Social Information

Disclosures on ESRS S1 Own workforce

General Disclosures

Disclosure Requirement related to ESRS 2 SBM-3 – Material Impacts, Risks and Opportunities and Their Interaction with Strategy and Business Model

Fraport views its own workforce throughout the Group as an important asset for the further development of the business model. The talent, leadership qualities, and commitment of employees are essential to the success of the business. The undertaking’s own workforce includes permanent employees, apprentices, temporary staff, and employees on leave. As an international airport operator, Fraport offers a wide variety of employment opportunities. These range from aviation security assistants and baggage handlers, electricians, mechatronics engineers, and architects to administrative activities in accounting, controlling, and human resources. All of the groups of people described above have an employment relationship with Fraport in accordance with national legislation and practice. The material impacts identified within the DMA may affect all groups of people to varying degrees. Fraport has an influence on these impacts through its own activities as an airport operator. In the area of flight operations and ground services, Fraport coordinates air traffic and manages the handling of aircraft, including their loading, unloading, and refueling. Fraport also provides ground services such as the towing of aircraft, as well as passenger handling, security checks, and baggage handling. In addition, Fraport provides air freight handling, storage, and transportation services, as well as customs clearance in the area of freight and logistics. Fraport is also involved in the construction and development of new airport facilities and leases and manages commercial spaces and real estate at the airport. This includes the management of retail stores and duty-free shops as well as catering facilities.

Fraport is constantly focused on the material positive and negative impacts that arise for its own employees. The importance of employees is emphasized in the Fraport.2030 Group strategy, where “top employer” is defined as one of its strategic priorities. In pursuing this priority, Fraport is aiming to position the Group as one of the best employers in the aviation industry. To support this objective, actions are derived to mitigate the material negative impacts and promote the material positive impacts in the long term.

As part of the DMA process, the material impacts on the undertaking’s own workforce were also examined for non-employees. This includes, in particular, self-employed people and temporary agency staff working in the undertaking. The analysis showed that both the positive and negative impacts also apply to non-employees.

The material negative impacts of Fraport on the undertaking’s own workforce are described briefly below. These impacts arise from the airport operator's business model and are not due to individual incidents. They relate to the identified impacts on occupational health and safety and lack of development paths.

Working conditions on the apron, in the terminals, and in the administrative areas can be both physically and mentally demanding for employees and can endanger their health. In particular, hard manual work in ground handling and exposure to temperature, noise, air pollutants, and dirt can affect employees’ ability to work. Physical labor also increases the likelihood of accidents at work. In addition, employees at airports are exposed to greater risks such as terrorism, accidents, and pandemics, which can be perceived as a stress factor. Further stress can be caused by shift work in ground handling or in the aviation area.

Staff shortages in operational and administrative areas result in increased workloads and more absences due to stress and overwork. In administrative areas, specialized job profiles can be stressful due to the one-sided mental load. The lack of standardized career paths and opportunities for personal development can also affect the motivation of employees.

Fraport also has positive impacts on its own workforce. The high level of employee participation in the undertaking has a positive impact on the workforce. In Germany in particular, where the employee participation requirements are consistently implemented, employees are represented by spokespersons, works councils, youth and apprentice representatives, and trade unions. Although workers’ representatives act in the interests of employees at Group airports, not all groups of people in the Group benefit from this positive impact.

Another positive impact that Fraport has on all groups of people in its own workforce is the undertaking’s commitment to act as an inclusive employer. Fraport is actively committed to promoting diversity and inclusion.

The transition plans to reduce negative impacts on the environment and to implement more environmentally friendly and climate-neutral activities do not have any material impact on the undertaking’s own workforce.

There are no activities in the Fraport Group where there is a significant risk of incidents of child or forced labor.

Through surveys conducted as part of the Fraport Barometer and analyses of activities, Fraport has developed an understanding of how and to what extent its own employees are or may be affected by the negative impacts on occupational health and safety. No particular risk was identified for certain groups of people (for example, young people, women, people with a migrant background).

Impacts, Risks and Opportunities Management

Disclosure Requirement S1-1 – Concepts related to own workforce

In order to counteract the material negative impacts on its own workforce, maximize the potential positive impacts, and manage the associated risks and opportunities, Fraport has developed plans and defined actions.

All groups of people in the Group are taken into account when developing the strategies and actions. Group companies outside Frankfurt have the option of implementing additional programs developed locally. The persons responsible for such programs are the HR managers.

Impacts on Occupational Health and Safety

Fraport has a comprehensive occupational health and safety strategy that is designed to ensure a safe and healthy working environment for all employees. This strategy includes regular training and further education to raise employees’ awareness of health and safety issues and to continuously expand their knowledge in these areas. In addition, modern technologies and equipment are used to minimize potential hazards and prevent accidents at work. Another important element of the strategy is the continuous monitoring and improvement of working conditions through regular inspections and audits. In addition, Fraport promotes open communication and dialog between employees and corporate management in order to identify and address safety concerns at an early stage. The Group companies themselves are responsible for implementing the strategy.

The key principles for Fraport AG and the Group companies can be found in the Group “Occupational Health and Safety” policy. Drawing on the requirements of ISO 45001, the Group policy ensures accountability. The defined guidelines are to be implemented independently by the Managing Directors and supplemented by company-specific rules in internal regulations. This requirement is valid effective immediately for Fraport AG and German Group companies. Taking into account the national laws, the regulation is also an option for desired action for the international Group companies. The strategy is implemented from the top down in terms of the further development of the system but also from the bottom up. The respective top management and the subordinate managers in each Group company are responsible for implementing the strategy. The Chief Occupational Health and Safety Expert and the Chief Company Doctor develop, implement, and monitor health and safety guidelines, coordinate risk mitigation and emergency planning actions, train employees, provide advice and support, and prepare reports to ensure a safe and healthy working environment in the undertaking.

Lack of Development Paths

Fraport recognizes the importance of developing skills and is committed to continuously developing and expanding the skills and qualifications of its employees. This strategy includes continuing education and training programs that cover technical, personal, and professional skills. Fraport invests in specialized training that is tailored to the needs of the different business units and positions. The heads of the HR departments are responsible for implementing the strategy and adapting it to the specific requirements of the respective Group company, as well as for implementing monitoring processes.

Inclusive Employer

Diversity is a key goal for Fraport, which the Group systematically tackles as part of its diversity management. Different cultural backgrounds, religions, gender and inclusion aspects, social origins, sexual orientations, and a mix of ages enrich cooperation and promote innovation and creativity. This enables Fraport to flexibly respond to the changing requirements in the international markets and benefit from them.

The Group agreement “Conduct of Partnership, Diversity, and Equality in the Workplace” forms the platform for principles such as freedom from discrimination and equal opportunities. It applies to the Group companies at the Frankfurt site. The company agreement includes explicit definitions of values as well as specific internal regulations and structures. The Code of Conduct for Employees establishes clear guidelines and principles that govern how all employees in the undertaking work and conduct themselves. The aim of the Code is to create and maintain an ethical, respectful, and responsible working environment.

As far back as 2007, Fraport committed itself to the “Charta der Vielfalt” (Diversity Charter) – an initiative to promote diversity in companies and institutions. As a responsible employer, Fraport is committed to recognizing and promoting individual differences and ensuring that this is reflected in interpersonal interaction. From an organizational perspective, responsibility for diversity is integrated into the "People and Culture" unit of Fraport AG. The team supports the Group companies outside Germany with the local implementation of diversity-related projects. The respective Group companies are responsible for the development, implementation, and monitoring of the actions.

Fraport has no specific policy commitments related to inclusion that go beyond the legal requirements.

Employees can report discrimination incidents via the whistleblower system, which is available online worldwide. Fraport ensures that all complaints are taken seriously and treated confidentially. Employees who report discrimination are protected from reprisals to ensure a safe environment. In addition, targeted training courses are provided to raise employee awareness of the issue of discrimination.

Strong Employee Participation

Fraport promotes the participation and engagement of employees, particularly at the Frankfurt site. The undertaking relies on close cooperation with workers’ representatives and trade unions to ensure that the interests and concerns of the workforce are taken into account. Fraport has not developed a specific strategy for this sustainability matter. The legal requirements pertaining to employee participation are consistently implemented.

Fraport is also committed to involving workers’ representatives in decision-making processes abroad in accordance with the local legal requirements.

The top level of the organization responsible for implementing the strategy is the heads of the HR department.

Principles for Respecting Human Rights and Exercising Human Rights Due Diligence

In its policy statement on human rights, Fraport makes a commitment to the principles of the following internationally recognized human rights frameworks and the standards defined in these frameworks:

• ILO Core Labor Standards (International Labor Organization)
• OECD Guidelines for Multinational Enterprises
• Ten Principles of the UN Global Compact

A binding framework for action has been established for Fraport employees, business partners, and suppliers based on the principles and standards of the aforementioned frameworks. The Fraport Code of Conduct, which defines the undertaking’s social responsibility in relation to the economy, environment, and social affairs, applies to its own workforce. For suppliers the requirements and principles for cooperation are set out in the Fraport Supplier Code of Conduct. Fraport suppliers are obliged to work toward ensuring that all other undertakings (such as subcontractors) involved in the provision of services consistently comply with these standards. In the event of a breach of the standards, suppliers are required to demonstrably remedy the breach. Otherwise, the business relationship may be terminated with immediate effect.

The Fraport Code of Conduct is mandatory for all employees in the Fraport Group. It is a central guideline that defines the ethical principles and standards of conduct for all employees and managers in the undertaking. The purpose of this Code is to ensure that all employees and managers throughout the undertaking act responsibly and with integrity. 

Potential negative impacts on human rights within Fraport´s own workforce can also be reported anonymously via the whistleblower system. Reports made via this system are reviewed and appropriate action is taken where necessary.

The strategies that Fraport has in place in relation to its own workforce are consistent with the relevant, internationally recognized tools, including the United Nations Guiding Principles on Business and Human Rights and the Universal Declaration of Human Rights.

Fraport categorically rejects human trafficking, forced labor, and child labor. These issues are explicitly addressed in the Supplier Code of Conduct and in the Code of Conduct for Fraport employees.

Disclosure Requirement S1-2 – Processes for Engaging with Own Workforce and Workers’ Representatives about Impacts

Employees of Fraport AG are represented by the workers’ representatives and are therefore represented in decision-making process. The workers’ representatives are organized into various committees, which are informed about current issues by the departments or by the Executive Board as required. This enables company decisions to be scrutinized and allows the right of co-determination to be exercised. As a general rule, the workforce is updated on the work of the works council once per quarter. In 2024, there were three information sheets on this subject. The “Policies and Labor Agreements, Labor Law, Works Council Liaison” department at Fraport AG is responsible for cooperation with the works council.

Employees are directly involved in individual projects. During the development of the HRneo strategic program, the employees of Fraport AG and the Group companies at the Frankfurt site were approached directly and encouraged to participate in the sub-projects. A centralized process for consolidating information on inclusion has not yet been implemented at Fraport. Fraport has not concluded a Global Framework Agreement with workers’ representatives related to the respect of human rights of its own workforce.

The employee survey – the Group Barometer, which is conducted every two years – measures employee satisfaction in four areas: “My employer,” “My workplace,” “My team,” and “My manager.” There are not yet any explicit processes in place to assess the effectiveness of cooperation with the undertaking’s own workforce.

Disclosure Requirement S1-3 – Processes to Remediate Negative Impacts and Channels for Own Workforce to Raise Concerns

Fraport itself has several channels that employees can use to share their complaints or concerns. Firstly, the whistleblower system can be used for this purpose. This system is operated by Fraport itself.

Information about irregularities in all Group companies can be submitted anonymously via this online system. It is available 24 hours a day worldwide. The factual content of each report is reviewed, and penalties are initiated, if necessary. The requirements of the Whistleblower Protection Act (Hinweisgeberschutzgesetz) are complied with. In addition, Fraport AG has an ombudswoman, an external, independent lawyer, at its disposal. Employees at the Frankfurt site can also contact an internal representative.

Fraport has not currently implemented any mechanisms to assess the effectiveness of the remedial actions. An explicit grievance procedure to address complaints related to employee matters has not been implemented at Fraport.

The channels available to submit a complaint are listed on the Intranet. Fraport has developed strategies to ensure the highest level of confidentiality and anonymity for whistleblowers in order to comply with legal requirements for the protection of whistleblowers.

Disclosure Requirement S1-4 – Taking Action on Material Impacts on Own Workforce, and Approaches to Mitigating Material Risks and Pursuing Material Opportunities Related to Own Workforce, and Effectiveness of those Actions

Fraport develops actions to mitigate material negative impacts on its own workforce and to promote positive impacts. These actions are implemented consistently and the results are monitored.

Impacts on Occupational Health and Safety

With regard to impacts on occupational health and safety, the Fraport Group focuses its preventive actions in this area on the lasting well-being, ability to work, motivation, and thus productivity of its employees.

At the Frankfurt site, the focus was on mental health, accident prevention, and the avoidance of work-related health risks. Regular health lectures with internal and external speakers and targeted offers for apprentices supplemented the program. Furthermore, it is especially important that occupational safety standards are guaranteed when dealing with hazardous substances, in maintenance, in internal transport and traffic, and during infrastructure construction activities. In addition to basic and recurring training programs focusing on various workplaces for all employees and executives, special driver safety training is offered to employees whose work involves driving. Targeted and temporary actions and prevention projects are intended above all to raise employee awareness of safe conduct in operational areas. The actions are varied and the period of time that they run for is determined by the specific projects, for example, there are actions in the summer on the topic of skin protection and in the winter on the topic of icy conditions.

The Group companies outside Frankfurt provide training courses on relevant occupational health and safety topics and offer health services.

There is no specific time frame for the actions. Their implementation helps to improve occupational safety and mitigate the long-term negative impacts on the undertaking’s own workforce.

Lack of Development Paths

A lack of development prospects reduces employee motivation. For this reason, Fraport is developing a personnel and organizational management system that will accompany its employees from hiring through to retirement. This management system covers aspects such as talent acquisition, development, performance evaluation, remuneration, benefits, and retirement. It is intended to ensure the timely recruitment of outstanding talent through continuous recruitment and employee referral programs, while investing in infrastructure to promote a culture of self-learning. This is the aim of the HRneo strategic program.

In addition to systematic talent management and the Potential Assessment Center, established actions include the Cross Mentoring Program and coaching initiatives within the context of the continuous development of female executives. In addition, there is support for the network of female employees.

Fraport offers various training and development programs for its employees. This includes compulsory training courses, which must be completed regularly by various professional groups in order to keep their knowledge and skills at the level required. Further training opportunities such as software training are also offered, and employees have the opportunity to undertake other further training and education such as a part-time course of study or further technical specifications.

In addition, the undertaking offers career development opportunities and mentoring programs to support career development and promote talent in a targeted way.

The scope of application is initially limited to the Frankfurt site. A Group-wide rollout may follow depending on the results. There is no time frame for the implementation of the actions throughout the Group.

Strong Employee Participation

Fraport actively promotes employee participation through various participation formats such as employee meetings, feedback meetings, and workshops at the Frankfurt site. These platforms offer employees the opportunity to share their opinions and ideas, and to actively help shape the undertaking. Specific actions to further promote employee participation have not been developed.

Inclusive Employer

Inclusion and diversity are important to Fraport. Regular training and awareness programs are conducted to raise employee awareness of discrimination and the importance of diversity and inclusion.

In 2024, Fraport continued its activities to strengthen and utilize diversity in the Group. The focus this year was once again on the issue of discrimination. Seminars were offered to Fraport AG employees to raise awareness about prejudices, racism, and discrimination in everyday life.

A time frame has not been defined for the actions. They are intended to support the promotion of diversity in the Group in the long term.

Fraport tracks the implementation of the actions. The Occupational Medicine Health Services, Prevention and Health Management, and Occupational Safety units report on the progress of the actions to the management of Fraport AG once a quarter. The Group companies themselves are responsible for implementation, monitoring, and reporting.

Fraport develops actions to mitigate material negative impacts on its own workforce as required. If the legal requirements change, actions are defined and implemented accordingly. The planned actions are assessed by technical experts with regard to their effectiveness and costs, and are translated into implementation plans.

Metrics and Targets

Disclosure Requirement S1-5 – Targets Related to Managing Material Negative Impacts, Advancing Positive Impacts, and Managing Material Risks and Opportunities

Preventing accidents at work remains an issue of great importance in the Fraport Group. For the LTIF indicator, which is calculated based on the number of accidents at work (from the first day of absence) in relation to the hours worked (in millions), the objective is to reach a value of 22.5 by 2025. The Group LTIF increased to 22.1 in the 2024 reporting year (previous year: 20.6).

Fraport AG has been working to increase the proportion of women in management positions for many years. This target supports the remediation of the material negative impact “lack of development paths.” The target is to increase the proportion of women in management positions in the Group in Germany, at the first management level below the Executive Board to 30.8% and at the lower management level to 30.2% by the end of 2026. For Fraport AG, the proportion of women in management positions is to be increased accordingly to 31.8% at the first management level and 30.9% at the lower management level.

Group-wide targets taking into account the foreign companies have not been defined. Fraport respects local circumstances and therefore does not impose any quotas based on German law on the foreign Group companies. For the positive material impacts “strong employee participation” and “inclusive employer,” no targets have been set that go beyond the legal requirements.

The targets are defined by the specialist departments in accordance with the legal requirements. They are then presented to the workers’ representatives and communicated to the undertaking’s workforce. The development of the metrics is monitored regularly and reported to the Executive Board. The knowledge gained from this is incorporated into the evaluation of the actions and used to inform their further development.

Disclosure Requirement S1-6 – Characteristics of the Undertaking’s Employees

The total number of employees includes permanent employees, temporary employees, employees on leave, and apprentices. It is recorded as the head count at the end of the month. The monthly figures are used to calculate an average at the end of the year. In the reporting year, the total number of employees in the Fraport Group was 20,591. The financial report includes the groups of permanent employees and temporary employees. The average number of employees was 19,001 (see also the “Employees” chapter).

The employee turnover was calculated as the total number of employees who left voluntarily or due to dismissal, retirement, or death in relation to the total number of employees.

Disclosure Requirement S1-8 – Collective Bargaining Coverage and Social Dialogue

In the reporting year, the percentage of all employees in the Fraport Group covered by collective agreements amounted to 89.7 %.

Disclosure Requirement S1-9 – Diversity Metrics

For the disclosure of the gender distribution, levels 1 and 2 below the Executive Board were considered as well as the management boards and the management level below them at the German Group companies. For reporting purposes, executives who report directly to the Executive Board are categorized as level 1. Executives who report to this first level of management are categorized as level 2. Regarding the Group companies in Germany, the levels of management are categorized based on comparable positions at Fraport AG.

The following section contains the information in accordance with the German Second Management Positions Act (FüPoG II): As at December 31, 2024, the proportion of women in management positions at the first management level below the Group’s Executive Board increased to 28.6% in Germany (previous year: 24.4%). On the management level below this, the share of women in management positions was 33.3% (previous year: 33.9%). At Fraport AG, the ratio of women in management positions on the first level of management amounted to 26.3% and on the second management level to 31.9% in the reporting period and was thus above the respective previous year’s figures (previous year: 23.8% and 31.8%, respectively).

The following table provides an overview of the age structure in the Fraport Group.

Disclosure Requirement S1-12 – Persons with Disabilities

To calculate the percentage of persons with disabilities, Fraport records the number of employees with disabilities according to the respective legal definitions of the individual countries and compares this figure against the total number of employees. The legal definitions of health impairments vary from country to country, making it difficult to compare the data within the Group, even if the circumstances are similar. Since this metric is also considered at the level of the respective companies, this inaccuracy is accepted in Group-wide reporting.

Disclosure Requirement S1-13 – Training and Skills Development Metrics

Disclosure Requirement S1-14 – Health and Safety Metrics

Disclosure Requirement S1-16 – Remuneration Metrics (Pay Gap and Total Remuneration)

The gender pay gap, which is defined as the difference between the average income of female and male employees, is 10.1% in the Fraport Group. The percentage is calculated as the difference between the average gross hourly pay of male employees minus the gross hourly pay of female employees, in relation to the average income of male employees. The gross hourly wage includes all components of remuneration, including social security contributions, unemployment insurance, health insurance, long-term care insurance, bonuses, and special payments. All employees in the Group were taken into account when calculating the pay gap.

Disclosure Requirement S1-17– Incidents, Complaints and Severe Human Rights Impacts

There were six reported cases of discrimination in the reporting period. There were no confirmed violations. A total of 138 complaints were received via channels through which company employees can raise concerns.

In 2024, there were no material fines, penalties, or compensation payments in connection with incidents and complaints related to discrimination, including harassment. For reasons of materiality, this amount is not reported separately in the consolidated financial statements. There were no severe human rights incidents, such as forced labor, human trafficking, or child labor, in relation to the undertaking’s own workforce. There were no violations of the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, or the OECD Guidelines for Multinational Enterprises.

Disclosures on ESRS S3 Affected Communities

General Disclosures

Disclosure Requirement Related to ESRS 2 SBM-2 – Interests and Views of Stakeholders

One of the most important stakeholders for Fraport is the communities near the respective Group airports. By considering their interests, Fraport aims to develop an understanding of the needs in relation to sustainability issues. Fraport has a broad network of institutionalized, structured communication media to promote dialog and a regular exchange of views with stakeholders, including conducting regular surveys and operating systematic feedback management. These various formats are used to communicate with local authorities and citizens on airport-related topics.

Disclosure Requirement Related to ESRS 2 SBM-3 – Material Impacts, Risks and Opportunities and their Interaction with Strategy and Business Model

As an airport operator, Fraport is firmly anchored in the respective regions and plays an important role in the local economy and society. The airports operated by Fraport have a wide range of impacts on the surrounding communities, which include both positive and negative aspects.

On the positive side, the airports in the Fraport Group help to maintain and increase the appeal of the regions as a travel destination. This supports local businesses, hotels, restaurants, and cultural institutions. The presence of an airport can also encourage the establishment of new businesses, which creates jobs and stimulates general economic activity in the region.

A supporting, positive aspect is the improvement of airport infrastructure. The construction and expansion of airports often requires major investment in roads, rail, and public transport, which improves accessibility and mobility for those living in the region. This, too, can help to stimulate general economic activity in the region.

On the other hand, there are also negative impacts. One material negative impact is the increased noise and environmental pollution caused by air traffic. Another negative factor is the underlying risk of terror attacks that airports are exposed to as potential targets. Although security measures are constantly being improved, a residual risk remains and can affect the confidence of the population.

Fraport is an international company that operates a large number of airports around the world. The impacts of the airports operated are mainly limited to the immediate geographical regions around the respective airport sites. This means that both the positive and negative impacts primarily affect the directly neighboring communities and are of little significance to areas further away and their residents. The exposure to negative impacts is related solely to the respective geographical location and not to specific characteristics of the communities. The impacts of business activities conducted by Fraport on communities along and at the ends of the value chain are irrelevant.

Indigenous peoples close to Fraport sites are not affected by material positive or negative impacts. This is because airports are usually located in urban or densely populated areas. Indigenous communities, on the other hand, often live in more remote or less developed regions.

The material negative impacts of the Group airports on the surrounding communities affect the areas neighboring the respective sites. There is no targeted, individual concentration of impacts on specific areas or population groups.

The socio-economic contribution made in the regions is generated through interaction across the entire value chain. The expansion and development of airports increases capacity and attracts additional passenger and freight traffic. This stimulates economic growth in the regions, cities, and municipalities around the airports in the areas of construction, transport, and logistics, and later also in tourism and trade. In addition, airports provide services of general interest. By connecting countries and continents, they promote cultural exchange and understanding.

The extent to which communities are affected by aircraft noise depends on the flight routes. These, in turn, are determined by the geographical situation and the current weather situation or the wind direction. In principle, the aim of local air traffic controllers is to reduce noise and to route flights in such a way that as few residents as possible are affected. They are bound by local legal regulations and ordinances, such as those of the EU and ICAO. These regulations and ordinances form the framework for process planning.

No material risks and opportunities arise for Fraport from the effects and dependencies in related to the affected communities.

Impacts, risks and opportunities management

Disclosure Requirement S3-1 – Concepts related to Affected Communities

The strategies adopted to manage material impacts on affected communities are designed to take account of the specific needs and challenges of the regions in which Fraport operates its airports. The respective focus of the actions may vary depending on the regional circumstances. Nevertheless, they address the affected communities.

Economic factor

The new Fraport.2030 Group strategy targets financially successful, resilient, stable, and profitable growth and the expansion of international business within the scope of the “growth and sustainability” priority. This also includes targeted investment in airport infrastructure and, as a result, job creation. Fraport Executive Board is responsible for implementing the Group strategy. Regular updates and reports ensure that actions are monitored and implemented in a targeted manner.

Terror attacks

Security is the key requirement for air traffic. This principle applies equally to passenger traffic and air freight. Proximity to airports poses a residual risk that people may be affected by accidents or terror attacks. Security management has therefore always been a top priority for Fraport at all sites. Fraport has established a Group-wide comprehensive preventive Safety Management System and Airport Security Management, including inspection measures. The Group companies are independently responsible for the specific design and implementation.

Airport safety

This area encompasses both security and safety: safety refers to the operational safety of the overall airport as well as the safety within the airport site. Security is understood in terms of defending against terrorist threats and protecting civil aviation. For all operational processes, this focuses on safeguarding the safety and security of persons at Fraport airports.

Safety

Group airports in Europe are obliged to operate a Safety Management System (SMS). The EASA Safety Manager follows the guidelines of the European Aviation Safety Agency (EASA) and enjoys a direct reporting right to the Executive Board.

The SMS focuses on the safety of airport operations. The SMS takes into account all the risks – technical, organizational, or human – that may affect them. The SMS coordinates security measures in daily operations. It records safety-related events and is able to detect vulnerabilities. The objective is for all parties involved in air travel to implement the requirements contained in the SMS of Fraport AG. Airport employees can submit safety-related reports to the SMS. In addition, anyone with access to the airside areas (apron and runway) must regularly complete safety training. Across the Group, responsibility for implementing the respective SMS lies with the relevant safety managers.

Security

Both international and European regulations contain guidelines on the structural design of airport infrastructure to prevent attacks such as sabotage or terrorist activities.

In Germany, the German Aviation Security Act (LuftSiG) regulates the passenger and baggage controls as well as personnel and goods checks for access to the security areas. In addition, the LuftSiG defines the access and approach controls to airside areas as being within the direct responsibility of the airport operator. The international Group companies are subject to the relevant local legislation. An explicit concept that goes beyond the legal requirements does not currently exist. The legal regulations contain strict, specific requirements, which are implemented in corresponding security policies and supported by appropriate actions.

Noise emissions affecting residents

Noise pollution is a negative impact of any airport on people in the immediate vicinity. The Group airports have implemented appropriate noise protection measures and monitoring systems.

At Frankfurt Airport, aircraft noise pollution was assessed as part of the planning approval process for the expansion. The decision includes a number of provisions on limiting noise pollution, and noise pollution is monitored annually to ensure compliance. In addition, active noise abatement programs have been implemented. With these noise abatement actions, Fraport seeks to create a balance between mobility services at the airport and economic success on the one hand and the quality of life around the airport on the other. The target is to keep aircraft noise pollution as low as possible despite the increase in air traffic.

Internationally, measurement obligations and the perceived impact vary greatly, but are generally much less pronounced. New, ever-quieter types of aircraft are countering the expected growth in traffic. National and local regulations concerning noise protection apply at the Group sites. There were no known violations of these regulations in the reporting year.

Human Rights

Fraport firmly rejects all forms of forced labor, as well as all forms of slavery and slave-like practices, servitude, and other forms of domination or oppression in the working environment.

Fraport is committed to international codes of conduct and strives to comply with them. These include in particular the UN Guiding Principles on Business and Human Rights (UN Global Compact), the Universal Declaration of Human Rights, the OECD Guidelines for Multinational Enterprises, and the ILO Declaration on Fundamental Principles and Rights at Work. This commitment concerns respect for the human rights of communities and, in particular, the human rights of indigenous peoples.

These requirements have been laid down in the Fraport Code of Conduct and the Supplier Code of Conduct. All employees and contractual partners of the Fraport Group are obliged to comply with these requirements.

As a responsible member of the region, Fraport attaches great importance to the neighborhood dialog maintained with the surrounding cities and municipalities affected by aircraft noise. Violations can be reported anonymously via the whistleblower system that is freely accessible worldwide via https://www.fraport.com/en/our-group/about-us/compliance/whistleblower-systems.html.

The strategies described above for managing impacts on affected communities are in line with the UN Guiding Principles on Business and Human Rights (UN Global Compact), the Universal Declaration of Human Rights, the OECD Guidelines for Multinational Enterprises, and the ILO Declaration on Fundamental Principles and Rights at Work.

There are no known cases of non-compliance in the undertaking’s own activities or in the upstream and downstream value chain for the 2024 fiscal year.

Disclosure Requirement S3-2 – Processes for Engaging with Affected Communities About Impacts

Fraport has a range of institutionalized, structured communication media to promote dialog and a regular exchange of views with affected communities or their legitimate representatives directly or with credible proxies, including the neighborhood dialog at the Frankfurt site. The local representatives of the affected communities are involved in decision-making processes within the scope of regular exchange formats and as needed, as well as via the stakeholder survey, which takes place every three to five years. The Corporate Development and Sustainability central unit of Fraport AG coordinates the Group-wide respect of human rights. The Group companies themselves bear operational responsibility for engagement. The most senior position that holds operational responsibility for the issue is the respective managing director or the Executive Board.

The effectiveness of cooperation between Fraport and the affected communities is not currently measured. For further information, see the “General information ESRS 2, SBM-2 – Interests and views of stakeholders” chapter.

Disclosure Requirement S3-3 – Processes to Remediate Negative Impacts and Channels for Affected Communities to Raise Concerns

Terror Attacks

Fraport must continually address the ever-present threat of being selected as a potential target for terror attacks. This underlying threat requires a high level of vigilance and the implementation of comprehensive security measures to protect travelers, staff, and the surrounding cities and communities, as well as infrastructure. For this reason, the security control center at the airport is in constant contact with all relevant control centers in the surrounding area. Due to the unpredictability of such threats and the low probability of a terror attack occurring (0.000005%), there are no standardized communication channels with the potentially affected communities.

Airport Safety

At the international Group airports, the security requirements of each respective country as well as international standards for safety and security management are in effect. It is the responsibility of the local Group companies to implement and comply with these requirements. They include, among other things, a Safety Management System and access controls when entering the security area.

Safety

As a central reporting and alarm point for security matters, Fraport AG operates a security control center at Frankfurt Airport, which activates the emergency and crisis management, if required. The airport fire department, medical services, ambulance service, and the security services then coordinate operations on site. A crisis unit commences operation in the “Emergency Response and Information Center” (ERIC). It coordinates and executes all measures that require a concerted approach at the site beyond any routine damage and risk prevention. If necessary, the Fraport Emergency Team, consisting of volunteer employees of Fraport AG and the Group companies at the Frankfurt site, is deployed, which takes care of passengers, greeters, and relatives on site.

The contingency plan for Frankfurt Airport “FRA Not” documents which preparations have been made for various emergency scenarios and defines procedures to minimize the impact. ICAO and EASA prescribe regular exercises to be carried out by the respective airport operating company at the Group airports to train for the handling of emergencies and other security-related scenarios. Such exercises have no impact on flight operations. The results are used for further education and training.

Noise Emissions Affecting Residents

Noise pollution is another material negative impact affecting the cities and communities adjacent to the Group airports.

Active noise abatement actions directly reduce noise at the source, for example through noise-reducing operating concepts and takeoff or landing procedures. These measures include establishing a “Ground Based Augmentation System” (GBAS) navigation system, which enables a steeper angle of approach of 3.2 degrees for all runways in Frankfurt.

With the so-called noise abatement model in Frankfurt, in both off-peak periods at night, individual takeoff and landing runways are alternately not used, enabling the local nighttime six-hour quiet period to be increased by one hour. In addition, Fraport AG charges noise-related charges for takeoffs and landings. The use of modern, quieter aircraft is rewarded by the Noise Rating Index (NRI). Fraport is thus providing further economic incentives for airlines to take off or land in Frankfurt using quieter aircraft.

Affected communities can raise their concerns regarding the negative impacts of airport operations either via the whistleblower system provided by Fraport or, in the specific case of noise pollution, via the complaint pages of the respective Group companies.

The Legal Affairs and Compliance central unit of Fraport AG is responsible for the Group-wide operation of the whistleblower system. The Aviation strategic business unit is responsible for complaint management in relation to noise pollution in Frankfurt. The international Group companies operate their own complaint management portals.

The whistleblower system and the contact form on the Fraport aircraft noise page are publicly accessible and have clear, known processes. The concerns and complaints reported in relation to noise pollution are reviewed by the responsible specialist department. The impetus gained from these processes, among other things, is then used for the further development of actions that address the issue of aircraft noise.

Disclosure Requirement S3-4 – Taking Action on Material Impacts on Affected Communities, and Approaches to Managing Material Risks and Pursuing Material Opportunities Related to Affected Communities, and Effectiveness of Those Actions

Terror Attacks

All countries in which Fraport is active belong to the International Civil Aviation Organization (ICAO) and have contractually committed to comply with the organization’s safety standards and recommended practices for airports. In contrast to most ICAO member states, German law allocates passenger and baggage checks to government authorities, whereas in other countries this is usually the responsibility of the airports.

Fraport develops actions to maintain high security standards in accordance with the concession conditions at international airports and in close cooperation with the competent authorities.

At the Frankfurt site, Fraport AG is responsible for the implementation of security services and passenger controls. This enables greater progress to be made with control and quality management, and as a result processes can be made more flexible and efficient.

Noise Emissions Affecting Residents

The aircraft noise pollution in the area around the airport at the Frankfurt site is continuously monitored. Aircraft noise monitoring is also implemented at the Group airports. At the Group airport in Lima, a committee has also been set up to combat aircraft noise, involving airlines as well as national and local government agencies.

In order to keep noise pollution to a minimum, Fraport works towards measures that reduce it. Fraport AG collaborates with the region affected by aircraft noise, representatives of the state government, and other members of the aviation industry in two committees.

The Aircraft Noise Commission (FLK) is a legally appointed body that advises the Hessian Ministry of Economics, Energy, Transport and Housing (HMWEVW), the German Air Traffic Control (Deutsche Flugsicherung, DFS), and the Federal Supervisory Office for Air Traffic Control (BAF) on noise abatement actions due to flights and air pollution resulting from aircraft exhaust gases. Fraport AG regularly reports the evaluations of the aircraft noise measurements and results of simulation calculations on aircraft noise pollution to the supervisory authority and the FLK and publishes its findings on the website (www.fraport.com).

The Airport and Region Forum (FFR) is a body of the Hessian State Chancellery. The key task of the FFR is to foster dialog between the region and the aviation industry and to discuss the effects of air traffic, with a particular focus on the Rhine-Main region. The FFR includes the “Active Noise Abatement” expert group, which advises on measures to reduce aircraft noise.

The Fraport Noise Monitoring “FRA.NoM” shows currently measured noise levels at the stationary aircraft noise measurement points of Fraport AG and identifies recognized flight noise from the last three months. It also reports the approaches and takeoffs at Frankfurt Airport as well as their effect on the noise levels in real time. The information system for aircraft noise issues, FRA.Map, available online, allows interested parties to find information for their location or place of residence on an interactive map. The system also shows the protection zones in the noise protection area.

Fraport is constantly striving to increase its own positive contribution to the regions adjacent to Group airports. This includes negotiations with airlines to offer new destinations and higher frequencies. This promotes the movement of people and goods in the regions, thereby stimulating economic growth.

In the Rhine-Main region and at many sites belonging to the international Group companies, regions close to the airport also benefit from the donations made and sponsorship activities undertaken by the Group companies independently. Such activities focus on local projects in particular, such as in the areas of child support, environmental protection, and sports.

The actions and initiatives described aim to increase the material positive impacts on the affected communities and limit or eliminate the material negative impacts. The actions taken in relation to the prevention of terror attacks at airports are regulated by national and international regulations. Actions to reduce noise pollution in Frankfurt are also subject to legal regulations. A systematic evaluation of the effectiveness of the actions taken is not currently carried out.

Fraport has particular expertise in the planning, construction, development, and modernization of airports. The areas required for this purpose are used within the framework of concessions and returned to the grantor at the end of the contractual period. Therefore, Fraport does not take any actions in connection with the acquisition, planning, and development of land and the operation or closure of areas.

No materials risks and opportunities have been identified in relation to the affected communities.

The Fraport business model does not include any references to planning, land acquisition and exploitation, finance, extraction or production of raw materials. Therefore, no actions are developed and implemented in this context. Actions to mitigate negative impacts related to the use of natural resources and environmental impacts are described in chapters E1 and E2.

No severe human rights issues or incidents connected to affected communities were reported in the reporting year.

The Aviation strategic business unit, the Corporate Communications central unit and Corporate Development and Sustainability central unit at the Frankfurt site, and the respective Group companies at the international sites are responsible for monitoring material impacts on affected communities.

Financial resources for the management of material impacts and the implementation of derived actions are budgeted as part of the extended annual planning, which covers a period of ten years.

Metrics and Targets

Disclosure Requirement S3-5 – Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities

In Frankfurt, the aim is to keep the aircraft noise pollution in the region significantly below the figure of a LOG noise area determined in the 2007 planning decision below a forecasted figure of 22,193 ha. Compliance with the target will be verified as part of the annual EMAS certification process.

Fraport has not set any specific time-bound and outcome-oriented targets with regard to the management of impacts on affected communities. There are currently no legal provisions requiring the setting of such targets and deadlines. However, the material impacts are observed for strategic reasons. This is to ensure that potential negative impacts can be identified and addressed at an early stage.