Human Rights Policy

This Policy applies to Dogmates Holdings Ltd (trading as Butternut Box) and all its brands, sites, and subsidiaries (directly and indirectly wholly-owned) across the UK and Europe, namely: Dogmates Ltd, Butternut Box GmBH (Germany), Dogmates sp. z o.o. (Poland), Butternut Box (Italy) srl, Dogmates (Ireland) Limited, Dogmates (Netherlands) B.V., Feedwell sp. z o.o, Butternut (Belgium) BV and PsiBufet s.r.o. In this Policy when we refer to the “Company” we are referring to all of the above.

Purpose and Scope

This Human Rights Policy sets out the Company’s public commitment to respect human rights and to meet our responsibility to conduct human rights due diligence across our operations and supply chain.

This Policy applies to the Board and all employees of the Company and its subsidiaries.

Our Commitment

This policy is in accordance with internationally recognised human rights principles, specifically with the UN Guiding Principles on Business and Human Rights (UNGPs) , The International Bill of Human Rights (including the Universal Declaration of Human Rights) and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work , and the related ETI Base Code .

With this policy, we commit to:

• Respecting the dignity and equal rights of every person

• Avoiding infringing the human rights of others

• Addressing adverse human rights impacts with which we are involved

• Implementing human rights due diligence and operational review processes that support our responsible approach to business as per internationally recognised guidance from the OECD 5 .

We acknowledge that certain rights, such as freedom of expression or belief, do not extend to actions that harm the rights and dignity of others, including discrimination, harassment, or hate. Where we have caused or contributed to adverse human rights impacts, we commit to providing for or cooperating in remediation through legitimate processes. Where impacts are directly linked to our operations through business relationships, we commit to using our leverage to prevent and mitigate harm and support access to remedy where appropriate.

We commit to performing a materiality assessment at regular intervals: every 3 years or sooner in case of significant changes to our activities, operating model, products, services, locations, ownership structure, workforce composition or key business relationships.

This materiality assessment consists, in part, of identifying actual and potential negative human rights impacts, that may be caused by us, contributed by us or directly linked to our operations through our business relationships.

It includes, where appropriate:

• Identifying salient human rights issues based on sector, geography, and operating model

• Monitoring our supply chain for human rights impacts, including both upstream and downstream

• Integrating findings into decision-making and business processes (procurement, hiring, product development, marketing, security)

• Ceasing, preventing or mitigating negative impacts that are identified

• Tracking effectiveness of results of actions taken

• Communicating transparently on how human rights risks are addressed

Where new or heightened risks are identified, we will seek additional information and engage relevant internal and external stakeholders, including potentially affected stakeholders and rights-holders and their representatives, to understand impacts and inform our prevention and mitigation actions.

Key Areas of Focus

Human rights impacts vary depending on operations and supply chain structures. Our salient issues (areas where our activities may pose the highest risk of severe impact to individuals as informed by our materiality assessment) include:

• discrimination, harassment, and unfair treatment

• safe and healthy working conditions

• forced labour and human trafficking

We monitor any human rights impact on our stakeholders, giving particular attention to the following groups:

• Employees

• Workers in the supply chain

• Local communities

• Customers and consumers

Our Expectations

We expect all employees, directors, officers, temporary workers, and interns as well as all third parties linked to our operations, products, or services, including suppliers, contractors, subcontractors, labour providers, agents, brokers, distributors, franchisees, consultants, brand ambassadors, influencers, and business partners to comply with this Policy and applicable laws. Breaches may result in corrective action up to and including termination of employment or contracts, consistent with local law and contractual obligations.

Grievance mechanisms and remediation

All stakeholders have the opportunity to raise questions and/or concerns (anonymously if they choose so) through: internal reporting routes (own manager, People Team, Compliance) or our chosen external whistleblowing provider Spot.

Our mechanisms aim to be legitimate, accessible, predictable, equitable, transparent, rights-compatible and a source of continuous learning, aligned with the UNGP effectiveness criteria .

Our grievance channels are monitored by the People Team and the Procurement team, as relevant. Where concerns raised indicate actual or potential negative human rights impacts, the responsible roles will determine what additional information is needed to understand the issue, including its nature, severity and likelihood. This may include reviewing internal records, engaging relevant business functions, and, where appropriate, contacting the reporting party and other relevant stakeholders. Where it is safe and appropriate, we will seek input from potentially affected stakeholders and rights-holders (or their legitimate representatives) to help validate the facts, understand the impact in context, and inform decisions on prevention, mitigation and, if applicable, remediation. Engagement will be proportionate to the risk and designed to avoid causing further harm or retaliation.

The above individuals further determine how to prioritise and escalate information on actual and potential negative human rights impacts. Where a concern raised is severe and/or highly likely, it is prioritised and escalated. Escalation of concerns involves sharing information upwards to the Executive Team, to ensure that the issue is known to relevant decision-makers, for their input on how to treat the matter or confirmation of the appropriate approach and, if applicable, remediation measures taken.

No reprisal or retaliatory action will be taken against anyone for raising concerns in good faith (or participating in an investigation) under this Policy.

Where a human rights impact has occurred, we will seek to provide or support remedy consistent with our commitments, with the aim of restoring affected individuals, as far as possible, to the state they would have been in had the impact not occurred. Remedies may include corrective actions, apologies, restitution, rehabilitation, and compensation where appropriate, informed by the views and needs of affected rightsholders. Where impacts are linked to business relationships, we will use our leverage to support access to remedies and, where necessary, facilitate access to independent grievances or judicial mechanisms.

Governance, Roles & Distribution

The Executive Team holds ultimate oversight of this Policy and receives periodic updates on material human rights risks and progress.

This policy will be reviewed at least every 2 years (or sooner if there are significant changes to operations, risks, recognised standards) to ensure continuous compliance with the UN Guiding Principles.

The review may include assessing the policy’s effectiveness, updates reflecting evolving best practices, stakeholder feedback and confirmation of alignment with UNGPs, UDHR, and ILO standards.

This policy is made available to stakeholders internally and publicly. The Document Owner is responsible for maintaining this Policy and coordinating implementation across relevant functions including Procurement, Supply Chain, People, Legal, Operations, Sales, Marketing, Sustainability & Compliance.

Board Member Approval: this policy was approved on 1st July 2026 by our Board of Directors.