VISION: A future rooted in nature.

Our Commitment

HEVEA is committed to conducting business responsibly, respecting human rights and treating all individuals fairly throughout our operations, supply chain and business relationships.

As part of this commitment, HEVEA provides an accessible and confidential grievance mechanism that enables stakeholders to raise concerns about actual or potential adverse impacts connected to our business.

Our grievance mechanism forms part of HEVEA's Human Rights Due Diligence process and supports our commitment to responsible business practices, transparency and continuous improvement.

Beyond addressing individual concerns, we use information from grievances to identify potential risks, improve our practices and prevent similar issues from arising in the future.

Who Can Submit a Grievance?

The mechanism is available to anyone who may be affected by HEVEA's operations or business relationships, including:

• HEVEA employees and former employees
• Workers throughout our supply chain
• Suppliers and business partners
• Customers and end users
• Local communities
• Civil society organisations
• Any other individuals or organisations with relevant concerns

Grievances may relate to human rights, working conditions, discrimination, harassment, health and safety, environmental impacts, unethical business conduct or other concerns connected to HEVEA's activities.

How to Submit a Grievance

Concerns and grievances can be submitted by email to:

grievance@heveaplanet.com

Grievances may be submitted in Danish, English or other relevant languages.

Stakeholders may submit grievances anonymously and are not required to disclose their identity.

Where digital access is limited, grievances may also be submitted in writing through a trusted intermediary.

To help us investigate and resolve concerns, we encourage complainants to provide relevant details about the issue, including what happened, when it occurred and who may have been affected. However, providing all of this information is not a requirement for submitting a grievance.

Information about the grievance mechanism is made available through HEVEA's website and, where relevant, employee communications, supplier onboarding materials and other stakeholder communications.

How We Handle Grievances

HEVEA is committed to handling all grievances fairly, respectfully and within reasonable timeframes.

1. Acknowledgement - Within 7 Days

We aim to acknowledge receipt of a grievance within seven calendar days, provided contact information is available.

2. Assessment - Within 30 Days

We review the information received, assess the nature and seriousness of the concern and determine the appropriate next steps.

Where necessary, we may request additional information or consult relevant parties to ensure a fair and balanced assessment.

3. Outcome - Normally Within 45 Days

We aim to communicate our findings and any proposed corrective actions within 45 calendar days of receiving the grievance.

Where additional time is required due to the complexity of the matter, we will inform the complainant and explain the expected timeline.

Where appropriate, we will involve the affected stakeholder in identifying a fair and practical resolution.

If a grievance falls outside the scope of the mechanism, we will explain the reasons for our decision where contact information is available.

4. Review and Appeal

If a complainant disagrees with the outcome, they may request a review.

Where appropriate, the review will be conducted by an alternative designated person or an independent external adviser who was not responsible for the original decision.

5. Closure and Follow-Up

We document the outcome of the grievance and any corrective actions taken.

Where appropriate, HEVEA follows up to assess whether the concern has been adequately addressed and whether further action is required.

For anonymous grievances, HEVEA will investigate based on the information available but may be unable to communicate the outcome directly.

Confidentiality & Protection Against Retaliation

HEVEA is committed to ensuring that all stakeholders can raise concerns safely and without fear of retaliation.

We strictly prohibit retaliation against anyone who raises a concern in good faith, participates in an investigation or assists another person in submitting a grievance.

Retaliation may include:

• Dismissal or threats of dismissal
• Discrimination or unfair treatment
• Harassment, intimidation or threats
• Unjustified changes to employment conditions
• Loss of business opportunities
• Other negative consequences resulting from raising a concern

Confidentiality

All grievances are handled confidentially.

Information is shared only with individuals who reasonably need access to investigate and resolve the concern.

The identity of a complainant will not be disclosed without their consent unless disclosure is required by law. Where legally permitted, the complainant will be informed in advance of any necessary disclosure.

Anonymous Reporting

HEVEA accepts anonymous grievances and assesses them based on the information available.

We will not attempt to identify anonymous complainants unnecessarily.

Protection Against Retaliation

When receiving a grievance, HEVEA considers whether the complainant or other affected individuals may face retaliation.

Where risks are identified, appropriate protective measures will be considered, including limiting access to information, alternative handling arrangements or involving an independent adviser.

Any suspected retaliation can be reported through the same grievance mechanism and will be investigated.

Where retaliation is confirmed, HEVEA will take appropriate corrective action within its authority.

Fair and Impartial Handling

Where a grievance concerns the person responsible for handling complaints, HEVEA Management or the Founder & CEO, the case will be referred to an alternative designated person or an independent external adviser.

The person who is the subject of the grievance will not be responsible for investigating or determining its outcome.

Monitoring and Follow-Up

Where appropriate, HEVEA follows up with complainants to assess whether retaliation or other adverse consequences have occurred.

All personal information is handled in accordance with applicable data protection legislation.

Responsibility & Accountability

Overall responsibility for HEVEA's grievance mechanism rests with the Founder & CEO, Terese Hoffeldt.

The Founder & CEO is responsible for:

• Receiving and administering grievances
• Ensuring concerns are assessed and investigated appropriately
• Maintaining a confidential Grievance Register
• Documenting decisions and corrective actions
• Considering and implementing appropriate protection against retaliation
• Monitoring follow-up actions
• Reviewing grievance trends and lessons learned
• Reporting annually to HEVEA Management on grievances received, actions taken and opportunities for improvement

Where a conflict of interest arises, an alternative designated person or independent external adviser will be appointed to ensure fair and impartial handling.

Access to grievance records is restricted to authorised individuals and information is retained only for as long as necessary in accordance with applicable legal requirements.

Continuous Improvement

HEVEA periodically reviews the effectiveness and accessibility of its grievance mechanism.

Feedback, complaints and lessons learned are used to improve our human rights due diligence, supplier relationships, internal procedures and responsible business practices.

Our objective is to ensure that stakeholders have a meaningful opportunity to raise concerns, receive fair consideration and contribute to the continuous improvement of HEVEA's business practices.

Contact for Grievances

grievance@heveaplanet.com

HEVEA BY HOFFIHEARTS ApS
Denmark

Policy Owner: Founder & CEO
Last updated: October 2026
Review frequency: Annually

HEVEA is committed to providing a workplace built on fairness, inclusion and equal opportunity.

We:

• Recruit, develop and promote employees based on qualifications, skills and experience.
  
• Promote equal opportunity throughout employment.
  
• Do not tolerate discrimination, harassment or bullying.
  
• Foster an inclusive workplace where everyone feels respected, heard and able to contribute.
  
• Support employee wellbeing, learning and professional development.
  

We believe diverse perspectives strengthen our organisation and contribute to better decisions.

Purpose

At HEVEA, we believe businesses have a responsibility to contribute positively to society. While our primary focus is
designing responsible products made from renewable natural materials, we
recognise that responsible public policy can help accelerate the transition
towards a more sustainable, circular and equitable economy.

This policy outlines how HEVEA approaches public policy engagement and lobbying in a transparent, ethical and responsible manner.

 Scope and Definitions

For the purpose of this policy, public policy
engagement and lobbying includes:

Direct engagement with public officials,
regulators or government representatives.

Participation in public consultations and
legislative processes.

Advocacy through trade associations, business
networks or industry organisations.

Collaboration with NGOs, certification bodies,
industry partners and other stakeholders to support policy development on
environmental and social issues.

This policy applies to:

All HEVEA employees.

Senior Management.

Any third parties acting on HEVEA's behalf, incl. consultants, advisers or agencies engaged in public policy
activities.

 Our Commitment

HEVEA is committed to ensuring that any public policy engagement:

Supports our purpose and company values.

Promotes responsible business practices.

Contributes positively to environmental and social outcomes.

Is conducted with honesty, transparency and integrity.

Complies with all applicable laws and regulations.

We believe businesses should advocate for policies that create long-term value for society rather than seeking unfair commercial advantage.

At present, HEVEA does not engage in direct lobbying of public officials, such as targeted meetings or campaigns intended to influence specific legislation or regulatory decisions. Where HEVEA
participates in public consultations, collaborative initiatives or other public
policy activities, we do so transparently and in accordance with this policy.

Should HEVEA engage in material lobbying activities in the future, we commit to publicly reporting our material lobbying positions and any political contributions on an annual basis through our website and, where applicable, our B Corp profile.

 Areas of Engagement

Where appropriate, HEVEA may engage with policymakers, NGOs, certification bodies, industry organisations and other
stakeholders on issues aligned with our purpose, including:

Climate action and greenhouse gas reduction

Circular economy and waste reduction

• Responsible material innovation
• Sustainable product design
• Supply chain transparency
• Human rights and responsible sourcing
• Women's health and menstrual equity
• Consumer product safety
• Responsible business regulation

 

Principles for Public Policy Engagement

Transparency: We communicate openly about our policy positions and make this policy publicly available.

 Integrity: Our advocacy is evidence-based and consistent with our publicly stated commitments and business practices.

Collaboration: We believe lasting change requires collaboration across business, government and civil society. We actively seek constructive
dialogue with relevant stakeholders to help develop solutions that benefit
people and the planet.

Respect: We engage professionally, respectfully and in good faith with all stakeholders, recognising diverse perspectives and encouraging
open dialogue.

Compliance: All public policy engagement will comply with
applicable legislation, ethical standards and anti-corruption requirements in
the countries where we operate.

 Political ContributionsHEVEA does not make financial or in-kind contributions to political parties, political candidates or election campaigns, either directly or indirectly through intermediaries.

Any exception would require prior approval from HEVEA Management, acting as the company's highest governing body, and would be
publicly disclosed where legally required.

 Trade Associations and Industry Organisations

HEVEA may participate in trade associations, business networks and collaborative initiatives where these organisations support responsible business practices and align with our purpose and values.

We expect the organisations we join to promote responsible environmental, social and governance practices and to avoid lobbying that conflicts with our environmental and social commitments.

Where material misalignment is identified, HEVEA will first seek constructive dialogue with the organisation. If the misalignment cannot be resolved, HEVEA will consider adjusting or ending its participation.

 Governance

Responsibility for public policy engagement rests with HEVEA Management, which serves as the company's highest governing body.

Management is responsible for ensuring that:

Public policy activities remain aligned with HEVEA's purpose and values.

Public policy engagement is conducted ethically, transparently and in compliance with applicable laws.

This policy is reviewed annually and updated where necessary to reflect changes in HEVEA's activities, legal requirements or best practice.

Any material changes to this policy are formally approved by HEVEA Management.

 Public Availability

This HEVEA Responsible Public Policy Engagement & Lobbying Policy is publicly available on HEVEA's website as part of our commitment to transparency, responsible governance and accountability.

 Should HEVEA engage in material lobbying activities in the future, we will publicly disclose our material lobbying
positions and any political contributions annually through our website and,
where applicable, our B Corp profile.

 Approval

This policy has been reviewed and approved by HEVEA Management, acting as HEVEA's highest governing body.

Version: 1.0

Approved by: HEVEA Management

Approval Date: June 2026

Review Cycle: Annual

 

JEDI Commitment

HEVEA recognises that our decisions even as a micro enterprise can affect people within our organisation, among our business partners and throughout our value chain.

This commitment forms HEVEA's public Justice, Equity, Diversity & Inclusion (JEDI) policy and guides our JEDI actions, objectives and continuous improvement.

We are committed to creating a workplace and business culture built on fairness, respect and equal opportunity.

Act against discrimination and systemic inequalities and treat all people with dignity and respect regardless of gender, gender identity, age, race, ethnicity, nationality, disability, religion or belief, sexual orientation, family status, socioeconomic background or any other protected characteristic.

Promote equal opportunities throughout recruitment, employment, development and collaboration.

Create inclusive and safe working environments and partnerships where diverse perspectives are welcomed, heard and taken seriously.

Engage employees, suppliers, partners and other relevant stakeholders and use their feedback to inform and strengthen our JEDI priorities and actions.

Review relevant policies, practices and business processes through both a JEDI and human rights perspective and improve them where barriers or inequalities are identified.

We recognise that creating an inclusive business is an ongoing process.

We are committed to learning, improving and translating this commitment into concrete actions, objectives and continuous improvement over time.

Governance and Review

This Human Rights & JEDI Commitment and Policy has been approved by HEVEA Management, which serves as the company's highest governing body.

The policy is publicly available on HEVEA's website and is communicated internally to employees and externally to relevant stakeholders.

HEVEA will review this policy and its related practices at least every 36 months, or sooner if significant changes occur in legislation, recognised good practice or our business activities.

Approval

Approved by: HEVEA Management

Approved by: Terese Hoffeldt, Founder & CEO

Date: 26 June 2026

Next Review: June 2029