At year-end, Aciturri’s total STAFF stood at 2,876 people, 229 fewer employees than in the previous year, as the people integrated into the teams of Aciturri Aeroengines, S.L.U., Malichaud Atlantique, S.A.S. and GOAM Industrie were no longer included as of that date.

The search for new talent is structured through Aciturri's Employment Portal, which is unified for all plants with the SuccessFactors (SSFF) platform. The SSFF platform is the main tool used to carry out recruitment processes. In addition, social networks such as LinkedIn and specific email addresses are also used, mainly at the sites in Brazil and Morocco. For certain positions requiring a higher degree of specialization, the collaboration of specialized companies and headhunters is used in the search for candidates.

Another effective method of identifying talent is the Referral Program, which engages the workforce in this process. Furthermore, Aciturri maintains a presence at job fairs and engages in collaborative relationships with educational centers, either by visiting them or receiving visits from the centers at its facilities. These efforts are aimed at enhancing talent attraction.

In France, a collaboration has been established with “France Travail” for the implementation of Operational Preparation for Employment, under which the commitment to make two hires per year is fulfilled. In addition, through this collaboration, the Company also could work with a series of specific tests to recruit potential candidates without viewing the different CVs. To further reinforce talent attraction, the Company participated in several job dating events in the local area.

Aciturri fulfils its commitment to respect trade union, association and collective bargaining rights, based on the legal framework in force at any given time and in each country, all of which is set out in the Company’s Code of Conduct. This Code establishes the principle of protecting collective rights, specifying how relations with the legal representation of employees must be conducted, always based on mutual respect in order to achieve open, transparent and constructive dialogue that makes it possible to consolidate employment stability.

In both Spain and France, national or provincial collective bargaining agreements cover the entire workforce (100%) and are negotiated between social partners and employers’ organizations. The exception is the Vitoria work center, belonging to Alestis Aerospace, S.L.U., which has its own collective agreement, as well as improved conditions beyond those provided for in the applicable collective agreements following the formalization of specific agreements.

Employee representation is present in four of the five companies that comprise Aciturri in Spain²¹. This representation is also present in France and Morocco. The applicable negotiations are carried out in each of these locations, and social dialogue is articulated through these channels. In Brazil, these matters are not applicable.

Specifically, in the case of Aciturri in France, there is a social and economic committee elected for a period of 4 years, composed of an employee delegation representative of the Company's workforce. In the case of Malichaud, there are currently 10 elected full members, one trade union representative, and eight substitutes. A meeting is held on a monthly basis with the elected members, during which information is disseminated to the various participants and to the Company on a range of topics. These negotiations take place on an annual basis with the trade union representative and address various social issues, including salary and gender equality.

During 2025, there was one case of non-compliance relating to HR working time.