Interactions with Healthcare Providers. Last updated in January 2022 (PhRMA) and June 2022 (AdvaMed), these codes aim to reinforce ethical standards and principles in interactions with the healthcare community.

Under the Open Payment Program, transfers of value in the U.S.

USD 4.1 M in 2023 -27% vs 2022

In line with these principles, Grifols may engage healthcare professionals such as consultants or advisors, provided they are selected based on their qualifications and expertise to meet a specific need. Financial compensation must reflect fair market value for the services provided, and all arrangements must be formalized through written contracts.

Grifols provides a transparency-training program for all employees whose roles require regular interaction with U.S. healthcare organizations and professionals. In total, 62 U.S.-based employees participated in formal transparency-specific training, while the North American Healthcare Compliance team provided information and individual instruction throughout the year to a broader group of employees. These training efforts are designed to ensure that all employees involved in such interactions fully internalize and comply with transparency regulations and ethical principles.

In 2015, Grifols voluntarily adopted transparency practices in Europe4 in alignment with Chapter 5 of the European Federation of Pharmaceutical Industries and Associations (EFPIA) Code, extending them to all corporate divisions and operations.

In 2024, for the ninth consecutive year, Grifols disclosed all payments and other transfers of value related to medicines and healthcare technology made to professionals and organizations in various European countries covered under the EFPIA Code. The company also has a policy and procedure in place that outlines how its transparency program is implemented to comply with the Code.

The EFPIA Code includes the following countries: Germany, Austria, Belgium, Bosnia and Herzegovina, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, North Macedonia, Malta, Norway, Netherlands, Poland, Portugal, Romania, Russia, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and Ukraine.

In accordance with EFPIA criteria in Europe

EUR 14.5 M in 2023 -34% vs 2022 69% transfers of value related to R&D

As a member of MedTech Europe, Grifols applies the transparency guidelines outlined in its Code of Ethical Business Practice, including reporting the Training Grants conducted in 2023. Additionally, Grifols publishes detailed information on country-specific transfers of value, in compliance with local regulations. The company also maintains its own policy and procedure to ensure compliance with reporting obligations required by U.S. state and federal government agencies.

Packaging, leaflets and labelling

The information included in product packaging, leaflets and labels adheres to the applicable standards and regulations in every country where Grifols operates, including Good Manufacturing Practices (GMP) for medicines.

For medical devices and in vitro diagnostic medical devices, the labelling, reagent instructions for use and user manuals for instruments and software, comply with country-specific regulations, (EN ISO 15223, among others) and incorporate mitigation measures identified through medical device risk management systems (EN ISO 14971) or as required by health authorities. All printed materials are translated into the relevant languages, regularly updated as needed and made easily accessible to users.

TRANSFERS OF VALUE BY TYPE

EUROPE DATA - GRIFOLS

	2023		2022		2021
	EUR	%	EUR	%	EUR	%
Services	1,415,862	10%	1,294,739	7%	1,006,669	5%
Contributions to professional healthcare events	601,717	4%	293,171	1%	57,272	0%
Contributions to cover costs of healthcare events	2,306,191	16%	2,505,772	13%	1,978,053	11%
Grants	197,343	1%	628,962	3%	280,272	1%
Third-party R+D collaboration	10,021,128	69%	14,779,095	76%	15,609,633	83%
TOTAL	14,542,241	100%	19,501,739	100%	18,931,899	100%

U.S. DATA - GRIFOLS

	2023		2022		2021
	USD	%	USD	%	USD	%
Services	1,361,895	33%	935,321	17%	4,128,833	34%
Contributions to professional healthcare events	843,366	20%	645,974	11%	344,243	3%
Grants	0	0%	0	0%	0	0%
R&D collaborations with third parties	1,383,432	34%	3,058,171	54%	7,025,507	59%
Investigator sponsored research	524,084	13%	1,023,755	18%	483,866	4%
TOTAL	4,112,777	100%	5,663,221	100%	11,982,449	100%

**EUROPE DATA* - BIOTEST**

	2023		2022
	EUR	%	EUR	%
Services	252,022	9%	264,091	2%
Contributions to professional healthcare events	251,262	9%	240,973	2%
Contributions to cover costs of healthcare events	373,269	13%	8,455,016	77%
Grants**	195,000	7%	304,000	3%
Third-party R&D collaborations	1,694,314	61%	1,747,144	16%
TOTAL	2,765,868	100%	11,011,226	100%

*Transfers of value in Europe as defined by the EPFIA Disclosure Code. ToVs included with one-year intervals.

**Includes research grants. Research data as defined by the EPFIA Disclosure Code do not reflect the company's entire R&D investment. Biotest data includes information from the Biotest AG group under Biotest Compliance supervision.

Responsible marketing practices

Grifols ensures that all marketing activities, as well as promotional and educational materials, comply with applicable laws and regulations; align with industry policies and codes voluntarily adopted by the company; adequately address the target audience and end-users and provide accurate, reliable, comprehensive and balanced information.

The company follows a standard operating procedure (SOP) to define the responsibilities and processes for the approval, review and control of all marketing initiatives. This includes participation in congresses and the design and distribution of promotional and educational materials about Grifols' products and services.

The Grifols Review Process (GRP) guides the management and approval process to be followed for all marketing materials. Representatives from the legal, medical and regulatory departments review and approve this material using an electronic system which has been specifically designed for the GRP process, in order to guarantee that these are aligned with responsible marketing practices.

All marketing material and content is approved for specific uses in designated countries and may only be used with no alterations. The contents of all promotional and educational materials are routinely reviewed to ensure compliance with current regulations and codes in force. Grifols also provides training on responsible sales and marketing practices in line with the company's Code of Conduct and Anti-Corruption Policy.

In 2024, Grifols received 3 marketing complaints, which were dealt with in accordance with established procedures. These complaints had an economic impact of EUR 12,000. Biotest has not received any complaints related to marketing.

Materials reviewed Materials approved

Access to treatments and diagnosis

Self-sufficiency program for plasma and plasma-derived medicines

The World Health Organization (WHO), the Council of Europe and other institutions stress the importance of achieving self-sufficiency in plasmaderived medicines to give patients adequate access to these essential treatments.

Specifically, the WHO Resolution WHA 63.12 urges member states to establish, implement and support sustainable blood and plasma collection programs. When efficiently managed and nationally coordinated in accordance with the available resources in each country, these programs enable increased self-sufficiency. However, WHO figures show that only 56 out of 171 reporting countries produce plasma-derived medicines by fractionating plasma collected domestically, while 91 countries report relying entirely on imports for plasma-derived medicines.

Currently, EU countries face a plasma shortfall of 5.4 million liters required to meet treatment demands. Plasma collected in Europe accounts for only 63% of the volume needed to produce essential plasma medicines, while the remaining treatments–primarily manufactured using U.S. plasma–are imported. This heavy reliance on third countries heightens the risk of shortages, as witnessed in 2021 following the COVID-19 pandemic. Such shortages may lead to these medicines being rationed and unjustified delays in treatment. For example, in Spain, the self-sufficiency gap for immunoglobulins stands at 36%.

Grifols is committed to promoting and improving access to treatments for patients by supporting and working with countries to help them increase their levels of self-sufficiency, thereby strengthening their healthcare systems and limiting dependence on third parties. The company is leading this change through the Grifols Self-Sufficiency Program. Furthermore, its global industrial plasma fractionation programs contribute to improving healthcare costs, promoting better and greater access to plasma treatments and contributing to more sustainable healthcare systems.

STRATEGIC ALLIANCE WITH CANADA

Grifols reached a long-term collaboration agreement with Canadian Blood Services (CBS) in 2022 to accelerate the country's immunoglobulin (Ig) self-sufficiency from 15% to 50% in the shortest timeframe possible, reducing the volume of plasma-medicine imports.

In 2024, Grifols continued to make significant progress in consolidating a vertically integrated supply chain to meet the needs of Canadian patients. This supply chain includes newly established donation centers and the production facilities in Montreal. Until the Montreal plant becomes fully operational in 2027, production is being carried out at Grifols' facilities in Clayton, North Carolina (USA).

SELF-SUFFICIENCY BOOST IN EGYPT

In 2020, Grifols began developing the first integrated platform in the Middle East and Africa to supply plasma therapies at national and regional levels as part of its strategic alliance with the Egyptian government. Through this collaboration, the company will promote Egypt's self-supply of plasma medicines through a pioneering publicprivate partnership.

Direct initiatives to support patients

Grifols actively promotes patient access to treatments, particularly when extraordinary circumstances may limit or disrupt access. Since 2006, the company has implemented initiatives in the U.S. to support patients treated with its plasma-derived medicines without health insurance. Grifols also offers treatments for patients in need of temporary assistance and promotes comprehensive support programs to help patients manage their diseases effectively.

"

Grifols provides direct support to patients who, due to exceptional circumstances, are unable to access treatments.

17,000+ patients have had access to free products or services

Supporting the World Federation of Hemophilia

An estimated 400,000 people around the world suffer from severe hemophilia, yet 75% remain untreated. Grifols, to address this issue, began collaborating with the World Federation of Hemophilia (WFH) Humanitarian Aid Program in 2014, donating clotting factors for hemophilia patients in need of treatment. Grifols' donations also support the WFH's Global Alliance for Progress (GAP) program. In its second decade, this initiative aims to increase the number of patients diagnosed and treated for bleeding disorders, especially in developing countries.

Grifols' 2022-2030 Commitment to the World Federation of Hemophilia includes the donation of

240 million UI

AlfaCare is a holistic support program for patients with Alpha-1 Antitrypsin Deficiency (AATD) offering training, emotional support and guidance to help them effectively manage their condition by promoting new habits to enhance their physical, dietary and psychological well-being. The program was launched in Spain in 2018 with the collaboration of the Alfa-1 Spain Association and the support of a multidisciplinary clinical team including psychologists and patient mentors. Since then, the program has expanded to Germany under the name AlphaCare and to Italy as GriCare.

AlfaCare has proven to deliver significant value to AADT patients. As of December 2024, it supports 265 patients in Spain, who receive psychological support and respiratory physiotherapy, among other services, and 32 of them receive home treatment. In Germany, the program supports 744 patients and in Italy, 110 patients.

Programa AlfaCare

1,000+ patients supported across 3 countries

Emergency aid in strategic partnership with Direct Relief

Grifols collaborates with Direct Relief, a humanitarian organization operating in over 80 countries, to provide healthcare professionals with medical resources following natural disasters and other humanitarian or poverty-related emergencies. This partnership ensures the availability of donated products in the shortest possible time.

Value of medicines donated 2019-2024 EUR 2.74 M

Value of medicines donated in 2024 EUR 0.04 M

Patients treated in 2024 3,245+

Units of products donated in 2024: 2,800+

Enhancing diagnostics

Accurate and timely diagnosis is the first critical step toward effective prevention and treatment, directly impacting patient safety. Grifols specializes in transfusion and personalized diagnostic solutions aimed at reducing diagnostic errors. According to the WHO,1 such errors may include delays in diagnosis, incorrect diagnosis, missed diagnosis or failure to communicate the diagnosis, all of which can occur at any stage of the diagnostic process.

Safe transfusions and tissue donations

Through its Diagnostic division, Grifols drives continuous innovation to provide blood and tissue banks with highly sensitive and specific tests to ensure safe transfusions and donations. Grifols assays are based on nucleic acid amplification techniques (NAT), which enable the detection of viruses such as HIV, hepatitis B and C, as well as emerging viruses like Zika and West Nile, and parasites such as those that cause babesiosis.

Grifols also develops blood typing platforms to ensure compatibility between donors and recipients. These gel-based assays not only identify major blood groups like ABO and Rh but also detect less common blood groups that are still highly relevant to human pathologies, such as sickle cell anemia and cancer.

According to the World Health Organization (WHO), 50% of donated blood is collected in emerging countries, which account for 80% of the global population¹. These countries lack basic measures to ensure safe transfusions and donations are not universally implemented. Grifols is actively working to expand its transfusion diagnostic solutions in emerging markets, including the Philippines, India, Egypt and Indonesia. This is also the case in China, where Grifols collaborates with Shanghai RAAS to progressively contribute to raising transfusion safety standards in the country's blood donation centers.

In 2024, Grifols' NAT technology was used to test more than 38 million blood donations, and the company supplied over 71.5 million gel-based blood typing cards.

The first free direct-to-consumer program for detecting Alpha-1 Deficiency (AATD)

In 2023, Grifols launched the AlphaID™ At Home Genetic Health Risk Service, the first free, direct-to-consumer program for U.S. residents designed to facilitate genetic detection of Alpha-1 Antitrypsin Deficiency (AATD). This condition, which has symptoms similar to COPD, is estimated to affect about 1 in every 2,500 Americans.

Using AlphaID™ At Home, individuals can assess their risk of developing lung and/or liver disease associated with Alpha-1 using a simple saliva sample, without needing to visit a healthcare professional.

As of May 2024, nearly 68,000 AlphaID™ At Home kits had been requested. Additionally, the AlphaID™ kit, developed by Progenika, has been used in medical practices and across many other countries, enabling the detection of AATD and helping patients take appropriate steps to address this health condition.

In the European Union, Latin America and Turkey, some 35,000 units were distributed free of charge during 2024.

Grifols is also focused on developing new diagnostic tests for personalized medicine, aimed at prognosis, predicting responses, and monitoring biological therapies. Furthermore, the company is advancing molecular diagnostic and prognostic tests in areas such as oncology, autoimmunity, cardiovascular medicine and central nervous system disorders.

WE CONTRIBUTE TO MORE SUSTAINABLE HEALTH SYSTEMS

Outside of its core activity, Grifols shares its expertise with other countries by making its facilities, technology, expertise and technical teams available to donation centers and public health organizations. This includes processing surplus plasma, purifying the proteins and returns them entirely in the form of plasma-derived medicines.

Regulated by plasma fractionation service agreements, these public-private collaborations provide healthcare administrations with significant cost savings on plasma-derived medicines. These collaborations are offered in Spain, Italy and Canada. In 2023, Grifols extended this service to Egypt, supporting efforts to promote the country's self-sufficiency in plasma-derived medicines.

More details: "Access to Medicines" section.

GRIFOLS' CONTRIBUTIONS TO SAVINGS IN SPAIN'S HEALTHCARE SYSTEM

Grifols' global plasma industrial fractionation programs help reduce healthcare costs

This broad-based service is customized to each client (public and private entities) and covers the entire plasma logistics chain, including collection, transportation, testing, analysis, fractionation, purification, dosing and delivery of finished products.

This solution includes, among others, the Quality Program to advise on quality management and assurance systems and the Academy Program offering plasma-related training activities, courses and programs. Simultaneously, the Grifols Plasma Management Service web solution was developed by Grifols to improve, streamline and facilitate communication among the various parties involved in monitoring the industrial plasma fractionation contract and guarantee full traceability during the process.

Grifols spearheads a range of additional services to support and address the needs of blood banks, working collaboratively to promote plasma self-sufficiency.

Spain advances its plasma selfsufficiency for plasma-derived medicines

Human plasma has become a strategic resource for Spain's National Health System, serving as an essential raw material for the production of plasma-derived medicines. Increasing plasma donations through apheresis is a top priority, with efforts concentrated on expanding the plasma donor pool.

In 2024, numerous groups worked to increase the volume of plasma collected in Spain to benefit thousands of patients. For the fourth consecutive year, these collective efforts have surpassed 400,000 liters of plasma collected for fractionation and the production of plasma-derived medicines. This volume represents between 40% and 60% of the plasma required to produce the plasma therapies needed in the country.

Grifols leads the way to actively support awareness campaigns aimed at promoting plasma donations in Spain.

Collaborative solutions	Safety throughout the supply chain	Comprehensive production quality control	Increased self-sufficiency	Patient-focused	Savings for healthcare systems
----------------------------	------------------------------------------	------------------------------------------------	-------------------------------	-----------------	--------------------------------------

Innovation at Grifols

Grifols reports its innovation based on the principles of double materiality, considering both business and sustainability impacts.

Innovation at Grifols focuses on four key priorities: accelerating the development of new therapies, products and services, and driving ongoing improvements and new indications for existing ones; promoting competitiveness; optimizing in-house productivity to achieve greater efficiencies; and supporting scientific cooperation, education and research capabilities to advance scientific knowledge.

In this context, Grifols provides specific information about its innovation efforts to facilitate a broad-based understanding of the company as a whole.

Impacts, risks and opportunities

Material IROs	Type	Description
INNOVATION
Clinical trials	- SP OO	Grifols firmly believes that advances in life sciences must be rooted in a humanistic and ethical approach. The company is committed to protecting the rights, safety and well-being of patients involved in the clinical trials it leads or sponsors. The company also advocates for the responsible and ethical use of laboratory animals in trials essential for the development of life-saving therapies.
Promoting knowledge and research for the benefit of society	+ OO	Grifols promotes research and scientific progress to contribute to the advancement of society. The company offers a differential innovation portfolio, focused primarily on developing treatments and diagnostic solutions. These efforts are further strengthened by the use of artificial intelligence (AI), which has the potential to drive significant breakthroughs via the analysis of clinical trial data and plasma donor information. At the same time, it strives to integrate sustainability criteria into its product innovation to foster both social progress and environmental protection.
Improvement of production processes	R O	Grifols recognizes the transformative power of technological advances to optimize the production processes of plasma-derived medicines and improve operational logistics, driving both revenue growth and cost reduction. The company has started to explore and integrate AI solutions to boost efficiency and productivity, and ultimately achieve significant cost savings. Grifols is also positioning itself in future-forward segments including recombinant medicines and antibody therapies, which may lead to new opportunities and strengthen its long-term competitive advantage.
Investment in new technologies	R	Technological innovation offers Grifols the opportunity to optimize its production processes and enhance its competitiveness in its industries of operation, ensuring a sustainable future. The company proactively anticipates its investment needs, both from a financial and human resources perspective.

Positive impact - Negative impact ^R Risk OO Own Operation SP Supply Chain ^O Opportunity

Managing impacts, risks and opportunities

The following policies, actions, metrics and targets enable Grifols to efficiently and effectively manage the key material IROs related to innovation in alignment with its current reality.

Material Sub-topics	Policies	Actions	Metrics and Targets
Innovation	• Human Rights Policy • Animal Welfare Policy	• Deliver excellence in innovation by expanding the focus on platforms (plasma and non plasma), therapeutic areas and internal and external knowledge to benefit a larger number of patients	• Achieve more than 80% of the defined milestones in innovation projects • Assign at least 75% of R+D investments to products and market expansion

Driving innovation through open lines of communication

Effective communication with stakeholders in science, technology and innovation is essential for promoting the development and promulgation of new ideas and projects. Grifols' two-pronged innovation scope fosters knowledge sharing and communication both internally and externally, giving the company a strategic edge. This approach not only informs but also actively engages and connects key players within its innovation ecosystem, helping it advance progress, anticipate changes and build a support network to boost competitiveness.

On an internal level, digital transformation committees and R&D+i project analysis forums are the primary platforms for addressing key innovationrelated issues–including critical material matters–across the organization.

Externally, academic collaborations with centers of excellence and coinnovation programs are vital communication channels for the exchange of ideas and knowledge.

Overview of innovation at Grifols

*Includes Biotest data.

Innovation is at the core of Grifols' operations and embedded in its DNA. The company promotes the development of healthcare solutions through substantial investments in both financial resources and talent, leveraging its network of research hubs in the U.S. (California and North Carolina) and Europe. Furthermore, Grifols boasts advanced research platforms that reinforce its leadership in biomedicine. These platforms, along with its investees, will enable the company to continue improving the lives of millions and anticipate the future of medicine.

Research platforms

Plasma proteomics, fractionation and purification
Single-cell transcriptomics
Machine learning-based AI platform for therapeutic target discovery
Neural functional assay platform
Therapeutic target selection and validation
Polyclonal recombinant expression and manufacturing
Mammalian cell line for site-directed integration
Platform for discovery monoclonal antibodies

Other Grifols companies

Araclon1 – Spain: specialized in the research and development of new treatments and diagnostic tests for Alzheimer's disease
GigaGen U.S.: dedicated to the discovery and development of recombinant polyclonal antibody-based drugs to treat immunodeficiencies, infectious diseases and immunotherapy-resistant cancers
Grifols investee company

An ethical approach to science and innovation

For Grifols, advances in life sciences should never be severed from their intrinsic humanistic component. The relevance of ethics in biomedical and technological innovation is paramount to guiding the responsible and sustainable development of science and technology, ensuring these advancements are used for the benefit of humanity. In this regard, scientific progress should always emerge from an ethical and social construct.

Grifols translates this commitment into action through the Víctor Grífols i Lucas Foundation. Among their competencies, the review committees within the Grifols Scientific Innovation Office oversee and manage all matters related to clinical trials, including those with ethical ramifications.

The company adheres to three fundamental and universal principles that guide the ethical considerations of its clinical trials, as outlined in its Human Rights Policy.

We subscribe to three fundamental and universal principles:

RESPECT FOR PEOPLE: Respect for an individual's ability to make decisions freely and independently, and protection of vulnerable groups of people who participate as research subjects. This principle is expressed through informed consent forms.

WELFARE: Guarantee the health of people who participate in clinical trials. Risks must be minimized and benefits maximized for all participants. For Grifols, protecting people's health takes precedence over professional and personal interests, research advances and the search for knowledge.

JUSTICE: Research must strike a balance between benefits and risks. All subjects must be treated with equal consideration, with no discrimination in the selection of subjects. Under this principle, participants are never exposed to unsafe situations to benefit another person. There is an obligation to safeguard the rights of vulnerable groups.

Clinical trials

Clinical trials are essential for advancing medical knowledge and providing innovative medications to individuals with specific diseases or conditions.

Grifols is committed to protecting the rights, safety and well-being of patients who participate in the clinical trials it leads or sponsors. All clinical research led by Grifols or on its behalf adheres to the standards defined in the International Conference on Harmonization of Technical Requirements for Pharmaceutical Products for Human Use regarding Good Clinical Practice (ICH GCP); the protection of human beings under the Declaration of Helsinki (1964); and applicable local laws and regulations.

Clinical trials are described in a detailed protocol, which is submitted to regulatory authorities and external ethics committees for their evaluation. They only begin once a favorable decision has been handed down.

Participants submit a written, signed and dated informed consent form. The lead researcher (or assigned healthcare professional) provides appropriate information, resolves any doubts and gives potential clinical-trial subjects sufficient time to make an informed decision on their participation.

In order to maintain quality control, Grifols has standard operating procedures that guarantee that the clinical trial and its related trial data are documented and communicated data according to protocol, ICH GCP principles and applicable regulatory requirements. In addition, Grifols has detection procedures in place that allow clinical professionals to detect and document possible fraud or misconduct in clinical trials.

Several measures at Grifols ensure the transparency of data collected in its clinical trials while safeguarding the anonymity of trial subjects and the protection of their personal data in accordance with the General Data Protection Regulation (GDPR). Grifols also subscribes to the principles of the codes of conduct regulating the treatment of personal data from clinical trials and other applicable clinical and pharmacovigilance research.

Information on the protocol, status of clinical trials and their results are disclosed on publicly accessible registries, including www.clinicaltrials.gov

In addition, the results of trials conducted in Europe are published in the EudraCT (European Union Drug Regulating Authorities Clinical Trials Database) when the trial is regulated by Directive 2001/20/EC, and the Clinical Trials Information System (CTIS) platform when the trial is governed by Regulation 536/2014.Grifols also publicly shares the results of many of its clinical trials at international conferences and in scientific journals.

Responsible testing

Grifols is committed to the responsible use of laboratory animals when required for the development of new life-sustaining therapies.

Whether studies are carried out in university settings or in external laboratories, Grifols researchers work closely with regulatory agencies and the Institutional Animal Care and Use Committee (IACUC) to guarantee the safe and ethical treatment of animals.

All facilities are approved by the competent authorities where research is conducted. In the U.S., Grifols facilities are certified by the Association for Assessment and Accreditation of Laboratory Animal Care (AAALAC) or equivalent organization, and hold the highest accreditation possible for animal-testing laboratories.

All European laboratories comply with Directive 2010/63/EU concerning the protection of animals used for scientific purposes and are assessed by the competent authorities of each country. Grifols research adheres to the "Alternatives and the 3Rs" (Replacement, Reduction and Refinement) protocol, which advocates (i) Replacing the use of animal-testing with alternative techniques or avoiding it completely; (ii) Reducing the number of animals used; and (iii) Refining how experiments are performed to ensure animals suffer as little as possible.

More information: ClinicalTrials.gov and EudraCT

Innovation in treatments

Grifols promotes research and scientific progress to contribute to the advancement of society. Accelerating and advancing new plasma-derived and non-plasma treatments and indications is critical in the company's ongoing efforts to generate a positive impact on patients and society.

To this end, Grifols has a differential product portfolio centered on six core therapeutic areas, while also supporting and integrating projects spearheaded by Biotest, Alkahest, Araclon and GigaGen.

SIX CORE THERAPEUTIC AREAS

		LCM
	recIG – IDP
	Xembify® – CLL
Immunology	Xembify® – Biweekly dosing - PID
	Xembify® – Pre-filled syringes
	Gamunex® Bags
	Yimmugo® (IGIV NextGen) – IDP	**
	Albúmina 20% – Cirrhosis – PRECIOSA
Hepatology / Intensive care	Albúmina 5% – Acute on chronic liver disease – APACHE
	FlexBag® (U.S UE)
	Alfa-1 AT - in non-cystic fibrosis bronchiectasis
Pulmonology	Alfa-1 AT 15% (SC) – AADT
	Prolastin-C – AADT (SPARTA)
	Prolastin® vials 4-5g, (UE)	**
	Fibrinogen - Cong. deficiency & severe hypofibrinogen
Hematology	Fibrinogen – Acquired deficiency
	Fostamatinib1 – PTI – Refractory patients
	Yimmugo® (IGIV NextGen) PTI	**
Infectious	GIGA 2339 – VHB
diseases	Trimodulin (IgM) – (EScCAPE)
	GRF6019 – Alzheimer's
	GRF6021 – Parkinson's with dementia
Neurology	Aβvac402 – Alzheimer's
	AKST4290 – Parkinson's
	GIGA564 – Anti-CTLA-4 mAb Oncology
	AKST4290 – Neovascular age-related macular degeneration (AMD
Others	VISTASEAL™ (fibrin sealant) - Biosurgery pediatric use
	OSIG (Ocular Surface immunoglobulin) – Dry eye disease

1 Association with Endpoint Health; 2 Rights licensed by Rigel Pharmaceuticals in la UE and other countries; 3 Project led by Araclon (Grifols investee) ** Commercialization initiated

Biotest projects

We promote wide-ranging inhouse initiatives

Xembify® to prevent infections in CLL patients

Clinical trial for subcutaneous immunoglobulin Xembify® to help prevent infections in patients with secondary immunodeficient chronic lymphocytic leukemia (CLL), which affects more than 375,000 people in the U.S. alone.

Phase 3 double-blind clinical trial

380+ participants 70 healthcare centers First patient treated in 2023 Conducted in the U.S. and Europe

Alpha-1 antitrypsin in pulmonary emphysema

SPARTA evaluates the efficacy and safety of two weekly intravenous alpha-1 dosing schedules in subjects with pulmonary emphysema caused by alpha-1 antitrypsin deficiency (AATD).

Phase 3-4 double-blind clinical trial

2 dosing regimens: 60 and 120 weekly/mg/kg Recruitment finalized in 2023 with 339 patients

Results expected in 2026-27

Milestones and advances in plasma therapies

FDA approves Grifols' fibrin sealant, commercialized by Johnson&Johnson (VISTASEAL™ in the U.S. and Canada, VERASEAL™ in Europe and other markets) to control surgical bleeding in pediatric patients.
FDA approves an expanded label for XEMBIFY® 20% to include treatment for patients with primary humoral immunodeficiencies (PI) without first having intravenous administration. XEMBIFY is the first 20% subcutaneous immunoglobulin (SCIg) to obtain this extended label. The FDA approval also includes biweekly dosing, providing greater convenience and flexibility to patients.
Collaboration with Selagine to research immunoglobulin eye drops to treat dry eye disease, which affects more than 100 million people globally. Grifols expects to launch a phase 2 clinical trial in mid-2025.
Collaboration with BARDA to evaluate an immunoglobulin-based eye drop for treating lesions caused by exposure to mustard gas, a chemical warfare agent. The preclinical phase will assess its anti-inflammatory and immunomodulatory properties as well as its ability to alleviate the long-term effects of mustard gas.
European market launch of new presentation of Prolastin for the treatment of alpha-1 antitrypsin deficiency (AATD), now available in 4- and 5-gram vials. Its commercialization has begun in Germany and Denmark, among other countries.
Improvement of IgG yields in the production methods of Gamunex and Flebogamma-DIF
Submission to Health Canada for approval of a new albumin purification facility in Montreal
Positive results of a phase 4 study of Fanhdi® (factor VIII) to evaluate its long-term safety and clinical efficacy in subjects with von Willebrand Disease (VWD). A total of 17 participants were enrolled in this 12-month observational, multi-center study, which demonstrated the product's long-term effectiveness in treating bleeding episodes and as prophylaxis before surgical procedures. VWD is the most common hereditary bloodclotting disorder in the word.

NUMBER OF R+D PROJECTS ON PLASMA THERAPIES BY DEVELOPMENT PHASE

	2024	2023	2022*
Discovery	19	24	19
Preclinical	32	23	28
Clinical	15	22	23
Post-commercialization studies	6	14	39
Other projects	10	16	14
Total Biopharma R+D projects	82	99	123

* Includes Biotest.

Maximizing Biotest's full potential

In 2024, Grifols continued to advance and support Biotest's R+D projects, which complement and enhance its innovation portfolio, expanding the availability of plasma-derived therapies in benefit of patients worldwide.

CORE PROJECTS IN THE PIPELINE

Fibrinogen

Phase 3 clinical study Adjusted Fibrinogen Replacement Strategy (AdFirst) in patients with elevated blood loss while undergoing spinal surgery or during abdominal surgery as a treatment for peritoneal pseudomyxoma (PMP).

Trimodulin

A new polyclonal antibody preparation with a high content of immunoglobulins (IgM, IgA and IgG) to treat severe communityacquired pneumonia (sCAP).

Milestones and advances in 2024

Presentation of positive topline results from the phase 3 AdFirst clinical trial with fibrinogen. The study met its primary endpoint: fibrinogen concentrate proved to be as effective as the standard of care in reducing intraoperative blood loss in patients with acquired fibrinogen deficiency (AFD), while maintaining an excellent safety profile. The clinical trial included 200 patients, and regulatory authorizations began in 2024 in Europe and the United States.
FDA approval of Yimmugo®, Biotest's immunoglobulin therapeutic (IgG Next Generation) to treat primary immunodeficiencies.

Other initiatives on neurodegenerative diseases

ALKAHEST

Grifols continues to drive new knowledge of the plasma proteome through its investee Alkahest to determine plasma proteins associated with aging, a discovery that could extend its therapeutic benefit to other diseases, including those related to the central nervous system. At present, ongoing clinical programs are under way with plasma fractions and small molecules in patients with Alzheimer's disease, Parkinson's disease and neovascular age-related macular degeneration (AMD).

ARACLON and Alzheimer's disease

Grifols became an Araclon Biotech shareholder in 2012. Since then, it has supported and promoted its growth as a pioneering developer of projects to diagnose and treat Alzheimer's disease.

Results from phase 2 clinical study of ABvac40 Alzheimer's vaccine:

Positive results were reported in the phase 2 trial of ABvac40, an active vaccine against the Aβ40 peptide to treat patients with early-stage Alzheimer's disease (AD). Findings show ABvac40 had a favorable safety profile, stimulated a robust and enduring immune response against ASymbol 40, and showed some potential cognitive benefits in early-stage AD patients, meeting primary endpoints. While the trial was not designed to assess efficacy on neuropsychological scales and other disease markers, promising results were observed in some secondary exploratory endpoints between the ABvac40-treated group and placebo group.

In 2024, post-hoc analyses of the study demonstrated that the ABvac40 vaccine provided greater benefits for patients with amyloid deposits in the brain, with fewer cases of clinically significant decline on the MMSE scale compared to the placebo group. These benefits were particularly pronounced in the top 25% of patients, who exhibited a robust immune response to the vaccine.

The clinical data obtained were presented at various scientific conferences.

Further evidence was gathered on the potential mechanism of action of ABvac40, particularly its impact on the amyloid vascular pathology linked to cerebral amyloid angiopathy (CAA). A reassessment of MRI scans from the trial revealed a lower incidence of new cerebral microhemorrhages among patients treated with ABvac40 compared to those in the placebo group.

The manuscript highlighting the key results from the phase 2 clinical trial is currently under way, with publication in a prestigious journal expected in in 2025.

ABtest-MS for the early detection of Alzheimer's

In addition to its ELISA ABtest-IA assays for analyzing Symbol -amyloid peptides in human plasma, which have shown potential in identifying cognitively normal individuals with brain changes associated with Alzheimer's disease, Araclon has also developed the ABtest-MS assay. This test enables the simultaneous determination of total Aβ40 and ASymbol 42 levels in plasma using liquid chromatography coupled with mass spectrometry.

In 2024, a significant portion of the data generated with ABtest-MS was presented to the scientific community. Also ongoing is the collaborative project with New York University's Grossman School of Medicine, focused on determining Aβ40 and Aβ42 levels in human plasma and studying their association with factors such as sleep and race. Collaboration also continues with the ADRC (Alzheimer's Disease Research Center) at NYU-Langone Hospital in the United States.

Progress was made in the use of amyloid markers to assist in the diagnosis of cerebral amyloid angiopathy (CAA) in collaboration with Vall d'Hebron Hospital (Barcelona). Also completed was the extension of the Clinical Validation Study for ABtest-MS in individuals with mild cognitive impairment (MCI). The study included more than 600 participants, who were grouped in two cohorts (Hospital Clínico San Carlos in Madrid and Santa María Hospital in Lleida).

A paper is expected to be published in 2025 presenting the results of a five-year longitudinal study on the FACEHBI cohort (ACE Foundation, Barcelona), as well as findings from the statistical analysis from the Clinical Validation Study. Additionally, results from other studies and collaborations are also anticipated for publication.

GigaGen, non-plasma innovation

GigaGen is dedicated to the discovery and development of recombinant polyclonal antibody-based drugs to treat immunodeficiencies, infectious diseases and immunotherapy-resistant cancers. Its patented technology platforms enable the discovery of potent monoclonal antibody therapeutics and a new class of drugs: recombinant polyclonal antibodies.

Among other projects, GigaGen is working on the development of a recombinant IVIG (intravenous immunoglobulin) and a recombinant antithymocyte globulin (ATG) to treat transplant rejection and other inflammatory diseases.

Start of the phase 1 clinical trial for the hepatitis B virus

In 2024, GigaGen dosed its first patient in a phase 1 clinical trial to assess the safety and tolerability of GIGA-2339, the company's first recombinant polyclonal antibody candidate for treating hepatitis B virus (HBV) infection, following its FDA clearance as an investigational new drug (IND).

GIGA-2339 includes more than 1,000 recombinant human antibodies targeting HBV to mimic the body's natural immune response, with the potential to eliminate the virus and activate the immune system. There is presently no cure for HBV, which affects more than 296 million people globally and causes over 800,000 deaths every year.

Start of the phase 1 clinical trial for the oncology drug candidate GIGA-564

GigaGen dosed the first patient in its phase 1 clinical trial to evaluate its oncology candidate GIGA-564 for the treatment of advanced solid tumors. This marks the first oncology asset to enter clinical development.

The trial is being led by researchers at the U.S. National Cancer Institute (NCI) in close collaboration with the GigaGen team, as outlined in the cooperation agreement signed between the two organizations.

New research contract between GigaGen and the U.S. Department of Defense

The new collaboration will finance the initial development of GigaGen's hyperimmune product targeting seven variants of botulinum neurotoxins A and B (BoNT), as well as a second, yet-to-be-identified biological threat. The grant amounts to USD 132.5 million over six years, covering product manufacturing and phase 1 trials for both programs. This partnership further underscores the Department of Defense's confidence in GigaGen technology and the company's capacity to develop vital therapies for highpriority pathogens.

Innovation at Grifols

Innovation in diagnostics

Grifols also drives social progress by leading research and scientific advances in the diagnostics field. Its contributions and innovations in transfusion diagnostics for the screening and typing of blood, plasma and tissue donations are key to modern medicine, contributing to enhanced safety, quality and efficacy in blood transfusions and tissue donations.

Among their benefits, these innovations guarantee compatibility between donor and recipient, prevent disease transmission and optimize blood product inventories, enabling rapid and effective responses in critical situations. Grifols' technology has a significant positive impact on society by improving diagnoses and treatments in this area.

Main milestones in 2024

In 2024, Grifols continued to reinforce its industry leadership in transfusion safety:

Implementation of Grifols technology in pioneering blood banks such as the Singapore Blood Services Group, achieving 80% market share in the region and 100% in countries where NAT screening technology is mandatory.
Evaluation of the NAT assay (for research use only) in collaboration with the American Red Cross to detect the monkeypox virus (MPXV) in blood and plasma, highlighting Grifols' commitment to innovation and transfusion safety.

Blood typing solutions

U.S. healthcare centers recognize Grifols' professionalism and efficiency in the installation and training of its technologies. Agreements of 5-plus years underscore the industry's confidence in Grifols blood typing solutions.
Market approval of Erytra Eflexis & Reader Net in China celebrated at an event in Nanjing with more than 150 professionals in attendance. These innovations are promoted at conferences and to key customers throughout the year.

Main lines of innovation

A new line of blood typing solutions under development
A new immunoassay technology for blood and plasma screening under development
New clinical diagnostic platforms under development

Digital innovation

Grifols' corporate environment and growth opportunities make digital innovation a central focus across the organization. Led by the Chief Digital Information Officer (CDIO), the company has made important inroads to explore, evaluate and enhance digital tools that add value to its business model.

Grifols advanced on its digital transformation in 2024, leveraging the experience and expertise acquired since 2018 to roll out a comprehensive redesign of its community and ecosystem grounded in a local approach with a global vision.

The company's digital strategy is built on three key pillars:

1. Digital Boost: drives the implementation of innovative initiatives
1. Literacy and Spread: focused on effectively communicating the actions taken to proactively foster cultural change
1. Digital Networking & Open Innovation: promotes openness to new external ideas and the creation of a forum conducive to the adoption of innovative approaches

This comprehensive strategy fosters innovation from within and positions Grifols as a proactive player in adopting new ideas and industry practices. The company also promotes innovation through collaborations with external entities. One example is Grifols' partnership with Google to develop and implement the GIGA program (Grifols Innovation with Google Academy). Among its objectives, GIGA aims to drive experimentation with new digital technologies and promote cultural change within Grifols teams in relation to its digital innovation processes.

Another example is Grifols' 2023 incorporation in the Barcelona Health Hub (BHH), dedicated to promoting innovation and interaction in the digital health space. The BHH's 350 members include startups, healthcare institutions, universities, large corporations and investors. Through its involvement, Grifols explores and accelerates the adoption of cutting-edge digital health platforms and technologies.

DIGITAL INNOVATION: AREAS OF IMPACT

Commercial	Industrial	Plasma
Client	Value chain and	Donors
+ value	operations	+ experience
	+ optimization	+ efficiency

R+D	Quality	Corporate
New sources of value	+ safety	+ processes
		+ workforce

experience

Harnessing the power of artificial intelligence (AI)

As a firm believer in the transformational impact and potential of artificial intelligence, Grifols is expanding AI-driven implementations to boost the efficiency and sustainability of its production processes, while harnessing its full capabilities in vital areas like R+D. Key AI projects in 2024 include:

AI to reduce energy consumption in climate control

A new OT-IT architecture enables data from Biopharma cooling plants in Barcelona to be read and written from the cloud, maintaining cybersecurity standards and data sovereignty. This architecture also facilitates real-time management of three cooling plants, optimizing energy performance and contributing to a 20% reduction in the energy consumed for climate control in the plants' clean rooms.

Implementing AI in immunoglobulin production

Grifols has implemented AI platforms in its Biopharma manufacturing plants to improve the performance of intravenous immunoglobulin (IVIg) production. The platform collects data from the production process, identifies critical parameters and learns how variation in those parameters affects the amount of protein obtained. Based on the information acquired, the platform proposes new thresholds with the objective of achieving higher IVIg yields.

Manufacturing innovation

Grifols continually works to optimize the efficiency and sustainability of its production processes in line with its growth strategy. Leveraging its in-house engineering expertise and collaborations with other institutions and organizations, the company explores various avenues to integrate new technologies and materials, automated systems and digitalization opportunities.

Its core projects in 2024 included the following:

Device digitalization at Haema

New software was rolled out to manage devices used in Haema donation centers in order to improve efficiency, minimize errors and ensure compliance with Good Manufacturing Practices (GMP). The software's modular structure and scalability enable the management of both medical and non-medical equipment, including the documentation of digital master data, routine checks, recurring maintenance, phased qualifications, and instructions and records of device failures and repairs.

Biogas and biomethane generation

Wastewater with the highest organic load is segregated and sold as a by-product to a high-capacity biogas plant in Catalonia. There, the biogas is purified and converted into biomethane, which is subsequently injected into the natural gas distribution network. This process supports the circular economy by repurposing wastewater and contributing to the production of biomethane, a crucial element in decarbonizing thermal energy demand.

Maximum protection during the sterile filling phase of medications

Grifols enhanced its GSF® (Grifols Sterile Filling) system, which has successfully protected products from contamination for over 30 years, by incorporating RABS (Restricted Access Barrier System) technology. This addition increases isolation through horizontal laminar flow and HEPAfiltered air at the aseptic filling point, and reinforces the protection of GSF® system's protection, which already minimized vial and cap exposure. Through this upgrade, the company reduces the risk of accidental contamination compared to other filling systems.

Research collaborations and support

First scientific journal specialized in plasma

Founded by Grifols, Plasmatology was launched with the aim of becoming an industry reference in plasma-related research, from basic research to clinical applications. The journal has open access and indexed in a range of scientific databases.

9 articles published in 2024 42 articles published since its launch in 2021

Sponsorship: ISR Program

Grifols' investigator-sponsored research (ISR) advances scientific knowledge of plasma proteins by supporting pre-clinical and clinical research.

EUR 7 M allocated to research over the past 5 years to complement public-sector investments

Chair for the Study of Cirrhosis and Albumin

Grifols established the Grifols Chair for the Study of Cirrhosis in 2015 as a private, international chair under the European Foundation for the Study of Chronic Liver Failure (EF-Clif). The project is led by Professors Vicente Arroyo and Richard Moreau, president and managing director of EF-Clif, respectively. A Grifols representative serves on the foundation's executive board.

EUR 11.9 M invested over the last 5 years in liver disease research

Grifols Scientific Awards and research grants

These distinctions promote and showcase innovative proposals developed to enhance people's health, well-being and quality of life.

EUR 6.9 M allocated over the past 5 years to scientific awards and research grants

Governance

CONTENIDOS

Governance of a listed company	175
Grifols' shareholder composition	175
Governance bodies	176
Sustainability governance	180
Performance and compensation	181
Business Conduct- ESRS G1	183
Impacts, risks and opportunities	183
Ethics, integrity and human rights are at the heart of Grifols' corporate culture	185
Grifols Ethics Line and whistle-blower protection	189
Animal welfare	190
Political commitment and activities with advocacy groups	191
Management of relationships with suppliers	192
Alliance. associations and sponsorship	195
Cybersecurity and data protection	196
Impacts, risks and opportunities	196
Cybersecurity governance	197
Cybersecurity management	197
Data protection	198
Risk management and control	199
Governance Framework	199
Risk management	201
Main risks	202
Promoting a risk culture	204
Taxation	205
Grifols' aproach	205
Principles and good practices	205
Tax contribution	207
Grants	208

Governance of a listed company

Grifols made important advances in its commitment to creating long-term sustainable value, underpinned strong corporate governance and aligned with best practices.

The principles and best practices guiding Grifols' corporate governance ensure efficient, transparent and responsible management, fostering trust with investors and other key stakeholders.

Grifols' shareholder composition

Grifols is a publicly listed company with no extra-statutory or concerted actions among shareholders. Additionally, there are no restrictions– whether statutory, legislative or other types–on the transferability of securities or the right to vote.

Grifols S.A. share capital currently stands at EUR 119,603,705, represented by 687,554,908 shares which are fully subscribed and paid. The company's shares fall into two categories:

Class A shares: 426,129,798 ordinary shares with voting rights and a par value of EUR 0.25 each, listed on the Barcelona, Madrid, Valencia and Bilbao Stock Exchanges and the Spanish Continuous Market System.
Class B shares: 261,425,110 non-voting shares with certain preferential economic rights and a par value of EUR 0.05 each, listed on the Barcelona, Madrid, Valencia and Bilbao Stock Exchanges and the Spanish Continuous Market System. Class B shares carry a preferential dividend of EUR 0.01 each.

Grifols has two American Depositary Receipts (ADRs) programs in the United States: ADR Level I for Class A shares and ADR Level III for Class B shares. Level I ADRs are traded in U.S. dollars on the OTC markets, while Level III ADRs are listed in U.S. dollars on NASDAQ.

SHAREHOLDER COMPOSITION

WE WORK TO ENHANCE COMMUNICATION AND BUILD TRUST

As a publicly listed company, Grifols has several channels to deliver clear, in-depth and timely information to its shareholders, including financial statements and sustainability reports. At the same time, it maintains regular contact with investors through roadshows, webinars and meetings. The company is dedicated to integrating sustainable and responsible practices in its operations and assessing its environmental and social impact.

LEGAL FRAMEWORK AS A LISTED COMPANY

Grifols is a publicly listed company in Spain and the United States, complying with all applicable legislation in both countries.

Internal regulatory framework

Articles of association
General Shareholders' Meeting regulations
Board of Directors regulations
Internal codes, regulations and corporate policies

External regulatory framework

Spanish Companies Act (Ley de Sociedades de Capital), Securities Market and Investment Services Act (Ley de los Mercados de Valores y de los Servicios de Inversión) and other applicable Spanish regulations
Spain's National Securities Market Commission's (CNMV) Good Governance Code of Listed Companies
CNMV's Technical Guide 1/2024 on Appointments and Remunerations Committees at Public-Interest Entities
CNMV's Technical Guide 1/2019 on Nomination and Remuneration Committees
U.S. Securities and Exchange Commission (SEC) guidelines
NASDAQ Corporate Governance Requirements
l Blackrock U.S. Sarbanes-Oxley Act of 2002

Governance bodies

The General Shareholders' Meeting is Grifols' sovereign governing body. The company encourages all shareholders to attend, requiring no minimum share capital. Grifols' 2024 Ordinary General Shareholders' Meeting took place on June 14, with 55.95% of voting capital represented. Grifols' shareholders approved all the proposals submitted to a vote, except for the proposal concerning item 12 of the agenda (Authorization to the Board of Directors to call, if necessary, Extraordinary Shareholders' Meetings of the Company with at least 15 days in advance, in accordance with article 515 of the Capital Companies Act), as there was not sufficient quorum for its vote and approval.

The Board of Directors is Grifols' highest decision-making body. The Board is responsible for the company's management and legal representation and comprised by no fewer than three members and no more than fifteen, as stipulated in Article 20 of the Articles of Association and Article 7 of the Regulations of the Board of Directors. As of December 31, 2024, Grifols' Board of Directors was composed by 13 members.

Board members serve four-year terms, without prejudice to their indefinite re-election for subsequent terms of the same duration. The board has designated a lead independent director, although not being mandatory under Spanish legislation, and all committees are made up entirely by independent directors. This applies to the Appointments and Remuneration Committee, Appointments and Remunerations Committee and Sustainability Committee.

Grifols implemented several changes in 2024 to reinforce its governance, separating ownership and management spheres as outlined in its long-term corporate governance strategy, launched in 2022.

Following a successful transition period, the Chief Executive Officer was vested with all executive functions on 1 April 2024, bringing the company in line with best governance practices. As of September 2024, Grifols' chairperson holds a non-executive role, while Víctor Grifols continues to serve as Honorary Chairman after tendering his resignation as a board member on December 18, 2023.

Grifols publishes a Corporate Governance Report once a year. Approved by the Board of Directors, it provides detailed information on its ownership and management structures, among other relevant issues.

Board of directors 34 meetings

93.1% attendance

Audit Committee

14 meetings 100% attendance

Appointments and Remunerations Committee

10 meetings 96.7% attendance

Sustainability Committee

5 meetings

100% attendance

Board of directors at the close of 2024

VICTOR GRÍFOLS ROURA CHAIRMAN OF HONOUR

RAIMON GRÍFOLS ROURA PROPRIETARY DIRECTOR VICE-CHAIRMAN

TOMÁS DAGÁ GELABERT DIRECTOR OTHER EXTERNAL

MONTSERRAT MUÑOZ ABELLANA LEAD INDEPENDENT DIRECTOR AUDIT COMMITEE SUSTAINABILITY COMMITTEE

THOMAS GLANZMANN

NON-EXECUTIVE CHAIRMAN

VÍCTOR GRÍFOLS DEU DIRECTOR PROPRIETARY

ANNE-CATHERINE BERNER DIRECTOR INDEPENDENT AUDIT COMMITTEE APPOINTMENTS AND REMUNERATION COMMITTEE SUSTAINABILITY COMMITTEE

ÍÑIGO SÁNCHEZ-ASIAÍN MARDONES DIRECTOR INDEPENDENT AUDIT COMMITTEE

NACHO ABIA CHIEF EXECUTIVE OFFICER

ALBERT GRIFOLS COMA-CROS DIRECTOR PROPRIETARY

ENRIQUETA FELIP FONT DIRECTOR INDEPENDENT APPOINTMENTS AND REMUNERATION COMMITTEE SUSTAINABILITY COMMITTEE

PASCAL RAVERY DIRECTOR INDEPENDENT

LAURA DE LA CRUZ GALÁN VICE-SECRETARY NON-MEMBER SECRETARY NON-MEMBER · AUDIT COMMITTEE

SUSANA GONZÁLEZ RODRÍGUEZ

DIRECTOR INDEPENDENT APPOINTMENTS AND REMUNERATION COMMITTEE

PAUL S, HERENDEEN DIRECTOR PROPRIETARY

NURIA MARTÍN BARNÉS

SECRETARY NON-MEMBER SECRETARY NON-MEMBER · APPOINTMENTS AND REMUNERATION COMMITTEE SECRETARY NON-MEMBER · SUSTAINABILITY COMMITTEE

February 5, 2024: Announcement that Raimon Grifols Roura and Víctor Grifols Deu will voluntarily end their executive term, which took effect as of 1 June, 2024, while remaining on the board as proprietary directors.
February 6, 2024: Announcement that Albert Grifols Coma-Cros will transition to proprietary director after relinquishing his executive duties on December 31, 2023.
February 27, 2024: Announcement of Nacho Abia's appointment as a Grifols' director in the category of "other external" until April 1, 2024, when he assumed the role as new CEO. His appointment is ratified at the Ordinary General Shareholders Meeting on June 14, 2024. Thomas Glanzmann remains as executive Chairman until September 2023, after which he becomes non-executive Chairman.
June 14, 2024: The appointments of Claire Giraut and Anne-Catherine Berner as independent directors are approved at the Ordinary General Shareholders' Meeting. James Costos, whose term was set to expire on October 9, 2024, had submitted his resignation as an independent director on 3 May, 2024, with effects as of the Ordinary Shareholders' Meeting.
July 12, 2024: Announcement of the resignation of independent directors Claire Giraut and Carina Szpilka. Claire Giraut, after having knowledge of the potential takeover bid leaded by Brookfield Corporation, considered she may not have the sufficient time to dedicate to the Board as will be needed at this extraordinary time. Carina Szplika (whose intention to resign had been announced before 7 July but had not taken effect until 12 July, 2024), who has communicated in writing that, after having fulfilled her task by ensuring the implementation of the recent governance changes within the Company she had decided to focus on new professional challenges that require her full dedication.
December 9, 2024: Announcement of Grifols' Board of Directors unanimously agreeing to appoint Pascal Ravery and Paul S. Herendeen as new members, filling the two vacancies through the co-option process.

Nacho Abia named as Grifols' CEO

Nacho Abia starts his new role as Grifols' new CEO on April 1, 2024, succeeding Thomas Glanzmann. In September 2024, he assumes full responsibility of the company's executive functions.

Víctor Grifols Roura was appointed Honorary Chairman in October 2023, although he no longer serves as member on the Board of Directors. The grandson of Grifols' founder, he played a pivotal role in the Company's transformation into a global industry leader and is regarded among the sector's most influential figures. He

Víctor Grifols Roura becomes

will continue to serve as an Honorary Chairman.

Honorary Chairman

Thomas Glanzmann appointed as nonexecutive chairman

On September 23, 2024, Grifols' Board of Directors announces its decision to name Thomas Glanzmann as a non-executive chairman to allow him to focus exclusively on his board responsibilities. This resolution is made following the successful completion of Nacho Abia's transition period, ensuring a smooth transfer of duties and knowledge without impacting the company's operations.

Grifols remains a publicly listed company

On November 27, 2024, Brookfield notified the CNMV (Spain's National Securities Market Commission) of its decision to terminate negotiations for an exclusion takeover bid of Grifols. Months earlier, on July 19, Grifols' Board of Directors signed a confidentiality agreement with Brookfield, granting the firm access to corporate information as part of its evaluation of a potential offer.

The possible transaction was first disclosed on July 7, 2024, when Brookfield and certain Grifols' significant shareholders sought the Board's approval to access information for a due diligence process and explore the possibility of a joint public takeover bid aimed at delisting the company.

EXPERIENCE AND EXPERTISE

experience in:

5	> plasma industry	38%
7	> healthcare	54%
1	> medical science	8%
9	> life tech and innovation	69%
7	> financial and accounting	54%
3	> risk management	23%
9	> people and talent	69%
12	> international business	92%
3	> digital, AI, and Cyber	23%
3	> innovation	23%
6	> sustainability	46%
5	> legal, regulation, and governance 46%
11	> corporate strategy	85%

INDEPENDENCE

13 board members
1 Lead Independent Director

All independent directors have 4 or less other mandates

BALANCE

46%
15%
31%
8%

DIVERSITY

31% female board members 23% <50 years 31% between 50-60 years 46% +60 years

General Environment Social Governance Annexes Governance of a listed company

Executive Team at the close of 2024
RAHUL SRINIVASAN
CHIEF FINANCIAL OFFICER
JORDI BALSELLS VALLS
PRESIDENT PLASMA PROCUREMENT
DAVID BELL
CHIEF CORP AFF & LEGAL OFFICER
IGNACIO RAMAL SUBIRÀ
CHIEF INT, AUDIT & ENTERPRISE RISK MGMT
ANTONIO MARTÍNEZ MARTÍNEZ
PRESIDENT. DIAGNOSTIC
ROLAND WANDELER
PRESIDENT. BIOPHARMA
DANIEL FLETA COIT
CHIEF INDUSTRIAL SERVICES OFFICER
CAMILLE ALPI
CHIEF HUMAN RESOURCES & TALENT OFFICER
LLUIS PONS GÓMEZ
SVP. STRATEGY
JOERG SCHUETTRUMPF
CHIEF SCIENTIFIC INNOVATION OFFICER
JAIME GONZÁLEZ
CHIEF DIGITAL INFORMATION OFFICER
MARÍA TERESA RIONÉ LLANO
CHIEF COMMUNICATIONS OFFICER
ENRIQUE DE LA TORRE
CHIEF COMPLIANCE OFFICER

Robust internal regulatory structure

Ethics and compliance	• Code of Conduct • Code of Ethics for Grifols Executives • Risk Control and Management Policy • Tax Compliance and Best Practices Policy • Crime Prevention Policy • Anti-Corruption Policy • Conflicts of interest policy • Policy on related-party transactions • Competition Policy • Clawback Policy • Policy and Procedure of the U.S. Open Payment Program • Grifols Ethics Line Policy
Workforce	• Diversity and Inclusion Policy • Policy on Director Diversity in the Composition of the Board of Directors • Remuneration Policy for Directors • Health and Safety Policy • Mental Health Policy
Human rights and social action	• Human Rights Policy • Social Action and Community Investment Policy • Sustainability Policy • Plasma Donor Policy • Patient and patient organizations Policy • Animal Welfare Policy
Environment and climate change management	• Sustainability Policy • Environmental Policy • Energy Policy • Climate Action Policy • Biodiversity Policy
Responsible communication	• Internal Code of Conduct in Matters Relating to the Securities Market • Policy on Communication and Contacts with Stakeholders, Institutional Investors and Proxy Advisors
Privacy and security	• Global Privacy and Data Protection Policy • Cybersecurity Policy
Quality and supply chain	• Quality Policy • Anti-falsification policy • Suppliers Code of Conduct • Plasma Donor Policy • Patient and Patient Organizations Policy • Global Procurement Policy

*The coverage of the policies, codes and regulations in this table apply all Grifols group companies within the scope of consolidation.

Sustainability governance

Grifols has made important strides in recent years in integrating sustainability into its business model to amplify its positive impact and value creation. The company's commitment to sustainability is driven at the highest organizational levels and embedded into its corporate governance.

Grifols' Board of Directors formed a Sustainability Committee in 2020 to ensure compliance with its ESG-related principles and commitments, as well as consistency between its corporate culture and overarching purpose and values. Its oversight includes the preservation of stakeholder transparency policies such as financial and non-financial disclosures.

In general, relevant materials are first reviewed by the Sustainability Committee before they are shared with the Board of Directors. These include presentations on key sustainability policies that require approval or appraisal due to their direct impact on the organization; annual ESG reports; updates on global trends and new regulatory mandates; and strategic topics like double materiality. Information on Grifols' scores and rankings on sustainability indices and its market perception from an ESG perspective is also presented to the board.

This body of content allows the company to make informed and coherent decisions that accurately reflect its reality and environment. Information is shared with the CEO to ensure full consistency between Grifols' sustainability strategy and corporate objectives.

In 2024, an extraordinary meeting was held with Grifols' CEO on sustainability issues, while the Sustainability Committee held five formal meetings.

For its part, the Sustainability Steering Committee is a global, multidisciplinary team coordinated by the Investor Relations and Sustainability (IR&S) Department, whose vice-president reports to the Sustainability Committee.

Created in 2021, it meets at least once a year to promote ongoing dialogue to identify, establish, implement and ensure compliance with Grifols Master Plan objectives, and integrate and coordinate the reporting of non-financial and corporate sustainability information.

Under the auspices of the Sustainability Steering Committee, the IR&S Department leads training and engagement initiatives on ESG topics, as well as assesses global trends and Grifols' ESG strategy to bolster its standing as one of the world's most sustainable companies. More technical and detailed in nature, Steering Committee meetings serve as a bridge for all organizational areas involved in ESG matters.

Sustainability governance bodies

Sustainability is a key priority in Grifols' corporate governance, which establishes mechanisms to ensure the compliance, coordination, implementation and review of organizational objectives. Through these efforts, Grifols strives to grow as a responsible, transparent company, dedicated to serving its diverse stakeholders.

Approval	>	Board of Directors
Supervision	>	Sustainability Committee Audit Committee Appointments and Remuneration Committee
Follow-up	>	Sustainability Steering Committee
Implementation	>	Business Areas and Corporate Support Areas

Sustainability Committee members

Montserrat Muñoz Abellana

Independent member - Chairperson

Enriqueta Felip Font Independent member

Anne-Catherine Berner

Independent member

Nuria Martín Barnés

Secretary, non-member

Sustainability, a key strategic component

Grifols' Sustainability Policy and 2021-2024 Sustainability Master Plan form part of its Strategic Plan and support the United Nations Sustainable Development Goals (SDGs). The development of a 2025-2027 plan is currently under way.

The Sustainability Policy is supported by other policies, programs and formal commitments to promote the material aspects of Grifols' activity from an ESG perspective.

Based on a materiality analysis, the Sustainability Master Plan outlines the 30 corporate objectives included in Grifols 2030 Agenda.

Performance and compensation

Grifols is dedicated to cultivating a performance-driven culture based on execution, efficiency, effectiveness and accountability. Reflecting this commitment, its short- and long-term incentive strategies incorporate sustainability performance in alignment with stakeholder interests.

Long-term incentive plans

Grifols' Long-Term Incentive Plan, approved by Grifols' 2023 Ordinary General Shareholders' meeting, is based on the concession of stock options to the approximately 220 employees in its leadership cadre.

In order to vest the options awarded, beneficiaries must have remained continuously employed by Grifols on each vesting date and meet the following conditions:

Achievement of 90% on average over the preceding two years of the following two core metrics, required to collect their short-term annual compensation based on economic metrics linked to Grifols' overall performance as measured by EBITDA (90% weight) and ESG metrics (10% weight).
Successful individual performance evaluation.

Beneficiaries who are not board members must attain a performance rating of 3 or more on a scale of 1 to 5, with 5 as the highest score. Assessments are carried out via the Grifols Performance System (GPS), a standardized tool to assess employee effectiveness and potential and provide relevant feedback.

Beneficiaries who serve on the Board of Directors must pass an annual evaluation led by the Appointments and Remuneration Committee.

ESG CRITERIA IN LONG-TERM COMPENSATION

Variable compensation for Grifols employees, including members of its governance bodies, is based on financial and non-financial metrics. Among other factors, it includes a specific metric tied to the achievement of environmental, social and corporate governance (ESG) objectives.

Of Grifols' total corporate objectives, 10% are linked to ESG factors, with 25% focused on environmental, 40% on social and 35% on governance criteria. Depending on whether the employee has only corporate objectives or additional ones related to their production plant, this percentage may be reduced from the total variable compensation.

10% ESG

metrics 90% financial metrics based on EBITDA

Short-term variable compensation

At the close of the 2024 fiscal year, the Chief Executive Officer's annual gross bonus target ranges from 0% to a maximum of 60% of his annual fixed salary, contingent upon achieving 100% of the objectives set by the Board.

If objectives are surpassed, his short-term variable compensation will increase proportionally to a maximum of 90% of his annual fixed salary. The percentage of variable compensation is based on the achievement of concrete annual objectives, which are quantitative and qualitative, specific, predetermined and measurable in line with standard practices of comparable companies. These objectives are consistent with Grifols' strategy, interests and long-term sustainability.

Annual objectives for both the Chairman and CEO are tied to financial and non-financial metrics and parameters approved by the Board of Directors upon the proposal of the Appointments and Remuneration Committee. In the 2024 fiscal year, these include:

Economic metric related to certain annual targets linked to the Company's Group performance as a whole, including EBITDA, FCF and other indicators, with a weight of 40% for the 2024 fiscal year.
Metric related to the reduction of debt levels, with a weight of 25%.
Metric related to the achievement of environmental, social and corporate governance (ESG) targets, with a weight of 10%. In particular, the weight of the metrics related to environment will be 25%, that related to social is 40% and to governance is 35%.
Metric related to the achievement by the Company of milestones linked to innovation projects with a weight of 10%.
Other operational metrics or metrics related to the business with a maximum combined weighting of 15%.

For the 2025 fiscal year, CEO's annual objectives will be tied to financial and non-financial metrics and parameters, and approved by the Board of Directors upon the proposal of the Appointments and Remuneration Committee.

These will include financial, operational and business-related goals, as well as innovation-related criteria, in order to link their compensation with Grifols' financial performance, business progress and innovation pipeline. Non-financial objectives (ESG-related metrics) will also be considered, with specific objectives aligned with Grifols' sustainability strategy and 2030 Agenda.

Review and update of the Remuneration Policy

The remuneration policy for members of Grifols' Board of Directors was last approved by the Ordinary General Shareholders' Meeting on June 16, 2023. The policy extends to the 2023, 2024 and 2025 fiscal years.

In 2024, the Appointments and Remuneration Committee conducted an in-depth review of this policy and the company's overall compensation system, taking into consideration the feedback received from shareholders, investors and other stakeholders, in addition to the results of the advisory votes on the annual remuneration reports presented at each General Shareholders' Meeting.

Since the date of approval, a series of events and circumstances prompted the Appointments and Remuneration Committee to recommend several modifications to the Remuneration Policy, which were subsequently approved by the General Shareholders' Meeting on June 14, 2024. These revisions include:

● Complete termination of the fixed remuneration previously received by Víctor Grifols Roura as Honorary Chairman, following his departure from the Board of Directors on December 18, 2023. As a result, he no longer qualifies for compensation.

Thomas Glanzmann resigned from his executive responsibilities in September 2024, although remained as chairman of the Board of Directors. At that time, the Appointments and Remuneration Committee reviewed his compensation to align it with his new role as non-executive Chairman and updated duties and responsibilities.
Elimination of all compensation for Víctor Grifols Deu and Raimon Grifols Roura as executive directors, following their resignation from executive duties on May 31, 2024. As they are no longer employees of Grifols as of that date onward, they are no longer entitled to exercise stock options granted in 2023. Their services agreements remained valid until May 31, 2024.
Inclusion of the compensation package for Nacho Abia, as outlined in his services agreement, along with the key terms and conditions of the agreement. Nacho Abia began his role as Grifols' CEO on April 1, 2024.

Business conduct

Grifols' business conduct is defined by ethics, transparency, honesty, integrity, independence, regulatory compliance, human rights and a commitment to safety and quality.

Impacts, risks and opportunities

G1 BUSINESS CONDUCT
Material IROs	Type	Description
CORPORATE CULTURE
Ethical practices within the business model	+ OO SP	Integrity and respect for human rights are central to Grifols' culture and approach to managing its impacts, including environmental and ethical considerations arising from plasma collection from donors and the potential economic dependency this could create in vulnerable groups.
Perception of overall business performance	R	Reputational damage due to poor market perception of the company's overall performance.
PROTECTION OF WHISTLE-BLOWERS
Inefficient communication channels	- OO SP	Ineffective communication channels for reporting incidents undermines employee trust and well being
ANIMAL WELFARE
Risks to animal welfare	- R	Risks to animal welfare associated with the use of laboratory animals.
POLITICAL ENGAGEMENT AND LOBBYING ACTIVITIES
Open and transparent collaborations between public and private entities	+ OO	Increased open and transparent collaboration between public and private entities promotes alignment and ultimately facilitates achieving shared goals for societal development and well being.
		MANAGEMENT OF RELATIONSHIP WITH SUPPLIERS INCLUDING PAYMENT PRACTICES
Promoting ESG practices across the value chain	+ SP	Strengthening business resilience throughout the value chain via long-term relationships, applying codes of conduct and adopting sustainable practices to respect human rights, drive social development and enhance supplier performance.
New supply chain management regulations	R	Stricter standards and emerging regulations on supply chain sustainability that require new investments and increased operational costs.
CORRUPTION AND BRIBERY
Penalties and reputational damage from corruption and bribery incidents	R	Cases of corruption or bribery within the value chain can generate unexpected supply disruptions, high legal costs and significant reputational damage to the company.
+ Positive impact - Negative impact R Risk OO Own Operation SP Supply Chain

Managing impacts, risks and opportunities

Las siguientes políticas. acciones. Metrics and Targets permiten gestionar de una forma eficiente los principales IROs vinculados con la conducta empresarial,

Material Sub-topics	Policies	Actions	Metrics and Targets
Corporate culture	• Code of Conduct • Code of Ethics for Grifols Executives • Quality Policy • Human Rights Policy • Risk Control and Management Policy • Crime Prevention Policy • Competition Policy • Board Remuneration Policy • Transparency Policy in the U.S. • Sustainability Policy • Internal Regulations on Conduct for Securities Market matters • Policy on Communication and Contacts with Stakeholders, Institutional Investors and Proxy Advisors • Tax Compliance and Best Practices Policy • Related Party Transactions Policy • Conflict of Interest Policy	• Due diligence on human rights • Global compliance programs • New employees trained in the Code of Conduct • Annual staff training on the Code of Conduct • Annual employee signing of the Corporate Human Rights Policy	Grifols Agenda 2030 targets • Maintain a Biopharma complaint ratio of ≤ 1/50,000* • Maintain fewer than 1 critical deficiency identified by external audits (regulatory health authorities)
Protection of whistle-blowers	• Grifols Ethics Line Policy	• Grifols Ethics Line Program
Animal welfare	• Animal Welfare Policy
Political influence and lobbying activities	• Code of Conduct • Code of Ethics for Grifols Executives • Conflict of Interest Policy	• No contributions to any political campaigns, parties or territories • Compliance with the U.S. Lobbying Disclosure Act (LDA) • Registration in the EU Transparency Register for Lobbies
Management of relationships with suppliers including payment practices	• Supplier Code of Conduct • Global Procurement Policy • Conflict of Interest Policy	• Modern Slavery and Supply Chain Transparency Statement (HR1)	Grifols Agenda 2030 targets • Implement ESG criteria for suppliers covering 60–80% of total expenditure • ESG evaluation for 25% of total expenditure on suppliers
Corruption and bribery	• Anti-Corruption Policy • Related Party Transactions Policy • Conflict of Interest Policy	• Global Anti-Corruption Program • Training on corruption and bribery for at risk employees

* Refers to the ratio of claims per unit of product distributed.

More information and details on these policies: Corporate Policies Grifols' website.

Ethics, integrity and human rights are at the heart of Grifols' corporate culture

Grifols' corporate culture is firmly grounded in ethical principles that guide every aspect of the organization, including environmental initiatives. This commitment begins with an unwavering respect for human rights, which lies at the heart of its business conduct and corporate responsibility.

The company is dedicated to fostering an inclusive, diverse and equitable environment that upholds the dignity and well-being of its employees, collaborators, donors, patients and the communities in which it operates. The company evaluates its progress using tools such as surveys, audits and mechanisms, for instance the Grifols Ethics Line, for reporting inappropriate behavior to ensure its values are fully integrated and shared across the organization.

Grifols promotes a corporate culture centered on compliance. Through comprehensive compliance programs, the company ensures that all its activities adhere to legal regulations, international standards and industry best practices. Clear policies, ongoing training and rigorous auditing processes further reinforce Grifols' commitment to integrity and transparency.

The Grifols Code of Conduct and Code of Ethics for Grifols Executives establish the principles and guidelines that shape the organization, strengthening a culture of business ethics and compliance.

In 2024, the company introduced its manifesto on artificial intelligence (AI), committing to a human-centered approach focused on ethics, responsible use, sustainability and regulatory compliance in all AI applications within Grifols.

CODE OF CONDUCT

AAdherence by all employees via written consent
Specific training is provided to all new employees upon joining the company.
The Code of Conduct is publicly accessible to all staff via Grifols' corporate website and internal portal.
Any violation of the Code of Conduct is considered a serious offense and may lead to disciplinary action, including dismissal.

CODE OF ETHICS FOR GRIFOLS EXECUTIVES

Governs the behavior of all executives and governing bodies within Grifols
Explicitly endorsed every year by board members, senior executives, directors and area managers
Any breach of Grifols' ethical principles set forth in the Code of Ethics for Grifols Executives may lead to disciplinary action, including dismissal

Promoting business ethics across governance

At Grifols, the Board of Directors and its committees play a critical role in promoting ethical business practices, ensuring alignment with human rights and maintaining compliance with applicable laws and best practices.

The Human Rights Policy, approved in 2022, is overseen by the Sustainability Committee, which ensures that Grifols' global operations uphold respect for human rights across the organization.

Additionally, the Anti-Corruption Compliance Program is supervised by the Board of Directors through the Audit Committee. This program includes initiatives to prevent corruption-related offenses, ensure adherence to anti-corruption laws and integrate ethical standards into all operations. The Criminal Risk Management System is also supervised by the Audit Committee, further reinforcing Grifols' commitment to ethical governance.

Human rights

Respect for human dignity and individual rights is a core principle guiding Grifols' actions. The company's approach to research, development, production and marketing is rooted in the fundamental principles of bioethics, ensuring the safety and dignity of all individuals involved in its processes while addressing challenges posed by advances in health sciences.

Grifols adheres to various regulations, declarations and codes that underpin these principles, including the Universal Declaration of Human Rights (1948), the Declaration of Helsinki (1964), and the UNESCO Universal Declaration on Bioethics and Human Rights (2005).

Drawing on international reference frameworks such as the United Nations Global Compact, the UN Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises and the ILO Declaration on Multinational Enterprises, Grifols has developed a global strategy to promote and ensure responsibility and commitment to human rights throughout its operations.

The 2030 Agenda for Sustainable Development and its Sustainable Development Goals (SDGs) recognize business activity, investment and innovation as key drivers of productivity, inclusive economic growth and job creation. Respect for human rights in business activities is integral to achieving many of these goals.

Between 2022 and 2024, Grifols has reinforced its human rights due diligence processes. This includes conducting a comprehensive analysis to address its responsibility to respect human rights, in line with the UN Guiding Principles on Business and Human Rights.

In 2023, Grifols published its Human Rights Due Diligence Report, covering the entire value chain. In 2024, the company further advanced its risk analysis of the value chain.

This due diligence and reporting process follows a human rights-based approach (HRBA) and aligns with UN and OECD guidelines. By integrating international standards into its strategies, Grifols adheres to the OECD due diligence phases and employs the Human Rights Impact Assessment (HRIA) method developed by the Danish Institute for Human Rights–a widely recognized approach for identifying actual and potential impacts on human rights.

WE ARE ALIGNED WITH THE UN GLOBAL COMPACT

Grifols integrates several principles of the United Nations Global Compact into its operations:

Principle 1. We support and respect the protection of internationally recognized fundamental human rights within our sphere of influence.

Principle 2. We ensure that we are not complicit in the violation of human rights.

Principle 10. We actively work against corruption in all its forms, including extortion and bribery.

Regulatory compliance as a driver of corporate culture

For Grifols, compliance is more than a set of rules and procedures. It is a foundational way of understanding business activity that permeates all levels of the organization, promoting core values such as ethics, transparency and good corporate governance.

Grifols' compliance system not only protects the organization from legal sanctions but also serves as a catalyst for strengthening a corporate culture rooted in ethical values. At the same time, a strong corporate culture reinforces regulatory compliance by fostering an environment where employees act proactively and in alignment with the company's principles.

Grifols has implemented several compliance programs in different areas of its organization. Each program integrates policies, procedures and controls designed to ensure that the company's activities are conducted ethically, transparently and in compliance with applicable laws and regulations. The primary objective of these programs is to prevent, detect and address legal and regulatory risks across Grifols' global operations. These include:

Crime prevention

Within the framework of its global compliance system, Grifols has established a Criminal Risk Prevention Model that applies to all its affiliates worldwide. This model is based on the Crime Prevention Policy, updated in 2024, which outlines the company's commitments to crime prevention and reflects Grifols' zero-tolerance stance toward any criminal act or unethical conduct. This zero-tolerance principle is articulated by the Board of Directors and formalized through the defined risk appetite for Ethics and Integrity.

The Criminal Risk Prevention Model is a cross-organizational component of the company's crime prevention strategy. It works in conjunction with various policies, procedures and controls that address specific areas, such as the anti-corruption program, the anti-competitive practices prevention program, the quality system and the environmental program. The primary objective of this model is to prevent, detect and if necessary, respond to risks related to criminal acts–particularly those that could result in corporate criminal liability, including breaches related to money laundering. This is achieved through the application of specific monitoring and control measures.

Grifols' Board of Directors oversees the development and implementation of the Criminal Risk Prevention Model. Responsibility for monitoring and supervising its operation and compliance has been delegated to the Audit Committee. To fulfill these responsibilities, the Audit Committee relies on the independent functions of Internal Audit and Enterprise Risk Management, which report to the Chief Internal Audit & Enterprise Risk Management Officer.

Each year, Internal Audit and Enterprise Risk Management assess the effectiveness of the Criminal Risk Prevention Model through internal and/ or external reviews. These reviews are designed to identify, analyze and evaluate criminal risks and associated control measures, ensuring that the controls are operating effectively or determining whether additional measures and/or remediation plans are necessary.

Although Grifols, S.A. and its Spanish affiliates are not subject to Spanish Act 10/2010 on the Prevention of Money Laundering and Terrorist Financing, and therefore are not bound by the formal and administrative obligations set by the law on certain groups, the company has proactively evaluated its exposure to these risks as part of its Criminal Risk Prevention Model, identifying the highest-risk activities and the key control mechanisms to mitigate these risks.

Anti-competitive practices

Grifols' Competition Policy prohibits all members from engaging in any behavior, whether by action or omission, that aims to, results in or could potentially result in the prevention, limitation, restriction, distortion or falsification of free market competition. Such actions are considered detrimental to the interests of competitors and more critically, to the interests of consumers and users.

Prohibited practices include collusive practices or agreements, such as market or supply allocation, collective boycotts, resale price fixing or the application of unequal commercial conditions, among others. Additionally, the abuse of a dominant position, such as denying production or supply, imposing predatory pricing or forcing the purchase of unrelated bundled products (tied or linked sales), among others, is prohibited.

In 2024, Grifols has not had any legal action or legal proceeding finalized, nor does it have any pending legal proceeding related to unfair competition or infringements in terms of monopolistic practices and against free competition in the markets in which it operates.

Integrated anti-corruption model

Anti-Corruption Policy

Grifols' Anti-Corruption Policy, aligned with the United Nations Convention Against Corruption, applies to all employees, regardless of their location, function or the affiliates to which they belong, as well as to third-party collaborators. The policy establishes standards for conduct and interactions with public officials, agencies and representatives of the public sector, as well as with private sector organizations and entities.

The company ensures compliance with this policy through various review processes and procedures under its Global Anti-Corruption Program.

Grifols enforces a zero-tolerance approach to bribery and corruption in an aim to maintain zero cases of corruption. The company does not tolerate any form of retaliation against individuals who, in good faith, report potential violations of applicable laws, rules and regulations or non-compliance with internal policies and procedures under the Anti-Corruption Program.

Grifols has established internal procedures that explicitly define acts considered as bribery and corruption, which includes a list of disciplinary actions, up to and including dismissal, applicable in the event of violations of its Anti-Corruption Policy.

In the absence of confirmed cases of corruption this year, the total amount of fines imposed is EUR 0.

Confirmed incidents of corruption in 2024: 0

Reviewed interactions between staff and public officials or other professionals in 2024: 4,839

Training

To ensure adherence to anti-corruption policies and procedures, Grifols implements an annual training plan approved by the Chief Executive Officer and the Compliance Officer. This plan is tailored to address the specific training needs of affiliates, business units and employees, and adapted to their unique requirements.

Grifols conducts regular training sessions across all affiliates, designed to align with their specific activities and characteristics. Delivered either in person or online, these sessions include updates and reminders based on risk assessments, as well as refresher courses for existing employees and onboarding training for new employees. In addition, all employees have continuous access to compliance policies and procedures via the corporate intranet.

The duration of training varies depending on the content and the target audience. Management, directors and supervisory bodies receive specific training tailored to their responsibilities.

89% Percentage of employees trained on business ethics

TRAINING ON CORRUPTION AND BRIBERY - GRIFOLS

	AMSB1	At risk Managers	At risk functions	Other own workers
Training coverage
Total employees	19	1,524	10,221	9,523
Total receiving training in the reporting year	7	1,258	9,193	704
Delivery method and duration
Clasroom training (hours)	1.6	1.6	1.6	1.6
Computer-based training (hours)	2	2	2	2

¹ Administrative, Management and Supervisory Bodies

			GRIFOLS
--	--	--	---------	--

TRAINING ON CORRUPTION AND BRIBERY - BIOTEST

	AMSB1	At risk Managers	At risk functions	Other own workers
Training coverage
Total employees	4	42	192	1,968
Total receiving training in the reporting year	3	42	155	1,832
Delivery method and duration
Clasroom training (hours)	0	0	1	NAP
Computer-based training (hours)	2	0.67	0.67	0.67

¹ Administrative, Management and Supervisory Bodies

Reviews

Compliance with the Anti-Corruption Policy is reinforced through a series of review processes tailored to the type of interaction. These reviews are guided by various internal procedures and supervised by the compliance function. Special attention is given to high-risk operations, including interactions with government officials, public bodies, healthcare professionals and healthcare organizations, where the analysis and management of potential conflicts of interest are prioritized. The review processes are designed to encompass the full scope of Grifols' market activities.

Audit

The Anti-Corruption Policy and Program are reviewed regularly by the internal audit function, which develops an annual audit plan based on a thorough risk analysis. In addition, external and independent audits are conducted to assess different aspects of Grifols' Global Anti-Corruption Program.

If a potential case of corruption is detected, the company promptly initiates an internal investigation, with the involvement of external legal advisors.

The Global Compliance Review Committee supports the Audit Committee of the Board of Directors in overseeing the Global Anti-Corruption Program.

The Board of Directors of Grifols, S.A. holds ultimate responsibility for ensuring compliance with the Anti-Corruption Policy and has delegated these oversight responsibilities to the Audit Committee.

Third-party management

Grifols' Global Anti-Corruption Program includes control mechanisms for third parties with whom the company intends to establish commercial or business relationships. Before initiating a commercial relationship, distributors, consultant, agents, brokers or other individuals or entities that are not part of Grifols and that are engaged or used by Grifols to:

(1) market, promote, sell and/or distribute Grifols' products; and/or

(2) provide services that enable or support the marketing, promotion, sale, distribution, reimbursement, registration, pricing and/or import-export of, or regulatory-related work for, Grifols' products and may involve any interactions with government officials undergo a thorough verification process comprising two phases: a first phase to ensure the legitimacy of the intended commercial relationship, and a second phase of due diligence, which includes an in-depth analysis of the third party, covering their organization, key employees, business practices, and reputation.

Contracts signed with third parties include anti-corruption obligations and an annex summarizing Grifols' Anti-Corruption Policy. Additionally, third parties are required to provide an annual certificate of compliance with the ethical standards outlined in the policy.

Certain third parties, such as international distributors, are also required to complete periodic online training on anti-corruption regulations, including the U.S. Foreign Corrupt Practices Act (FCPA).

Contracts include a clause granting Grifols the right to conduct audits, along with provisions allowing for the termination of business relationships in cases of non-compliance with anti-corruption laws, regulations and standards.

Grifols employees are responsible for continuously monitoring the daily activities of third parties under their management. The company's alert system for potential violations, coupled with an ongoing monitoring process, enables the swift identification, management and resolution of any warning signs.

Grifols Ethics Line and whistle-blower protection

The Grifols Ethics Line is a communication channel established by the company to enable employees and external stakeholders–including customers, suppliers, contractors, consultants, business partners and their employees–to raise concerns about ethical issues or report conduct that may constitute a violation of applicable laws, regulations or internal policies, including those related to human rights. Reports can be made anonymously, verbally or in writing, and all communications are treated with the utmost confidentiality.

"

Grifols supports whistle-blowers and encourages them to report concerns in good faith

Grifols' Ethics Line Policy underscores the company's commitment to upholding the highest standards of ethics and business conduct, fostering a culture where employees and external stakeholders feel comfortable raising questions or concerns about Grifols' conduct or practices without fear of retaliation.

The policy also outlines Grifols' approach to protecting whistle-blowers in order to support and encourage individuals to report concerns in good faith. It explicitly recognizes the risks of retaliation or victimization faced by whistle-blowers and commits to safeguarding their confidentiality and anonymity to the greatest extent possible, even if the reported concern or disclosure is ultimately unfounded. The policy further provides guidance on how to raise concerns and details the processes for reporting, investigation and remediation.

All allegations received are handled in accordance with established standard operating procedures to ensure thorough and adequate investigations, with corrective actions taken as necessary.

To ensure the proper functioning of this process, Grifols has appointed the Chief Internal Audit Officer as the person responsible for the Grifols Ethics Line (Global Ombudsperson). Additionally, where legally required, local communication channels have been established and designated individuals have been appointed to oversee them to ensure compliance with jurisdiction-specific requirements.

Subject to local requirements for each jurisdiction, the timeframe to conduct the investigation and to provide feedback to the whistleblower should not exceed 3 months from the acknowledgement of receipt. Although Grifols intends to promptly handle and investigate all questions and concerns received, recognizes that certain factors, such as the complexity of the issue reported, may require a longer period for completion, thus, in cases of exceptional complexity, this deadline may be extended for a maximum of an additional 3 months.

Grifols has a zero-tolerance policy for retaliation of any kind, including discrimination, against individuals who, in good faith, report violations of laws, regulations or internal policies and procedures, including the Code of Conduct and the Code of Ethics for Grifols Executives. Retaliation may result in disciplinary action, up to and including dismissal.

Retaliation is defined as any direct or indirect action or omission occurring in a work-related context that causes or may cause unjustified harm or damage to an employee as a result of a report. Protection against retaliation also extends to co-workers, family members, or any other individuals who assist the whistleblower, legal entities owned by the whistleblower and entities with which the whistleblower is employed or maintains a professional relationship. This protection also applies to all individuals specified under applicable laws.

Grifols promotes awareness of the Grifols Ethics Line across all its facilities, including plasma centers, by providing concrete information. Moreover, all Grifols employees are required to complete mandatory online training on the Grifols Ethics Line as part of the company's corporate training platform. Employees involved in case management also receive specialized training on the channel's operation and their responsibilities.

NOTIFICATION PROCESS THROUGH GRIFOLS ETHICS LINE

The Grifols Ethics Line is accessible 24 hours a day, 7 days a week, in 16 languages, via the Grifols corporate website, intranet and by phone. This channel has been in place since 2011.
The Grifols Ethics Line has appropriate technical and organizational measures in place to protect the identity and ensure the confidentiality of data related to the individuals involved and any third parties mentioned in the information provided, particularly the identity of the whistleblower, if disclosed.
The Grifols Ethics Line facilitates ongoing communication with whistle-blowers during investigations and if necessary, enables additional information to be requested to support the inquiry.

In 2024, Grifols received a total of 506 complaints through the Ethics Line, of which 199 were confirmed.

Out of 199 confirmed cases in 2024 (compared to 135 in 2023), 5 cases (5 in 2023) were identified as related to human rights violations, all of them linked to harassment within the organization. In all cases, the appropriate disciplinary measures were taken; verbal or written warning or suspension (4 cases), or coaching/training (1 case). Furthermore, during 2024, no allegations were received concerning corruption, money laundering, insider trading or customer data privacy.

NUMBER OF COMPLAINTS RECEIVED AND NUMBER OF CONFIRMED CASES

	Number of complaints received		Number of confirmed cases
	2024	2023	2024	2023
Corruption or Bribery	0	0	0	0
Discrimination or Harassment	27	97	10	33
Customer Privacy Data	0	0	0	0
Conflicts of Interest	1	9	1	7
Money Laundering or Insider Trading	0	0	0	0
Environment, Health and Safety	12	7	2	2
Manufacturing / R&D / Patient and Donor Safety	4	6	2	4
Employee Relations	368	160	176	76
Others	94	84	8	13
Total	506	363	199	135

*In 2024, the reportable events catalog was updated as part of the Grifols Ethics Line review and update project initiated in 2023, following the approval of the new policy. To facilitate data comparison, cases received and confirmed during 2023 have been reclassified according to the new catalog categories.

Animal welfare

Grifols recognizes the intrinsic value of animals and respects society's ethical concerns regarding their use in research. Grifols' Animal Welfare Policy sets out welfare requirements based on the principle that animals should always be treated as living creatures, ensuring their use for research purposes is limited to areas that ultimately benefit human health.

When the use of animals is necessary to support the efficacy, safety or quality testing of Grifols' products or research programs, the company complies with and often exceeds mandatory regulations. Additionally, Grifols applies the principles of the 3Rs to ensure a high level of animal welfare:

Replacement: Substituting live animals with inferior species, nonanimal systems or animal-derived materials wherever feasible. New approaches, such as tissue engineering, stem cell technologies and computer modeling, are prioritized to replace animal models.
Reduction: Minimizing the number of animals used by maximizing the scientific data obtained from each study. This includes adopting new methods and technologies that reduce the number of animals required while maintaining animal welfare.
Refinement: Continuously improving animal welfare by developing methods and technologies that minimize unnecessary stress or discomfort. This includes enriching cage environments, keeping social animals in groups, and using medications and anesthetics to reduce or eliminate pain.

In line with the Animal Welfare Policy, Grifols commits to:

Using animals only when regulatory and scientific justification is established, with strict ethical oversight
Applying the internationally recognized 3R principles for the care and use of living animals and advocating for non-animal alternatives whenever possible
Ensuring that projects involving live animals are evaluated and approved by competent authorities, with ethical considerations for animal use
Maintaining approved facilities equipped to meet the housing and welfare needs of the species used and to conduct procedures efficiently while minimizing animal suffering
Ensuring that employees involved in animal care and studies have appropriate education, training and technical competence to uphold animal welfare and comply with standards
Undergoing inspections by national or local authorities to ensure compliance with legal requirements
Conducting periodic, risk-based inspections of breeders, suppliers and third-party partners to verify compliance with the Animal Welfare Policy

Political commitment and activities with advocacy groups

Grifols does not contribute to any political campaigns or political parties anywhere in the world.

Public affairs management

Advocacy is a legitimate activity and a fundamental part of the democratic process, allowing people to share their viewpoints and concerns with public officials. For Grifols, it entails interacting with and educating political leaders on the importance of plasma-derived medicines and the need for patients to have unrestricted access in healthcare centers.

The company's Code of Conduct and Anti-Corruption Policy establish guidelines and the appropriate standards of interaction between Grifols employees and public officials.

Grifols is committed to complying with the highest ethical standards in its dealings with public officials, including the obligation to act with the utmost integrity and transparency. In the U.S., Grifols complies with all federal, state and local regulations, regularly submitting transparency reports to the U.S. Congress as mandated by the Lobbying Disclosure Act (LDA). These reports outline the company's lobbying-related expenses, encompassing direct costs for external consulting services and a proportional allocation of Grifols employee salaries based on the time dedicated to performing these activities. These expenses do not include political donations, as Grifols does not contribute to political campaigns in the United States.

Grifols' lobbying disclosure reporting requirements are governed by standard operating procedures that cover its activities in the United States and European Union. The company does not make campaign contributions to political candidates or government officials, either directly or indirectly.

Grifols has formed part of the European Union's Lobby Transparency Register since 2019, adhering to the rules of conduct governing relations with EU institutions as articulated in its code of conduct. Through this register, the company is authorized to interact with EU institutions and communicate its activity and positions on EU policies. Grifols also takes an active role in public consultations related to health and industrial policies.

The company is also a member of three organizations that are listed in the European Union's registry: Plasma Protein Therapeutics Association (PPTA), European Confederation of Pharmaceutical Entrepreneurs (EUCOPE) and MedTech Europe.

Highlights in 2024

Advocacy for patients' rights in the U.S.

Grifols focused part of its efforts in 2024 on advocating for legislative changes in the U.S. Congress to increase patient access to plasma-derived medicines. Specifically, the company lobbied for modifications to the Medicare Part D program. At the same time, the company collaborated with patient organizations to support key legislative initiatives aimed at improving reimbursements and treatment options for patients with rare and orphan diseases in diverse care settings, including home care and specialized treatment centers

Actions in Europe

Grifols participates in health policy debates with a broad network of EU stakeholders to help improve people's access to health care. In 2024, the company closely monitored core healthcare policies and engaged with the key stakeholders and policymakers involved, sharing its expertise and vision to help improve the regulatory environment for plasma-derived products.

Proposal for a Regulation on Human-Origin Substances (SoHO)
Proposal for a Regulation and Directive on Pharmaceutical Legislation
Critical Medicines Alliance

BREAKDOWN OF CONTRIBUTIONS

	2024	2023	2022
Lobbying expenditures in the U.S. as reported under the LDA	USD 1,450,000**	USD 1,080,000	USD 815,000
Estimated annual costs related to activities covered by the European
Transparency Register	EUR 50,000 – 99,000	EUR 50,000 – 99,000	EUR 100,000

* U.S. data includes contributions at both federal and state levels. These figures do not include any contributions to public campaigns, as Grifols does not contribute to political campaigns in the United States.

** 2024 estimate.

Review of EU pharmaceutical legislation

In 2023, the European Commission released a proposal to update general pharmaceutical legislation, which must follow its applicable legislative process in the Parliament and Council of the European Union. Grifols collaborates with different institutions and stakeholders to guarantee the proposal advances access to healthcare, promotes R&D investments in the European pharmaceutical space, and recognizes the unique nature and qualities of plasma-derived medicines.

SoHO: proposal for a regulation on substances of human origin

On July 17, 2024, the Official Journal of the European Union published Regulation (EU) 2024/1938 of the European Parliament and the Council, dated June 13, 2024, on quality and safety standards for substances of human origin (SoHO) intended for human use. Member States of the European Union have until 2027 to fully implement this directive.

This regulation repeals Directives 2002/98/EC and 2004/23/EC, which established quality and safety standards for the donation, procurement, testing, processing, preservation, storage and distribution of cells and tissues.

Critical Medicines Alliance

Created in January 2024, the Critical Medicines Alliance (CMA) is an advisory body that brings together relevant stakeholders from EU Member States, key industries, civil society and the scientific community. Since most plasma-derived medicines are considered critical, Grifols participates in CMA discussions to identify supply-chain vulnerabilities.

Management of relationships with suppliers

Grifols enhances business resilience in its value chain through long-term relationships; adherence to codes of conduct, including the Supplier Code of Conduct, which suppliers must follow; and the promotion of sustainable practices that respect human rights, advance social progress and optimize supplier performance.

As part of this commitment, Grifols introduced a new supplier preonboarding questionnaire in 2023 to assess different aspects related to ESG (environmental, social and governance) criteria. The questionnaire is scheduled to be updated in 2025 to align it with the latest regulations and trends in value chain due diligence.

Continuous improvement in the identification and management of risks in the supply chain

Grifols is working actively to implement new procedures, analytical tools, data control systems, and supplier management practices to expand its knowledge and gain greater control over its supply chain, in addition to enhancing its supplier evaluation and due diligence processes.

In parallel, the company is incorporating improvements in response to recent regulatory developments, such as the requirements outlined in the Corporate Sustainability Due Diligence Directive (CSDDD). Through this proactive approach, Grifols is able to stay ahead of regulations and adopt industry best practices, reinforcing its commitment to sustainability and operational excellence.

In 2024, Grifols conducted its first analysis to identify and assess ESG (environmental, social and governance) risks in its supply chain. This analysis was structured into three main phases.

ESG risk assessment by country and industry: An in-depth analysis of the regulatory, social and environmental contexts in Grifols' countries of operation was carried out, in addition to the identification of specific risks associated with each industrial sector where the company is present.
ESG performance analysis of key suppliers: The ESG performance of key suppliers was assessed to identify risks in the supply chain, considering their potential negative impacts on the environment and society.
Definition of an action plan: An action plan was defined to prevent and mitigate the identified risks based on the results of the abovementioned evaluation and analysis.

This process is enabling Grifols to significantly enhance its ESG risk identification procedures, while developing a broad range of effective mitigation and remediation measures to address the risks identified across its value chain.

In 2024, Grifols hired an external consulting firm to assess the integration of ESG criteria into its Global Procurement system, as well as to design a new global ESG procurement framework, expected to launch in 2025. It includes several key initiatives including the implementation of a technological solution to identify, monitor and classify supplier ESG risks based on the identified risk levels. In addition, the tool will also enable the collection of specific supplier information and data.

In addition, the company will update its master service agreement (MSA) used with its suppliers to include specific clauses addressing ESG factors and develop internal training programs, scheduled for implementation in 2025, to strengthen ESG competencies within the organization.

These initiatives aspire to mitigate risks, as well as to support and guide suppliers with lower maturity in critical areas such as respect for human rights and the importance of reducing emissions.

Recognizing that corporate responsibility extends beyond direct actions and in line with new challenges associated with the value chain, Grifols' Global Procurement department has, since 2024, dedicated two individuals exclusively to managing risks and ESG criteria within its value chain.

Supplier Code of Conduct

Grifols requires all of its suppliers to comply with the applicable legislation in their countries of operation. It further reinforces this requisite with a Supplier Code of Conduct, which defines the minimum standards of ethical, social and environmental behavior that suppliers must adhere to.

Framed from an ethical standpoint, the Code regulates conflicts of interest, fair competition, commercial controls, the fight against bribery, corruption measures, the acceptance of gifts, money laundering, product quality and safety, clinical trials and animal welfare, among others.

In the areas of labor and human rights, it emphasizes respect for human rights and the promotion of fair treatment, and prohibits practices such as forced labor, modern slavery and child labor. The code also includes concrete guidelines on health and safety, environmental management and the development of sustainable management systems, ensuring responsible operations throughout the entire value chain.

Global Procurement Policy

Grifols' Global Procurement Policy outlines the guidelines and common procedures for purchasing processes and supply strategies, ensuring that goods and services are procured through transparent, objective, timely, ethical and cost-effective decision-making.

This policy establishes a consistent, unified framework for procurement processes across the entire organization, supporting more efficient risk management and ensuring total compliance with all internal and external policies, procedures and regulatory controls.

Specifically, this policy includes criteria related to ethical, social, environmental and privacy standards aligned with health, safety and environmental policies. In addition, it promotes sustainable procurement principles within purchasing processes and ensures maximum transparency in supplier relationships, embedding the values outlined and supported by Grifols' Human Rights Policy and Sustainability Policy.

Ethical compliance and respect for human rights are among its fundamental pillars. To this end, all professionals involved in the process, whether Grifols employees or external suppliers, must adhere to the following principles throughout: compliance with laws and regulations; integrity, impartiality and fairness; transparency, confidentiality; and due diligence, among others. In addition, the policy promotes the integration of requirements, specifications and criteria compatible with environmental and societal protection into procurement processes.

Supplier Qualification Management System

Grifols' Supplier Qualification Management System assures all raw materials undergo rigorous and continuous evaluation processes, including plasma from external suppliers and critical non-plasma suppliers.

Grifols has a robust system of routine supplier audits to guarantee compliance with GMP (good manufacturing practices) regulations and quality standards in all of its business units.

Global Procurement promotes long-term relationships, guarantees compliance with ethical standards via a Corporate Procurement Policy, and ensures the application of regular supplier evaluations and performance metrics. It is also responsible for analyzing active suppliers to determine which are significant and consequently subject to greater ESG scrutiny. In carrying out this classification, Grifols bases its analysis on the category and the annual spend generated with each supplier.

In 2024, 43% of suppliers by spend (volume) were evaluated under ESG criteria.

Overview of Grifols significant suppliers:

*Significant suppliers: suppliers identified as having substantial risks of negative ESG impacts, significant business relevance to the company or a combination thereof. Critical suppliers essential for the business are also included, although in most cases, these are only evaluated for their business relevance.

* Tier 1 suppliers: suppliers that directly supply goods, materials or services (including intellectual property (IP) and patents) to the company. If not specified, suppliers are assumed to be Tier 1.

More details in "Social" chapter, "Patients and healthcare professionals" ESRS S-4.

Supplier payment practices at Grifols

Grifols' payment practices are designed to ensure clear, efficient processes that are aligned with its internal policies. They apply to both external suppliers and intercompany transactions, taking into account the specific needs of each type of supplier. Two main policies oversee Grifols' payment practices:

1. Supplier policy: defines Grifols' payment terms for external suppliers, including country-specific conditions and exceptions for certain suppliers, such as product licenses and professional services provided by individuals. The standard payment term is 90 days, with preferred payment methods including bank transfers and additional options like Supply Chain Finance.
1. Supplier policy for companies in the Grifols group: establishes payment terms between group companies, defining deadlines based on the supplier's core activity and the buyer's country, with 30 days as the standard payment term for services and rentals. Payments between group companies are made on a monthly basis, and any delays lead to the application of intercompany loans.

By regions, payments are made as follows:

Spanish suppliers of Spanish affiliates: payments are made on the 25th of each month, settling overdue invoices by the end of the month.
Rest of suppliers for European and LATAM affiliates: payments are made every Wednesday for overdue invoices.
Affiliates in the U.S. and Canada: payments are made every Wednesday for invoices due at the time of payment.

Grifols has several practices in place to make sure small- and mediumsized enterprises (SMEs) are paid on a timely and predictable basis, reinforcing their financial stability and relationship with the company. These include reduced payment terms (30 to 60 days); prior approval by the Treasury Department; partial advances for specific projects or deliveries; supply chain finance; prioritization in payment schedules and fixed payment dates (e.g., the 15th or 25th of the month) to help SMEs manage their liquidity; process digitalization to reduce payment and approval delays; and transparent communication to quickly resolve issues.

In 2024, the global the average payment period for suppliers was 51 days, compared to 71.60 days in 2023.

As of December 31, 2024, Grifols has no pending legal processes related to late payments to suppliers.

The global APP (Average Payment Period) includes Europe and the U.S. The APP in Spain (consolidated) is 71 days, as reported in note 22 of the Annual Financial Statements.

Alliance, associations and sponsorship

Grifols' alliances and partnerships are focused on strategic sectors such as the plasma industry, pharmaceuticals, medical technology, and biotechnology. The company's commitment is demonstrated through its support for key projects, advocacy for industry policies, and promotion of innovation. Grifols ensures that all initiatives align with high ethical and safety standards, ultimately benefiting both patients and the broader healthcare community.

Although not a material aspect for the company, Grifols is an official sponsor of UEFA Women's Football from the 2021/22 season until 2025, under a four-year agreement.

This sponsorship includes competitions such as the UEFA Women's Champions League, the UEFA Women's Euro and other women's tournaments. Grifols chose to support UEFA women's football as part of its commitment to gender equality and the development of a fairer and more sustainable future. The company believes that sport is a powerful platform for promoting equality, helping to develop skills and values that inspire young girls and empower women in the workplace and in society. The total sponsorship amount is EUR 3.12 M.

Activity	Involvement / commitment	2024 contribution
Plasma industry	Grifols supports various projects related to the plasma industry, including the joint promotion of a global code of conduct, educational campaigns, access to clinical treatments, procurement of plasma as a raw material, and awareness campaigns on rare diseases.	EUR 2,097,163
Pharmaceutical industry	Defense of policies and practices to promote the discovery of and access to life-enhancing medicines and vaccines for people around the world. Efforts to reinforce regulatory systems to ensure maximum safety throughout the value chain, from production to patient administration while acting ethically and professionally in alignment with Grifols Codes of Conduct.	EUR 238,596
Med-tech industry	Efforts to highlight the social value and contribution of medical technologies, facilitating their access to patients, healthcare professionals, operators and healthcare systems. Promotion of valuebased innovation to create more sustainable healthcare systems and meet the growing needs and expectations of health and medical-care systems. Adherence to the highest ethical standards for all training initiatives and interactions with healthcare professionals.	EUR 127,610
Biotechnology industry	Participation in national non-profit associations of several bio-tech firms, aimed at increasing their social awareness and promoting innovation by advocating for public policies that favor the growth of this essential industry.	EUR 77,787

Alliance and associations

AECOC: Spanish Association of Manufacturers and Distributors
AENE: Spanish Association of Manufacturers and Distributors of Enteral Nutrition Products
AmCham: American Chamber of Commerce in Spain, China and Thailand
ASEBIO: Spanish Association of Bio Companies
BIOcom Life Sciences Organization of California: California association of bioscience companies and research institutes
Biotechnology Innovation Organization (BIO): the world's premier biotech trade association whose membership includes industry firms, academic institutions and U.S. state-level centers and organizations
CAEME: Argentine Association for Pharmaceutical and Biotech Products
CBDL: Brazilian Chamber of In Vitro Diagnostics Companies
EMIG: Ethical Medicines Industry Group
EUCOPE: trade association representing small- to medium-sized pharmaceutical and med-tech firms in Europe
EURORDIS: non-governmental patient-driven alliance representing 949 rare disease patient organizations in 73 countries
Farmafluid: Spanish Association of Fluid Therapy and Parenteral Nutrition Pharmaceutical Laboratories
Farmaindustria: Italian Association of Pharmaceutical Companies
Global Business Alliance: an association of globally focused U.S. firms that promotes foreign investment in the country
JACRI: Japanese Association of Clinical Reagents Industry
LEEM: French industry association representing drug companies operating in France
MedTech Europe: Trade association representing the medical technology industries, manufacturers of in vitro diagnostics and medical devices operating in Europe and diverse national associations
National Health Council (U.S.): platform for diverse organizations to forge consensus and drive patient-centered health policy
North Carolina BIO: trade association for North Carolina's life science industry whose membership includes companies and research institutions working in the pharmaceutical, medical device, diagnostic, clinical research and agricultural biotechnology sectors
Pathology Technology Australia: Australian association of manufacturers and distributors of in vitro diagnostic reagents and systems.
PPTA: Plasma Protein Therapeutics Association
SIGRE: not-for-profit organization established to ensure proper environmental management of medicines and their packaging in the home
SINDUSFARMA: Brazilian Association of Pharmaceutical Companies
United States-Spain Council: An organization of U.S. and Spanish leaders who work to cultivate stronger ties between both countries

Cybersecurity and data protection

Ethics, transparency, honesty, integrity, independence, legal compliance, respect for human rights, safety and quality are the cornerstones of Grifols business conduct.

Impacts, risks and opportunities

Material IROs	Type	Description
CIBERSEGURIDAD
Risk of data leaks due to the increase in cyberattacks	- OO	Information security risks have been on the rise in recent years as a result of cyberattacks and data breaches perpetrated by cybercriminals. To address this risk, Grifols has implemented a series of cybersecurity measures to help protect the personal data of everyone involved in its activity and operations.
Interruption of operations due to cyberattacks + Positive impact - Negative impact R Risk OO Own Operation SP Supply Chain	R	Cyberattacks and cybersecurity failures that can lead to stoppages and disruptions during the manufacturing process.

Managing impacts, risks and opportunities

The following policies, actions, metrics and targets allow Grifols to efficiently manage its main cybersecurity-related IROs.

Material Sub-topics	Policies	Actions	Metrics and Targets
	• Cybersecurity Policy • Global Privacy and Data Protection Policy	• Employee training on cybersecurity • Incident management procedure • Procedure related to personal data incidents
Cybersecurity and data protection	• Training for all employees, with concrete actions for those who routinely process personal data • Available by processing and/or group • Explanation of how and why Grifols uses personal data for different purposes

Cybersecurity governance

The Audit Committee on Grifols' Board of Directors is responsible for supervising and evaluating the efficiency of the company's cybersecurity management and control measures. The Committee is supported by the Internal Audit and Corporate Risk Management Division, whose director provides updates at least twice a year on cybersecurity control and management issues.

Grifols' chief cybersecurity governance and commitments are outlined in the Cybersecurity Policy, approved by the Board of Directors in 2023.

The head of the Information Security Office (ISEC), reporting to the Chief Digital Information Officer, is charged with developing and implementing Grifols' cybersecurity policies, standards and procedures, as well as supervising the roll-out and effectiveness of its information security management system.

Grifols has the necessary resources to ensure a cyberenvironment supportive of its business priorities while complying with established cybersecurity objectives.

All of Grifols' cybersecurity initiatives align with the international framework of the U.S. National Institute of Standards and Technology (NIST) and ISO27001.

In 2024, Grifols recorded no relevant cyberattacks, cyber-related thefts, loss of sensitive data nor damage to physical assets that affected the normal course of its operations.

Cybersecurity management

Identification and protection

Grifols' information security strategy is founded on a risk-based approach and implemented through the requisite procedures and tools to ensure that cybersecurity risks are appropriately identified, monitored and managed.

The ISEC identifies the security initiatives and projects that should be implemented to achieve the company's approved risk levels. These initiatives are outlined in the Security Master Plan, which is updated on a regular basis.

Detection

Grifols' Security Operations Center (SOC) runs 24 hours a day, seven days a week, offering comprehensive coverage for security events across its data centers, perimeters and workstations.

These services are activated upon receiving alerts from the security information and event management (SIEM) system, as defined by the Information Security Office. Grifols' cyber-intelligence capabilities provide information on threat actors and their techniques and tools, allowing for the swift deployment of controls to prevent the success of cyberattacks.

Response and recovery

The incident response team intervenes when events detected by the SOC are likely to become security incidents. The team uses digital forensic analysis and incident response (DFIR) capabilities to analyze, contain and mitigate their risk, as well as prevent their recurrence. Grifols conducts regular tests to evaluate the response and recovery capabilities of tools, procedures and equipment.

protection

Additional controls

Grifols has an annual training and cybercommunication plan to bolster its information security management system and promote organization-wide awareness. This plan is updated to reflect new threats and the specific needs of Grifols' business areas. Training sessions are mandatory and include phishing simulation exercises, among others, totest employees' knowledge.

In 2024, 78,24% of users registered in the Grifols Training Platform (GTP) completed global cybersecurity training.

The company's security certifications include ISO27001 and the National Security Scheme (ENS) for certain activities and group companies.

Highlights in 2024

In 2024, Grifols conducted a thorough evaluation of its cybersecurity systems to assess the company's strengths and weaknesses relative to industry standards, identify potential vulnerabilities and uncover areas for improvement. Simulated threat scenarios were carried out as part of this process, giving the organization valuable insights into its detection, protection and response capabilities.

The evaluation's findings enabled the company to design a clear roadmap of actions to reinforce its cybersecurity against current and future risks, ensuring operational resilience and the protection of critical data. Key areas of focus include:

Update of the Cybersecurity Master Plan
Continued reinforcement of industrial security
Advances to promote a culture of cybersecurity awareness

Data protection

The company complies with all applicable data-protection laws and regulations and works with suppliers that provide adequate guarantees and privacy measures. The Global Privacy and Data Protection Policy, mandatory for all employees, establishes a robust framework for the processing of personal data, as well as outlines all pertinent data protection and security principles.

All employees receive training on the Global Privacy and Data Protection Policy as training and awareness are critical to protecting privacy. Additional training is also imparted to team members who process personal data as part of their regular job functions.

In 2024, Grifols ensured that all employees whose roles include the processing of personal data had access to privacy training and awareness sessions. Specifically, more than 70% of these employees actually accessed these initiatives, including training on the necessary steps to take in the event of a security incident that could lead to a data security breach.

Grifols has in place rigorous technical and organizational security measures to safeguard its organizational assets and users in a cyber-environment, as well as to protect the confidentiality of stakeholders' personal data.

For more details on privacy in clinical trials, please refer to the Innovation section.
For more details on donor privacy, please refer to the donor section.

Risk management and control

The Risk Control and Management Policy enhances confidence in Grifols' ability to achieve objectives and strategic goals, reassuring patients, donors, employees, shareholders, customers, vendors and other stakeholders by anticipating, controlling and managing the risks to which Grifols is exposed.

It establishes the basic principles, roles and responsibilities, and general framework for managing and governing risks, including sustainability risks and controls.

This policy is implemented through a comprehensive risk control and management system based on COSO (Committee of Sponsoring Organizations of the Treadway Commission) principles, which include governance and culture, strategy and objective-setting, performance, review and revision, information, communication and reporting.

The main features of Grifols' risk control and management governance system and the process used to identify, evaluate and manage significant risks are outlined in the following section.

Governance Framework

The company has a clear organizational risk-governance framework, delineating risk-management responsibilities across all hierarchical levels.

Governing Bodies

The Board of Directors approves the Risk Control and Management Policy, delegating the Audit Committee to oversee the effectiveness of the risk control and management system. The Board of Directors is also responsible for determining the company's risk appetite, defined as the nature and extent of risks that the company is willing to assume to achieve strategic objectives.

The Audit Committee, comprised exclusively of independent board members, oversees the effectiveness of Grifols' risk management and internal control systems, both financial and non-financial. In this role, it ensures the main risks, including any operational, technological, cybersecurity, legal, social, environmental, political, reputational or corruption related risks, are adequately identified, managed and communicated.

Additionally, the company established a Corporate Risk Committee in 2020 to ensure proper oversight of the assessment, management and monitoring of risks, as well as the integration of risk management into business processes. In 2024, Grifols implemented changes to create a more agile governance structure, streamlining the risk management process by discontinuing the Corporate Risk Committee and assigning its responsibilities to the CEO for day-to-day operations and, when required, to the Executive Committee.

The Enterprise Risk Management (ERM) function supports the Audit Committee in overseeing the effectiveness of Grifols' risk control and management system. The ERM function operates independently of senior management and is responsible for promoting, supporting, coordinating and verifying the application of the Risk Control and Management Policy. In alignment with other risk management initiatives, particularly those led by Sustainability, the ERM function assists the Audit Committee, CEO and Executive Committee in executing day-to-day activities related to the implementation of the risk management infrastructure, framework, approach, risk assessment, continuous monitoring and reporting processes.

Both the Board of Directors and the Audit Committee meet periodically with those responsible for managing the company's main risks, including the heads of Grifols business areas and assurance functions, in addition to external legal advisors and auditors. In 2024, the topics of discussion included cybersecurity, compliance, finance, and sustainability, among others.

The Audit Committee's oversight also includes guaranteeing the independence of Grifols' internal audit function, ensuring it has sufficient resources and budget; presentations to the Board of Directors to approve or propose the Internal Audit function's work orientation and annual work plan, ensuring that its main focus is on relevant risks; receive periodic

RISK APPETITE FRAMEWORK

As part of Grifols' risk control and management system, the company developed a risk appetite framework to define acceptable levels of risk in alignment with its business objectives and market context.

1. The company identifies its top risks, for which risk appetite is defined.
1. The Board of Directors and senior management establish the risk appetite statements to formally articulate the degree of risk the company's is willing to accept on identified top risks, using a rating scale from 1 "Averse" to 5 "Tolerant".
1. Risk appetite statements are translated into actionable risk metrics, with thresholds set at operational, tactical, and strategic levels.

information on its activities; and verifying that top management takes into account the conclusions and recommendations of its reports.

Additionally, the Sustainability Committee, acting under the auspices of the Board of Directors, is responsible for overseeing and ensuring adherence to the Sustainability Policy and managing the associated risks.

Management

Management's responsibility for achieving organizational objectives includes both first- and second-line roles:

The First Line comprises departments directly accountable for managing risks within the scope of their daily activities. Managers and staff in these departments: (i) identify and manage risks as part of their daily activities, ensuring that controls are in place and functioning effectively to achieve the company's objectives; (ii) develop risk treatments and mitigation plans for risks exceeding the company's risk appetite and develop key risk indicators to proactively monitor and manage risks; (iii) report risk events to the Second Line to support risk monitoring and evaluation; and (iv) collaborate with Internal Audit by providing relevant risk information for independent review, ensuring a robust and comprehensive risk management process.
The Second Line refers to assurance functions that oversee or specialize in risk management and compliance that provide guidance, support and monitoring to ensure that the First Line is effectively managing risks. Its scope includes functions like quality assurance, compliance, internal control, sustainability information, technology security and Enterprise Risk Management (ERM).

Internal Audit

The Third Line, represented by the Internal Audit function, operates independently from management, reporting directly to the Board of Directors through the Audit Committee. This independence ensures that Internal Audit can provide independent and objective assurance and advice on the adequacy and effectiveness of governance and risk management, promoting the achievement of corporate objectives and continuous improvement. Additionally, Internal Audit communicates significant internal control deficiencies and proposed mitigation plans to senior management and the Audit Committee, ensuring that any issues are addressed promptly and effectively to maintain robust risk management.

In 2024, as part of its annual plan activities, the Internal Audit function conducted an assessment of the current maturity of core ERM activities. Indentify risks

General Environment Social Governance Annexes

Risk management process

Grifols has a comprehensive and continuous risk control and management process to identify, evaluate and manage all relevant risks that Grifols faces or may face, as well as assure that risk considerations are integrated throughout the company.

This process applies to Grifols, S.A. and its subsidiaries, encompassing all risk categories defined in the Risk Control and Management Policy. It comprises the following recurring activities:

Risk identification and assessment

Grifols reviews its risk exposure on a regular basis. Risk owners and assurance functions continuously identify risks to which the company is exposed in the ordinary course of its activities that could affect the achievement of its objectives. ERM utilizes these risk identification results to identify risks on an enterprise level. This process is supplemented with quarterly risk scans conducted by ERM to identify internal and external trends. These risk scans involve extensive analysis of external information sources, one-on-one discussions with management team members, senior executives, assurance functions and other employees, as well as monitoring the main risks ("top risks") identified in the previous year based on the evolution of selected risk indicators. This process ensures thorough and continuously updated risk identification, incorporating insights from key internal stakeholders and various information sources, including climate change risk evaluations.

In addition to assessing current and evolving risks, ERM evaluates emerging risks that could impact the company's ability to achieve its long-term objectives over a three- to five-year horizon. These emerging risks and their potential effect on the company are further analyzed to determine if they should be prioritized as top risks.

The identified risks are classified according to the risk taxonomy defined in the Risk Control and Management Policy and evaluated in terms of impact and likelihood of occurrence. To prioritize the risks, ERM completes risk scoring considering the risks' speed and interdependencies. The updated list of top risks proposed by ERM is submitted for review and approval by the Executive Committee, which prioritizes those risks requiring immediate response and/or increased oversight. The list is subsequently presented to the Audit Committee and/or the Board of Directors, providing the basis for the risk management priorities for the following year.

Risk response

Based on the risk assessment results, management evaluates the appropriate responses and prioritizes mitigation efforts. By considering the prioritization assessment and weighing the benefits against the costs, risk owners determine the necessary measures and internal control procedures to prevent, avoid or minimize risks.

For top risks, ERM identifies and evaluates the existing controls to ensure that risk remains at an acceptable level within the defined risk appetite. If the residual risk exceeds the defined risk appetite, the risk owners must develop a risk mitigation plan. This plan must be validated by ERM and the corresponding assurance function. The Executive Committee receives regular status updates on the progress made in implementing these mitigation plans.

Risk monitoring and reporting

Risk owners and assurance functions continuously monitor risks to identify changes in the external and internal environment that might increase the impact or likelihood of a risk beyond acceptable levels, as defined by the risk appetite framework. For "top risks", ERM monitors changes in risk exposure using key risk indicators, with reporting thresholds aligned to the established risk appetites.

ERM periodically submits reports on "top risks" to the CEO, Executive Committee and Audit Committee throughout the year. These include details on existing control measures, planned risk mitigation actions, risk factors and emerging risks. This process facilitates dynamic and agile discussions on risk management strategies and oversight.

Main risks

The table below outlines Grifols' main risks ("top risks") for 2025, which remain largely unchanged from those identified for 2024. Other ESGrelated risks, not all at the level of top risks, are disclosed in detail in their specific chapters.

The full description of Grifols' risks is publicly available in the 20F report, which is updated every year.

Risk	Assessment and Mitigation Activities
Cybersecurity	Information security risks have been on the rise in recent years due to an increase of cyber-attacks and data breaches perpetrated by cybercriminals, insiders or affected third parties, leading to business interruptions and the exposure of sensitive data.
	To this end, the company has implemented a comprehensive information security management system. Aligned with international standards and best practices, it establishes clear objectives, roles and responsibilities, as well as policies and procedures to: (i) identify and assess cybersecurity threats; (ii) protect critical assets; (iii) detect and respond to cybersecurity threats; and (iv) recover business processes affected by a cybersecurity incident.
	See chapter Cybersecurity and data protection for more information
Financial Leverage Ratio	A high level of indebtedness could have significant adverse effects on Grifols' business, making the company more vulnerable to economic downturns and restricting its ability to make strategic acquisitions or exploit other business opportunities (among other impacts).
	In 2024, Grifols executed several transactions to advance its balance sheet improvement process in line with its key priorities of enhancing cash flow generation and proactively and prudently managing debt maturities and levels.
Research and Development of Products	Research and development represents a significant aspect of Grifols' business, whose core R&D objectives are to (i) discover and develop new products, (ii) research new applications for existing products and (iii) improve manufacturing processes to improve yields, safety and efficiency.
	The company faces various obstacles to successfully translate these efforts into profitable products, including, but not limited to, the successful development of an experimental product for use in clinical trials; the design of clinical study protocols acceptable to the FDA and other regulatory agencies; the successful outcome of clinical trials or its ability to scale its manufacturing processes to produce commercial quantities.
	Despite this, in 2024 the company achieved innovation milestones and set the course for long-term success by accelerating its R&D pipeline with the aim of enhancing its product offering, adding new indications and bringing new products to market.
	See chapter Innovation at Grifols for more information
Disruptive Changes in Main Products	Grifols faces significant market competition. Its current and future competitors may increase their sales, lower their prices, change their distribution model or improve their products, undermining Grifols' product sales and market share.
	To address these challenges, the company is actively engaged in innovation scouting to analyze the competitive and technological landscape, identify emerging threats and develop strategies to mitigate these risks.
	See chapter Innovation at Grifols for more information
IT Governance	Ineffective IT governance poses significant risks in today's data-driven world, including data breaches, regulatory non-compliance, operational inefficiencies, financial losses and hindered innovation.
	To ensure effective IT governance, the company is enhancing its comprehensive IT governance framework in alignment with international standards and best practices.
Ethics and Integrity	Grifols' business is subject to extensive government regulation and oversight in its numerous markets of operation. The promotion, marketing and sale of pharmaceutical products and medical devices is highly regulated and subject to increasing governmental supervision around the world. This regulatory and oversight trend is expected to continue.
	The company has enacted anticorruption, anticompetition, privacy, healthcare and corporate compliance policies and procedures to govern its business practices, including distributors and suppliers.
	See chapter Ethics, integrity and human rights are at the heart of Grifols' corporate culture for more information
Supply Chain	A significant disruption in Grifols' supply of plasma could have a material adverse effect on its business and growth plans. Most of its revenue relies on its access to U.S. source plasma (plasma obtained through plasmapheresis), the main raw material for Grifols' plasma derivative products.
	Over the last few years, pursuant to the implementation of its business strategy, Grifols acquired plasma collection centers in the U.S., Europe and Canada. In 2024, the company continued to expand its network of plasma collection centers, particularly in the United States, while also implementing initiatives to increase plasma and manufacturing efficiencies. As most of its plasma is sourced internally, Grifols is well positioned to ensure the availability of plasma for its manufacturing needs and the quality of plasma throughout the production process.

Risk	Assessment and Mitigation Activities
Manufacturing Concentration	The company's production capacity is highly concentrated in a few manufacturing plants, making it vulnerable to disruptions from extreme weather events (e.g., hurricanes, droughts, floods) and critical accidents (e.g., fires, explosions). These disruptions could lead to financial losses and operational downtime.
	To mitigate these risks, the company has established the following mitigation action plans: (i) the manufacturing plants are licensed by various regulators, providing the flexibility to perform processes interchangeably; (ii) disaster recovery plans are in place; and (iii) the manufacturing plants are insured against extreme weather events and critical accidents.
	See chapter Climate Change - Adaptation for more information
U.S. Biopharma Pricing and Demand	The existence of direct and indirect price controls and pressures over Grifols' products have affected, and may continue to affect, its ability to maintain or increase gross margins.
	Proposed U.S. federal and state legislation have targeted drug pricing, including direct negotiations with manufacturers over price, reimbursement and discounts. Plasma protein therapeutics have been excluded from certain aspects of the several legislations. However, there is a continuing risk that Grifols' products may be subject to new pricing restrictions.
	Despite these challenges, the company has experienced robust revenue growth across key geographies, along with margin expansion driven by product mix, lower cost per liter and operational leverage. The achievement of key innovation milestones and the acceleration of the research and development pipeline to enhance the product portfolio, introduce new indications and bring new products to market will help mitigate the potential impact of price controls and pressures.
Talent Retention and Attraction	Grifols' future success depends on its ability to retain members of its senior management and capacity to attract, retain and motivate qualified personnel. The company is highly dependent on the core members of its executive and scientific teams. For this reason, the recruitment and retention of qualified operations, finance and accounting, scientific, clinical and sales and marketing personnel will be critical to its success.
	The company has established a comprehensive rewards model to enhance employees' experience built upon four main pillars: compensation and benefits, development, recognition, and positive work environment. Additionally, work climate surveys are conducted periodically to gather regular feedback from employees, with mitigation plans implemented based on the survey results.
	See chapter Our people for more information
Integration of Advanced Technologies	Adopting new technologies, such as artificial intelligence and cloud computing, offers both opportunities and risks. These technologies have the potential to disrupt existing business models and necessitate substantial investments in new skills and infrastructure. Ineffective integration of these technologies could adversely affect our competitive position and financial performance. Digital innovation is a core hub in Grifols' operations, allowing the company to detect market opportunities and better compete in today's fast-paced business landscape See chapter Innovation at Grifols - Digital innovation for more information
Product Safety and Quality	Noncompliance with quality and safety regulations could potentially harm the health and safety of patients, donors and/or participants in clinical trials, lead to product liability claims or product recalls, resulting in significant financial losses and negative reputation impacts.
	The company has a robust quality management system and vigilance system for medical devices, pharmacovigilance and surveillance system and clinical quality system
	See chapter Patients and healthcare professionals - Striving for excellence in our value chain for more information

Emerging Risks

Grifols' risk management process includes the identification and evaluation of emerging risks, understood as new risks or risks which, although known, arise in a new or unfamiliar context and could wield a potential long-term impact on the company's activity.

Risk	Impacto potencial	Plan de acciones mitigadoras
Growing Trade Protectionism / Economic Nationalism The escalating trade tensions between the United States and China present a complex and multifaceted risk to Grifols' operations given its substantial presence in both markets. Although difficult to anticipate, these tensions are expected to intensify in the near future, driven by the new U.S. administration's policies aimed at protecting domestic economic interests, and China's growing focus on achieving self-sufficiency in key industries, including the plasma industry.	The U.S. and China may adopt protectionist measures to safeguard their respective economies. These policies could include higher tariffs on imported goods, stricter import restrictions, and incentives to boost domestic production. Such measures could adversely impact the company's sales and profitability, disrupt its supply chain, increase operational costs, reduce the competitiveness of Grifols products in these markets, and potentially restrict market access.	To mitigate these risks, the company is adopting proactive risk management strategies and continuous monitoring geopolitical developments. This includes diversifying of manufacturing and supply chain across different regions, reducing reliance on any single country or region and enhancing resilience against supply chain disruptions. Additionally, through the strategic alliance with Haier Group following the sale of a 20% equity stake in Shanghai RAAS (SRAAS), the company and SRAAS have extended their exclusive albumin distribution agreement over the next 10 years, with guaranteed minimum volumes between 2024 and 2028, with an option to extend the agreement until 2044.
Advanced Cybercrime Threats The landscape of cyberattacks is continuously evolving, characterized by increasing complexity and innovation. The integration of artificial intelligence and quantum computing with conventional cyber threats is expected to significantly enhance both the sophistication and frequency of these attacks. As a global healthcare company, Grifols is particularly exposed to cyberattacks due to the high value of medical and pharmaceutical records. Its increasing reliance on digital storage and exchange of sensitive data further exacerbates this vulnerability.	Future cyberattacks on Grifols' IT systems may result in the loss of financial data or operational disruptions, which could materially and adversely affect its business, financial condition, future operational results and reputation.	Grifols' current main cybersecurity measures are outlined in the "Cybersecurity" chapter. To address advanced cybercrime risks, the company is implementing additional controls and automated detection and response systems, and continuously scanning new intrusion prevention and detection tools. If these measures fail to prevent system or data damage, the company has response and recovery programs, and insurance coverage for cyber risks.

Promoting a risk culture

A solid risk culture is essential for organizations to effectively identify, assess and manage the risks that could impact their operations. Grifols delivers training and awareness programs to encourage employees throughout the organization to identify risks and work to actively mitigate them, as well as promotes transparent communications among employees in risk related functions.

Grifols has established a comprehensive risk culture in alignment with its corporate strategy, which encompasses the following elements:

● Training: Grifols develops and imparts training and awarenessraising plans to ensure employees have a solid theoretical foundation and practical knowledge of environmental issues, health and safety, compliance, cybersecurity, crime prevention, pharmacovigilance and quality, among other risk areas.

Members of the Audit Committee receive regular training on new governance requirements and trends. Additionally, another nonexecutive member of Grifols' Board of Directors has proven experience in risk management and control and, from his leadership role, contributes to fostering a risk management culture throughout the company.

Transparent communication: Grifols organizes regular meetings with risk managers and workshops and surveys with other employees to encourage transparent communication regarding its corporate risks.
Integration of risk criteria in product development: Grifols incorporates risk criteria into the intellectual property and quality requirements followed throughout the product development and approval processes.

Taxation

Grifols' aproach

We believe taxes are essential to promoting social progress.
Our corporate structures are based on commercial and industrial rationale, aligned with our business activity and backed by tangible impact.
Grifols has no presence in territories qualified as tax havens.

3 core levers Tax policy Governance Legal compliance

Principles and good practices

Grifols' fiscal commitment

Grifols is firmly committed to driving economic, social and industrial progress through compliance with applicable tax legislation in its countries of operation, paying its fair share in jurisdictions where it creates value. Its corporate structures are based on commercial and industrial rationale, aligned with its business activities, and backed by tangible impact. Grifols has no presence in territories classified as tax havens.

Grifols' Tax Policy defines the principles guiding its fiscal management. As a key aspect of corporate responsibility, taxation is overseen by the Board of Directors, whose responsibilities include approving and regularly monitoring the group's Tax Policy to ensure alignment with its business operations and sustainability commitments. Grifols' senior management, under the supervision of the Board, is tasked with developing the group's tax strategy and compliance framework. That said, other organizational areas, engaged in both routine and non-routine tasks, may contribute to its implementation.

The company strives to develop cooperative relationships with tax authorities grounded in respect, transparency and mutual trust. On October 26, 2018, Grifols' Board of Directors adhered to Spain's Code of Good Tax Practices, underscoring its unequivocal commitment to transparency, good faith and cooperation. As part of its commitment to transparency, the company regularly reports its tax strategy and taxes paid. In addition, it also reports and details controversies and possible litigation in tax matters, if any, in the Consolidated Annual Accounts and in information to market regulators.

Governance

Grifols' Board of Directors, mainly composed by independent directors, approves the Risk Control and Management Policy, which outlines the core principles and framework to identify, evaluate, monitor and manage all types of risks, including tax risks, faced by the company and its affiliates.

The Audit Committee supervises the effectiveness of internal control, internal auditing and risk management systems, including those related to tax issues. It regularly reviews these systems to ensure that key risks are adequately identified, managed and reported.

The Internal Audit Department assists the Audit Committee by:

Guaranteeing adequate risk-management processes and risk assessment.
Evaluating risk-management processes, including oversight of controls and procedures.

The Corporate Risk Committee oversees the responsibilities of Grifols' leadership team in risk assessment, management and control, ensuring the integration of robust risk management processes within the established system.

Legal compliance

Grifols complies with current tax legislation in its countries of operation and the OECD Guidelines for Multinational Enterprises. In the United States, the company complies with, subscribes to and reports on the Tax Control Framework Questionnaire (2019), prepared by the U.S. Internal Revenue Service (IRS).

This initiative complements the OECD Model Control of Tax Risks standard by including a self-assessment mechanism to cover core elements in the tax risk management and control system. The principles guiding Grifols' risk management and control system are subject to tax risks, which fall under the category of legal and regulatory risks.

Grifols Tax Policy

Tax compliance is a pillar of Grifols' economic contribution and social commitment. Its compliance policy and best practices in taxation issues are publicly available on the corporate website. The payment of required taxes fully aligns with the economic activities in all jurisdictions where the Group operates.
Grifols has no operations in territories classified as tax havens, and its business transactions with third parties based in these or any other territories form part of its ordinary industrial and commercial activity.
Grifols rejects artificially shifting results to these territories or taking advantage of the information opacity that these territories may offer in alignment with the taxation principles and recommendations of the OECD's Committee on Fiscal Affairs on international taxation matters. Transparency in tax-related matters is a core principle of Grifols' tax policy.
Grifols avoids significant tax risks through internal information and control systems that ensure tax matters are efficiently and expertly managed.
Grifols' tax policy is guided by the reasonable and careful interpretation of the tax regulations in force in each jurisdiction.
Grifols consults with reputable independent tax advisors before making any business decisions that could have fiscal repercussions.
Grifols has a transfer pricing policy for all transactions with related parties in line with the principles of the main competent organizational bodies. This policy is reviewed annually to avoid any deviation from these principles.
Grifols understands and supports taxation that adequately correlates with the structure and location of its activities, resources, and human resources and the business risks assumed.
Grifols does not use artificial structures unrelated to its activity to reduce its tax burden or profit sharing.
Grifols fosters a cooperative and fluid relationship with tax authorities founded on respect for the law, trust, good faith, reciprocity and cooperation.
Grifols collaborates with the competent tax authorities to seek solutions to achieve certainty and stability in the tax criteria applied by public administrations and to prioritize non-litigious means of resolving disputes.
Grifols is committed to transparency, doing its utmost to provide complete information and documentation requested by tax administrations in the shortest timeframe possible.
Grifols implements internal management systems to ensure proper compliance with its tax obligations, including those arising from the new global minimum tax system promoted by the OECD ("Pillar 2").
On October 26, 2018, Grifols' Board of Directors adhered to the Code of Good Tax Practices.

Tax contribution

Grifols uses the Total Tax Contribution methodology

Reflecting its commitment to transparency, Grifols reports its tax contribution from three different perspectives: contribution by tax, tax value distribution and contribution by geographical area. For this purpose, Grifols follows PwC's Total Tax Contribution (TTC) methodology, which measures the total impact of tax payments made by a company.

This methodology aligns with the OECD's approach, which emphasizing the importance of the role of businesses in the tax system, both as taxpayers (input taxes) and tax collectors on behalf of third parties (taxes collected). The scope of this analysis covers Grifols' main countries of operation: Spain, the United States, Ireland and Germany. Taxes are classified as follows:

Profit taxes: taxes borne on profits earned by companies such as corporate income tax, business tax and taxes levied as withholding taxes on payments to third parties.
Property taxes: taxes on the ownership, sale, transfer or occupancy of property.
People (or Employment) Taxes: employment-related taxes both borne and collected, including employee income tax withholdings and social security payments payable by both Grifols and the employee.
Taxes on products and services: indirect taxes on the production and consumption of goods and services, including VAT and customs duties.
Environmental taxes: taxes on the supply, use or consumption of products and services that are considered to impact the environment.

Tax value distribution

Grifols' diverse activities generate direct and collected taxes, which are paid to global tax authorities. In general terms, these highly integrated activities can be classified into net interest, wages and salaries, taxes (input and collected) and shareholder value.

The distributed tax value (DTV) ratio shows the percentage of Grifols' value generation that is allocated to pay taxes borne and collected from Public Administrations.

The DTV ratio stands at 24% globally for Grifols. This means that 24% of the value generated by Grifols has been contributed to the public treasury through taxes paid (11%) and taxes collected (13%). In other words, out of every EUR 100 of value generated in 2024, Grifols has allocated EUR 24 toward tax payments.

TOTAL TAX CONTRIBUTION IN 2024

EUR 749 M

Total tax contribution in 2024

EUR 348 M

reflecting a 6% increase over 2023 and a 60% increase over the last 3 years.

EUR 401 M

a 9% increase compared to 2023 and an 18% increase over the past 3 years

Taxes on profits account for 43% of the taxes paid. 70% of the taxes paid and collected are related to employment: 49% of taxes paid and 86% of taxes collected.

Tax contribution by geographic area

Grifols' tax policy establishes responsible conduct in tax matters, embracing principles consistent with those set forth in OECD Guidelines for Multinational Enterprises (2011). The policy explicitly states that Grifols has no presence in jurisdictions classified as tax havens, and its commercial operations with third parties in these territories or any other territories form part of its ordinary manufacturing and commercial activity.

Grifols is taxed on the profits generated in each of its countries of operation. Spain, the United States, Ireland and Germany account for more than 70% of the group's global revenue. These countries are also where its main industrial installations and R+D+i facilities are located.

Grants

The grants received are mainly allocated to initiatives focused on employee training and job creation.

Thousands of Euros	Grants
U.S.	18,292
Spain	494

	Profit*	Taxes paid**	Total tax
	(Thousands of euros)	(Thousands of euros)	contribution***	%
U.S.	346,380	77,690	408 M	55%
Spain	45,276	43,646	22 2M	30%
Ireland	314,190	42,307	65 M	9%
Germany	87,743	14,572	53 M	7%
RoW	57,252	11,293	NAP	NAP

* Profit after tax in 2024, excluding dividends and impairments or disposals in Group Companies.

** Net tax payable for the 2024 fiscal year (Corporate income tax)

*** Total Tax Contribution (TTC) in the United States: the exchange rate applied was 1.039 euros/dollar. In the U.S., the total contribution decreased compared to the previous year due to adjustments made under the operational improvement plan. The calculation of the Total Tax Contribution excludes Biotest and other entities from RoW.

TAX CONTRIBUTION ACCORDING TO GRIFOLS' OPERATIONS

Note: The Total Tax Contribution (TTC) ratio is an indicator of the cost of taxes paid in relation to the profits obtained. The calculation is made as the percentage of taxes paid relative to the profit before those taxes in each territory, taking into account the aggregate figures of the entities involved in the study.

*Ireland: Although the ratio is significantly lower than in other territories, a notable trend has been observed. It was not possible to calculate the TTC ratio in the previous fiscal year since the company recorded negative results. Ireland has also seen a significant increase in its Total Tax Contribution (+29% compared to 2023).

**Spain: the TTC ratio is distorted (close to 100%) due to the exclusion of profits from Grifols' divestitures in 2024 and the payment of related taxes abroad. As a result, the ratio reflects that Grifols' tax payments in Spain are close to the Profit Before Tax in this territory.

Annexes

CONTENIDOS

Indices of content according to regulations	210
Content required by the Law 11/2018. of December 28	210
Disclosure requirements in ESRS covered by the Sustainability statement (ESRS 2 - IRO 2)	214
Data points that are included and derive from other EU legislation (ESRS 2 - BP 2)	218
Methodologies	222
Calculation of the adjusted and unadjusted pay gap	222
Total Tax Contribution	224
Glossary and abbreviations	225
Independent Review Report	228

Content required by the Law 11/2018, of December 28

LAW 11/2018 CONTENT INDEX
Information requested by the Law 11/2018	Materiality	Page number(s)	Reporting criteria
General information
A brief description of the business model that includes its business environment, its organization and structure	Material	4-8, 175-180
Markets in which it operates	Material	5-6	ESRS 2 SBM1
Objectives and strategies of the organization	Material	9-11	ESRS 2 SBM2
Main factors and trends that can affect its future evolution	Material	202-204	ESRS 2 SBM3 ESRS 2 GOV1
Reporting framework used	Material	19-20
Principle of materiality	Material	15-18
Environmental Issues
Management approach: description and results of the policies related to these issues, as well as the main risks related to those issues related to the group's activities.	Material	23-25, 37, 39, 56, 61, 69, 71	GOV-4 IRO-1 E1.IRO-1 E2.IRO-1 E3.IRO-1 E4.IRO-1 E5.IRO-1 E1-2 E1-3 E2-1 E2-2 E3-1 E3-2 E4-2 E4-3 E5-1 E5-2
Detailed general information
Detailed information on the actual and predictable effects of the company's activities on the environment and, when applicable, health and safety.	Material	37, 56, 61, 69, 71	ESRS 2 IRO-1 E1.IRO-1 E2.IRO-1 E3.IRO-1 E4.IRO-1 E5.IRO-1
Environmental assessment or certification procedures	Material	24	ESRS 2 BP2
Resources dedicated to the prevention of environmental risks	Material	26	E1-3 E2-2 E3-2 E4-3 E5-2
Application of the precautionary principle	Material	23	ESRS 2 MDR - A
Amount of provisions and guarantees for environmental risks	Material	25	GRI 3-3
Contamination
Measures to prevent, reduce or repair emissions that seriously affect the environment; considering any form of activity-specific air pollution, including noise and light pollution	Not material	56-60	E2-2
Circular Economy and Waste Prevention and Management
Prevention, recycling, reutilization and other recovery and waste disposal measures.	Material	71-80	E5-2 E5-5
Actions to fight food waste	Not material	-	E5-2

GRIFOLS
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General Environment		Social	Annexes Indices of content according to regulations
LAW 11/2018 CONTENT INDEX
Information requested by the Law 11/2018	Materiality	Page number(s)	Reporting criteria
Sustainable Use of Resources
Water consumption and supply in accordance with the local limitations	Material	61-68	E3-4
Consumption of raw materials and measures taken to improve the efficiency of their use	Material	71-74, 77	E5-2 E5-4
Direct and indirect energy consumption	Material	45-47, 50-55	E1-5 E1-2 E1-3
Measures taken to improve energy efficiency	Material	42-43, 45-47	E1-5
Use of renewable energy	Material	42-43, 45-47	E1-5
Climate Change
Greenhouse gas emissions generated as a result of the company's activities, including the use of the goods and services it produces	Material	41-44, 48-50	E1-6
Measures taken to adapt to the consequences of climate change	Material	41	E1-3
Voluntary measures for medium and long-term reduction goals to reduce greenhouse gas emissions and the means implemented for this purpose	Material	40, 42, 43, 48-49	E1-4
Biodiversity Protection
Measures taken to preserve or restore biodiversity	Not material	69-70	E4-1 E4-3
Impacts caused by activities or operations in protected areas	Not material	69-70	E4.SBM-3 E4.IRO-1 E4-5
Social and Personnel matters
Management approach: description and results of the policies related to these matters as well as the main risks related to those issues linked to the group's activities.	Material	83, 179, 202-203	GOV-4 IRO-1 S1-1 S1-2 S1-3 S1-4 ESRS 2 IRO 1
Employment
Total number and distribution of employees by country, gender, age and professional category	Material	85, 102-110	S1-6 S1-9 GRI 2-7 GRI 2-8
Total number and distribution of employment contract modalities and annual average of indefinite contracts, temporary contracts and part-time contracts by gender, age and professional category	Material	102-110	S1-6 GRI 2-7 GRI 2-8
Number of dismissals by gender, age and professional classification	Material	114-115	S1-6 GRI 401-1
Average remuneration and its evolution disaggregated by sex, age and professional classification or equal value	Material	122-126	S1-10 S1-16 GRI 405-2
Gender gap, the remuneration of equal or average company jobs	Material	100-101, 126-127	S1-16
Average remuneration of directors and executives, including variable remuneration, allowances, allowances, payment to long-term savings forecasting systems and any other perception disaggregated by sex	Material	121, 126, 181-182	GRI 2-19 GRI 3-3
Implementation of policies work disconnection	Material	82-83, 88	S1-1

Number of employees with disabilities	Material	96, 98	S1-12
Organization of Work
Organization of working time	Material	88-89	S1-15
Number of hours of absenteeism	Material	115-117	GRI 3-3 GRI 403-9 GRI 403-10
Measures aimed at facilitating the enjoyment of conciliation and promoting the co responsible exercise of these by both parents	Material	82-83, 87-88, 120-121	S1-4 S1-15
Health and Safety
Health and safety conditions at work	Material	90-91	S1-1 S1-14
Occupational accidents, their frequency and severity, as well as occupational diseases; disaggregated by gender	Material	122-123	S1-14 GRI 403-9 GRI 403-10

GRIFOLS
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LAW 11/2018 CONTENT INDEX
Information requested by the Law 11/2018	Materiality	Page number(s)	Reporting criteria
Social Relationships
Organization of social dialogue including procedures for informing and consulting staff and negotiating with them	Material	86-87, 89	S1-8
Mechanisms and procedures that the company has to promote the involvement of workers in the management of the company, in terms of information, consultation and participation	Material	89-90	S1-8
Percentage of employees covered by collective agreement by country	Material	89	S1-8
Balance of collective agreements, particularly in the field of health and safety at work	Material	89-90	S1-8 S1-14
Training
Policies implemented in the field of training	Material	83, 92-95	S1-1 S1-13
Total number of training hours by professional category	Material	117-119	S1-13 GRI 3-3 GRI 404-1
Universal accessibility
Integration and universal accessibility of people with disabilities	Material	98	S1-1 S1-12
Equality
Measures taken to promote equal treatment and opportunities for women and men	Material	83, 96, 99-100	S1-4 S1-9
Equality plans, measures taken to promote employment, protocols against sexual and gender harassment	Material	97-101	S1-1 S1-4
Policy against all types of discrimination and, when applicable, diversity management	Material	83, 96-101	S1-1 S1-9
Respect for human rights
Management approach: description and results of the policies related to these matters as well as the main risks related to those issues linked to the group's activities.	Material	128, 183-184	GOV-4 IRO-1 S1-1 S1-2 S1-3 S1-4 ESRS 2 IRO 1
Aplicación de procedimientos de diligencia debida
Application of due diligence procedures in the field of human rights and prevention of risks of violation of human rights and, where appropriate, measures to mitigate, manage and repair possible abuses committed	Material	130, 185-186, 189-190	ESRS 2 GOV 4 S1-1
Complaints for cases of human rights violation	Material	129, 190	S1-17
Measures implemented to promote and comply with the provisions of the ILO fundamental conventions related to respect for freedom of association and the right to collective bargaining; the elimination of discrimination in employment and occupation; the elimination of forced or compulsory labor; the effective abolition of child labor	Material	83, 129, 185	S1-1
Fight against corruption and bribery
Management approach: description and results of the policies related to these matters as well as the main risks related to those issues linked to the group's activities.	Material	183-184	G1-1 ESRS 2 IRO 1
Measures taken to prevent corruption and bribery	Material	184, 186-188, 190	G1-3
Measures to fight money laundering	Material	186-190	G1-3
Contributions to foundations an NGOs	Material	195	GRI 2-28 GRI 201-1 GRI 415-1
Information about society
Management approach: description and results of the policies related to these matters as well as the main risks related to those issues linked to the group's activities.	Material	131, 147, 192-194, 202-203, 205- 206	GOV-4 IRO-1 S3-1 S4-1 G1-1 ESRS 2 IRO 1

LAW 11/2018 CONTENT INDEX
Information requested by the Law 11/2018	Materiality	Page number(s)	Reporting criteria
Commitment of the company to sustainable development
The impact of the company's activity on employment and local development	Material	137-145	ESRS 2 SBM 3 S3-1 S3-4
The impact of society's activity on local populations and in the territory	Material	137-145	ESRS 2 SBM 3
The relations maintained with the actors of the local communities and the modalities of the dialogue with these	Material	13 - 14, 132	S3-2
Partnership or sponsorship actions	Material	13, 139, 141, 144-145	GRI 3-3 GRI 201-1
Subcontracting and suppliers
Inclusion in the purchasing policy of social, gender equality and environmental issues	Material	192-194	G1-1
Consideration in the relations with suppliers and subcontractors of their social and environmental responsibility	Material	192-194	G1-2
Supervision and audit systems and their results	Material	150-152, 194	GRI 414-2 GRI 308-2
Consumers
Measures for the health and safety of consumers	Material	150-154	S4-4
Complaint systems, complaints received and resolution thereof	Material	154	S4-3
Tax information
Profit obtained country by country	Material	208	GRI 207-4
Taxes earned on benefits paid (per country)	Material	208	GRI 207-4
Public grants received (per country)	Material	208	GRI 201-4

EU Taxonomy	Material	28-36	KPIs developed according to the methodology described in this report

Disclosure requirements in ESRS covered by the Sustainability statement (ESRS 2 - IRO 2)

Appendix B

List of datapoints in cross-cutting and topical standards that derive from other EU legislation

This appendix is an integral part of the ESRS 2. The table below illustrates the datapoints in ESRS 2 and topical ESRS that derive from other EU legislation.

DISCLOSURE REQUIREMENTS CONTENTS		PAGE NUMBER
GENERAL DISCLOSURES
ESRS 2 General disclosures
Basis for preparation	DR BP-1	General basis for preparation of sustainability statements	19-20
	DR BP-2	Disclosures in relation to specific circumstances	19-20
	DR GOV-1	The role of the administrative, management and supervisory bodies	20, 176-181
Governance	DR GOV-2	Information provided to and sustainability matters addressed by the undertaking's administrative, management and supervisory bodies	20-21, 180
	DR GOV-3	Integration of sustainability-related performance in incentive schemes	25, 181-182
	DR GOV-4	Statement on due diligence	21
	DR GOV-5	Risk management and internal controls over sustainability reporting	20-21
	DR SBM-1	Strategy, business model and value chain	4-9, 175
Strategy	DR SBM-2	Interests and views of stakeholders	13-14
	DR SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	17-18, 37-39, 56, 61, 69, 71, 82, 128, 131, 146, 163, 183, 196, 202-204
	DR IRO-1	Description of the process to identify and assess material impacts, risks and opportunities	15-17, 201-202
Impact, risk and opportunity management	DR IRO-2	Disclosure requirements in ESRS covered by the undertaking's sustainability statement	214-218
	MDR-P	Policies adopted to manage material sustainability matters	24, 40, 56, 61, 69, 72, 83, 129, 131, 147, 164, 184, 196
	MDR-A	Actions and resources in relation to material sustainability matters	24, 40, 56, 61, 69, 72, 83, 129, 131, 147, 164, 184, 196
Metrics and targets	MDR-M	Metrics in relation to material sustainability matters	24, 40, 56, 61, 69, 72, 83, 129, 131, 147, 164, 184, 196
	MDR-T	Tracking effectiveness of policies and actions through targets	24, 40, 56, 61, 69, 72, 83, 129, 131, 147, 164, 184, 196
		TOPIC-SPECIFIC ENVIRONMENTAL STANDARDS
ESRS E1 Climate change
Governance	DR related to ESRS 2 GOV-3	Integration of sustainability-related performance in incentive schemes	25
	DR E1-1	Transition plan for climate change mitigation	41
Strategy	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	37, 39
Impact, risk and	DR related to ESRS 2 IRO-1	Description of the processes to identify and assess material climate-related impacts, risks and opportunities	15-17, 38, 201-202
opportunity	DR E1-2	Policies related to climate change mitigation and adaptation	24, 40
management	DR E1-3	Actions and resources in relation to climate change policies	26-27, 40-42
	DR E1-4	Targets related to climate change mitigation and adaptation	43
	DR E1-5	Energy consumption and mix	45-47, 50-55. Quantitative energy-related information is reported in kilowatt hours (kWh). To obtain data in Mega-Watt- hours (MWh), the value must be divided by 1000.
Metrics and targets	DR E1-6	Gross Scopes 1, 2, 3 and Total GHG emissions	44, 48-50
	DR E1-7	GHG removals and GHG mitigation projects financed through carbon credits	44
	DR E1-8	Internal carbon pricing	44
	DR E1-9	Anticipated financial effects from material physical and transition risks and potential climate-related opportunities	39

	DISCLOSURE REQUIREMENTS CONTENTS		PAGE NUMBER
ESRS E2 Pollution
Impact,	DR related to ESRS 2 IRO-1	Description of the processes to identify and assess material pollution-related impacts, risks and opportunities	15-17, 201-202
risk and opportunity	DR E2-1	Policies related to pollution	56-57
management	DR E2-2	Actions and resources related to pollution	26-27, 56-57
	DR E2-3	Targets related to pollution	56-57
	DR E2-4	Pollution of air, water and soil	58-60. Soil and air pollution is not material.
Metrics and targets	DR E2-5	Substances of concern and substances of very high concern	58. Not material.
	DR E2-6	Anticipated financial effects from pollution-related impacts, risks and opportunities	Grifols is working to expand this information.
	ESRS E3 Water and marine resources
Impact, risk and	DR related to ESRS 2 IRO-1	Description of the processes to identify and assess material water and marine resources-related impacts, risks and opportunities	15-17, 201-202
opportunity	DR E3-1	Policies related to water and marine resources	61-62
management	DR E3-2	Actions and resources related to water and marine resources	26-27, 61-62
	DR E3-3	Targets related to water and marine resources	61-62
Metrics and	DR E3-4	Water consumption	63-68
targets	DR E3-5	Anticipated financial effects from water and marine resources-related impacts, risks and opportunities	Grifols is working to expand this information.
	ESRS E4 Biodiversity and ecosystems
	DR E4-1	Transition plan and consideration of biodiversity and ecosystems in strategy and business model	Not material
Strategy	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	69
Impact, risk and	DR related to ESRS 2 IRO-1	Description of processes to identify and assess material biodiversity and ecosystem-related impacts, risks and opportunities	15-17, 201-202
opportunity	DR E4-2	Policies related to biodiversity and ecosystems	Not material
management	DR E4-3	Actions and resources related to biodiversity and ecosystems	Not material
	DR E4-4	Targets related to biodiversity and ecosystems	Not material
Metrics and	DR E4-5	Impact metrics related to biodiversity and ecosystems change	Not material
targets	DR E4-6	Anticipated financial effects from biodiversity and ecosystem-related risks and opportunities	Not material
	ESRS E5 Resource use and circular economy
Impact, risk and	DR related to ESRS 2 IRO-1	Description of the processes to identify and assess material resource use and circular economy-related impacts, risks and opportunities	15-17, 201-202
opportunity	DR E5-1	Policies related to resource use and circular economy	72-73
management	DR E5-2	Actions and resources related to resource use and circular economy	26-27, 72-76
	DR E5-3	Targets related to resource use and circular economy	72
Metrics and targets	DR E5-4	Resource inflows	74. Grifols is working to expand this information.
	DR E5-5	Resource outflows	75
	DR E5-6	Anticipated financial effects from resource use and circular economy-related impacts, risks and opportunities	Grifols is working to expand this information.
	TOPIC-SPECIFIC SOCIAL STANDARDS
ESRS S1 Own workforce
	DR related to ESRS 2 SBM-2	Interests and views of stakeholders	13-14, 84
Strategy	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	82-83

GRIFOLS
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DISCLOSURE REQUIREMENTS		CONTENTS	PAGE NUMBER
Impact, risk and opportunity management	DR S1-1	Policies related to own workforce	83, 185
	DR S1-2	Processes for engaging with own workforce and workers' representatives about impacts	89 - 90
	DR S1-3	Processes to remediate negative impacts and channels for own workforce to raise concerns	83-84, 97-98, 185, 189-190
	DR S1-4	Taking action on material impacts on own workforce, and approaches to managing material risks and pursuing material opportunities related to own workforce, and effectiveness of those actions	82-83
	DR S1-5	Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities	82-83
	DR S1-6	Characteristics of the undertaking's employees	102-115
	DR S1-7	Characteristics of non-employees in the undertaking's own workforce	Grifols is working to expand this information.
	DR S1-8	Collective bargaining coverage and social dialogue	89
	DR S1-9	Diversity metrics	102, 104, 106, 108-109
	DR S1-10	Adequate wages	86-87
Metrics and	DR S1-11	Social protection	87-88
targets	DR S1-12	Persons with disabilities	96
	DR S1-13	Training and skills development metrics	117-118, 120
	DR S1-14	Health and safety metrics	90-91, 122-123. Grifols is working to report information related to non-employees and value chain workers.
	DR S1-15	Work-life balance metrics	120-121. Grifols is working to expand this information.
	DR S1-16	Remuneration metrics (pay gap and total remuneration)	100-101, 123-127
	DR S1-17	Incidents, complaints and severe human rights impacts	97-98, 189-190
ESRS S2 Workers in the value chain
	DR related to ESRS 2 SBM-2	Interests and views of stakeholders	13
Strategy	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	128, 130, 185
	DR S2-1	Policies related to value chain workers	129-130
	DR S2-2	Processes for engaging with value chain workers about impacts	129-130
Impact, risk and opportunity management	DR S2-3	Processes to remediate negative impacts and channels for value chain workers to raise concerns	129, 189-190
	DR S2-4	Taking action on material impacts on value chain workers, and approaches to managing material risks and pursuing material opportunities related to value chain workers, and effectiveness of those action	128, 192-193
Metrics and targets	DR S2-5	Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities	129
ESRS S3 Affected communities
	DR related to ESRS 2 SBM-2	Interests and views of stakeholders	13-14, 132
Strategy	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	131
	DR S3-1	Policies related to affected communities	131-132
	DR S3-2	Processes for engaging with affected communities about impacts	134-137
Impact, risk and opportunity management	DR S3-3	Processes to remediate negative impacts and channels for affected communities to raise concerns	134-137, 189-190
	DR S3-4	Taking action on material impacts on affected communities, and approaches to managing material risks and pursuing material opportunities related to affected communities, and effectiveness of those actions	137-145
Metrics and targets	DR S3-5	Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities	131

	General	Environment	Social	Governance	Annexes
					Indices of content according to regulations

DISCLOSURE REQUIREMENTS		CONTENTS	PAGE NUMBER
	ESRS S4 Consumers and end-users
Strategy	DR related to ESRS 2 SBM-2	Interests and views of stakeholders	13-14, 148
	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	146
	DR S4-1	Policies related to consumers and end-users	147
	DR S4-2	Processes for engaging with consumers and end-users about impacts	147-148, 155-157, 159-162
Impact, risk and opportunity management	DR S4-3	Processes to remediate negative impacts and channels for consumers and end-users to raise concerns	189-192
	DR S4-4	Taking action on material impacts on consumers and end-users, and approaches to managing material risks and pursuing material opportunities related to consumers and end-users, and effectiveness of those actions	147, 150-162
Metrics and targets	DR S4-5	Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities	147
	Entity-specific topic: Innovation
Strategy	DR related to ESRS 2 SBM-2	Interests and views of stakeholders	13-14, 164
	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	163, 172, 203
Impact, risk and opportunity management	RD relacionado con ESRS 2 IRO-1	Description of the processes to identify and assess material impacts, risks and opportunities	15-17, 201-202
	TOPIC-SPECIFIC GOVERNANCE STANDARDS
ESRS G1 Business conduct

Governance	DR related to ESRS 2 GOV-1	The role of the administrative, supervisory and management bodies	20, 176-181, 199
Impact, risk and	RD relacionado con ESRS 2 IRO-1	Description of the processes to identify and assess material impacts, risks and opportunities	15-17, 201-202
	RD G1-1	Business conduct policies and corporate culture	184-190, 205
opportunity management	RD G1-2	Management of relationships with suppliers	192-194
	RD G1-3	Prevention and detection of corruption and bribery	184, 186-188
	RD G1-4	Incidents of corruption or bribery	187, 190
Metrics and targets	RD G1-5	Political influence and lobbying activities	191-192
	RD G1-6	Payment practices	194
Entity-specific topic: Cybersecurity
Governance	DR related to ESRS 2 GOV-1	The role of the administrative, supervisory and management bodies	197
Strategy	DR related to ESRS 2 SBM-2	Interests and views of stakeholders	13-14
	DR related to ESRS 2 SBM-3	Material impacts, risks and opportunities and their interaction with strategy and business model	196-198, 202
Impact, risk and opportunity management	RD relacionado con ESRS 2 IRO-1	Description of the processes to identify and assess material impacts, risks and opportunities	15-17, 201-202

Data points that are included and derive from other EU legislation (ESRS 2 - BP 2)

Disclosure Requirement and related datapoint	SFDR (1 ) reference	Pillar 3 (2) reference	Benchmark Regulation (3) reference	EU Climate Law (4) reference	Page
ESRS 2 GOV-1 Board's gender diversity paragraph 21 (d)	x		x		177-178
ESRS 2 GOV-1 Percentage of board members who are independent paragraph 21 (e)			x		177-178
ESRS 2 GOV-4 Statement on due diligence paragraph 30	x				21
ESRS 2 SBM-1 Involvement in activities related to fossil fuel activities paragraph 40 (d) i	x	x	x		NAP
ESRS 2 SBM-1 Involvement in activities related to chemical production paragraph 40 (d) ii	x		x		NAP
ESRS 2 SBM-1 Involvement in activities related to controversial weapons paragraph 40 (d) iii	x		x		NAP
ESRS 2 SBM-1 Involvement in activities related to cultivation and production of tobacco paragraph 40 (d) iv			x		NAP
ESRS E1-1 Transition plan to reach climate neutrality by 2050 paragraph 14				x	41
ESRS E1-1 Undertakings excluded from Paris-aligned Benchmarks paragraph 16 (g)		x	x		41
ESRS E1-4 GHG emission reduction targets paragraph 34	x	x	x		43
ESRS E1-5 Energy consumption from fossil sources disaggregated by sources (only high climate impact sectors) paragraph 38	x				45-47, 50-55
ESRS E1-5 Energy consumption and mix paragraph 37	x				45-47, 50-55
ESRS E1-5 Energy intensity associated with activities in high climate impact sectors paragraphs 40 to 43	x				45-47, 50-55
ESRS E1-6 Gross Scope 1, 2, 3 and Total GHG emissions paragraph 44	x	x	x		48-49
ESRS E1-6 Gross GHG emissions intensity paragraphs 53 to 55	x	x	x		49-50
ESRS E1-7 GHG removals and carbon credits paragraph 56				x	43
ESRS E1-9 Exposure of the benchmark portfolio to climate-related physical risks paragraph 66			x		37-38, 41
ESRS E1-9 Disaggregation of monetary amounts by acute and chronic physical risk paragraph 66 (a) ESRS E1-9 Location of significant assets at material physical risk paragraph 66 (c).		x			39
ESRS E1-9 Breakdown of the carrying value of its real estate assets by energy-efficiency classes paragraph 67 (c).		x			39
ESRS E1-9 Degree of exposure of the portfolio to climate- related opportunities paragraph 69			x		39
ESRS E2-4 Amount of each pollutant listed in Annex II of the E-PRTR Regulation (European Pollutant Release and Transfer Register) emitted to air, water and soil, paragraph 28	x				58-60. Soil and air pollution is not material.

Disclosure Requirement and related datapoint	SFDR (1 ) reference	Benchmark Regulation (3) reference	Page
ESRS E3-1 Water and marine resources paragraph 9	x		61-62
ESRS E3-1 Dedicated policy paragraph 13	x		61-62
ESRS E3-1 Sustainable oceans and seas paragraph 14	x		61-62
ESRS E3-4 Total water recycled and reused paragraph 28 (c)	x		63-68
ESRS E3-4 Total water consumption in m3 per net revenue on own operations paragraph 29	x		63-68
ESRS 2- IRO 1 - E4 paragraph 16 (a) i	x		Not material
ESRS 2- IRO 1 - E4 paragraph 16 (b)	x		Not material
ESRS 2- IRO 1 - E4 paragraph 16 (c)	x		Not material
ESRS E4-2 Sustainable land / agriculture practices or policies paragraph 24 (b)	x		Not material
ESRS E4-2 Sustainable oceans / seas practices or policies paragraph 24 (c)	x		Not material
ESRS E4-2 Policies to address deforestation paragraph 24 (d)	x		Not material
ESRS E5-5 Non-recycled waste paragraph 37 (d)	x		78-79
ESRS E5-5 Hazardous waste and radioactive waste paragraph 39	x		78-79
ESRS 2- SBM3 - S1 Risk of incidents of forced labour paragraph 14 (f)	x		128, 193, 203
ESRS 2- SBM3 - S1 Risk of incidents of child labour paragraph 14 (g)	x		128, 193, 203
ESRS S1-1 Human rights policy commitments paragraph 20	x		83, 185-186
ESRS S1-1 Due diligence policies on issues addressed by the fundamental International Labor Organisation Conventions 1 to 8, paragraph 21		x	83, 185-186
ESRS S1-1 processes and measures for preventing trafficking in human beings paragraph 22	x		83
ESRS S1-1 workplace accident prevention policy or management system paragraph 23	x		90-91
ESRS S1-3 grievance/complaints handling mechanisms paragraph 32 (c)	x		189-190
ESRS S1-14 Number of fatalities and number and rate of work- related accidents paragraph 88 (b) and (c)	x	x	122-123
ESRS S1-14 Number of days lost to injuries, accidents, fatalities or illness paragraph 88 (e)	x		122-123
ESRS S1-16 Unadjusted gender pay gap paragraph 97 (a)	x	x	126-127
ESRS S1-16 Excessive CEO pay ratio paragraph 97 (b)	x		100
ESRS S1-17 Incidents of discrimination paragraph 103 (a)	x		97-98, 189-190
ESRS S1-17 Non-respect of UNGPs on Business and Human Rights and OECD paragraph 104 (a)	x	x	83, 185
ESRS 2- SBM3 – S2 Significant risk of child labour or forced labour in the value chain paragraph 11 (b)	x		83, 193
ESRS S2-1 Human rights policy commitments paragraph 17	x		129
ESRS S2-1 Policies related to value chain workers paragraph 18	x		129-130

Disclosure Requirement and related datapoint	SFDR (1 ) reference	Benchmark Regulation (3) reference	Page
ESRS S2-1Non-respect of UNGPs on Business and Human Rights principles and OECD guidelines paragraph 19	x	x	83, 185
ESRS S2-1 Due diligence policies on issues addressed by the fundamental International Labor Organisation Conventions 1 to 8, paragraph 19		x	129-130
ESRS S2-4 Human rights issues and incidents connected to its upstream and downstream value chain paragraph 36	x		129, 192-193
ESRS S3-1 Human rights policy commitments paragraph 16	x		131-132
ESRS S3-1 non-respect of UNGPs on Business and Human Rights, ILO principles or and OECD guidelines paragraph 17	x	x	132
ESRS S3-4 Human rights issues and incidents paragraph 36	x		132, 134
ESRS S4-1 Policies related to consumers and end-users paragraph 16	x		147
ESRS S4-1 Non-respect of UNGPs on Business and Human Rights and OECD guidelines paragraph 17	x	x	147
ESRS S4-4 Human rights issues and incidents paragraph 35	x		147, 150, 154
ESRS G1-1 United Nations Convention against Corruption paragraph 10 (b)	x		184-186
ESRS G1-1 Protection of whistle- blowers paragraph 10 (d)	x		189-190
ESRS G1-4 Fines for violation of anti- corruption and anti-bribery laws paragraph 24 (a)	x	x	187
ESRS G1-4 Standards of anti- corruption and anti- bribery paragraph 24 (b)	x		187-190

(1) Regulation (EU) 2019/2088 of the European Parliament and of the Council of 27 November 2019 on sustainability-related disclosures in the financial services sector (Sustainable Finance Disclosures Regulation) (OJ L 317, 9.12.2019, p. 1).

(2) Regulation (EU) No 575/2013 of the European Parliament and of the Council of 26 June 2013 on prudential requirements for credit institutions and investment firms and amending Regulation (EU) No 648/2012 (Capital Requirements Regulation "CRR") (OJ L 176, 27.6.2013, p. 1).

(3) Regulation (EU) 2016/1011 of the European Parliament and of the Council of 8 June 2016 on indices used as benchmarks in financial instruments and financial contracts or to measure the performance of investment funds and amending Directives 2008/48/EC and 2014/17/EU and Regulation (EU) No 596/2014 (OJ L 171, 29.6.2016, p. 1).

(4) Regulation (EU) 2021/1119 of the European Parliament and of the Council of 30 June 2021 establishing the framework for achieving climate neutrality and amending Regulations (EC) No 401/2009 and (EU) 2018/1999 ('European Climate Law') (OJ L 243, 9.7.2021, p. 1).

(5) Commission Delegated Regulation (EU) 2020/1816 of 17 July 2020 supplementing Regulation (EU) 2016/1011 of the European Parliament and of the Council as regards the explanation in the benchmark statement of how environmental, social and governance factors are reflected in each benchmark provided and published (OJ L 406, 3.12.2020, p. 1).

(6) Commission Implementing Regulation (EU) 2022/2453 of 30 November 2022 amending the implementing technical standards laid down in Implementing Regulation (EU) 2021/637 as regards the disclosure of environmental, social and governance risks (OJ L 324,19.12.2022, p.1.).

(7) Commission Delegated Regulation (EU) 2020/1818 of 17 July 2020 supplementing Regulation (EU) 2016/1011 of the European Parliament and of the Council as regards minimum standards for EU Climate Transition Benchmarks and EU Paris-aligned Benchmarks (OJ L 406, 3.12.2020, p. 17).

		GRIFOLS