We build responsible relationships - Biedronka Sustainability Report 2024

We buildresponsible relationships

Our employees

ESRS	Materiality	Commitments for 2024-2026 – Social (Own workforce)	Progress in the execution in 2024
ESRS S1-5	M	Promote respect for human and labour rights, by:
		ensuring a training module on the Code of Conduct available to 100% of employees;	An e-learning training module on the Group's Code of Conduct has been launched for Poland, which is mandatory for all employees.
		ensuring a global training programme on human and labour rights available to 100% of managers;	An e-learning training module on human and labour rights was developed and a pilot was conducted to test the course contents.
		implementing the Jeronimo Martins Group's internal policy and process of prevention and compliance with labour rights, reflecting the Labour Fundamentals Guidelines in place.	A preliminary diagnosis of the Group's compliance levels with the requirements of a formal human rights due diligence process was conducted by an external entity.
ESRS S1-5	M	Strengthen the promotion of gender equality across the Group, by:
		a global diagnosis of HR practices to identify any gender inequalities that may exist and work on the identified improvement opportunities;	A global diagnosis was carried out with a focus on indicators of gender representativeness and human resources practices, focused on identifying possible inequalities in the opportunities offered to women and men throughout the various stages of the employee's life cycle. For 2025, we plan to define next steps of action.
		ensuring a gender pay ratio variation of +/- 3% compared to the parity ratio (100%), globally and by country¹;	In 2024, at Biedronka the gender pay ratio was 98.1%, which is within the target range of ±3%.
		ensuring that a global training programme on unconscious bias is available to 100% of managers.	An e-learning training module on discrimination and harassment in the workplace has been developed, which includes content on unconscious bias and on how to identify and mitigate it. A pilot has been conducted to test the course contents. In addition, other mechanisms for introducing these contents into global training tools and programmes are being evaluated.
ESRS S1-5	M	Reinforce leadership capabilities in future generations and stimulate knowledge transfer, by:
		organising at least four yearly global sessions with senior experts, available to all young talent population;	In 2024 we developed the JM Talks concept, which are sessions made to inspire and share business knowledge between experienced and junior leaders of the Group. Two sessions took place at a global level, where 547 young leaders participated.
		promoting a global Jerónimo Martins experience for the young talent population, with the definition of a new global trainee policy;	In 2024, the new global policy for young talents was defined, which aims to establish the guidelines for each country to provide a common experience on the main programmes (such as the Trainee Programme). This policy is expected to be internally published in 2025.
		ensuring that 90% of managers take part in at least one leadership development initiative by the end of 2026;	In 2024, 55.5% of Biedronka's managers participated in at least one leadership development initiative, which include management and leadership training, assessment programmes, coaching and mentoring, among others.
		embedding the Group's values and associated behaviours in people management processes with at least two global processes reviewed and 100% of eligible employees impacted;	The performance management process was revised, now encompassing the Group's values and behaviours' evaluation. This change will be reflected in the 2024 performance cycle, which culminates in the first quarter of 2025, with the self-evaluation and evaluation by manager stages. As part of the onboarding process, a mandatory e-learning was included for all employees admitted to headquarters' roles in Poland.
		implementing a mechanism to measure leadership impact in the Group	A new Group-wide employee engagement survey will be launched in 2025, which includes, among other aspects, leadership-related questions.
ESRS S1-5	M	Strengthen our recognition mechanisms and promote greater transparency about compensation, by:
		ensuring at least one recognition mechanism that values behaviours in all companies (evolving existing ones or implementing new recognition mechanisms), covering 100% of employees by 2026;	All the Group's companies continue to work to ensure compliance with this commitment. The 2024 performance cycle, where values and behaviours' evaluation were included, was the basis for the calculation of the annual performance bonuses of all eligible employees.
		the total compensation package statement (including fixed and variable remuneration and benefits) available to 100% of employees by 2026.	The Group is assessing the feasibility of the timetable set for this commitment based on the priorities for implementing technological solutions.
ESRS S1-5	N-M	Inclusive employment and social inclusion
ESRS S1-5	N-M	Increase the number of employees in our workforce at a disadvantaged position in accessing the labour market (people with disabilities and/or impairments, refugees and migrants or people at social risk) and contribute positively to increasing social inclusion awareness within and outside the Group, promoting at least four yearly forums to share good practices in this scope².	At the end of 2024, the number of employees at a disadvantage in accessing the labour market corresponded to 6.3% of Biedronka's population. The result obtained in the first year of monitoring of this commitment will serve as a basis for comparison for the following reporting cycles, in order to determine the increase in the number of employees at a disadvantage when it comes to accessing the labour market. 54 actions were organised to share good practices with companies, schools, foundations and institutions locally and internationally.
ESRS S1-5	M	Reinforce our internal development and mobility opportunities, increasing their attractiveness and effectiveness, by:
		creating personal development plans for at least 95% of eligible managers;	In Biedronka 89.6% of eligible managers defined personal development plans. At the Group level the percentage was 95.3%.
		evolving the personal development plan definition process, aligning it with individual and business needs and ensuring close follow-up (from line managers and HR) for managers in the talent pool;	The personal development plans (PDP) process now includes moments dedicated to reflection and monitoring of its degree of execution, during Get Feedback sessions (midway through the performance cycle) and during the self-evaluation and evaluation process, which allows ongoing adjustment of activities to the needs of the employee and the business.
		ensuring that 100% of eligible internal vacancies are published and increasing the average number of applications per vacancy;	In 2024, Biedronka ensured the internal posting of 73.2% eligible vacancies that were published externally, with an average of 0.9 internal applications per vacancy registered.
		implementing a global referral programme.	A global internal referral policy for the Information Technology department is in place.
ESRS S1-5	M	Foster safe working conditions, by:
ESRS S1-5	M	decreasing the current frequency index and severity index to 12.00 and 0.29, respectively.	In 2024, in Biedronka, the frequency index was 6.58 (a decrease of 0.87 compared to 2023). The severity index in Biedronka was 0.32, in line with the severity index observed in 2023.
ESRS S1	M	Promote a flexible and healthy work environment across the Group, by:
		piloting at least one measure in the scope of new ways of working and/or hiring;	In 2024, Biedronka tested new measures to promote flexibility in ways of working and hiring. Biedronka has implemented the Tikrow solution, a platform that allows the company to respond to temporary and immediate work needs in operations.
		making training on wellbeing available to 100% of managers, giving them tools to identify and manage their own issues and help their team;	Wellbeing contents will be incorporated into a global development training tool (Be a Leader for all), aimed at all Group employees.
		ensuring that 100% of employees have access to a structured wellbeing programme;	In Poland, 100% of employees have access to a wellbeing programme.
		supporting employees in vulnerable situations due to social and/or family emergencies across the Group, ensuring at least the same level of investment in the Social Emergency Fund in Portugal, and in the Możesz Liczyć na Biedronkę (You Can Count on Biedronka) programme in Poland³.	In 2024, we maintained the support given to employees in vulnerable situations. The investment made in social allowances and loans granted to employees on preferential terms at Biedronka, and in the Social Emergency Fund in Portugal, was PLN 34.5 million, around 7% more than in 2023.

¹ Salary difference between women and men in the Jerónimo Martins Group employee universe, based on comparable realities. It is expressed considering the average salary of women as a percentage of the average salary of men, with 100% being the pay ratio that represents full equality among genders (parity).

² The criteria considered in Poland were workers with a disability certificate and refugees of Ukrainian nationality.

³ Możesz Liczyć na Biedronkę (You Can Count on Biedronka) programme has been discontinued. As a result, the investment monitored under the commitment to maintain support for Biedronka employees facing difficult life situations will correspond to the total value of social assistance and loans granted to employees in exceptional circumstances - including housing needs or unforeseen personal events. These components were part of the programme until 2023.

Who are our employees?

In 2024, Biedronka had 84,145 employees - an increase of 3.9% compared to 2023.

	2023	2024	% share (2024)
Biedronka’s employees⁴	80,988	84,145
By gender:
women	68,767	71,433	84.9% of employees
men	12,221	12,712	15.1% of employees
By age group:
<30	17,200	17,104	20.3% of employees
30–50	55,073	56,921	67.6% of employees
>50	8,715	10,120	12.0% of employees

⁴ At Biedronka, there are no persons working under zero-hour contracts. The indicator was calculated based on the total headcount as of the end of reporting period.

	2023			2024
	Women	Men	Total	Women	Men	Total
Type of contract
Total	68,767	12,221	80,988	71,433	12,712	84,145
Permanent contract	45,467	8,187	53,654	48,793	8,547	57,340
Temporary contract	23,300	4,034	27,334	22,640	4,165	26,805
Type of work schedule
Full-time	55,033	11,138	66,171	57,768	11,566	69,334
Part-time	13,734	1,083	14,817	13,665	1,146	14,811

Communication with the labour market

We reach potential candidates through a wide range of channels – both digital and traditional. The main source of recruitment remains our dedicated careers website: www.pracawbiedronce.pl which is supported by our employer branding profiles on social media. Nearly 100 employee ambassadors participate in the #WeBiedronka ambassador programme on LinkedIn.

We participate in job fairs and cooperate with universities and schools all over Poland as part of the Kampus Biedronki (Biedronka’s Campus) programme. Through this initiative, we run our talent programmes, organise talks and lectures led by our employees, and partner with numerous educational initiatives that target pupils, students, and graduates.

	2023		2024
	Number of new hires	Percentage of new hires	Number of new hires	Percentage of new hires
Women	16,452	23.9%	17,794	24.9%
Men	3,969	30.2%	4,205	33.1%
Total	20,148	24.9%	21,999	26.1%

	2023		2024
	Number of terminations	Employee turnover rate	Number of terminations	Employee turnover rate
Women	15,279	22.2%	15,082	21.1%
Men	3,875	31.7%	3,703	29.1%
Total	19,154	23.7%	18,785	22.3%

Characteristics of workers who are not employees

Throughout 2024, Biedronka collaborated with 17,195 people who were not employed under an employment contract, compared to 13,739 individuals in 2023.

Scope of collective bargaining and social dialogue

Social dialogue

We engage in an open and ongoing dialogue with our employees, actively listening to their needs and collaboratively developing solutions. We believe that effective communication fosters employee engagement and creates a friendly and inclusive work environment. Cooperation with trade unions is a form of social dialogue, which we carry out in accordance with the Trade Union Policy. This document outlines the principles of cooperation which are based on transparency, independence, and mutual respect. Employees have full freedom of association and contact with union representatives is facilitated by a designated team.

We live diversity

At Biedronka, we believe that diverse teams and an inclusive culture have a tangible impact on the development of our organisation. We appreciate the fact that four different generations work side by side in our company, our workforce represents over 40 different nationalities, and more than 1,000 of our employees are people with disabilities.

In May 2024, we joined the group of signatories of the Diversity Charter, coordinated in Poland by Forum Odpowiedzialnego Biznesu (Responsible Business Forum). This formal declaration underscores our ongoing commitment to fostering a non-discriminatory, inclusive work environment.

Biedronka was one of two companies recognised for the most significant progress in the Diversity IN Check assessment, a benchmarking tool which measures employers’ maturity in managing diversity and inclusive workplace practices.

Gender equality

At Biedronka, we strive to create a work environment where opportunities for growth and promotion are equally accessible for everyone - regardless of gender. Our approach is grounded in policies and actions that promote fair employment conditions and an organisational culture built on respect, equality, and recognition of competencies. The employment structure in our chain, as in the entire food retail sector, is dominated by women. In 2024, women accounted for 84.9% of all Biedronka's employees in Poland. Their presence is also evident in management positions⁵, with women holding 76.4% of these roles. 40% of the members of the Jerónimo Martins Group Management Committee are women. We believe that diversity strengthens our organisation and contributes to improved business performance.

⁵ Managerial and strategic positions and women in operational positions who manage teams.

	Gender		Toal
	Women	Men	Toal
Number of employees	71,433	12,712	84,145
Percentage of employees	84.9%	15.1%	100%
Strategic level	14	43	57
Managerial level	848	735	1,583
Operational level	70,571	11,934	82,505
store employees	68,683	7,030	75,713
employees of distribution centres	1,224	4,395	5,619
office employees	657	488	1,145
other	7	21	28

Gender Pay Ratio⁶

2023

97.9%

Gender pay ratio for the Jerónimo Martins Group's employees working in Poland

2024

98.1%

Gender pay ratio for the Jerónimo Martins Group's employees working in Poland

98.1%

gender pay ratio at Biedronka⁷

⁶ Salary difference between women and men within the universe of Biedronka employees, based on comparable realities. It is expressed as a percentage of women's average salary relative to men's average salary where 100% is the pay ratio that represents full pay equity.

⁷ The index was first calculated and reported separately for Biedronka in 2024. The comparative figures for 2023 refer to all Jerónimo Martins Group's employees working in Poland.

Friendly workplace for foreigners

At the end of 2024, there were 4,487 foreigners working in our teams. Most of them are Ukrainian nationals but our community is much more diverse. Employees from Belarus, Georgia, Slovakia and Moldova, among others, have joinded us. Foreign employees work across all areas of our organisation – in stores, distribution centres, and offices - and at different functional levels.

Digital accessibility as part of supporting diversity

In 2024, the dlanaswjm.pl communication platform was fully aligned with the WCAG 2.1 (Web Content Accessibility Guidelines) standard at the AA level. By meeting 50 compliance criteria, we ensure that the content is well accessible from the technical, functional, and visual perspectives.

Promotion of diversity in the workplace

For us, diversity is more than a declaration - it is a set of tangible actions that make a difference to our workplace every day.

In 2024, we initiated a programme to hire self-checkout assistants, and by the end of the year, numerous employees with disabilities had joined us. This initiative delivers measurable benefits: it enhances the shopping experience, facilitates store operations, and supports local communities. In 2024, the initiative covered 427 stores.

We also foster diversity in our office environments. An increasing number of people with disabilities are joining our administrative teams, raising awareness among colleagues and transforming the way we approach collaboration.

Multigenerational team – experience and energy

We create a work environment that welcomes people of all ages – from those just starting their careers to those with extensive professional experience.

In 2024, we employed 17,104 people under the age of 30 (20% of all employees) and 10,120 people over 50 (12% of the team). We promote intergenerational cooperation and develop an organisational culture based on mutual respect, knowledge sharing, and joint development.

Training for the future

At Biedronka, we believe that continuous learning and improvement are key values in a rapidly changing business environment.

In 2024, we conducted 408,898 training sessions, resulting in an average of 60.2 hours per employee.

We deliver training in a variety of formats – including classroom workshops, online sessions, on-the-job training, e-learning modules, and executive development programmes. We offer 151 in-person training courses and as many as 329 are available online. Our e-learning platform, EduAction, plays a key role in supporting large-scale development initiatives.

Onboarding

At Biedronka, onboarding is a planned, multi-stage process aimed at facilitating employees’ start in a new environment and building a strong foundation for further development. A key role is played by the training and onboarding stores where, since 2020, new employees have gained their first experience, learnt operational tasks, and become familiar with the organisational culture and working standards. In 2024, we had 257 such stores. We also place great importance on the onboarding of office workers –we organise activities at the Head Office and a three-day in-store training session to familiarise them with our organisational culture and customer perspective.

Young talent programmes

In 2024, we continued the implementation of the Management Trainee, a two-year management programme addressed to final year students and recent graduates (up to three years after graduation). The aim of the programme is to prepare young talents for managerial positions by providing hands-on experience across the company’s various departments. The programme, which has been run by the Jerónimo Martins Group for 28 years, is an important part of our succession strategy – at Biedronka, as many as 94 of the current management staff are alumni of the programme.

The programme’s effectiveness is evidenced by the high retention and satisfaction rates – over the past five years, 100% of trainees were promoted to management positions after completing the two-year programme.

Competence in action

Recognising how rapidly the world around us is changing, along with the expectations placed on our employees, we continue to invest in the development of future competences, upskilling and reskilling.

A training programme launched in cooperation with the Warsaw School of Economics. During sessions led by subject matter experts, managers from the Operations Department have the opportunity to expand their knowledge in the area of customer relationship building. They learn about current customer needs, both purchasing-related and those more broadly connected with the customer experience.

Management and leadership training

In 2024, we continued developing successive editions of programmes that support our management teams in effectively leading their teams and working in the dynamic retail environment.

In cooperation with the Centre for Creative Leadership (CCL), we offer three development programmes (Leading Self, Leading Others and Leading Teams) aimed at employees in various managerial positions. The programme combines classroom training, individual coaching and participation in collaborative learning groups and experience sharing.

A development initiative for top executives, implemented in partnership with renowned universities - Católica Lisbon School of Business & Economics and Kellogg School of Management in Chicago. The programme focuses on issues that support continuous personal and professional development, such as Design Thinking and Growth Mindset.

SUKCES(I)JA (YOU ARE SUCCESS)

SUKCES(I)JA (YOU ARE SUCCESS) is a development programme that supports high-potential employees. The third edition focused on enhancing individual talents and building attitudes that foster informed leadership. Participants took part in workshops on critical thinking and value-based management and learnt about their natural aptitudes based on Gallup’s talent analysis.

We strengthen development and individual impact

Employee and manager appraisal system

The organisation’s performance appraisal system creates a consistent, gradual pathway for dialogue on performance and professional development – from the annual employee review to strategic potential reviews.

Covers non-managerial positions and is carried out once a year. The key element of the meeting is feedback: the employee receives an assessment of performance and competences and learns about their strengths. During the interview, areas for development and planning a further career path are discussed.

Applies to managerial positions and is also conducted once a year. Its purpose is not only to assess the achievement of the objectives assigned to the manager, but also the way in which they are achieved. The schedule includes setting individual or matrix objectives at the beginning of the year, progress reviews, feedback, and an annual summary.

We remunerate fairly and competitively

Remuneration – Biedronka's responsible approach

We use clear criteria when setting and updating salaries – we take into account responsibilities, experience, and performance. Our entry-levels are competitive compared to the national minimum wage.

In 2024, it increased by more than 19% compared to 2023. To remain competitive and remunerate employees accordingly, Biedronka also increased the minimum wage by 19%. In 2024, the minimum take-home income of our employees was between 9% and 17% higher than the national minimum wage.

We see the effort and commitment of our employees daily. In 2024, we allocated more than

PLN 1,136 billion

for awards, bonuses, and other forms of appreciation – 16% more than in the previous year.

We introduce technologies to support employees

Modern technology is playing an increasingly important role in our development activities. In 2024, we trained 5,904 employees using virtual reality (VR) technology, delivering a total of 20,289 training hours. It enables employees to learn through realistic simulations, such as baking bread or team management situations.

In 2024, we also implemented the jAIn platform based on generative artificial intelligence. The tool supports managers in planning individual development paths, suggesting possible steps and solutions tailored to the user’s needs.

We protect by providing safe working conditions

Management of health and safety

We make sure that every employee in our chain can feel safe in the workplace. Our Health and Safety Management System meets the requirements of the international ISO 45001:2018 standard and is certified by an independent third party. The system covers all locations, including stores, distribution centres, offices and Zupy z Naszej Kuchni (Soups from Our Kitchen) soup factory. Every employee is required to be familiar with health and safety documentation, including procedures, manuals, and risk assessments.

	2024
	Number of employees	Percentage of employees	Number of workers who are not employees	Percentage of workers who are not employe	Percentage of own workforce
Number of all people covered by the OHS management system	84,145	100%	17,195	100%	100%
Number of all people covered by the OHS management system and subjected to an internal audit	84,145	100%	17,195	100%	100%
Number of all people covered by the OHS management system and subjected to an external audit or specialist external certification	21,717	26%	2,411	14%	24%

Risk identification and assessment

The Risk Assessment Team, which includes employee representatives and members of the Health and Safety department, periodically analyses risks related to organisational and technical changes. In 2024, we developed an Occupational Risk Assessment using the Risk Score method for 14 positions, covering nearly 76,000 employees.

Training and awareness-raising

In 2024,

34,790

employees took part in the training, and the total duration of health and safety classes amounted to

303,617 hours

In addition, almost 30,000 people were trained in pre-medical first aid.

In 2024, we carried out 7,555 safety audits and 3,644 evacuation drills in stores, distribution centres, and offices. Regular monitoring and employee engagement in identifying risks are important parts of our drive to improve workplace safety.

Work-related injuries

In 2024, as in previous years, there were no fatalities. At the same time, despite an increase in the number of employees, we recorded a decrease in the number of accidents compared to the past year.

	2023	2024
Employees
Fatalities	0	0
Accidents resulting in incapacity to work for more than 180 days	21	27
Recordable work-related injuries	1,461	1,453
Fatality ratio (%)	0	0
Rate of accidents resulting in inability to work for more than 180 days	0.2	0.2
Rate of recordable work-related injuries	12.2	11.8
Total hours worked by the total workforce	119,230,269	123,563,454
Work-related injuries – workers who are not employees
Fatalities	0	0
Accidents resulting in inability to work for more than 180 days	0	0
Recordable work-related injuries	40	104

The accident rate is calculated as follows: number of all recorded accidents / total hours worked * 1,000,000. The number of hours worked by persons with employment contracts is taken into account. The rate of all recorded accidents is not reported for workers who are not employees.

We work towards work-life balance

Mental health – support every day

In 2024, Biedronka’s employees could take advantage of the Mindgram platform – a tool supporting mental, financial, legal, and personal well-being. The platform provides free access to educational material (articles, webinars and podcasts), online consultations with a psychologist along with therapy, and a chat room where you can get help from specialists in the fields of psychology, psychotherapy, and law or finance, among others. It can also be used by family members.

Fitness and health

We offer our employees MultiSport cards, which provide access to 5,000 sports facilities and services across the country. In 2024, more than 11,000 people took advantage of this benefit. In addition, we subsidise participation in both individual and team-based sports competitions and organise Biedronka’s Sports Challenge – a running and cycling event.

We support employees and their families

All Biedronka’s employees are covered by mandatory public social security systems that protect them from the loss of income. These cover cases such as illness, unemployment, accidents at work, acquired disability, parental leave and retirement, among others. In 2024, we allocated approximately PLN 195 million for this purpose – more than the year before.

Good support starts with listening

That is why every year we ask our employees whether our activities meet their needs. In 2024, 8,043 employees took part in the survey and the results indicate that we are on the right track. 94% of them have a positive view of our support programmes, and only 1% expressed a negative opinion.

Satisfaction with the programmes

How satisfied are you with the current employee support programs?

respondents rate them positively⁸

78%

2019
88%

2021
90%

2022
92%

2023
94%

2024

respondents rate them negatively

3%

2019
1%

2021
2%

2022
1%

2023
1%

2024

⁸ For the period 2019-2021, the question concerned programmes aimed at employees and their children.

Tailored benefits

At Biedronka, additional benefits are an important part of the employer’s offer – they address family and health needs, and make it easier to carry out professional duties. Depending on the position, the package may include life insurance, private medical care, accident insurance or access to a pension plan, among others.

Biedronka, within the framework of the Company’s Social Fund, allocates funds to help employees in difficult life situations. In 2024, 4,044 social benefits were granted under this fund. The Company’s Social Fund allows employees to choose benefits that meet their individual needs – from emergency support, sports and leisure activities, sports cards, team-building events, to holiday trips for children, school starter packs, Children’s Day treats, and Christmas gifts for employees as well as children. The company also runs a programme of interest-free housing loans and non-repayable grants.

The organisational culture is also based on relationship building, recognition, and shared moments. Employees receive e-shopping codes for Biedronka and Hebe and we allocated as much as PLN 116 million for them in 2024.

Support when you need it most

As part of the Mali Bohaterowie (Little Heroes) programme, we support the families of Biedronka’s employees whose children suffer from rare conditions or require specialised care. In 2024, we allocated more than PLN 1,200,000 for that purpose, which helped 391 children with treatment, medical equipment and other necessary support.

With employees at important moments

Razem zadbajmy o zdrowie (Let’s take care of our health together) – prevention that matters

In 2024, Biedronka’s employees could once again benefit from the Razem zadbajmy o zdrowie (Let’s take care of our health together) programme, which offers a comprehensive package of preventive medical tests with a market value of PLN 600. The package included, among other things, tests for vitamin levels, blood sugar, hormones, and cancer markers, tailored separately to the needs of women and men. In addition, store and distribution centre employees had ultrasound examinations, and all results were reviewed by specialist doctors.

A total of

37,518

employees took part in the programme – 15.1% more than in 2023. A new feature in 2024 was the introduction of unique discounts on additional test packages for relatives. 17,203 family members took advantage of this offer.

We act ethically

We want every employee to know the principles and values that guide us at Biedronka and understand why they are important. The Code of Conduct and the Anti-Corruption Policy are documents that employees become familiar with during onboarding.

Our company has diverse channels for reporting irregularities. Reports may concern any activity that does not comply with the law or internal regulations, i.e. the Code of Conduct, which sets out the ethical standards applicable across the Group.

Following the entry into force of the Whistleblower Protection Act, we implemented the Internal Reporting Procedure, which serves as an internal mechanism for reporting legal violations and following up on them. Reports can be submitted to the Biedronka’s Ethics Committee Team via the following channel: https://jeronimomartins.whispli.com/lp/biedronka

In addition, Poland has Biuro Obsługi Pracowników – BOP (Employee Service Office), a support channel for employees to report, clarify, and resolve employment-related matters. In 2024, BOP received 18,432 reports⁹, of which 97% have already been analysed.

⁹ The number does not include contacts related to payroll-administrative issues and applications for Social Fund support.

Workers in the value chain

Cooperation with suppliers

In our relationship with suppliers, we prioritise dialogue and awareness-building for responsible social practices. We pay particular attention to those parts in the value chain that may be more exposed to social risks, through a social risk matrix from which we select suppliers. Our actions include social audits, training, and promoting certifications that confirm compliance with internationally recognised human rights and labour standards.

In 2024, we continued our social audit programme covering perishables and Private Brand suppliers. The audits are carried out by an independent body. Among other things, we assess employment conditions, compliance with the prohibition of forced and child labour, pay equity, access to protective equipment, and hygiene standards.

In addition to social audits, we also assess aspects of product quality and safety that include elements related to our suppliers’ working conditions – such as workstation hygiene, the use of appropriate protective clothing, availability of cleaning products, personal hygiene rules, and training procedures.

In line with the Jerónimo Martins Group’s Sustainable Sourcing Policy and Code of Conduct, if violations of human rights, child rights or labour rights are confirmed, we reserve the right to terminate the cooperation immediately.

Promoting responsible social practices

We also encourage suppliers to implement responsible practices by promoting social and environmental certification, verified by independent organisations. In the case of Private Brands and fresh agri-food products, certifications – such as the RSPO for palm oil or RTRS for soya – include areas such as respect for human and labour rights, the absence of forced or child labour, safe and decent health working conditions, freedom of association, and fair wages. All Private Brand and perishables at Biedronka that contain palm oil as an ingredient are RSPO-certified.

Consumers and end-users

Promoting healthy eating habits

ESRS	Materiality	Commitment	Progress in the execution in 2024
ESRS S4-5	M	In all countries, strengthen the offer of food alternatives such as vegan, vegetarian and plant-based, lactose-free, gluten-free or organic.	In 2024, the progress in Poland was: 363 references with these characteristics, of which 34 were new.
ESRS S4-5	M	Ensure that products targeted for children have a higher, or at least equal, nutritional profile than the benchmark (or best in class), according to the country of operation.	In 2024, 41% of products had a better nutritional profile than the market, 48% had a similar profile, and 11% had a worse one. At the time of market introduction, a product may have a nutritional profile considered better than the reference value (or the best in its class), but due to competitive dynamics, formulations may gradually be improved by other producers - either within the same year or in the years that follow.
ESRS S4-5	M	Guarantee the absence of glucose-fructose syrup in at least 90% of Private Brand products by the end of 2026.	Glucose-fructose syrup was removed from 87% of Private Brand products (+3 p.p. compared to 2023).
ESRS S4-5	M	Carry out at least one annual programme to promote healthy eating habits (based on the recommendations of local experts).	In 2024 Biedronka implemented activities to promote healthy eating habits, including the Gang Produkciaków (The Produkciaki Gang) campaign with 13 educational materials (including three children's books) to encourage label reading. Four e-issues of Czas na… (Time for...) and two issues of DADA & Rodzina (DADA & Family) (in collaboration with the Institute of Mother and Child) were also published.
ESRS S4-5	M	Educate on product labelling information to help consumers make more informed purchasing decisions	The activities carried out under this objective are described in the section "Education through packaging".
ESRS S4-5	M	Ensure the Nutri-Score labelling is applied on 100% of Private Brand food launches in selected categories.	In 2024, Biedronka applied the Nutri-Score label to another 138 products, increasing the total number to 543 (34% more than in 2023) and raising the number of Private Brands selected for categorisation to 35.
ESRS S4-5	M	Remove soy lecithin in at least 50% of Private Brand products with that ingredient until the end of 2026.	By the end of 2024, 27% of all 157 products containing soy lecithin had either been reformulated or withdrawn. The remaining products are still in progress and have been included in the next commitment cycle.
ESRS S4-5	M	Ensure by the end of 2026, that wholegrains are the main ingredient in breakfast cereals (with the exception of corn-based cereals).	In Poland, Biedronka’s progress reached 92% of the eligible products
ESRS S4-5	M	Ensure that, by 2026, 100% of the Private Brand food portfolio does not contain acesulfame or aspartame	Regarding aspartame, out of the 20 eligible references, this ingredient has been removed from 4. We will continue our efforts to remove aspartame and acesulfame from our Private Brand.
ESRS S4-5	M	Increase sales of Private Brand and/or perishable products and packaging with sustainability certification to at least 18% of the total sales of these product categories by 2026.	In 2024, sales of Private Brand and/or perishables and sustainability-certified packaging accounted for 16.8%.
ESRS S4-5	M	Reinforce the relevance of the offer of Private Brand cosmetic products without ingredients of animal origin, for consumers with specific preferences	Biedronka launched 27 references, totalling 257 Private Brand cosmetics without animal ingredients.
ESRS S4-5	M	Ensure that at least 95% of the Private Brand regular assortment of personal hygiene products is microplastic-free.	Biedronka had 101 Private Brand personal care references without microplastics, representing 98% of the range.
ESRS S4-5	M	Reinforce the relevance of the offer of Private Brand cosmetic products containing at least 90% of natural ingredients in their composition (in line with ISO 16128).	At the end of 2024 Biedronka offered 192 products with at least 90% natural ingredients, 48 of which were launched in 2024.
ESRS S4-5	M	Develop Private Brand detergents which, at the same time, feature natural fragrances in their ingredients, are free of preservatives, and hold Ecolabel certification.	Since 2024, work has been underway on Private Brand detergents that meet all of the criteria.
ESRS S4-5	M	Introduce the Jedz ryby dwa razy w tygodniu (Eat Fish Twice a Week) labelling for 100% of fresh fish references, in selected processed Private Brand references and specialised perishables by 2026.	The Jedz ryby dwa razy w tygodniu (Eat Fish Twice a Week) label was launched in its first product, to raise awareness for the consumption of fish.
ESRS S4-5	M	Seek to ensure, on an annual basis, that the number of recalls of food products with potential risk to public health (level I severity), the cause of which is attributable to the Jerónimo Martins Companies, is zero. In the event of the occurrence of cases of level I severity, and in line with the Jerónimo Martins' Product Quality and Safety Policy, ensure by all available means that the collection of food products in stores and Distribution Centres is 100% effective	Biedronka had 3 level I recalls, none of which were attributable to Jerónimo Martins as the cause. This figure represented a 40% decrease compared to 2023. The effectiveness of recalling products was fully complied with.
ESRS S4-5	M	Maintaining the number of ISO 22000-certified warehouses (16 distribution centres in 2023) and ensuring that the new Distribution Centres to be opened in the 2024-2026 period are certified within two years of starting operations.	ISO 22000:2018 standard was maintained at 16 distribution centres and extended to one additional centre - covering a total of 17 Biedronka centres in the area of food product storage and distribution, as well as the company's head office, in relation to the development of Private Brand food products.
ESRS S4-5	M	In Biedronka, ensure the extension of product warranty from 2 to 3 years for all electric and additional non-electric non-food products where applicable.	In 2024, we ensured the extension of product warranty in eight electric and non-electric categories from 2 to 3 years. Out of 405 products in scope, 395 now come with an extended warranty, covering 98% of the commitment scope.

We have for years undertaken actions aimed at promoting healthy and sustainable lifestyles. We support consumers in making informed dietary choices by offering a wide range of products - including those with improved nutritional profiles, tailored to different dietary needs, and available at affordable prices.

We base our approach on the seven pillars set out in the Jerónimo Martins Group’s Nutritional Policy: Nutritional Profile, Ingredients, Labeling, Portion Size, Continuous Improvement, Communication and Education.

Food quality and safety

We make sure that shopping at Biedronka is not only convenient but, above all, safe. That is why we continuously invest in certification, controls and supervision of our stores, distribution centres, and products – from farm to shelf.

The Food Quality and Safety Policy sets the standards for the entire Biedronka chain and is the basis for our actions to ensure product quality and safety. Based on this policy, we continually enhance our systems and ensure a high level of control.

For us, food quality and safety are more than meeting the standards – it is a mindset focused on taking better care of our customers every day, working responsibly with suppliers, and developing our business.

In 2024, we conducted 9,657 internal audits and 38 external audits in stores. We audited our distribution centres 36 times and carried out over 114,000 tests on work surfaces and food contact areas.

In 2024, we carried out more than 28,500 analyses of Private Brand and perishables, including over 8,600 for fresh categories and more than 21,700 for Private Brand food products.

We renewed or extended the key quality and safety certificates. The ISO 22000:2018 standard already covers Biedronka’s 17 distribution centres for warehousing and distribution, as well as the head office in Warsaw for the development of Private Brand food products. Additionally, 486 Biedronka stores received certification, confirming the proper storage and handling of organic bread.

Products meeting special dietary needs

We are developing an offer aimed at groups with special needs – children, seniors and people with dietary restrictions. In 2024, we introduced 71 new products to support healthy eating habits. Among them, there were novelties from the Go Active line targeted at those with an active lifestyle, and proposals suitable for vegans and vegetarians - primarily under the Go Vege brand.

An important position in our range is occupied by products for the youngest consumers. We developed detailed Dietary Guidelines for Children, based on which we exclude the use of artificial sweeteners, flavour enhancers, phosphates, glucose-fructose syrup, and non-natural flavours and dyes.

With the elderly in mind, we developed the Dietary Guidelines for Senior Citizens, which serve as the basis for developing well-balanced food options. They take into account the changing nutritional needs associated with age, including lower appetite and an impaired sense of taste and smell. We adjust energy, mineral and vitamin levels accordingly.

Vegetarian and vegan products

For those looking to reduce or completely avoid animal based products, we continue to work on our range of vegan and vegetarian products. In 2024, we introduced 17 new products in this category. A total of 154 products labelled as suitable for vegans and/or vegetarians or classified as plant-based. A significant portion of this range consisted of Go Vege products.

Sugar-free products

We limit the amount of added sugar in our Private Brand products, including beverages, yoghurts, and products for children. Our range also includes no-added-sugar products, clearly labelled to support consumers - including those with diabetes or specific dietary needs - in making informed purchasing decisions. In 2024, we introduced 27 new sugar-free products.

Gluten-free and lactose-free products

We make sure that shopping at Biedronka is convenient and safe also for people with dietary restrictions. In 2024, there were 131 products suitable for people on a gluten free diet in our stores – in both permanent and temporary offers – including 15 new products. All these products are marked with the “Crossed Cereal Ear” symbol under the license of Polskie Stowarzyszenie Osób z Celiakią i na Diecie Bezglutenowej (The Polish Association of People with Celiac Disease and on a Gluten-Free Diet).

People with lactose intolerance will also find a wide range of products to meet their needs in our range. In 2024, we had 28 lactose-free products in our assortment clearly labelled “Lactose-free product,” which are available in both regular and seasonal offers.

Go Active products

In response to the needs of those with an active lifestyle, we have been developing our own brand named Go Active. In 2024, the range was expanded to include new products available both in regular sales and as part of themed seasonal campaigns.

Improving the composition and nutritional value of products

For years, we have been working to improve the composition and nutritional value of Private Brand products available in our range. The reformulation strategy we are pursuing primarily involves reducing salt, sugar, and fats – including saturated fats – while maintaining a taste profile that is acceptable to consumers. When reformulating, we prioritise fast-moving consumer goods, those seen as beneficial for health or those that are most popular among children.

In 2024, thanks to recipe revisions, we prevented the following from entering the market:

46.9

tonnes of salt
453.8

tonnes of sugar
32.5

tonnes of fat
24.5

tonnes of saturated fat

Education through packaging

A label is more than just a source of information - it is a tool that supports informed decision-making right at the store shelf. That is why at Biedronka, in addition to mandatory elements such as ingredient lists or nutritional value, we include additional labels on the packaging of selected Private Brand products to promote good eating habits.

In 2024, we introduced or developed the following labels, among others:

Bez GMO (GMO-free) on Private Brand vegetable products consisting mainly of maize and/or soya (more than 50% of the net weight of the product).

Special symbols on vegan and/or vegetarian Products. 17 new products in this category and a total of 154 products.

Icons on lactose-free products, source of Omega-3 fatty acids products and gluten-free products (in the latter case, we maintained a partnership with Polskie Stowarzyszenie Osób z Celiakią i na Diecie Bezglutenowej (The Polish Association of People with Celiac Disease and on a Gluten-Free Diet). In 2024, we obtained a licence for 15 new products, with a total of 131 by the end of the year).

No added sugar on 27 new products.

Symbols on alcoholic beverages – energy value, labelling, warnings for pregnant women and awareness of responsible driving.

Garść orzechów (Handful of nuts) – promotes the consumption of unsalted nuts, which are important for maintaining a balanced diet. Five additional products in 2024.

Wybiegaj to! (Burn it!) (Pace - Physical Activity Equivalent) – showing information on the physical effort required to burn the calories contained in a portion of selected Top line snacks. In 2024, the label appeared on 17 more products.

1 of 5 daily portions of fruit and vegetables – refers to dietary recommendations promoting the consumption of at least five portions of fruit and vegetables per day. Three new products have been given this label.

Jedz ryby dwa razy w tygodniu, w tym jedną tłustą (Eat fish twice a week, including an oily one) – to promote fish consumption, we introduced a voluntary new label on selected Marinero brand products. Since the beginning of 2025, it has gradually appeared on more fresh and frozen unprocessed fish.

Vegan Friendly on non-food products, which was added to 17 new products.

Quality of non-food products

We continue to raise the quality standards of non-food products – especially those aimed at demanding groups such as children and people with sensitive skin. Our efforts are supported by close cooperation with recognised expert and certification institutions, including Instytut Matki i Dziecka (The Institute of Mother and Child), Centrum Zdrowia Dziecka (The Child Health Centre), Narodowy Instytut Zdrowia Publicznego (The National Institute of Public Health), Polskie Towarzystwo Alergologiczne i Ginekologiczne (The Polish Society of Allergology and Gynaecology).

We also focus on quality in terms of durability and safety. In 2024, we extended the range of products covered by the three-year warranty – in addition to electronics and electrical equipment, it also covers furniture and a selected sports range, particularly for intensive use.

For plastic products, we extended the use of recycled plastic into additional categories – including household items such as cleaning products and storage containers. In 2024, we introduced a dedicated “Eco Design” graphic label, used, for example, on polypropylene (PP) products made entirely from recycled materials.

In the Private Brand cosmetics segment, we expanded our offer for customers seeking simpler ingredients and environmentally friendly solutions. We launched 48 novelties, bringing the number of cosmetics containing at least 90% ingredients of natural origin to 192 items. The number of vegan products increased to 257, of which 27 were novelties. By the end of 2024, 98% of our regular range of Private Brand personal care products were microplastic-free.

Care for customers

At Biedronka, the customer remains the most important point of reference in all activities

In 2024, we communicated with customers in many ways. We conducted more than 310,000 interviews – simple questionnaires, qualitative research, as well as ethnographic meetings and observations.

We asked about packaging, products, purchasing, and ideas for improvement. We gathered feedback and tested new concepts. We also regularly used tools such as the mystery shopper.

This gives us a better understanding of shoppers’ needs and enables us to tailor our offer, communications, and digital services more effectively. We ensure convenience and accessibility – customers can address their concerns at the store level.

If customers don’t choose to use this option, they can also contact the Customer Support Service (CSS) through various channels, such as email, website, phone or mobile app, among others. The Customer Support Service plays a central role in our organisation, providing a 24/7 service as a specialised structure for communicating with customers in order to ensure efficient management of their suggestions, ideas, requests for information and complaints. The unit is responsible for resolving issues related to store operations, services and products offered, promotional campaigns, as well as other situations involving store activities and customer interactions.

Supporting local communities

ESRS	Materiality	Commitment	Progress in the execution in 2024
ESRS S3-5	M	Monitoring and disclosure of at least 70% (in value) of the social impacts resulting from the annual support offered by the Group, according to the Business for Societal Impact (B4SI) model and aligned with criteria for the financial materiality	In 2024, it was possible to monitor 99% of the Group's direct support (eligible according to the internal methodology based on the B4SI criteria).
ESRS S3-5	M	Strengthening the involvement in social projects targeted to children, youngsters and elderly people from vulnerable environments, aiming to directly impact 1 million people per year, until 2026.	Based on the B4SI methodology, we estimate that the Group's companies have supported more than 1.2 million people from vulnerable backgrounds, including projects focused on health and healthy eating. At least one company in each region (Poland, Portugal, and Colombia) has implemented or supported one or more projects aimed at these vulnerable populations.

Our social impact

We work for the welfare and well-being of local communities by implementing the Policy for Supporting Local Communities, which reflects our commitment to actively participating in improving the quality of life in the immediate vicinity of our operations.

Our primary forms of assistance are financial and in-kind donations, including food. In 2024, Biedronka allocated almost

PLN 240 million

for that purpose, of which more than PLN 86 million went to the Biedronka Foundation, supporting more than 650 institutions.

We also donate unsold but still wholesome food to people in need. In 2024, we donated 10,776 tonnes of food through 2,345 stores.

In 2024, Biedronka continued to apply the international Business for Societal Impact (B4SI) methodology to measure and manage its social impact. This standard enables consistent and measurable assessment of the effects of our social programmes, including the resources involved and the number and profile of beneficiaries.

Support for flood victims

The violent flood that affected south-eastern Poland in 2024 destroyed homes, infrastructure, and deprived many people of their basic livelihoods. From the first days of the disaster we were involved in helping both our employees and the residents of the flooded areas.

At the beginning, we sent transports of water and food to the most affected communes and municipalities. We made product donations totalling more than PLN 300,000. At the same time, in order to relieve the budgets of families affected by the floods, we introduced Koszyk Bezpieczeństwa (Safety Basket) in 391 stores in affected areas, reducing the prices of staples by an average of 19%.

Thanks to collections organised at checkouts, our customers supported the work of Polski Czerwony Krzyż (The Polish Red Cross) and Stowarzyszenie WIOSNA (WIOSNA Association), donating more than PLN 2.5 million. The funds were used to purchase household appliances, building materials, dehumidifiers and heaters.

The collection of staples was also an important part of the aid, with Biedronka’s customers donating more than 85 tonnes of food, cleaning and chemical products.

We also remembered our employees who were affected by the disaster. Each of them received a one-off, non-refundable financial aid of PLN 1,500.

Cooperation with national organisations

For the fourth time, we supported the activities of the Wielka Orkiestra Świątecznej Pomocy (WOŚP) (The Great Orchestra of Christmas Charity) Foundation as the Main Sponsor of the Finale. The 33rd edition of the event, held in January 2025, was dedicated to paediatric oncology and haematology.

Together with our customers, we donated PLN 6,110,158, and our total support for the activities of the charity since 2021 has already amounted to more than PLN 27 million.

From 10th December, customers were able to make donations at all our stores via traditional and self-service checkouts, and from 30th December, they could also deposit money into collection boxes. We also prepared a line of products featuring the WOŚP heart, with all proceeds from which (after VAT deduction) going toward the Finale’s cause. This year the products were a winter hat, gloves and thermal mugs.

Our employees were also involved in the campaign, with a hundred people taking part in the Policz się z cukrzycą (Get Even with Diabetes) charity run, covering a total distance of more than 500 km. We also organised unique auctions, including VIP tickets for national team matches and personalised messages on the checkout screens.

On the occasion of the Children’s Day, we supported Caritas Polska in preparing as many as 25,000 Pudełko Szczęścia (Box of Happiness) – parcels for Children went to orphanages, single mother’s homes, community centres and children’s hospitals. The boxes contained mascots from Gang Mocniaków (The Mocniaki Gang), books, healthy snacks, sweets, and other gifts.

We made a cash donation worth PLN 230,000 and we transferred food products such as bars, nuts and fruit mousses with a total value of PLN 124,108.37.

Last year, we once again had candles with the Caritas logo on offer, the sale of which supports long-term aid and the organisation of holidays for children and young people from community and socio-therapeutic day centres run by Caritas Polska and the Pro Caritate Foundation.

Under the slogan Magnetic przyciąga dobro (Magnetic attracts good), the fifth edition of Biedronka’s collaboration with Szlachetna Paczka (The Noble Gift) began in November 2024. As part of the initiative, we launched a special line of Magnetic products with the Szlachetna Paczka (The Noble Gift) logo. Thanks to the campaign, we donated PLN 350,000 to help those in need.

Our employees were involved in supporting Szlachetna Paczka (The Noble Gift). 867 people from offices, distribution centres and shops prepared 30 parcels worth a total of PLN 123,250 which were distributed to families during Weekend Cudów (The Weekend of Miracles). Szlachetna Paczka (The Noble Gift) is the official employee volunteering partner of Biedronka.

In 2024, Biedronka was again the main sponsor of Olimpiada Zdrowia PCK (The Polish Red Cross Health Olympics) which promotes healthy eating habits and active lifestyles among schoolchildren across Poland. The new 32nd edition, which kicked off in November 2024, attracted almost 22,000 students from 1,295 schools - a significant increase on the previous year.

Biedronka supports the initiative both financially and in terms of content. Experts from the chain consult the competition questions and sit on the jury. We fund prizes, including the Nadzieja Biedronki (Biedronka Hope) award for project authors in local communities with exceptional educational value. In May 2024, we were also involved in the final of the 31st edition, in which almost 18,000 students took part.

Pro-equity actions

The Podaj Dalej Foundation has been helping people with disabilities to build independence and self-confidence for years. In 2024, we donated PLN 500,000 to support its activities, enabling the organisation of art and sports camps for children, workshops for young people and parents, and the development of the educational project Lisek Ibisek (Ibisek The Fox).

The support of the Podaj Dalej Foundation was linked to our commitment to support the Paralympics in Paris. As part of the Poleć z Biedronką do Paryża (Fly to Paris with Biedronka) competition, Biedronka’s customers could win a two-person trip to the French capital to support the Polish para-athletes. There were 1,000 such trips to be won.

In 2024, we once again supported the 15th edition of the Polish Championships and the 9th edition of the World Cup for Children from Orphanages.

Nearly 400 children took part in the national competition, 96 matches were played, 27 teams from Europe, Africa, and Asia competed in the World Championships in Warsaw. For over a decade, we have supported the Nadzieja na Mundial (Hope for Mundial) project, In 2024, we allocated PLN 750,000 for its organisation.

In 2024, in cooperation with Caritas Polska and Federacja Polskich Banków Żywności (The Federation of Polish Food Banks), we held traditional food collections before Easter and Christmas. Customers could donate products with a long shelf life at selected Biedronka stores.

During the Caritas Easter collection, volunteers were present in more than 1,000 stores and, in cooperation with the Federation, in 499 sites. A total of 217 tonnes of food was collected. During the Christmas period, collections with Caritas took place in 1,053 stores and yielded 152.8 tonnes of products, while the action with the Federation covered 789 stores and ended with the result of 120 tonnes.

Cooperation with aid organisations at regional level

We carry out our aid activities at different levels, but it is regional support that allows us to reach where the needs are most desperate. We work with local aid organisations, organising food collections, supplying necessities and providing financial support. Each of our regional offices has a budget for donations to local aid organisations and institutions.

Strengthening social inclusiveness

We work with charities and help build a world where everyone has the chance to live with dignity.

In December 2024, we again joined the efforts that address basic needs but also help build a sense of community and belonging among vulnerable people.

Wigilia Kościuszko (The Kościuszko Christmas Eve), which on 22nd December brought together people in need in Krakow’s Market Square, is an event where people can receive a warm meal and experience the Christmas atmosphere surrounded by others. We donated food worth PLN 9,972 net (PLN 10,470.60 gross) for this purpose.

Opłatek Maltański (Maltese Wafer), organised by Zakon Maltański (The Order of Malta) and Miejskie Ośrodki Pomocy Społecznej (The Municipal Social Welfare Centres), is a series of Christmas meetings that for years have given participants something more than a meal – a sense of being part of a greater whole. We supported the initiative by donating food products worth PLN 65,323.83 net (PLN 73,128.65 gross) and PLN 25,000 in financial support.

Counteracting social exclusion

Since 2021, we have been committed to tackling menstrual poverty by supporting Fundacja Akcja Menstruacja (The Menstruation Action Foundation) in providing schoolgirls with equal access to basic hygiene supplies. In the 2024/2025 school year, as part of Akcja Menstruacja w Twojej szkole (Menstruation Action at Your School), we donated Femina brand menstrual products to 649 schools, reaching more than 140,000 menstruating people. The value of the support amounted to PLN 215,400.

This is an internship programme organised in partnership with the One Day Foundation aimed at young people in foster care. The interns completed their summer internships in Biedronka stores, gaining their first work experience, developing their skills and learning to work as part of a team. In 2024, we had 8 program participants.

We support development of the youngest

In 2024, Piórko. Nagroda Biedronki za książkę dla dzieci (The Quill. Biedronka Children’s Book Award) celebrated its 10th anniversary. Over the past decade, more than 34,000 entries have been submitted to the competition, which has served as the basis for publishing 10 books for the youngest readers.

Each year, the winners of the two categories – literature and illustration – receive PLN 100,000 each. The total prize pool over the decade has reached PLN 2 million. In 2024, the winner in the literary category was Agnieszka Piwoń, author of the book Moje czarne szczęście (My Black Happiness); the award for illustrations for this book went to Dorota Żak.

Shopping is more than a choice of products – it is the ability to plan, save, and make wise decisions. In 2024, we partnered with Smart Kids Planet’s Smart Fun Centre to support Strefa Mądrych Zakupów (The Smart Shopping Zone), where children could take on the role of salespeople, store employees, or customers, learning how to budget wisely and choose healthy, nutritious food.

An important part of the education was the Gang Produkciaków (The Produkciaki Gang) action, which in 2024 encouraged the youngest children to plan their purchases thoughtfully. The campaign characters introduced children to the importance of managing a household budget, making a shopping list, and avoiding food waste. As usual, children’s books presenting educational content were available in Biedronka stores, along with plush mascots. In 2024, five titles were offered. As part of the campaign, we launched a game in the popular Roblox simulator.

Fundacja Biedronki (The Biedronka Foundation)

Fundacja Biedronki (The Biedronka Foundation) was set up in 2020. Since its inception, its aim has been to improve the quality of life of the elderly in Poland – especially those struggling with poverty, loneliness, malnutrition and lack of access to healthcare. In 2024, the Foundation received a donation of €20 million from Jerónimo Martins Polska.

In 2024, PLN 86 million was allocated for social programmes. Aid went to more than 170,000 beneficiaries and activities were implemented in cooperation with 1,660 partner organisations. Since the start, the Foundation has invested a total of PLN 268 million in social projects, focusing on four key areas: countering poverty and malnutrition, countering loneliness, supporting health care and responding to crisis situations.

In 2024, Fundacja Biedronki (The Biedronka Foundation) was awarded the title of Dobroczyńca Roku (The Benefactor of the Year) in the category “Aid to refugees and Ukraine” and honoured as part of the Dumni z Powstańców (Proud of the Insurgents) initiative for its many years of consistent assistance to veterans and their families.

In 2024, Fundacja Biedronki (The Biedronka Foundation) continued its efforts to ease the burden on senior citizens' household budgets and provide them with access to wholesome food.

Na Codzienne Zakupy (For Everyday Shopping) - a programme carried out in cooperation with Caritas Polska, as part of which 11,000 senior citizens received prepaid cards for shopping at Biedronka stores. The value of the support was over PLN 23 million
Karta Dobra (The Good Card) - another card programme that covered 5,905 elderly people. The amount allocated was more than PLN 10.5 million.
Żywnościowy SOS (Food SOS) - an initiative to support local NGOs in relief efforts. Thanks to the donated funds (PLN 3.98 million), more than 16,000 people received assistance.
Poczta Obiadowa (Dinner Mail) - a programme to deliver ready-made meals to the homes of senior citizens whose health or living situation prevents them from cooking for themselves. In 2024, 66,639 lunches were delivered to 1,009 people.

The Foundation has developed activities aimed at building social ties and counteracting the isolation of the elderly

Danie Wspólnych Chwil (Food for Shared Moments) - a nationwide programme carried out in cooperation Koła Gospodyń Wiejskich (Country Housewives' Associations). In 2024, 6,600 meetings were held in more than 1,100 locations. More than 42,000 senior citizens were involved.
Radosne Święta z Fundacją Biedronki (Joyful Christmas with the Biedronka Foundation) - a Christmas campaign aimed at vulnerable elderly people. In 2024, 30,303 beneficiaries received support as part of this campaign.
Akcja kolacja (Dinner Action) - dinners organised by local communities benefiting more than 10,000 people.

The Foundation’s activities covered the area of health care, in particular palliative care and geriatrics.

Oddech dla hospicjów (Breath for hospices) - a grant programme which awarded 20 grants totalling PLN 3.1 million to support the ongoing operations of hospices across Poland.
Support for the construction of the hospice in Lębork - the Foundation donated PLN 5 million to complete the construction of the facility that will provide free palliative care.
The Foundation also supported other health initiatives, including the operation of a day care centre and the Fundacja Biedronki dla polskiej geriatrii (Biedronka Foundation for Polish geriatrics) project involving almost 7,000 senior citizens.

In the face of events requiring swift action, the Foundation continued its relief efforts for refugees from Ukraine and those affected by natural disasters.

Aid to Ukraine - 41,165 people received support worth a total of PLN 16.8 million.
Support for flood victims - in-kind and financial assistance to 2,841 people in crisis (PLN 1.33 million).
Support for Warsaw Insurgents - The Foundation continued its long-term cooperation with Związek Powstańcow Warszawskich (The Association of Warsaw Insurgents), donating PLN 340,883 to 65 people.