Global Reporting Initiative (GRI)

The head office and corporate headquarters of the Klüh Group are located at Klüh Service Management GmbH, Am Wehrhahn 70, 40211 Düsseldorf, Germany.

The scope of this report also includes all German divisions and domestic companies, in particular:

• Klüh Cleaning GmbH
• Klüh Catering GmbH
• Klüh Security GmbH
• as well as all associated branches within Germany.

The Klüh Group also has international operations in the following countries: United Arab Emirates (UAE), Turkey, Netherlands, Poland, India, and China.

However, non-European countries are not included in this report.

The following direct companies are part of Klüh Service Management GmbH (Holding):

• Klüh Cleaning GmbH, including Klüh Facility Services GmbH
• Klüh Catering GmbH, including Klüh Catering Rheinland GmbH
• Klüh Security GmbH
• Klüh Integrated Services GmbH
• Klüh Clinic GmbH

In addition, there are holdings in the affiliated companies:

• Klüh Wirtschaftsdienste GmbH & Co. KG
• Klüh Care Management GmbH (including Keros Consult GmbH)
• DLG Personal-Service GmbH
• Klüh Airport Service Berlin GmbH

Only direct Klüh companies are included in the Energy and Sustainability Report.

Foreign companies and affiliated companies are not covered by this report.

This sustainability report covers the period from January 1, 2024, to December 31, 2024, and is prepared annually.

On behalf of the management, the report is the responsibility of:

Mr. Rainer Schultes
Head of Quality Management
✉️ r.schultes@klueh.de
📞 0163 7735308

He is also available to answer any questions you may have.

Publication date of the sustainability report: April 30, 2025 (for the 2024 fiscal year)

Last financial/annual report: April 23, 2024 (for the 2023 fiscal year)

The company is audited externally by TÜV Austria every May as part of an ISO audit. The current certificates can be found on the Klüh website. They include, among others:

• ISO 9001 (quality management)
• ISO 14001 (environmental management)
• ISO 45001 (occupational health and safety)
• ISO 50001 (energy management)
• ISO 13549, ISO 37301
• SCC and DIN 77200

The ISO 14001 and ISO 50001 certificates cover our environmental and energy management system.

In addition, the Group is regularly audited by other independent, non-governmental organizations, including:

• EcoVadis
• CDP (Carbon Disclosure Project)
• NQC/SAQ 5.0

Our business activities are also guided by the Science Based Targets initiative (SBTi).

All audits are carried out by external, independent bodies. The Central Quality Management department will be happy to provide the relevant audit reports and assessments on request.

The Klüh Group operates in the service sector. The part of the company covered by this report primarily provides services in Germany. According to the Federal Statistical Office, the service sector accounts for 70.6% of gross value added in Germany in 2024.

Description of the three largest business areas:

• Klüh Cleaning: Sustainable and innovative cleaning methods and concepts in building cleaning.
• Klüh Catering: Innovative catering concepts in the business and care sectors.
• Klüh Security: Customer-oriented security architect for future-proof solutions.

Klüh Service Management GmbH is the holding company of the Klüh Group. 

Supply chain: The organization procures products to enable it to provide its services. We regularly review all suppliers and manufacturers, not only within the framework of the German Supply Chain Due Diligence Act, but also by checking our listed products.

Markets served: Klüh offers services in the B2B sector.

The Klüh Group is an owner-managed family business. The holding company is responsible for the overall management of the subsidiaries and their respective management teams.

The managing directors of the specialist companies report to the holding company's management in accordance with the defined distribution of responsibilities.

Supervision of the holding company's management is the responsibility of the advisory board, which acts as the highest supervisory body.

The company's compliance structure is ensured by regular committee meetings:

• Occupational Health and Safety meeting
• Energy meeting
• Data protection meeting
• Compliance meeting

An overview of the management team and the members of the advisory board can be found on the company website under "Klüh Group."

All management positions described in the Klüh Group are appointed by the management of the holding company. These appointments are confirmed by the Advisory Board.

The following aspects are also taken into account when selecting suitable candidates:

• Independence of the candidates
• Representation of relevant stakeholder interests
• Other internal quality and suitability criteria

This approach ensures that management decisions are made transparently, comprehensibly, and in line with the company's values.

At every management level within the Klüh Group, a spokesperson is appointed to represent the respective management level externally.

Mr. Frank Theobald is the CEO of the holding company, and Mr. Christian Frank is the CFO. 

The Advisory Board is chaired by Mr. Josef Klüh.

This structure ensures clear lines of communication and responsible corporate governance at all levels.

Their work is in turn monitored by the Advisory Board, which is regularly informed about significant processes and developments at Advisory Board meetings, usually held every six months.

The due diligence of the holding company's management extends to all material impacts of the company – environmental, economic, and social. Stakeholders are specifically involved in this process, in particular through regular formats such as the CSR meeting, the health and safety meeting (Occupational Safety and Health Committee), and the energy meeting.

Key strategic and operational decisions relating to sustainability are made at the CSR meeting. This ensures that the interests and concerns of stakeholders are directly incorporated into sustainability management and taken into account in business decisions.

Further information on the governance and compliance structure is provided in GRI Standard 2-9.

At the Klüh Group, responsibilities are clearly defined in job descriptions and task lists in accordance with the requirements of ISO 9001. Implementation is supported by a comprehensive system of representatives who ensure that the respective tasks are performed systematically.

The management of potential impacts on human rights, compliance, data protection, and equality is ensured by specially appointed officers. These include, among others:

• the Human Rights Officer
• the Supply Chain Due Diligence Act (LkSG) working group
• the Compliance and AGG Officer
• The data protection officer

Responsibility for coordination and implementation lies with the Legal Department in cooperation with Quality Management.

Annual reports are prepared and quarterly meetings are held to monitor and further develop these tasks, with the direct involvement of the holding company's management (CFO).

The Klüh Group's central sustainability responsibility is centered at the holding company's management. Strategic responsibility lies with Mr. Frank (CFO), in accordance with the schedule of responsibilities. Mr. Rainer Schultes, Head of Quality Management (r.schultes@klueh.de), is responsible for operational coordination.

The sustainability reports are approved by the holding company's management. To ensure quality and transparency, these reports are regularly reviewed by the TÜV Austria. In addition, internal controls are carried out by internal committees such as the CSR meeting and the energy meeting.

To promote awareness of sustainable practices, regular sustainability workshops are also held for the management and executives.

Our managers and sales staff receive regular training in compliance. By signing the Code of Conduct, they commit themselves to upholding our core values – in particular professionalism, respectful conduct, and compliance with applicable laws and regulations.

The handling of external and internal complaints and grievances is governed by binding procedural guidelines. These are regularly reviewed by TÜV Austria. A disclosure obligation is provided for in the event of significant conflicts of interest.

In addition, all employees have access to the whistleblower process to report grievances or violations of rules confidentially and securely.

The principles of cooperation are compiled in the Code of Conduct and in the management principles. All relevant meetings are minuted and the results are communicated to the responsible person via a defined distribution list. Representatives and those responsible for specific positions are responsible for keeping themselves informed of changes in the legal framework and for informing the organization accordingly.

In addition, the managing directors are regularly informed and trained in sustainability workshops, energy meetings, health and safety meetings, compliance meetings, data protection meetings, and CSR meetings. To ensure control, the managing directors report regularly to the advisory board.

Our organization pursues a clear vision: economic growth aligned with environmental and social responsibility. In both short and long term, we are committed to reducing CO₂ emissions and ensuring fair working conditions, integrating circular economy principles and strengthening supply chain transparency. Long term, we strive for climate neutrality and global partnerships to promote human rights.

Our business model is based on sustainable value creation: we avoid negative impacts through ethical procurement and promote positive effects through innovation and education. Our strategic priorities are aligned with the 2030 Agenda and the UN SDGs.

Klüh has set itself the goal of becoming climate neutral by 2040. The annual targets are set and monitored at the CSR and energy meeting. Annual reviews are carried out as part of audits (ISO 14001 and ISO 50001). In addition, annual self-assessments are carried out through the Human Rights Report, the Inclusion Report, the AGG Report, and the Energy Report. Data collection is continuously improved. The optimized data improves the significance and strategy of the sustainability goals.

The Klüh Group stands for responsibility and reliability – both legally and ethically. We not only act in accordance with applicable law, but also consciously set higher standards through comprehensive company guidelines. These are transparently available to all employees on our website under "Quality Standards" and on the intranet.

Our commitment to human rights, occupational health and safety, and sustainability is embedded in all our business relationships – from our management principles and environmental and energy policies to our occupational health and safety policy, diversity charter, and international standards such as ILO standards.   

With a clearly defined code of conduct for employees and suppliers, as well as emergency committees, we ensure that we can take immediate action in the event of violations. 

We fulfill our duty of care through an established reporting process (whistleblower system) – for greater transparency, security, and value-oriented cooperation. Each guideline is reviewed and approved by management and communicated consistently both internally and externally.

Klüh consistently fulfills its political and ethical obligations at all levels of the company by implementing and applying binding codes of conduct. Both the Code of Conduct (CoC) for employees and the CoC for suppliers are an integral part of contractual agreements, depending on the contracting party. This ensures corporate responsibility along the entire value chain.

These commitments are implemented in particular by central company departments such as Human Resources, Procurement, and Sales. In addition, the General Terms  Conditions of Purchase (AEB)  and the Procurement Guidelines apply, which bind the procurement department to comply with the Supply Chain Due Diligence Act (LkSG).

To promote integrity, regular compliance and occupational safety training courses as well as sustainability workshops are held for managing directors, executives, and parts of the workforce. Klüh is certified in accordance to the international compliance management standard ISO 37301 and has a specialized compliance team and an internal working group on the German Supply Chain Due Diligence Act.

Klüh is actively committed to avoid negative impacts on the economy, the environment, and people through our business activities and, if unavoidable, to eliminate them. Taking  stakeholders interests into account, we have established various processes to identify negative impacts of our business as quickly as possible and to take appropriate measures.

Klüh has implemented a whistleblower and complaint system. We also evaluate the complaint processes. The processes are defined in procedural instructions. Contact persons are named on the above-mentioned website. Our employees are required to attend regular compliance training courses. In addition, those affected also have access to state (judicial) and extrajudicial complaint procedures. The effectiveness of the measures is reviewed in audits. We adhere to the NAP and the OECD Guidelines.

2-26 Mechanisms for seeking

advice and raising concerns

The Klüh Group provides its employees and external partners with several channels for reporting concerns about responsible business conduct – anonymously and regardless of whether they are personally affected. These include the digital whistleblower system, escalation processes, and confidential discussions during site visits. We also evaluate complaint processes from our customers (see complaint procedure). In addition, we train most employees through annual compliance training. Our compliance officer is the responsible, personal contact for all concerns of this kind. 

These procedures serve to identify misconduct or legal violations within our business activities and relationships at an early stage. They enable advice, transparency, and effective measures without any disadvantages for the reporting person. The systems are regularly reviewed and further developed to ensure maximum integrity and protection.

In 2024, the Klüh Group did not record any known compliance violations – a strong sign of our corporate culture and responsible conduct.

Our established compliance management system forms the backbone of our ethical and legally compliant actions. It is supported by specialized knowledge databases in the legal department (Legal & Compliance) and in quality management (Environment).

In addition, we rely on the expertise of external partners – from auditors to certification bodies in the areas of occupational safety, occupational medicine, hygiene, hazardous goods, and waste management.

The reports of our officers are compiled in the Social Report and can be requested from Quality Management.

The Klüh Group maintains an active dialogue with key stakeholder groups such as employees, customers, suppliers, authorities, and civil society organizations. These groups are identified based on their relevance to our business activities and potential impact. 

The aim of this involvement is to strengthen trust, identify needs at an early stage, and develop sustainable solutions together. The results are summarized annually in our opportunity and risk matrix.

Klüh is committed to complying with collective agreements. This is monitored by the audit department. We adhere to the ILO guidelines.

a.) Subject to collective agreements are 97.64% of our employees.

b.) Some working terms and conditions are based on existing collective agreements.

1. Management of material topics

1. People and human rights

At Klüh, people are at the heart of everything we do. We actively promote social sustainability through fair working conditions, gender equality, comprehensive occupational safety measures, and health promotion. We pay particular attention to physically demanding work and the responsible use of cleaning chemicals. Our commitment is based on international standards and aims to ensure humane working conditions in all areas of our business.

2. Description of potential negative impacts of our business activities

We are aware that our extensive business activities—with around 46,000 employees worldwide—also present challenges. These include potential environmental impacts such as (food) waste and wastewater, particularly from cleaning processes, and high energy consumption. The decentralized structure of our company makes it difficult in some areas to implement sustainability measures in a uniform manner.

3. Guidelines for improving sustainability within the company

In order to fulfill our responsibility, we have established binding guidelines, including the Code of Conduct for Employees and Suppliers, our Ethics Policy, our Environmental and Energy Policy, our Quality Policy, and our Diversity Charter. These standards form the foundation for sustainable action throughout the company and are transparently accessible on our website.

4. Measures

Our sustainability strategy is implemented through a wide range of measures. These include reports on human rights, inclusion, equal treatment (German General Act on Equal Treatment), and energy, regular training courses and workshops, and initiatives such as our animal welfare initiative and the active implementation of the Diversity Charter. This way, we are shaping sustainability not only strategically, but also precisely and effectively.

202-1 Ratios of standard entry level wage by gender

compared to local minimum wage

At Klüh, equal pay for women and men is standard practice - fair, transparent and based on collective agreements. We are clearly committed to the Diversity Charter and send out a strong signal in favour of equal treatment and equal opportunities. It goes without saying that we fulfil all legal requirements, including the General Equal Treatment Act (AGG), as well as applicable collective agreements.

Regardless of gender, we guarantee compensation that is at least equal to the collectively agreed wage. Even if it is not currently possible to systematically analyse gender-specific pay data, our principles are set out in the procedural instructions on pay equity and in the Code of Conduct.

202-2 Proportion of senior management hired from the

local community

As a company that operates throughout Germany and internationally, Klüh attaches great importance to diversity in management positions, regardless of the person's background.

We take our commitment to the Diversity Charter very seriously. Personnel are selected on the basis of qualifications, but oftentimes, the senior management positions are filled by individuals who originate from or reside in the region.

The Klüh Group is specifically committed to social, ecological, cultural and educational projects - focussing on sustainable impact. 

Our donations are deliberately selective and are communicated transparently via our social media channels. This includes the promotion of local sports culture through sponsorship of Düsseldorfer EG (German Ice Hockey League) and Fortuna Düsseldorf (football). The "Klüh Foundation for Promotion of Innovation in Science and Research" awards an annual endowed prize to outstanding personalities from research and science. We also support the Masthuhn Initiative (broiler chicken initiative) of the Albert Schweitzer Foundation. Other projects include maintaining a flower sponsorship programme and the annual donation initiative "Wir für Düsseldorf" (We for Düsseldorf).

Our sponsored services include both monetary donations and donations in kind. They make a measurable contribution to the local community and economy – for example by promoting regional infrastructure in the areas of education, health and sport.

All projects are documented on a project-by-project basis. Details of current and planned investments can be found in our press releases on the website.

At Klüh, we rely on responsible supply chains, which we regularly evaluate and check for human rights and environmental violations in accordance with the Act on Corporate Due Diligence in Supply Chains (LkSG). Our long-standing business relationships with local and national suppliers, many of whom are based in Düsseldorf, are a central component of our sustainable strategy.

We see an increased relevance for regional suppliers, particularly in our catering division. Freshness and high quality are particularly important for our food. Aspects, such as storage time and delivery routes are more relevant here compared to other goods (such as cleaning chemicals or workwear). This can be guaranteed by sourcing from regional retailers and producers. The catering branch quotes an enormous volume of orders in comparison to our other business areas. Therefore the leverage for sustainable change is greatest in that area. 

In 2024, we acquired 10 new local suppliers, which further emphasises the importance of regionality.

We define "local" as a radius of 15 km around our operating sites, whereby sites with an annual turnover of over 500,000 euros are considered "important operating sites". In this way, we consistently ensure the best, sustainable product for our customers.

205-1 Operations assessed for risks related to

corruption

At Klüh, we place the highest value on integrity and transparency in all business processes. Every report of suspected corruption is investigated immediately and thoroughly. If required,necessary measures are placed. The results of these investigations are included in our compliance report, which is approved at the compliance meeting.These are attended by the management of the holding company, as well.

All of our operating sites, 100% of our locations, are regularly checked for corruption risks. Our managers and senior employees undergo mandatory compliance training to develop awareness of potential risks. In addition, all operations are regularly audited by our internal audit department to ensure the highest standards of transparency and ethical behaviour.

205-2 Communication and training about anti-corruption

policies and procedures

In 2024, all managers and sales staff completed compliance training. Since May 2023, all administrative employees have also completed compliance training, which content has been passed on to employees by managers. In addition, an anti-corruption guideline is anchored in the Code of Conduct (CoC), which has been part of every new employment contract since 2022. All new business partners since 2022 are bound by the CoC for Suppliers, and all existing suppliers have been audited under the LkSG (German Supply Chain Act). 100% of suppliers have signed the CoC Supplier.

Compliance training and anti-corruption guidelines:

Governance bodies: all members of the governance body (100%) have been briefed on the organisation's anti-corruption policies and procedures. This includes both our head office and our international locations.

Employees:  A total of 100% of our employees, divided into managers, administrative staff and sales and operational staff and have been informed of the organisation's anti-corruption policies and procedures. This applies to all regions in which we operate.

Business partners: 100% of our business partners have been informed about the anti-corruption guidelines. This applies to both new and existing business partners. Information is provided on the basis of the CoC for Suppliers, whereby all business partners from different categories (e.g. suppliers, service providers) and regions are aware of the anti-corruption guidelines.

Anti-corruption training: All members of the governance body (100%) have received anti-corruption training. Similarly, 100% of employees in the relevant categories have undergone training in anti-corruption procedures

All business processes are regularly checked for anti-competitive behaviour in order to ensure the highest standards of fairness and integrity. 

The results of these investigations are recorded in detail in the compliance report, which approval is obtained at the compliance meeting with the participation of the holding company's management. There were no incidents during the reporting period.

As part of our sustainability strategy, we will record the consumption of packaging materials used in connection with the provision of our cleaning services for the first time in 2024. We document the total weight of the materials used during the reporting period – differentiated between renewable materials (e.g. paper, cardboard) and non-renewable materials (e.g. plastic). 

The data collection is based on the analysis of our most important wholesalers in the non-food sector. 

The data collected is shown in its original state, without further processing. The aim is to create a transparent data basis in order to optimise the use of materials in a targeted manner and further promote resource-saving solutions.

Renewable packaging materials: 33% (7,521 kg)

Non-renewable packaging materials (plastic, reusable, other): 67 % (15,072 kg)

Klüh pursues the objective of ensuring the sustainability of the life cycle of products and packaging. During the reporting period, all relevant product categories – particularly in the catering and cleaning sector –  were analysed with regard to their recyclability.

The percentage of recycled packaging materials in the Cleaning division is 25% (7,521 kg).

In the Catering division, our partner Vytal was able to save 53,633 disposable packaging items and thus 5,918 kg of CO2 in the reporting year. 

In comparison, only 35,332 disposable containers were purchased. In the catering area, we therefore have a reused packaging material rate of 60.3% measured against the total use of food packaging and crockery.

Energy intensity ratios of the organisation: Service (energy consumption per service): 

Cleaning: 687.06 grams CO2/working hour, 613.05 grams CO2/working hour for ecological cleaning, depending on customer requirements, taking into account internal and external energy consumption and including all types of energy. 

We are constantly improving the figures and are therefore dependent on the manufacturers‘ input of the products we use. The accuracy of the CO2 figures relys on cooperation which is something we will improve on in the future.

We are committed to increasing energy efficiency and actively reducing our energy consumption. Our energy-saving measures form a central component of our sustainability strategy, reflecting our commitment to climate-friendly business practices.

Energy savings achieved:

During the reporting period, our total energy consumption increased by a total of 24.22% (3,730 GWh or 13,428,000 gigajoules). This is partly due to more accurate data collection, but also to an increase in business activities.

Types of energy included:

The savings include in particular

• Electricity
• Heating energy / district heating
• Fuels for vehicle fleet or machines

Calculation basis and reference year:

The calculation of savings is based on a comparison with the reference year [year number], which was chosen as the base year. This year was selected as it provides a representative picture of our energy consumption at that time without additional efficiency measures.

Related standards and methods:

We used the following standards and tools to calculate the energy savings:

• ISO 50001-compliant energy management systems
• GHG Protocol
• Plausibility checks and validations by TÜV Austria

As part of our commitment to sustainable services and resource-conserving solutions, we place a particular focus on reducing the energy requirements generated by the services and products we offer. 

Through targeted efficiency measures and innovative technology solutions, we actively contribute to reducing our customers' energy consumption, thereby creating both ecological and economic benefits.

Energy savings for services sold

We have calculated the energy requirements for our sold and energy-intensive cleaning services, both in the conventional and sustainable versions. Our calculations resulted in a value of 273.35g CO2 per working hour for sustainable cleaning and 347.36g CO2 per working hour (without commuting). This results in a reduction of 21%. 

Calculation basis 

The savings achieved were calculated in comparison to conventional service provision. The choice of this methodology enables a comprehensible and transparent evaluation of the development of our energy efficiency measures.

Methodology and standards

The following methods and instruments were used to determine the savings:

• Standardised consumption analyses based on [e.g. ISO 50001, GHG Protocol]
• Energy consumption benchmarking before and after implementation of the measures

303-1 and 303-2 (merged): Our responsible use of water is in line with our understanding of sustainability and the objective of minimising ecological impacts along our entire value chain.

Water use and impact

In the course of our activities, water is mainly used in the areas of facility cleaning and in our kitchens. Water is primarily extracted at our operating sites and at our customers' sites, consumed, e.g. for cleaning or cooling, and discharged again in the form of waste water.

Our activities can cause water-related impacts – in particular through

• Waste water from cleaning processes
• Surface runoff from external cleaning

Assessment of water-related impacts

We identify and assess potential water-related impacts through a systematic approach:

Regular risk analyses at our sites and for major projects

Dealing with water-related impacts

Our water and wastewater management measures are aimed at prevention, efficiency and cooperation:

Optimising water consumption through economical use of equipment and technologies

Avoidance of pollutants through environmental-friendly cleaning agents

Training and raising awareness among our employees on the topic of water conservation

Cooperation with stakeholders, in particular:

• Customers with high water consumption on their properties
• Suppliers with a water-relevant process chain

Objectives and local context

We draft objectives that are part of our superordinate environmental management system. These are based on

• Local requirements (especially in areas with water scarcity),
• regulatory framework conditions,
• and international sustainability standards (e.g. SDG 6: Clean water and sanitation).

Our goals include amongst others:

• Reducing water consumption in the devices we use and the services we offer
• Implementation of closed water cycles for certain applications
• Use of chemical-free cleaning (ozone and osmosis) anywhere possible 

We also refer to our environmental policy, the CoC Supplier and the VA Wasser.

Although our direct water consumption is low compared to water-intensive industries, we place great importance on recording and evaluating our water-related effects in a transparent and efficient manner.

Total water consumption

During the reporting period, the water consumption at our own locations - including the head office and all branches - totalled up to 82,824.33 litres. Additionally, a consumption of 893.77 cubic metres (m³) or 893,770 litres was recorded at the properties we manage.

Data availability and challenges

Due to structural challenges in the flow of information between customers, landlords and us as a service provider, the consumption data at the customer properties can currently only be recorded on a sample basis. In many cases, utility bills with detailed consumption figures are not received, which limits complete and systematic data collection.

305-1 Direct (Scope 1) GHG emissions 

305-2 Energy indirect (Scope 2) GHG emissions 

305-3 Other indirect (Scope 3) GHG emissions 

Our membership in the Düsseldorf Climate Pact enabled us to draw up a climate balance sheet for the 2023 reporting year, which was accompanied and validated by our partners at Climate Partners. Based on the Greenhouse Gas Protocol, the calculations yielded the following results: 

•  Scope 1 (vehicle fleet) 11,500 kg CO2e with a relative share of 0.02% 
• Scope 2 (electricity, heat): 896,600 kg CO2e with a relative share of 1.34%
• Scope 3 (including purchased products, business travel, employee commuting): 66,069,000 kg CO2e with a relative share of 98.64%

Our emissions calculations base on CO2. HFC gases are also recorded, but no emissions occurred in 2023. 

The calculations consider data from consumption and billing, supplemented by projections and conservative estimates where primary data is not available.

For further information on the climate balance, please refer to our energy report, which can be requested from the central quality management department (contact: Mr. Schultes, r.schultes@klueh.de).

The climate balance for 2024 will be prepared in the course of the year and the relevant data will be updated here. 

Energy intensity of cleaning services sold

To determine the energy quotient, we defined the energy requirement (numerator) for our sold and energy-intensive cleaning services, both in the conventional and sustainable versions of our service (maintenance cleaning), measured in terms of the working hours used (denominator). Our calculations yielded a value of 273.35g CO2 per working hour for sustainable cleaning and 347.36g CO2 per working hour (excluding travel). This represents a reduction of 21%. The cleaning sector accounts for around 35% of our business activities in terms of total revenue and is therefore our most important division.

As part of our sustainability goals, we are continuously implementing measures to reduce emissions in Scope 1, 2, and 3. Klüh has set itself the goal of becoming climate neutral by 2040.

The base year is calculated based on the “procedural instruction recalculation” from the base year, and the climate balance is determined based on the “procedural instruction climate balance”.

As part of its service activities, the Klüh Group mainly generates municipal waste, which is usually disposed of by the local public utility company in accordance with municipal regulations. At some customer properties, Klüh also assumes direct responsibility for waste disposal. In those cases, the waste is collected and forwarded in accordance with the valid waste code numbers. To ensure correct allocation as well as documentation, the process is monitored by authorised employees.

Some of the detailed data on disposal volumes is recorded in the energy report. Waste from customer properties where Klüh only handles operational disposal is not systematically reported there. Additional information on the handling of packaging and digital solutions regarding waste management can be found in the procedural instructions: VA Water and VA Waste.

A key objective of our company is to minimise waste and promote circular economy. Klüh therefore pursues a conscious procurement approach:

Most electronic devices are leased so they can be returned when their service is no longer needed. This approach not only reduces the amount of waste to be disposed of, it also extends the life cycle of the equipment used significantly.

In the catering sector, we use modern, AI-based systems to record and analyse food waste. The data obtained, enables us to make targeted adjustments to our menu planning. Locations were able to achieve significant reductions in food waste thanks to this data-driven optimisation.

Digital systems such as DigiClean and Smart Waste Management also enable more efficient use of resources in the area of building cleaning - e.g. by emptying waste bins as required or reducing disposable packaging through the use of innovative, sustainable products.

Sustainable management is not only a guiding principle for our business activities, we also expect the same from our suppliers. For this reason, all new suppliers are reviewed with regard to sustainability aspects. There is a questionnaire for all new suppliers that complies with the requirements of the LkSG (Act on Corporate Due Diligence in Supply Chains), which is used to assess the supply chain, environmental compatibility and human rights. 

Generally, an awareness of sustainability and respect for human rights is already an integral part of our supplier selection process. 

We actively promote cooperation with suppliers who can particularly offer innovative and sustainable solutions.

All existing suppliers for whom there were concerns regarding sustainable business activities following a risk analysis were and are also reviewed by means of questionnaires/self-disclosure and audits.

As part of our risk assessment, we use a structured risk matrix to recognise potential environmental risks in the supply chain at an early stage. Possible effects are systematically identified and documented with targeted risk minimisation measures.

A key tool is the Act on Corporate Due Diligence in Supply Chains – questionnaire, which we use to check our suppliers' compliance with environmental standards.

Results of the environmental audit in the reporting period:

- Number of suppliers audited regarding environmental risks: 191

- Percentage with negative environmental impacts identified: 7.85

- Percentages of business relationships that were terminated as a result of negative findings: 0%

- Percentage of suppliers with whom specific improvement measures were agreed upon: 2.6

Instead of focusing on terminating partnerships, Klüh pursues a cooperative approach of improvement in order to develop and implement sustainable solutions together with the suppliers.

Our holding company employs approximately 16.000 induviduals nationwide. During the fiscal year of 2024, we had 30,324 employees internationally. 

The recruitment and fluctuation rate of our employees varies worldwide and by division. The fluctuation rates vary between 3.52% and up to 50% depending on the company. However, employee or employer redundancies only account for an average of 2.35 % and 15 % of redundancies respectively. The majority are due to retirements or company transfers.

401-2 Benefits provided to full-time employees that are

not provided to temporary or part-time employees

The proportion of parental leave varies worldwide and across the divisions. Klüh complies with all legal requirements. These are monitored as part of the occupational health and safety inspections.

a.) 73 male, 223 female (note: not all male employees communicate if they have entered fatherhood)

b.) 73 male, 169 female

c.) 35 male, 53 female

d.) 27 male, 36 female

e.) Return rate 88.84 %, 94.20 % male, 84.25 % female; retention rate 67.02 %, 81.82 % male, 59.02 % female

As a company employing a large number of operational staff, protecting the health and safety of our employees is a top priority for Klüh. To meet our standards, we have our companies systematically certified according to the international ISO 45001 standard for occupational health and safety management systems.

Currently, all companies in the Klüh Group – with the exception of RASW GmbH and Keros Consult GmbH – are certified according to ISO 45001. In addition, individual customer sites in the security sector have SCC certification, which meets particularly strict requirements for safety, health, and environmental protection.

The implementation and effectiveness of our occupational health and safety measures are reviewed both internally and externally. Results and measures are regularly analyzed and further developed at the Occupational Health and Safety Committee meetings. A company doctor attends all aforementioned meetings and contributes his medical expertise to the discussions.

The overarching systems are audited externally by TÜV Austria. As part of these audit processes, Klüh maintains a cooperative and transparent relationship with the relevant supervisory authorities, particularly in the area of security.

Our processes for hazard prevention and risk minimization are structured, comprehensive, and geared toward continuous improvement.

Systematic recording and assessment of hazards

Our hazard prevention is based on the regular preparation and updating of hazard assessments covering both routine and non-routine activities. We also use an opportunity and risk matrix to assess potential risks, including their theoretical manifestations.

To ensure that we always comply with the latest legal requirements, we use a digital compliance tool. This provides us with targeted support in the areas of environmental protection, occupational safety, and health protection, and ensures that new legal requirements are identified and integrated quickly.

Employee participation and protection

Klüh actively promotes an open safety culture. Employees can speak directly and confidentially with specialists on site during audits and express any safety concerns they may have. In addition, an anonymous whistleblower process is available for reporting work-related hazards or unsafe situations. All reports received are systematically reviewed, logged, and processed—naturally, while protecting the whistleblower from any form of retaliation.

Incident investigation and continuous improvement

All work-related incidents – including near misses – are analyzed in a structured manner by our occupational safety specialists. The aim is to identify causes, assess risks, and, based on this, define effective remedial measures in accordance with the principle of the hierarchy of control measures.

These findings are integrated into our certified occupational health and safety management system (ISO 45001) and fed into regular occupational health and safety meetings, which are also attended by a company doctor, among others.

Qualification and training

In order to ensure the quality of our safety processes in the long term, we conduct mandatory occupational safety training courses. These courses teach relevant legal requirements and internal company standards and strengthen safety awareness at all levels.

Site-specific risk assessments are carried out for each of our locations in order to identify potential health risks at an early stage and take appropriate protective measures. The effectiveness of these measures is regularly reviewed – both by internal occupational safety specialists and by external auditors as part of our certified occupational health and safety management system (ISO 45001).

At each of our branches, employees have access to a regionally responsible company doctor who works closely with safety officers and managers. In addition, there are annual workplace inspections, during which potential health hazards are identified and assessed on site.

Occupational health measures include regular check-ups such as eye tests in accordance with G37, which are used for workstations with computer screens. Klüh also offers vaccination programs, such as flu shots, and individual consultations on health topics.

In addition to traditional occupational health care, Klüh actively promotes personal responsibility for health among its employees: The company's own Klüh Academy offers a range of health-promoting courses, from ergonomic behavior and stress management to exercise programs.

Based on risk assessments, employees are surveyed and trained. The training courses vary significantly depending on the workplace and field of activity. Due to the wide range of activities in which Klüh employees are involved, it would be too extensive to list all training courses here.

Training certificates and key figures are stored in the social report and can be requested from the central quality management department.

Since 2024, Klüh Service Management GmbH (holding company) has been certified by the Administrative Professional Association (in German: Verwaltungsberufsgenossenschaft (VBG)) for our occupational health management. Based on the company structure, many of the services available at the holding company are also available to the branches and other specialist companies. This includes the Klüh Academy, where specialists teach about ergonomics, exercise, resilience, and healthy nutrition in a practical, interactive, and target group-specific manner. This is how we lay the foundation for a sustainable, healthy workday.

Registration for Klüh Academy courses is arranged individually, depending on requirements, and approved by the immediate supervisor.

In addition, all offers listed in GRI Standard 403-3, which are available to all employees, also apply here.

Klüh has a structured management system for safety and health at work that is based on both the applicable legal requirements and internationally recognized standards, in particular ISO 45001. This system ensures that risks are systematically identified, assessed, and minimized.

During the reporting period, a total of 15,114 employees were covered by this occupational health and safety management system, corresponding to 99.998%.

Out of this group of employees, 100% were covered by a system that was internally reviewed.

100% were covered by a system that was audited or certified by an external body.

Employees who were not covered are attributable to the companies RASW and Keros. These were excluded from the management system due to the small size of the companies.

The occupational health and safety system is continuously developed and adapted to new legal and operational requirements. Internal and external audits ensure the effectiveness of the protective measures.

Work-related incidents in 2024 

• Fatalities: 0 Rate: 0
• Serious injuries: 0 Rate: 0
• Total: 263 Rate: Accident frequency: 15.642 (to determine the rate, reportable accidents were multiplied by 1,000,000 and divided by the target working hours)
• Thousand-man rate: 23.684
• Types of injury: Falls, cuts, sprains, burns, physical assault (human and animal as aggressors)
• Hours worked: 18,232,391

Risk assessments are generally carried out regardless of whether the injury could be serious or minor.

Injury prevention measures: Risk assessments and training/instruction/briefings for injury-prone activities, eye examinations, vaccinations by company doctor, skin examinations (cleaning), last-minute risk analysis, risk assessment for psychological stress, safety moments (see procedural instruction Safety Moments).

The annual statistics are published in the Management Review (available upon request at the central quality management), all accidents are discussed, and the processes are audited by TÜV Austria.

KSM: 6.2 h 

CLE: 1.66 h 

CAT: 4.34 h 

SEC: 60.26 h; 

The figures are the same for male and female employees.

404-2 Programs for upgrading employee skills and

transition assistance programs

Klüh offers its employees a structured and varied range of training opportunities, which are summarized in the annually updated academy program. This includes a wide range of measures for professional qualification, personal development, and strengthening soft skills.

In addition to these standard programmes, individual development measures are agreed upon during employee appraisals. These are based on the desired position and qualifications of the employees. This results in customized personnel development concepts that combine internal and external training formats. Since 2023, these offerings have been supplemented by an internal personnel development concept that enables targeted, structured training and continuing education measures.

Specialized programs exist in various business areas:

Cleaning: Certified property manager training courses and qualification measures for foremen to prepare them for higher positions, such as: Further training to become a hygiene specialist. This follows the Klüh principle of “promotion before entry,” which specifically promotes internal careers.

Security: Extensive security training, including IHK-certified training courses, preparatory courses, and distance learning courses, support the qualification of employees in this area.

Catering: Cooperation with the Institute of Culinary Art (ICA), includes further training to become a hygiene specialist or preparation for a degree as a chef.

All study and further training costs are covered by Klüh. The objective is not only to equip employees with qualifications to peform in their current occupation, but also to prepare them for further roles and transitions within the company in the long term.

404-3 3 Percentage of employees receiving regular

performance and career development reviews

a.) 

- 83.33% male, 16.66% female

- 83.33% over 50 years, 16.66% 30 - 50 years

- 0% minorities or vulnerable groups 

b.) 

- 62.2 % female, 37.8 % male, 0.01 % diverse

- 8.8 % under 30 years

- 39.77 % 30 - 50 years

- 51.44 % over 50 years

Women and men are generally paid equally (collective labour agreement). Klüh is committed to the Diversity Charter and complies with all requirements of the AGG (General Act on Equal Treatment).

Further information is available on request by the central quality management.

406-1 Incidents of discrimination and corrective actions

taken

Our AGG Officer (Allgemeines Gleichbehandlungsgesetz - General Act on Equal Treatment) reports annually on incidents and measures taken in a separate report, which is included in the Social Report. Total number of complaints received by the complaints office in 2024 concerning discrimination: 6.

The officer tracked all incoming reports internally and took appropriate action. Most cases were resolved through communicative measures.

407-1 Operations and suppliers in which the right to

freedom of association and collective bargaining may be at risk

Klüh is expressly committed to adhere to collective bargaining and thus to unrestricted respect for the rights to freedom of association and collective bargaining. Compliance with these principles is regularly reviewed as part of the internal audit. The results are summarised in the social report.

Klüh also ensures compliance with applicable labour law requirements in supplier management: suppliers are systematically monitored as part of the Act on Corporate Due Diligence in Supply Chains (LkSG). There are currently no violations of the right to freedom of association and collective bargaining either in operations or within the supply chain. Through targeted measures in the context of the LkSG, we ensure that all business partners comply with minimum labour law standards.

408-1 Operations and suppliers at significant risk for

incidents of child labor

407 and 409: Klüh is fully committed to the core labour standards of the International Labour Organization (ILO) - in particular the prohibition of child and forced labour. Compliance with human rights and all national and international legal requirements is systematically monitored by the Human Rights and Compliance Officer. He documents his activities annually in a comprehensive human rights and compliance report.

There is no child or forced labour at our own production sites or at our suppliers. To safeguard this claim, our suppliers are regularly audited by means of an LkSG (Act on Corporate Due Diligence in Supply Chains) -compliant survey. Any risks in the supply chain are identified at an early stage and appropriate measures are derived.

Klüh thus ensures that child and forced labour is consistently excluded at all levels of business activity and that human rights due diligence obligations are actively exercised.

Klüh regularly reviews its supply chains for social risks in accordance with the Act on Corporate Due Diligence in Supply Chains (LkSG). Systematic risk analyses and standardised questionnaires are used to identify and assess potential negative social impacts.

A total of 191 suppliers were analysed with regard to social criteria during the reporting period. Out of all suppliers,15 were identified to have actual or potential negative social impacts. In 5 cases, improvement measures were agreed upon with the suppliers. In 0 cases, the business relationship was terminated due to persistent or irremediable risks.

Klüh favours cooperation and continuous improvement of social conditions along the supply chain. The results of the audits are incorporated into internal analyses and, if necessary, are included in supplier selection and ongoing business relationships.