Corporate Sustainability

We would like to inform you about our corporate sustainability policy. This policy consists of an environmental policy and a social responsibility policy / code of conduct.

Environmental policy

Our environmental Policy ensures that Atlas International Movers will always strive to do business in such a way as to show full respect for the environment and respect for the workforce, the clients and other stakeholders worldwide. We are committed to providing our quality service in a manner that ensures a safe and healthy workplace for our employees and minimizes our potential impact on the environment.

Our Mission-Statement:

At Atlas International Movers we truly believe that focus on the environment provides a significant contribution to reduce the carbon footprint of ourselves and our customers which will benefit our planet. We actively seek to minimize and manage the environmental impact of our operations and offerings. Our purpose:

Integrate environmental management into our everyday operations
Improve our environmental efficiency
Help our customers to reduce their carbon footprint by our services and our supply chain

Application:

Our policy applies to all our employees, our supply chain, our contractors, visitors, consultants and any other person who is notified that our company policy complies to them.

All the above are made aware that our environmental policy is part of our business ethics and their responsibility to ensure a reduction of our communities’ carbon footprint and to ensure our planet is a clean and safe place to live for many more generations. We realize that we can only make a meaningful impact if our supply chain partners have an environmental policy implemented, therefore we work as much as possible with Fidi partners across the globe coving those areas.

The management of Atlas International Movers is keen to know what our environmental footprint is as we are committed to sustainable management. Our focus is based on, but not limited to:

Usage of energy/emission fuel, electricity and water
The purchase of trucks, vans and supporting equipment like outside elevators and containers.
Environmental objectives reviewed annually and adjusted as required.
Communication about the environment for internal and external stakeholders.

To have a good insight into our current environmental performance, we have calculated the greenhouse gases (GHG) on our operations. The GHG can be divided into 3 scopes:

Scope 1 – direct emissions are emissions from the company’s owned or controlled sources, e.g., on-site energy natural gas, fuel, refrigerants, and emissions from combustion in owned or controlled boilers and furnaces, and emissions from fleet vehicles, e.g., cars, vans, and trucks.

Scope 2 – indirect emissions include purchased or acquired energy and occur at sources owned or controlled by another company, e.g., electricity, steam, heat, or cooling, generated off-site and consumed by the company.

Scope 3 – indirect value chain emissions include all the emissions in the value chain of a reporting company. Also known as “emission resulted from activities from assets not owned or controlled by the reporting organization, but that the company indirectly impacts in the value chain.” This relates to the purchased goods and services, waste management, employee commuting, business travel as well as processing and use of sold products and end-of-life treatment of sold products.

The GHG calculation is based on the actual results of 2024:

Scope 1:	Use of vehicles	132,030 tonnes co2e
Scope 2:	Energy usage	-6,788 tonnes co2e
Scope 3:	Business travel, purchased goods & services, transportation & distribution and waste	129,903 tonnes co2e
Total:		255,145 tonnes co2e

In 2024 we have performed 1091 moves. This gives an average of 0,234 tonnes co2e per performed move. The average emissions per private move in the Netherlands are around 0,3 tonnes of CO₂e.

Actions we have taken to reach the current GHG emissions:

Purchasing of recycled packing materials only;
Used packing materials are sorted before collection to ensure recycling. We are currently working on the optimization of our waste management by a complete cooperation on waste management with the Meerlanden;
No use of hazardous products, so no hazardous waste;
Crates, pallets and lift vans are all reused;
We only purchase used wooden storage boxes;
Fleet is mainly Euro 6 certified;
Planning department ensures most effective routes to deliver and collect combined shipments across Europe or co-load with other parties to reduce emission. We increase our radius by driving less kilometres;
Stick to the speed limits to avoid waste of fuel and ensure repairs are done timely
File management is fully paperless;
Office lighting is fully led light;
The company gets its energy entirely from solar energy with about 200 solar panels on our building. Our scope 2 is a negative amount as we are returning a high amount solar energy as well;
Office staff can work partly from home to reduce office travel;
Virtual surveys to reduce travel to potential clients;
Most of the lease cars are hybrid or electric cars;
Implementation of Mobicrew to make the moving process completely digital. Packing lists and documents will be made via the tablet;
With the Erkende Verhuizer we do offer emission-free moves to our private clients via the guarantee certificate for Domestic and European moves. The compensation is done via Groenbalans and the internationally renowned Gold Standard, co-founded by the World Wildlife Fund. This guarantees that the CO2 rights meet the strictest requirements and contribute to reliable compensation projects. The current project we are working with is the compensation project in Malawi, an initiative that directly contributes to climate improvement and local communities.

Our Environmental Goals:

Reduce our GHG emissions with 10% to 0,210 per move in 2030.
Within the next 2 years we are looking at becoming ISO-14001 certified as it sets out the criteria for an environmental management system which we would like to have certified.
Promote environmental awareness among our employees and encourage them to work in an environmentally responsible manner and with our partners we encourage the exchange of files and documents in a paperless way.
All waste is disposed of in environmentally friendly ways whereby we diligently separate items according to their category.
Operate and maintain company vehicles with due regard to environmental issues as far as reasonably practical.
Avoid and possibly eliminate unnecessary use of hazardous materials and products, seek substitutions when feasible and take all reasonable steps to protect human health and the environment when such materials must be used, stored and disposed of.
Strive to continually improve our environmental performance and minimize the social impact and damage of activities by periodically reviewing our environmental policy considering our current and planned future activities.
The purchase of electric trucks has been postponed due to high investments; it is currently being investigated whether the work that has to be done via electric trucks can be outsourced.
We are looking at options for the packing to also switch from plastic material to paper blankets and such.

Risk Area	Qualitative Objectives	Quantitative Objectives
GHG	To enhance the sustainability of logistics operations by systematically identifying, understanding, and reducing the environmental impact—particularly GHG emissions—across all aspects of international moving services, while promoting transparency and best practices within the industry	Reduce our GHG emissions with 10% to 0,210 per move in 2030.
Environmental awareness	Within the next 2 years we are looking at becoming ISO-14001 certified as it sets out the criteria for an environmental management system which we would like to have certified.	100% of staff trained annually on sustainability in 2026.
Waste management	All waste is disposed of in environmentally friendly ways whereby we diligently separate items according to their category.	Decrease plastic usage by 50% in 2030.

On a yearly basis we will evaluate our environmental performance and GHG emissions to be able to adjust the processes in a timely manner.

In August 2025, we received the Silver medal from Ecovadis and we want to make sure to keep this medal in future. Therefore we will keep on working on the improvement plan to further develop our sustainability policy.

Social Responsibility Policy / code of conduct

For us at Atlas International Movers we would like to promote the health, safety and wellbeing of our employees, customers and communities.

Who we are and what we do?

Atlas International Movers, a 100% fully independent international moving company headquartered out of Amsterdam, The Netherlands with branch offices in Zurich and Geneva, Switzerland. We provide international moving services directly to our corporate clients, to relocation companies who have embedded us in their supply chain, to private individuals who relocate for their job or have decided to emigrate elsewhere for whichever reason. Besides international moving services we provide local moving services to existing clients and office moving services for small projects up to 100 working spaces. We expect from our suppliers, agents and subcontractors the same approach and full respect for our role and duties in growing a sustainable business.

Our mission at Atlas International Movers is to be the supplier of choice for our customers by offering high quality moving services, outperforming our competition and sticking to our core business.

Atlas International Movers is focused on maximizing our return on assets employed to deliver sustainable earnings growth. We value our people and are committed to operating ethically and with full regard for our environmental and social responsibilities.

Labor and Human Rights Policy

Commitment
Atlas International Movers is committed to upholding and promoting internationally recognized labor and human rights standards in all our operations and throughout our supply chain. We align our practices with the International Labour Organization (ILO) conventions, the UN Guiding Principles on Business and Human Rights, and all applicable local laws.

Scope
This policy applies to all employees, contractors, and suppliers working with Atlas International Movers. All employees, contractors and suppliers are informed of our policy and are required to sign this. Employees are required to read our updated manual annually and our contractors are required to sign an SLA with us before they are contracted to do any work with us. All our supply chain members require to sign our supplier code of conduct which includes this policy.

Labor and human rights policy Atlas International Movers

Non-Discrimination and Equal Opportunity

We provide a workplace free from discrimination and harassment based on race, color, gender, age, religion, national origin, disability, sexual orientation, or any other protected status. All employment decisions are based on merit, qualifications, and business requirements.

Freedom of Association and Collective Bargaining

We respect the right of all employees to form and join trade unions of their choice and to bargain collectively, in accordance with local laws. Employees are free to choose whether to join such organizations without fear of sanctions. We encourage open communication and social dialogue at all levels.

Fair Wages and Working Hours

All employees receive at least meeting or exceeding the legal minimum wage and statutory benefits.
All legally mandated benefits are provided.
Compensation is fair, timely, and transparent.
Working hours comply with applicable laws and industry standards.
Overtime is voluntary, paid according to legal requirements, and does not exceed legal limits.
Employees are entitled to regular breaks, rest periods, and paid leave.
We promote flexible work arrangements to support work-life balance.

No Child Labor, Forced Labor, or Human Trafficking

We strictly prohibit the use of child labor, forced labor, or human trafficking in any part of our operations or supply chain. All employees must be of legal working age as defined by local law, and employment is based on free choice and never forced upon.

Prohibities and Standards

Child Labor: We do not employ anyone under the minimum legal working age as defined by local law or stricter by international conventions.
Forced Labor: We strictly prohibit all forms of forced, bonded, or involuntary labor, including prison labor and debt bondage.
Human Trafficking: We do not tolerate any form of human trafficking in our operations or supply chain.

Due Diligence and Supplier Engagement

We conduct due diligence on our suppliers to identify and mitigate risks related to child labor, forced labor, and human trafficking.
All suppliers must sign and comply with our Supplier Code of Conduct as part of our SLA, which explicitly prohibits child labor, forced labor, and human trafficking.
If a risk or violation is identified, we require immediate corrective action and, if necessary, terminate the business relationship.

Training and Awareness

We are currently investigating online trainings via Home – AIM-Progress to inform our staff on human rights, including the prevention of child labor, forced labor, and human trafficking.

Safe and Healthy Working Conditions

We are committed to providing a safe and healthy workplace. We implement health and safety protocols, conduct regular risk assessments, and provide necessary training and equipment to prevent accidents and occupational illnesses.

To create a healthy, safe workplace and take care of the wellbeing of our team members we have taken the following actions:

a) Occupational health and safety (Arbo)

During the execution of all our services, we aim to provide a safe and healthy working environment for our employees, where they can work satisfactorily and develop personally. We ensure that every employee has the necessary resources available to perform their work safely and healthily. We continuously work on improving this and follow the societal developments and what is prescribed by the Collective Labor Agreement (CAO).

Atlas International Movers has contracted an accredited Occupational Health Service, workplace absenteeism from Aalsmeer, through BGZ road transport.

b) Periodic Health Check (Pago)

To prevent occupational diseases, employees will be given the opportunity to undergo the periodic occupational health examination (Pago). The system prescribed in the CAO is followed in this regard.

Additionally, Atlas International Movers offers employees the option to undergo a health examination on their own initiative or to consult the Occupational Health Service during the occupational health consultation hours. To schedule an appointment with the doctor from the Occupational Health Service, you can call them at +31 297 820829.

The rights and obligations between employees and employers are governed by various rules.

The Civil Code (BW), especially the employment contract law.

The standard Collective Labor Agreement (CAO) for road transport.

- Agreements between employers and employees in general.
- The employer is affiliated with TLN (Transport and Logistics Netherlands).
- The moving activities are part of road transport.

c) Risk Inventory and Evaluation (RI&E)

By performing a Risk Inventory and Evaluation (RI&E) we do regularly assess and mitigate workplace risks. In 2024 a RI&E was completed and officially reviewed. We are currently working on the actions mentioned in the plan of approach. On a yearly basis we will review the RI&E to check if changes are applicable to renew the RI&E.

d) Providing necessary safety equipment and training.

Employees of Atlas International Movers receive personal protective equipment (PPE) on their first working day or as soon as possible. PPE is provided and maintained free of charge. The operational manager ensures that PPE is used correctly and effectively. This concerns work shoes type S3.

For the equipment that is used, the team members do receive training in the safe use first, before they start working with the equipment.

e) Accident and calamity

In case of any accident or calamity in the office or during a move, the BHV-team will reach out to the right emergency services and afterwards they will report it to the Accident Manager.

Accident registration: Events and/or complaints need to be reported to the Accident manager. He will keep a record of all work-related accidents.

To support first aid there are first aid kits and fire extinguishers in the office and vehicles. In the office we do have an ‘AED’ as well. These are checked on a yearly basis together with the emergency exit signs and fire hoses.

f) Driving and rest period laws and regulations

For our crew we do follow the Dutch law and regulations regarding the driving and rest period. If you work as a truck driver, there is a maximum for daily, weekly and biweekly driving time. You must also take daily and weekly rest. During this period, you must not work or be available.

We will follow the guidelines set by Dutch law at: https://www.rijksoverheid.nl/onderwerpen/werktijden/vraag-en-antwoord/rijtijden-en-rusttijden-wegvervoer

To make sure our crew will work according to the Dutch law and regulations, we will check their driving passes on a weekly basis.

g) Vacation, Care and sick leave

There are special legal provisions governing vacation, care, and sick leave:

- Entitlement to 20 statutory vacation days when working 40 hours. The Civil Code also regulates the expiration periods for vacation days.
- In accordance with the Collective Labor Agreement (CAO), the right to 5 additional vacation days and 3.5 days of Reduced Working Hours (ATV) leave.
- In accordance with the CAO, the right to extra vacation days after 10 years of service or upon reaching the age of 50 (senior days).
- Employment contract law obligates the employer to continue paying the employee’s salary for up to 2 years in cases of long-term sick leave.
- The Gatekeeper Improvement Act determines the agreements between the employer, employee, and occupational health service regarding long-term employee sick leave.
- Family Friendly programs: There are proactive initiatives in place by Atlas to help workers balance their work and family lives. There is paid parental and other care leave and there is breastfeeding support during work which is also paid.

Furthermore, the rules of Dutch law are followed. See here for more information: Ouderschapsverlof | Rijksoverheid.nl and at

https://www.fnv.nl/cao-sector/vervoer/transport-logistiek/cao-beroepsgoederenvervoer-tln

h)Supplier Responsibility

We expect our suppliers to adhere to similar standards for working conditions, as outlined in our Supplier Code of Conduct shared in our SLA.

Employee Engagement, fair & respectful treatment

We encourage open communication and provide mechanisms for employees to raise concerns or report violations of this policy without fear of retaliation. All reports are investigated promptly and thoroughly by our senior management team. We have taken the following actions to arrange fair and respectful treatment for all employees:

a) Culture

The culture of a workplace will have a huge impact on employee engagement. Atlas International Movers ensures a welcoming workplace where everyone is kind, inclusive, respectful and courteous and everyone works together well as a team.

b) Tools to improve

The technology and other systems used in the workplace can affect the engagement of employees. When you use outdated systems or the tools you are using are cumbersome and require too many unnecessary steps to accomplish a task, this can lead to frustration and then disengagement. Tools that help employees work better and collaborate with their peers will help improve morale. We keep on working to improve our ERP system Moveware to offer the employees an efficient tool to handle their work.

c) Internal communication

When internal communication is poor or lacking entirely, it can have a negative effect on workers’ engagement. Employees need to be provided with clear, concise, relevant and timely information so that they can do their jobs well, this is why departments communicate daily and weekly to keep everyone updated and give employees the opportunity to give their opinion on different topics. At 3.2 ‘communication & structure’ you can find the meeting structure from Atlas.

d) flexible work options

A big engagement killer for employees is a lack of flexibility in the workplace. This has only heightened during the COVID-19 pandemic as people don’t want to return to their old work lives where they had no flexibility at all. Flexibility can take many forms and there isn’t a blanket approach that will suit all employees. Some may want to work more hours but less days, some might want different start and finishing times or continued remote work to remove long commutes from their lives. If there is no reasonable reason why employees cannot work flexibly, by enabling it you will have happier, more productive, more engaged employees. This approach not only fosters work-life balance and flexibility but also reduces commuting-related carbon emissions, contributing to a lower overall environmental impact. Eventually, we will target a zero-emission carbon footprint.

Atlas International Movers foresees the possibility for our administrative staff to work remotely. According to the fiscal regulations, employees are entitled to a telecommuting allowance when working from home.

For the blue-collar workers, flexibility is foreseen in the system of recuperation of performed overtime hours, which can be taken in agreement with the dispatcher, who complies to a maximum with the demands of the blue-collar workers, considering the on-going workload.

e) Specific agreements

- Drivers are entitled to a daily allowance and an international allowance according to the CAO. These allowances cover expenses incurred when working outside the office.
- Some employees are provided with company phones and others from the moving team are entitled to a €10 reimbursement for using their personal phones for business purposes.
- Employees are entitled to a travel allowance in accordance with the CAO. The tax authority limits this allowance to €0.21 per kilometer for commuting.
- Some employees are provided with company cars by the employer to inspect moving addresses.

f) Trusted confidants

Frank Lek is the designated trusted confidant at Atlas, ready to provide a safe and confidential space for employees to discuss any concerns or issues. His role is to listen, offer guidance, and help with workplace challenges, always prioritizing your well-being and confidentiality.

g) Performance review

Every year, each employee undergoes an annual performance review with their supervisor. This review covers the employees’ well-being and includes the development of an action plan for career and personal growth.

Diversity, Equity, and Inclusion

Atlas International fully subscribes to a policy of diversity, equity and inclusion. Our differences make us better. We commit to advancing a collaborative, inclusive and globally diverse culture that creates unique careers in the moving and relocation industry. We promote diversity and inclusion at all levels of the organization and support the formation of employee resource groups for minorities and vulnerable groups.

We are an equal opportunities employer; we support and promote diversity within the workforce and ensure no-one suffers any detrimental treatment due to their gender; race or ethnic origin; sexual orientation; disability; religious or personal beliefs; age; or right to association such as trade union membership. We recognize the value of diversity. We take pride in our international team and recognize the value of diversity. We are committed to fostering an inclusive work environment that respects and celebrates the unique backgrounds, perspectives, and experiences of our employees. We promote equal opportunities and strive for a diverse workforce that enriches our organizational culture. We also stand for inclusivity for our customers. A small example is that we have a gender option Ms/Mr/X when clients are making a booking.

Our policy contains the following elements:

Job offers are open for everybody, regardless sex, age and ethnicity. Each job offer is checked by Atlas’s HR, making sure that no exclusions are placed in the job offer which are not related to competences, needed for the job.
In our recruitment program, there is no place for discrimination whatsoever. Candidates are only judged on their competence directly related to the job.
Criteria that are explicitly excluded in judging a candidate are: race and ethnicity, gender, sexual preference, religion, age and disabilities.

Career Management and Training Policy

Atlas International Movers recognizes the importance of supporting employee growth and development. We are committed to providing opportunities for skills development and career advancement for all employees.

Learning & development opportunities

Learning and development (L&D) is an integral pillar of a thriving company culture. It revolves around the philosophy of placing employees at the forefront, emphasizing their personal growth and fostering innovation. Here’s a more detailed look at the importance of L&D. The company offers various forms of vocational training, including on-the-job learning, coaching, and mentoring. All employees are encouraged to discuss their career goals with their manager during annual performance reviews.
New employees to receive an induction training and an on-the-job training, based on their experience. Employees are given the opportunity to attend training courses they are interested in. During the yearly evaluation discussions, career developments are addressed which can be linked to a training. Atlas has access to FIDI FAIM, where employees can take various online courses such as the sustainability program, customer service, time management, risk management, Gen Z, and more. There is also the option to attend seminars sessions at FIDI’s location. We have the intention to assign 1 team member per year to participate in a FIDI seminar.
In a training overview all performed trainings will be reported per employee. Based on the position there can be specific training needs, like the forklift certification. Once a training has been completed, the certification will be added to the staff file.
For the crew it is important to complete the trainings hours for the code 95. Most of the courses will be followed via ‘Vakopleiding Transport & Logistiek’ or ‘SCT Adviesdiensten’. For specific trainings another organisation can be used, depending on the type of trainings offered, quality and location. For any risky tasks, like handling the outside elevator and forklift, we ask for an oon-the-jobtraining by the supplier. The crew does receive a mandatory training from the branch organisation how they can drive as efficient and sustainable as possible. New crew members need to follow the training for ‘inboedel verhuizer’ and ‘voorman’ according to the requirements for the Erkende Verhuizer after one year of employment.
Learning and development programs are not just a perk but a strategic imperative for modern organizations. They contribute to a positive company culture, attracting and retaining talent, promoting innovation, and fostering a dynamic, adaptable workforce. The benefits of L&D extend beyond individual growth, positively impacting the entire organization.
The company supports career planning as an ongoing process to help employees manage their learning and development within the organization. Employees may request support for further education, which may be paid for in whole or in part by the company. We aim to provide career opportunities to employees, enabling access to promotions and higher pay.

Community Engagement Initiatives: Our Broader Responsibility

As a business, we are very focused on the impact we have on our neighbouring communities; not just from an environmental basis on which we have a strong focus; not just supporting the local economy by employing locally and using local contractors and suppliers where possible; but also in terms of what we can contribute to the general betterment of our local communities.

At Atlas International Movers we truly support youth welfare, opportunity and development as the key focus of our community engagement commitment, which we will achieve by the following as an example:

Social Responsibility: Supporting local initiatives to eradicate child poverty and ensure every child has access to sports via the Johan Cruyff Foundation. We just started to join the international project of Unicef for building blocks for the future of Ivory Coast as well. With this project plastics will be recycled to create building blocks for the construction of schools in Ivory Coast.

Environmental Stewardship: We minimize our environmental impact by adopting eco-friendly practices and supporting conservation efforts.

Economic Development: We create job opportunities and invest in skill development to boost the local economy.

Collaborative Partnerships: Working with local organizations to ensure local children have every opportunity to grow and develop in a safe environment.

Cultural and Educational Support: Working with schools and higher education to help prepare children for the transition to the world of work by offering internships.

Long-Term Sustainability: Our commitment to the community is ongoing, adapting to evolving needs

Anti-Bribery, Anti-Corruption & Anti-Trust

We have a clear and defined policy and systems to protect our employees and business from unethical business practices such as bribery and corruption, this is based on the Fidi guidelines.

Looking after Customers

Atlas International Movers is dedicated to offering customers a wide choice of moving services under our brand of which some services will be performed by our global partner network mainly consisting of Fidi certified moving companies. Our services are competitively priced, transparent and fair, and by offering customers high levels of quality and service underpinned by instilling a customer centric culture within our business.

We want customers to be delighted with the service they receive from Atlas International Movers; we aim to offer peace of mind for our customers and welcome any feedback of all kinds. Customer satisfaction is our goal, and we measure ourselves and our performance through customer surveys. All negative customer feedback is investigated and where appropriate steps taken to avoid repetition. Any positive feedback is passed on to relevant departments and or individuals to further encourage good customer service.

Suppliers’ responsibility

At Atlas International Movers we aim to create a sustainable and ethical supply chain based on trust and shared values with our suppliers. We expect our suppliers to adhere to the same labor and human rights standards and require them to sign our Supplier Code of Conduct in our SLA. These are sent out to new supply chain members and require them to be resigned every two years.

Our partner selection function is dedicated to the evaluation, management and continuous improvement of our suppliers and have a focus on the 3 key methodologies:

Selecting the right suppliers:

Each tender created by Atlas International Movers follows a pre-requisite application that ensures adherence to our CSR values is met.
Suppliers are selected based on the most advantageous tender; this includes price, service, terms, location and size of business and sustainable, ethical and environmental shared values.
All tenders are secured by our terms and conditions that comments on the expectations of our suppliers regarding CSR and details the supplier code of conduct. This is why we mainly work with Fidi certified partners across the globe.

Management and measurement of suppliers:

Suppliers are expected to attend a minimum of one review per year; this review ensures that changes made within the supply chain are captured and requires continuous monitoring of their adherence to the terms and conditions agreed and supplier code of conduct.
Regular audits are in place with suppliers and requires evidence of their adherence to our supplier code of conduct, product specifications and CSR values.
Recognition is given to suppliers to both improve standards and perform well in these areas.
Atlas International Movers is committed to fair terms of purchase and endeavour to pay all suppliers to terms; such terms are monitored regularly.

Continuous Improvement of suppliers:

Support is provided for all suppliers who do not conform to our supplier code of conduct or shared values. Frequency of reviews and audits are increased where required to ensure that standards are reached within the given time frames.
Suppliers are encouraged to identify any service development that may improve the service delivery process, provide cost benefits, improve quality of the finished services and provide a more sustainable, ethical or environmentally focused product.

Grievance and Reporting Mechanisms

We provide accessible channels for employees and stakeholders to report concerns or violations confidentially and without fear of retaliation. Employees can raise concerns or suggestions anonymously and without fear of retaliation. All grievances are investigated promptly and fairly.

Monitoring and Review

This policy is reviewed and updated annually and communicated to all employees and suppliers. Updates are made as necessary to reflect changes in law, best practices, and stakeholder expectations. In this way our due diligence processes will ensure effectiveness and compliance with evolving laws and best practices. Performance is monitored through key indicators such as workplace accidents, absenteeism, and employee feedback. We use tools such as employee surveys and regular audits to assess and improve working conditions.

Accountability

Our Quality Manager is responsible for implementing and monitoring this policy.

Governance

Principles of Sustainability, as set out above, need to be put into practice through good governance. Procedures therefore need to be put in place to make sure that a long-term positive impact and sustainability changes are created at a gradual and financially stable rate. Therefore, a distinction needs to be made between the so-called quick wins, often generated by a change of behaviour of individuals or by gains created by small investments, and the so-called long-term goals, which require considerable investments and/or technical adaptations.

Quick wins include amongst others: working by paperless files where possible, switching off appliances at the end of the workday and recycling materials where possible.

The principles set out above will also be communicated to our suppliers, agents, subcontractors, accounts and clients by e-mail, through a link to the relevant pages on our website in the standard signature of all employees. Doing business with Atlas International Movers will mean accepting our Sustainability Program.

Management will also be the contact person to all staff during working hours, and is available for any remarks on follow-up, progress and suggestions on our sustainability program.

Long-term actions on corporate sustainability are determined by Atlas International Movers’ management, in coordination with the staff. These long terms are also part of the sustainability program and may (amongst others) concern investments in infrastructure (offices, warehouse) as well as in vehicles (reduction of CO2 emission).