Annual Activity Report 2025

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SUSTAINABILITY STATEMENT Social and societal information

WORKFORCE TURNOVER [S1-16]

Reference 2019

2025

Indicators

ESRS

2024

2023

Employees who joined the group on permanent contracts during the year

Entity speci fi c

2,054 1,179 6.3%

1,933 1,236 6.5%

1,748 1,293 7.0%

1,264 1,521 8.6%

Employees who left the group during the year

S1-16>50 c S1-16>50 c

Turnover rate (%)

Methodological clarification: The turnover rate is calculated as: Permanent employees who left the group during the year, divided by the initial permanent workforce. Characteristics of non-employees in own workforce

Compensation results (pay gap and total compensation)

This year, Orano is not disclosing information relating to non employees in own workforce (S1>S1-7>55 a) in accordance with the transitional provisions provided for by the standard (1 year): total number of non-employees among own workforce, total number of non-employees among own workforce who have entered into a service contract with the Company (“self-employed workers”) and total number of non-employees in own workforce, persons made available to it by companies primarily engaged in “employment-related activities.”

The highest compensation is 11.3 times higher than the median compensation of other employees. This result is largely due to France, where this ratio is 10.7. Although fewer in the workforce, women receive on average a higher hourly rate than men. This gap is explained by the fact that: ● the female population is under-represented in the calculation of the indicator (20% women versus 80% men); and ● women hold more “quali fi ed” positions than men (41% of women hold engineer and managerial positions out of the total female population, while only 29% of men hold engineer and managerial positions out of the total male population). Equal pay policies have been put in place within the group, particularly in France, via an annual budget dedicated to gender pay equality or through the implementation of salary measures when returning from maternity leave.

COMPENSATION RESULTS [S1-16]

Reference 2019

2025

Indicators (GRI 102-38)

ESRS

2024

2023

Annual total remuneration ratio (unweighted average)

S1-16>97 b

11.3 -0.5 -2.4

11.1 -1.2 -3.0

n/a n/a n/a

n/a n/a n/a

Entity speci fi c

Gender pay gap (weighted average) Gender pay gap (unweighted average)

S1-16>97 a

n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 fi nancial year. Methodological clarification: The ratio of total annual compensation compares the compensation of the highest-paid person to the median total annual compensation of all employees (excluding the highest-paid person). The gender pay gap refers to the difference in the average level of pay between male and female employees, expressed as a ratio of the average pay level of male workers. The calculation is carried out on 76% of own workers. The following countries are excluded from the scope of the indicator: countries with fewer than 50 employees (China, Namibia, South Korea, Turkey, Belgium) and a few entities in Germany, Japan and Niger. Entities in France whose payroll is managed excluding OPALE (Trihom, Sovagic, all CERIS and INEVO entities), speci fi c expatriate, internship and apprenticeship contracts.

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Orano - Annual Activity Report 2025