The annual employee engagement survey serves as our psychosocial workplace risk assessment. A subset of the items in the engagement survey makes sure to capture the employees’ assessment of the above-mentioned psychosocial job factors: influence, recognition, meaning, social support, predictability and balanced demands.

The purpose of the system is to provide line managers and employees with an overview of areas that may require action, and it is emphasised that follow-up dialogues are crucial for gaining a proper understanding of the underlying factors behind the results. Line managers and leaders are expected to utilise the engagement survey follow-up dialogues to engage with their employees to understand their needs and assessments of the psychosocial work environment.

At Novo Nordisk we utilise a range of tools and methods to create a dialogue about results of the engagement survey and to facilitate shared sense-making of the key issues in the work environment experienced by employees in their specific local context. The tools and methods are collected into a playbook for all managers and translated into 11 languages. The adoption of a bottom-up approach to identifying and mitigating psychosocial risk factors in the work environment is a fundamental element in our efforts to promote a healthy and engaging workplace, as well as to prevent stress and enhance mental well-being.

The tools are self-explanatory. However, specific training and follow-up guidance with focus on mental well-being, psychosocial factors and roles and responsibilities is offered to all managers, HR business partners, HS responsibles and employee elected HS representatives.

An integral part of the engagement survey is a measure on self-perceived symptoms of stress. In the survey, stress is defined as a state where the employee feels tense, restless, nervous or troubled, or unable to sleep at night due to thoughts about their problems.

We continuously monitor how the share of employees reporting symptoms of stress develop. To improve mental health and well-being we set targets at EVP-level to reduce the share of employees reporting symptoms of stress by 10% year on year. If e.g. an EVP-area has 12% employees reporting symptoms of stress, the target for the following year would be 10.8%.

Employees responding that they experienced symptoms of stress increased slightly by 0.2% to 14.0% in 2025 (compared to 13.8% in 2024), hence the target of 10% annual improvement has not been met at company level despite slight reduction in stress levels across most EVP areas.

Since 2023, a global Mental Well-being Delivery Model, targeting areas with high stress levels, has been implemented. Eligible business areas are offered customised training and interventions by our internal Organisational Psychologists. In 2025, organisational restructuring affected the implementation of the model. Consequently, only 7 out of 29 large business units accepted the offer and engaged in extensive activities to address root causes of stress. The interventions in these 7 business units impacted more than 1,300 employees. This preventive approach focuses on organisational psychosocial risk factors and leadership accountability, with particular attention to job design and workplace relationships.

Novo Nordisk offers global training modules on mental well-being and stress management to all leaders and line managers throughout the organisation. These modules are also available to HR business partners, Health & Safety professionals, and employee elected Health & Safety representatives across the organisation. In addition, mental well-being training is provided globally to a network of volunteer employee health ambassadors.

Customized training modules for line managers and leaders on supporting mental well-being during organisational change were also offered in connection with the 2025 company restructure.

In 2025, 283 out of 8,238 line managers and leaders participated in the training modules on mental well-being and stress management. In addition, all 534 Health and Safety representatives have completed training on these topics, reflecting the mandatory requirement for this role.

Starting April 1, 2026, a new onboarding program was initiatied. Our goal is for all new line managers and leaders to complete the training module “Leading mental well-being at work” as part of this onboarding. As of June 1, 2026, 114 out of 288 new line managers and leaders have completed the training. The new leaders have 3 months to begin the onboarding program.

Furthermore, in 2025, Novo Nordisk’s internal organisational psychologists delivered 62 presentations and workshops on mental well-being for 2,639 line managers, leaders, and employees.

We collaborate with leading academic institutions, including the Harvard School of Public Health and the University of Sheffield, to strengthen our understanding of mental well-being in the workplace. Through these partnerships, we share insights and practical experience from Novo Nordisk and contribute to the exchange of knowledge and best practices across sectors.

This collaboration also resulted in Novo Nordisk contributing as co-authors to the book Designing, Implementing and Evaluating Sustainable Interventions in Organizations: The How-To of Improving Worker Health and Well-being, published by Oxford University Press in October 2025. The publication helps bridge academic research and practical application by highlighting evidence-based approaches to improving mental health and well-being at work.

By engaging with academic partners, we continue to strengthen our own practices while contributing to the broader global dialogue on workplace mental well-being.

To stay up to date with current knowledge and initiatives and to share best practices, Novo Nordisk participates in a range of external arenas and contributes best practices.

We are proud to be active core group members in the global Vision Zero counsel - an ILO supported initiative, which aims to eliminate work-related injuries and promote a culture of safety and mental well-being within the workplace. We are happy to share our practices and in 2024, we were honoured to receive the International ORP Recognition for “our effective management of work-related stress as well as our readiness to share these both at national and international level.”

We have contributed to the World Economic Forum 2025 Insights Report where Novo Nordisk is described as a case study in Thriving Workplaces: How Employers through mental wellbeing efforts can Improve Productivity and Change Lives.

In connection with the 2025 World EXPO, Novo Nordisk collaborated with the Global Initiative for Safety, Health, and Well-being (GISHW) and participated in a speaking engagement at a GISHW event during the EXPO. At GISHW’s request, Novo Nordisk also contributed an article on how the company supports mental well-being, which was published in the Japanese industrial newspaper Nikkan Kogyo Shimbun in February 2026.

Employees at Novo Nordisk have access to a range of well-being services designed to support their mental health and overall well-being. These include Employee Assistance Programmes (EAPs), available to all employees globally and adapted to local needs and preferences, including confidential support hotlines in local languages and consideration of local cultural contexts, as well as counselling services, and resources that promote work-life balance. Together, these services aim to strengthen employee mental health, support overall well-being, and facilitate access to appropriate care and resources.

In addition to our structured approach to supporting a healthy psychosocial work environment and providing access to mental health services, Novo Nordisk raises awareness of mental health through its annual, enterprise-wide Novohealth Week, held each May. Novohealth Week features daily lectures, podcasts, and employee communications focused on physical and mental health, including contributions from external speakers, employee testimonials, and personal stories. In 2026, 5,671 employees signed up to participate.

Novo Nordisk also marks World Mental Health Day by providing mental well-being resources to support team dialogue and raise awareness. To maintain focus throughout the year, we share regular mental well-being communications through Viva Engage, an internal platform for information sharing, inspiration, and connection across the global organisation.

Novo Nordisk recognises that individual development and career progression contribute to employee engagement, capability building, and mental well-being, while also supporting innovation and long-term business resilience. Accordingly, every employee has an Individual Development Plan (IDP) - a structured framework for development priorities and career aspirations - which is reviewed regularly with their line manager.

Novo Nordisk’s position on flexible working emphasises the importance of adaptability and work-life balance throughout the employee life cycle. We recognize that flexible working arrangements can enhance employee well-being, productivity, and job satisfaction across their employment journey.

As part of our policy, Novo Nordisk supports various flexible work options, including remote work, flexible hours, and hybrid models, allowing employees to tailor their work arrangements to meet personal and professional needs. Where an employee requires adjusted or reduced working hours due to mental health conditions or other disorders, Novo Nordisk applies a formal process to facilitate this, in line with NN Way and the 10 essentials. This supports employees’ recovery and continued contribution with work arrangements tailored to the support required.

To further support flexibility, inclusion and a sustainable return to work, global leadership guidelines have been developed in close collaboration with the Global functional area for Diversity, Equity, Inclusion and Belonging. Together with return-to-work training for line managers, these guidelines are designed to build capabilities among leaders, line managers, and HR professionals to support employees returning to work from prolonged absence, including where individual needs relate to specific conditions, disease groups or neurodiversity.

In 2025, we launched an enterprise-wide awareness campaign on psychological safety, highlighting that psychological safety — where individuals feel safe to express their thoughts, ideas, and concerns without fear of judgement — is a foundational element of a mentally healthy workplace.

Novo Nordisk’s anti-harassment policy is closely linked to psychological safety and mental well-being, reflecting our commitment to creating a work environment where every employee feels safe, respected, and valued. This also aligns with our DEIB approach: when diversity is respected, equity is advanced, inclusion is actively practised, and belonging is fostered, employees are more likely to experience psychological safety, supporting mental well-being across the organisation.

Our policy is designed to prevent all forms of harassment, discrimination, and bullying, all of which can undermine psychological safety and negatively affect mental health. By promoting a culture of zero tolerance towards harassment, we support open communication and trust across the organisation and empower employees to speak up without fear of retaliation or judgement. This supportive environment is essential to psychological safety, enabling individuals to share ideas, raise concerns, ask questions, and provide feedback freely.

We address these themes regularly through awareness initiatives and by marking relevant awareness days, helping to reinforce learning and maintain focus on mental well-being and respectful behaviour in everyday work.

The anti-harassment policy is an important part of Novo Nordisk’s broader well-being efforts. It supports a respectful workplace environment where employees can thrive both personally and professionally. By prioritising anti-harassment measures, we help safeguard individuals, strengthen team dynamics and overall workplace morale, contributing to a healthier organisational culture.

In 2025, we have implemented a tool for psychosocial risk assessment of organisational changes and guidance on actions to prevent and mitigate stress.

We recognize that financial well-being plays an important role in employees’ overall experience of well-being. Accordingly, Novo Nordisk is committed to fair pay as a key supporting element. In addition, we provide financial advisory services for all employees through EAP’s.

Novo Nordisk supports employees throughout the full employee life cycle, with well-being measures adapted to local contexts and individual needs. Mental health awareness and support are embedded across key moments in the employee journey, from onboarding to significant life events.