Document Ref: QMS-EP-002 Version: 1.0 Approved by: Managing Director Reviewed: Reviewed Annually Next Review Date: 13th June 2026 1.   Purpose AESN Ltd recognises that even as a service-based organisation with a relatively low environmental footprint, our operations have an impact on the environment. This Environmental Policy outlines our commitments to environmental protection, sustainable practices, and carbon reduction, aligned with our goal to reach Net Zero emissions by 2035, as stated in our official Carbon Reduction Plan (2024) (refer Appendix A). We integrate environmental considerations into our Quality Management System (QMS) under ISO 9001, recognising that climate change and resource efficiency influence business continuity, service delivery, and stakeholder expectations. 2.   Scope This policy applies to: All employees, contractors, and visitors All operational and administrative processes All office locations and remote-working activities All environmental impacts included within our Carbon Reduction Plan 3.   Our Environmental Commitments AESN commits to: 3.1  Achieving Net Zero by 2035 As stated in our Carbon Reduction Plan (2024), AESN will reduce emissions across all scopes (1, 2, and selected 3) through structured ongoing initiatives. 3.2  Monitoring and Reducing Greenhouse Gas Emissions Our baseline emissions (2024) are: Scope 1: 0 tCO₂e Scope 2:8 tCO₂e Scope 3:215 tCO₂e Total:015 tCO₂e AESN will continue to review, monitor, and reduce emissions annually. 3.3  Maintaining a Carbon Reduction Plan AESN has adopted a documented Carbon Reduction Plan aligned with PPN 06/21 and SECR guidance. We commit to maintaining this document and updating it annually with measured progress. 3.4  Implementing Carbon Reduction Initiatives We have already completed the following improvements: LED lighting installed, reducing electricity usage Telecommuting policy reducing commuting emissions by 20% Digital document management reducing paper usage by 50% Office recycling programme Future planned initiatives include: Transition to renewable electricity Encouraging the use of electric vehicles Further reduction in commuting Use of eco-friendly office supplies 3.5  Minimising Resource Use AESN will: Reduce paper use through digital transformation Promote responsible use of energy and office equipment Encourage recycling and responsible waste handling Reduce unnecessary business travel 3.6  Sustainable Procurement Where possible, AESN will select suppliers who demonstrate: Ethical and environmentally responsible practices Low-carbon products or services Compliance with the Modern Slavery Act 4.   Climate Change Consideration In line with ISO 9001 requirements to consider external issues, AESN identifies climate change as a relevant factor affecting: Staff travel Office safety and accessibility Business continuity Client staffing requirements Energy usage AESN maintains mitigation strategies within its Carbon Reduction Plan and Business Continuity procedures. 5.   Legal & Regulatory Compliance AESN commits to: Meeting all applicable environmental laws and regulations. Complying with SECR, PPN 06/21, and GHG Reporting Protocol. Ensuring Scope 1, 2, and selected Scope 3 emissions are reported accurately. Maintaining documentation for audits and tenders. 6.   Roles & Responsibilities Managing Director: Oversees environmental strategy and net-zero commitments. Compliance Manager: Maintains the Carbon Reduction Plan, tracks emissions, and leads audits. Office Manager: Ensures resource efficiency, controls paper/energy use. Employees: Follow environmental practices and report opportunities for improvement. 7.   Continual Improvement AESN aims to reduce emissions by at least 10% by 2029, progressing toward Net Zero by 2035. We will: Review this policy annually Update the Carbon Reduction Plan with measured emissions Identify new opportunities for reduction Report progress to stakeholders 8.   Communication This policy will be: Shared with all staff Included in induction programmes Displayed on internal systems Available to clients and suppliers upon request ● Reviewed during Management Review sessions This policy has been authorized by Sanjeev Ghimire Managing Director – AESN Limited Date: 14th June 2025 Annex A Carbon Reduction Plan (Published on August 2024- Baseline) Goal: AESN is committed to achieving Net Zero emissions by 2035. This annex contains the detailed carbon footprint, scope breakdown, reduction initiatives, and Net Zero commitments. https://aesn.co.uk/carbon-reduction-plan/

1. GENERAL PRINCIPLES   The following general principles will apply to the disciplinary/ dismissal and grievance procedures Each step and action will be taken without unreasonable delay. The Company will investigate to establish the facts of the case and will inform you. Whenever you are invited by the Company to attend a meeting, you must take all reasonable steps to attend. You will be permitted to be accompanied at any formal meeting Timing and location of meetings will be reasonable. Meetings will be conducted in a manner that enables both you and the Company to explain its case before a decision is made. For appeal hearings the Company will as far as reasonably practicable, be represented by a more senior manager than attended the first meeting (unless the most senior manager attended that meeting). Whenever you or the Company are required to send each other a statement a copy will suffice if the original is not available.   2. DISMISSAL AND DISCIPLINARY PROCEDURES   These Dismissal and Disciplinary procedures are designed to help and encourage all employees to achieve and maintain standards of conduct, attendance and job performance.   The standard disciplinary procedure is set out below. The standard procedure will be used when the Company contemplates dismissing or taking formal disciplinary action against you such as that set out in paragraph 2.3 below.           2.1.            Disciplinary Procedure   Step 1 Following an investigation the Company will set out in writing your alleged conduct or characteristics, or other circumstances, which lead the Company to contemplate dismissing or taking disciplinary action against you. The Company will send the statement or a copy of it to you and invite you to attend a meeting to discuss the matter.   Step 2                     (1) The meeting will take place before any action is taken, except in the case where the disciplinary action consists of a suspension on full pay. (2) The meeting must not take place unless: The Company has informed you of the ground or grounds for contemplating disciplinary action or dismissal in the form of a written statement. You have had a reasonable opportunity to consider your response to that information. You shall be informed of your right to be accompanied at the meeting. After the meeting, the Company will inform you in writing of its decision and notify you of the right to appeal against the decision if you are not satisfied with it.     Step 3 (1) If you do wish to appeal, you must inform the Company within 5 working days of your grounds of appeal, and on doing so the Company will invite you to attend a further meeting. The appeal meeting may not take place before the dismissal or disciplinary action takes effect but will be arranged within a reasonable period of time. After the appeal meeting, the Company will inform you of its final decision.         2.2.            General points   2.2.1. The Company may suspend you with or without pay while an investigation takes place. Such a suspension will be reviewed as soon as possible and will not normally exceed 10 working days.   2.2.2. You have the right to be accompanied by a work colleague of your choice during any disciplinary or grievance meetings but if your companion is unable to attend any such meeting you may suggest an alternative date, provided it is within 5 working days of the original date.   2.2.3. You will not be dismissed for a first breach of discipline except in the case of gross misconduct (when the penalty may be dismissal without either notice or payment in lieu of notice).   2.2.4. Misconduct will generally fall into two categories, namely “general” misconduct (in respect of which the general disciplinary procedure described below applies) and “gross” misconduct, which is of so serious a nature that it, justifies instant dismissal for a first offence. Listed below are examples of which would normally be considered to be either general misconduct or gross misconduct. However, it should be recognised that neither list can be regarded as complete to meet every case, and also that action described as general misconduct may amount to and be treated as gross misconduct if the circumstances or the manner of the misconduct are such as to warrant serious disciplinary action. These lists should be regarded therefore as being illustrative rather than exhaustive.   Examples of “gross” misconduct Summary dismissal (dismissal without notice or pay in lieu of notice) may be necessary in cases of gross misconduct. For guidance, the following are examples of the offences which may be regarded as gross misconduct and will normally result in summary dismissal. It is emphasised that this is not an exhaustive list:   Unauthorised use or disclosure of confidential information or business matters relating to the Company, its clients, temporary workers or applicants.   Breach of the Data Protection Laws;   Acts of violence, including physical assault; unlawful discrimination; drunkenness; taking of non-prescribed drugs in such a way as to impair the ability to carry out work; conduct of any kind which endangers the health and safety of others.   A criminal offence committed at work other than a minor road traffic offence committed in the course of the employment, or an offence committed outside work which is incompatible with the employee remaining in employment.   Falsification of information or references on appointment. Falsification of a timesheet. Unauthorised absence or gross negligence in the performance of duties.   Acceptance of any bribe, secret profit or unauthorised commission.   Any conduct tending to bring the Company, any of its clients or the employee into disrepute or which results in the loss of custom of a client, temporary worker or applicant or a loss of business.   Working for or assisting a competitor of the Company or any of its clients or seeking to establish a business which is likely to compete with the Company or any of its clients or divulging confidential information concerning the