ESG Factbook 2025

Total gross global Scope 1 and 2 emissions by country
in 2025 (t CO₂e)

Scope 2
location
based

Scope 2
market
based


Scout24 \| ESG Factbook 2025	2


≡		About this Factbook		Environment		Social		Governance

About this Factbook

This ESG Factbook is designed to enhance transparency and comparability for

the capital market. It complements the CSRD-required disclosures by

consolidating additional quantitative and qualitative information frequently

requested in ESG questionnaires, ratings, and investor engagements. The

Factbook should be read in conjunction with the Sustainability Statement for full

methodological context, definitions, and boundary descriptions.

Since 2024, Scout24 has reported in accordance with the European Sustainability

Reporting Standards (ESRS) under the Corporate Sustainability Reporting

Directive (CSRD). The Company’s sustainability disclosures are grounded in a

comprehensive double materiality assessment (DMA), which systematically

evaluates sustainability matters from both an impact and a financial risk and

opportunity perspective.

The DMA in 2025 identified 13 material topics across the environmental, social,

and governance (ESG) dimensions. The material topics identified comprise

Climate Change (E1) within the environmental dimension, Own Workforce (S1) as

well as Consumers and End-Users (S4) within the social dimension, and Business

Conduct (G1) within governance. Detailed descriptions of impacts, risk and

opportunity assessments, and value chain considerations are provided in

the }Sustainability Statement (from pp. 63).

Beyond the ESRS-defined material topics, capital markets participants such as

ESG rating agencies, and investors request additional sustainability data points

to inform their assessments, benchmarking, and scoring methodologies. While

certain topics were not classified as material under the DMA, they remain

decision-useful for those target groups and relevant in the context of ESG ratings

and comparative analyses.

Remarks

All data presented in this Factbook refers to the fiscal year 2025, unless otherwise

stated. The consolidation scope for this sustainability statement is the same as

the consolidation scope for Scout24 SE’s consolidated financial statements. Any

further deviations from this scope of consolidation are indicated separately in

individual disclosures. Unlike the Sustainability Statement included in the Annual

Report, this ESG Factbook is not subject to external assurance. This Factbook is

only available in English and will be published annually.

For comprehensive information on Scout24’s sustainability strategy, governance

framework, double materiality assessment, and detailed reporting on material

topics, please refer to the CSRD aligned }Sustainability Statement in the Annual

Report 2025 (pp. 55-107).

Related publications

For additional information, please refer to the following linked documents:

}Annual Report 2025

}Sustainability Statement 2025

}DEI Report 2025

}Compensation Report 2025

}Code of Conduct

}Data Protection Code of Conduct

}Policy Statement of Respect of Human Rights

¹Company-specific target.


Scout24 \| ESG Factbook 2025	3


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Environment

The Scout24 Group aims to contribute to limiting global temperature increase to

1.5°C above pre-industrial levels. To achieve this, Scout24 focuses on using

renewable energy, reducing energy consumption, and minimizing operational

emissions. Environmental and climate-related activities are jointly managed by

the Central Administration & Facility Management and Sustainability & DEI teams,

enabling a coordinated approach and direct reporting to the CPSO.

The following targets have been defined in the climate strategy to reduce the

emissions originating from the Company’s operations accordingly:

1. Short-term: -60% of absolute CO2e emissions compared to the base

year 2018 across all scopes by 2025

2. Medium-term: -69.8% of absolute total Scope 1 and 2 CO₂e emissions by

2030 in relation to the base year 2018 and at least a -50.4% reduction in

Scope 3 CO₂e emissions in relation to the base year 2018 (Scope 3

excluding optional Science Based Targets initiative [SBTi] categories)

3. Long-term: -90% of total absolute Scope 1, 2 and 3 emissions by 2045 ¹ in

relation to the base year 2018 (Scope 3 excluding optional categories)

These climate targets are aligned with the SBTi Net-Zero Standard, which

requires at least a 90% reduction in emissions before 2050. Scout24 Group’s

medium- and long-term climate ambitions were officially validated by the SBTi in

2025. While additional optional categories (hotel accommodation, working from

home, and use of sold products) are monitored, they are not included in the

target Scope. The targets are embedded in the}ESG framework and are

therefore integral to the overall business strategy and financial planning.

Scout24 was able to report a 54% CO2e emission reduction by the end of 2025.

The short-term reduction target of -60% of absolute CO₂e emissions by 2025

compared to the base year 2018 was not achieved, however. This is primarily due

to the following factors:

• Entities acquired: the integration of subsidiaries such as the

Sprengnetter Group, bulwiengesa GmbH, neubau kompass AG and

Exploreal GmbH has expanded the accounting basis in recent years,

adding the emissions of the new consolidated operations.

• Structural energy procurement restrictions: as a lessee only, the

affiliated companies of Scout24 are dependent on the conditions at

their respective locations for their energy procurement, including the

heating systems installed and the contractual framework conditions,

which may limit the possibilities for a short-term switch to lower-

emission energy contracts at individual locations.

Considering Scope 1 and 2 emissions separately, CO₂e emissions were reduced

by 61% in 2025 compared to the 2018 base year. Scope 3 emissions decreased by

55% over the same period, excluding optional categories. The SBTi-validated

medium- and long-term targets for 2030 and 2045 remain unchanged and

achievable.

Annual calculations follow the Greenhouse Gas Protocol Corporate Accounting

and Reporting Standard (GHG Protocol). The operational boundaries of the GHG

inventory are aligned with the Scout24 Group’s consolidation Scope, and all

material emission categories are included. Scope 1 and 2 cover all fully

consolidated entities, while associated companies are reported under Scope 3

(category 3.15).

Emissions are calculated using both location-based and market-based

approaches, in line with the GHG Protocol’s dual reporting requirement (for

electricity). Emission factors applied in Scope 2 and 3 do not distinguish between

fossil and biogenic emissions; consequently, no separate biogenic emissions are

reported. In 2025, 11% of Scope 3 CO₂e emissions were based on primary data

from suppliers and other value chain partners. Further details on methodology

and emission factors are provided in the }Sustainability Statement (pp. 76).

For the following tables regarding environmental data, all discrepancies in the

total amount are due to rounding.


Scout24 \| ESG Factbook 2025	4


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Retrospective						Targets medium and long-term
	Base year 2018	2023	2024	2025	Change from 2024	2030	2045	Annual % of reduction target in relation to base year
Scope 1 GHG emissions
Gross Scope 1 GHG emissions (t CO₂e)	558	308	389	259	-33.4%	169	55.8	3,3
Percentage of Scope 1 GHG emissions covered by regulated emissions trading schemes (in %)	/	0	0	0	/
Scope 2 GHG emissions
Gross location-based Scope 2 GHG emissions (t CO₂e)	1,080	234	688	645	-6.3%
Gross market-based Scope 2 GHG emissions (t CO₂e)	822	842	173	276	+59.5%	248	82.2	3,3
Significant Scope 3 GHG emissions
Total gross indirect (Scope 3) GHG emissions (t CO₂e)	6,615	3,337	3,300	3,166	-4.1%			3,3
Gross Scope 3 GHG emissions not including categories that are optional according to GHG Protocol (market-based)	5,933	2,803	2,777	2,678	-3.6%	2,943	593.3
1) Purchased goods and services	2,369	1,677	1,615	1,613	-0.1%
of which cloud computing and data centre services	796	182	111	146	+31.5%
2) Capital goods	179	173	163	147	-9.8%
3) Fuel- and energy-related activities	342	223	209	200	-4.3%
4) Upstream transportation and distribution	n/a	n/a	n/a	n/a	n/a
5) Waste generated in operations	7	7	7	6	-14.3%
6) Business travel	2,462	478	522	448	-14.2%
of which hotel accommodation (optional according to SBTi)	129	63	46	51	+10.9%
7) Employee commuting	763	424	409	401	-2.0%
of which working from home (optional according to SBTi)	63	116	102	87	-14.7%
8) Upstream leased assets	n/a	n/a	n/a	n/a	n/a
9) Downstream transportation and distribution	n/a	n/a	n/a	n/a	n/a
10) Processing of sold products	n/a	n/a	n/a	n/a	n/a
11) Use of sold products (optional according to SBTi)	490	355	374	351	-6.1%
12) End-of-life-treatment of sold products	n/a	n/a	n/a	n/a	n/a
13) Downstream leased assets	n/a	n/a	n/a	n/a	n/a
14) Franchises	n/a	n/a	n/a	n/a	n/a
15) Investments	2	1	1	0
Total GHG emissions
Total GHG emissions (location-based) (t CO₂e)	8,252	4,487	4,376	4,069	-7.0%
Total GHG emissions (market-based) (t CO₂e)	7,994	3,879	3,861	3,700	-4.2%		799.4	3,3
Biogenic emissions (Scope 1)				13


Scout24 \| ESG Factbook 2025	5


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GHG intensity	2025	2024
Total GHG emissions (location-based) per net revenue (t CO₂e/EUR million)	6.26	7.48
Total GHG emissions (market-based) per net revenue (t CO₂e/EUR million)	5.70	6.60
Total GHG emissions (market-based) per employee (t CO₂e/number of employees)	3.33	3.18
Gross global combined Scope 1 and 2 (market-based) emissions per net revenue (t CO₂e/EUR million)	0.82	0.87
Gross global combined Scope 1 and 2 (location-based) emissions per net revenue (t CO₂e/EUR million)	1.39	1.66


Energy consumption and mix	2025	2024
Total fossil energy consumption (MWh)	1,716	1,752
Share of fossil sources in total energy consumption	50%	51%
Consumption from nuclear sources (MWh)	25	24
Share of consumption from nuclear sources in total energy consumption	1%	0.72%
Fuel consumption for renewable sources, including biomass (also comprising industrial and municipal waste of biologic origin, biogas, renewable hydrogen, etc.) (MWh)	37	0
Consumption of purchased or acquired electricity, heat, steam and cooling from renewable sources (MWh)	1,672	1,639
Consumption of self-generated non-fuel renewable energy (MWh)	0	0
Total renewable energy consumption (MWh)	1,710	1,639
Share of renewable sources in total energy consumption	50%	48%
Total energy consumption (MWh)	3,450	3,416


Energy consumption breakdown by country/area
Country	purchased electricity (MWh)	self generated electricity (MWh)	purchased heat, steam, and cooling (MWh)	self generated heat, steam, and cooling (MWh]
Germany	1,595	0	550	1,012
Austria	128	0	114	53
Italy	6	0	0	1


Energy intensity	2025	2024
Energy intensity (MWh / Revenue in milion €)	5.31	6.03


Number of offices powered by 100 % electricity from renewable sources	2025	2024	2023
Amount	14 of 17	8 of 10	8 of 11


Scout24 \| ESG Factbook 2025	6


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Total gross global Scope 1 and 2 emissions by legal entity in 2025 (t CO₂e)	Scope 1	Scope 2 marked based	Scope 2 location based
21st Real Estate GmbH	<1	<1	<1
BaufiTeam	<1	2	<1
Bulwiengesa AG	20	14	30
Energieausweis48	<1	2	<1
Exploreal GmbH	2	4	3
FlowFact GmbH	2	44	2
Immobilien Scout GmbH	<1	317	10
Immobilien Scout Österreich GmbH	6	18	8
immoverkauf24 GmbH	<1	17	3
Immoverkauf24 GmbH Österreich	<1	1	<1
Neubau Kompass AG	19	11	20
Propstack GmbH	<1	6	<1
Reopla s.r.l.	12	2	15
Scout24 SE	<1	26	4
Sprengnetter Austria GmbH	8	4	8
Sprengnetter GmbH	31	31	42
Sprengnetter Property Valuation Finance GmbH	97	89	122
Sprengnetter Real Estate Services GmbH	62	56	78
TiRo CheckEnergy GmbH	<1	<1	<1
Zenhomes GmbH	2	<1	<1


Breakdown of total gross global Scope 1 emissions by business activity in 2025 (t CO₂e)		Scope 1
Gas heating in offices		180
Fugitive emissions from offices cooling devices		12
Combustion vehicle fleet		67


Breakdown of total gross global Scope 2 emissions by business activity in 2025 (t CO₂e)	location based	market based
Purchased electricity in offices	499	251
Purchased heating in offices	21	21
Purchased cooling in offices	4	4
Purchased electricity for vehicle fleet	121	/

In line with its climate strategy, Scout24 has supported a Gold Standard-

certified }climate change mitigation project in Uganda since the 2025 financial

year, alongside efforts to reduce its own emissions. The project distributes UV

meters and provides training to promote the use of solar water disinfection in the

region. This approach reduces the need to boil water on open three-stone fires,

thereby lowering firewood consumption and greenhouse gas emissions. The

investment is not included in the carbon footprint and does not contribute to

achieving the Company’s climate targets.


Investments into GHG mitigation projects financed through carbon credits	2025	2024
Carbon credits in tons of CO₂e	3,700	3,475

Scout24 minimizes waste as much as possible and ensures that waste is sorted

and disposed of in compliance with the law. The company has been working for

many years with AfB Social and Green IT, which professionally recycles and,

where possible, refurbishes discarded IT equipment and holds an ISO 14001:2015

certification. In 2025, a total of 451 IT and mobile devices were processed as part

of the AfB partnership. They were able to resell 67 percent of the devices after

data erasure, hardware testing, repair, upgrading, and cleaning.

Scout24 complies with all requirements arising from the EU Taxonomy Regulation

and the supplementary delegated acts. However, Scout24’s core business

activities are not covered by these requirements. For its reporting on the 2025

financial year, Scout24 takes into account the adjustments made as part of the

Omnibus I procedure. As all of our eligible activities are below the materiality

threshold of 10% for each KPI and therefore only make a negligible contribution to

Scout24’s total Revenue, CapEx and OpEx, they are reported as immaterial. No

alignment analysis was performed. More detail can be found in

the }Sustainability Statement (pp. 72).


Scout24 \| ESG Factbook 2025	7


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Social

Scout24’s social performance is closely linked to its business model as an

innovative technology company. Long-term value creation depends on

attracting, developing, and retaining highly qualified talent, fostering an inclusive

and performance-oriented culture, and maintaining the trust of customers and

end-users through robust data protection and information security standards.

Own workforce

Scout24’s people strategy focuses on enhancing employer attractiveness,

enabling continuous learning and skills development, and promoting diversity,

equity, and inclusion across all organisational levels. These priorities support

innovation capacity, operational excellence, and sustainable workforce

engagement in a competitive technology environment. Further information on

the strategic approach and progress is provided in the }Sustainability Statement

(pp. 84). DEI is a strategic priority embedded across all workforce processes;

detailed disclosures are provided in the standalone annual }DEI Report.

Employment overview

As of 31 December 2025, the Scout24 Group employed 1,111 people. The workforce

is international, comprising 58 nationalities.


Number of employees (headcount)	2025	2024
Male	603	573
Female	507	493
Other	0	0
Not disclosed	1	0
Total number of employees as of 31 December	1,111	1,066

The Company additionally employed 111 people in training roles (including

trainees, cooperative education students, interns and working students), of

whom 68 were women and 43 men. This supports Scout24’s talent pipeline and

strengthens its people strategy by enhancing employer attractiveness and

visibility among young talent (pillar 1) and building a pool of young talents who

can grow within the organization (pillar 2).

In 2025, 167 employees joined and 262 left the Company. As an internal control

metric, Scout24 applies a qualitative turnover analysis focusing on leavers critical

to business success. This regrettable attrition for the reporting year 2025 was

3.4%. No large-scale redundancies or significant workforce reductions have been

implemented in recent years. Scout24 follows a responsible workforce

management approach across its entire workforce, aimed at avoiding or

minimizing compulsory redundancies and ensuring fair procedures in the event

of organisational changes.

Non-regular employment is not part of the Company’s workforce structure. Part-

time arrangements are provided upon employee request, covering a range of

possible working hours. As of 31 December 2025, 17.1% of employees worked part-

time. As a rule, the staff have permanent contracts. Only very few contracts have

a limited term, for example, for employees temporarily replacing staff on parental

leave. Detailed breakdowns by contract type can be found in the }Sustainability

Statement (p. 92).

Talent Development and Training

Scout24’s strategic approach to learning and development covers four key areas:

• career development with flexible development paths,

• an AI training programme to build AI literacy,

• the training portfolio for targeted skills development,

• and open learning formats for collaborative knowledge sharing.

Formal and informal training opportunities are open to all employees, including

mandatory trainings, workshops to enhance professional skills, and collaborative

formats such as Learning Day and Learning Time. Training programmes are

evaluated based on participants’ feedback and practical application in day-to-

day work.

Performance feedback as a basis for development is enabled by structured

formats for all employees, such as semi-annual performance and development

discussions and the option for multi-perspective 360-degree feedback to enable

holistic self-reflection and development.


Scout24 \| ESG Factbook 2025	8


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Development and training metrics	2025	2024
Participation in feedback & development conversations	89.1%	79.6%
Average training hours per employee	11.9	8.7

Criteria-based promotion processes ensure equal opportunities for all

employees. Lateral moves across departments are encouraged on all levels to

build diverse skill sets and organisational understanding. Leadership

development is fostered through a range of internal training programmes, both

for aspiring and current leaders.

All development and training formats are designed to support all employees, with

an additional focus to increase the share of women in leadership positions. For

more details and breakdowns by gender, see the Scout24’s }DEI Report.

Remuneration

The compensation framework at Scout24 follows a pay-for-performance

philosophy, rewarding individual performance while maintaining competitive

remuneration aligned with market standards. Variable compensation is linked to

both individual achievements and the Company’s financial performance, with

revenue and ooEBITDA as core performance metrics and including a component

based on individual performance. In principle, the Company’s success is shared

with all employees through bonus schemes. Scout24 monitors gender pay equity

as part of its remuneration framework. In 2025, the adjusted gender pay gap for

comparable roles was 1.1%, indicating a high level of pay equity; the remaining

unadjusted gap (21.0%) primarily reflects the current gender representation

across hierarchical levels.

Since 2022, Scout24 has offered an annual employee stock purchase programme

giving all Scout24 employees the opportunity to acquire shares at attractive

conditions and thus to participate in the Company’s long-term performance. In

addition, to mark its tenth anniversary as a listed company, in 2025 Scout24

granted a bonus issue of ten free shares to each employee.

The total reward package further comprises a range of additional elements,

including occupational pension benefits, mobility subsidies, health and wellbeing

offerings, and flexible working arrangements.

All employees of the Scout24 Group are entitled to parental leave and statutory

income replacement benefits in line with applicable national legislation. In

Germany and Austria, where 98.6% of employees are based, statutory

frameworks provide up to three years (Germany) and at least 22 months (Austria)

of parental leave with income-linked benefits, as well as paid maternity leave of

14 weeks (Germany) and 16 weeks (Austria).

Leave for dependant care is available to employees to support family care

responsibilities. In Germany and Austria, statutory frameworks provide

employees with short- and longer-term leave options to care for close relatives.

In Germany, employees may take up to 10 working days of short-term care leave

and up to 24 months of care-related leave or reduced working time

arrangements. In Austria, employees are entitled to up to one week of paid care

leave per year, with longer-term care leave or part-time care arrangements

generally available for up to three months. The Company also grants special paid

leave for specific personal situations that require additional support.

Health and Safety

As a technology company with predominantly office-based activities, Scout24

operates in a low-risk working environment. Occupational health and safety

measures follow a risk-based approach and are proportionate to the nature of

the Company’s activities. All employees receive mandatory annual training on

occupational health and safety.


Workplace and commuting accidents	2025	2024
Total number of accidents	10	4
of which reportable accidents	4	1

Scout24’s occupational health and safety approach reflects key elements of ISO

45001, including risk assessments, preventive measures, integration into

organisational processes, incident analysis, and documentation and reporting.

Continuous improvement is supported through regular evaluation and ongoing

monitoring. Employee involvement is ensured through a dedicated works council

working group on occupational health and safety.

Alongside physical safety, Scout24 addresses mental health as a core component

of its occupational health management. A structured approach includes

preventive measures, awareness initiatives, and access to support services


Scout24 \| ESG Factbook 2025	9


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available to all employees. A dedicated platform provides digital resources,

events, and anonymous counselling for professional and personal challenges,

complemented by courses on stress management, resilience, and physical

health. Since 2024, trained internal mental health first aiders support colleagues

in crisis situations and facilitate access to professional care. Mental health is

further embedded through regular company-wide sessions, including topics

such as burnout prevention, aiming to raise awareness and reduce stigma.

Psychosocial risks are systematically assessed through regular employee surveys

covering wellbeing, workload, workplace culture, and inclusion. Insights are used

to identify areas of concern and inform targeted measures.

A structured return-to-work programme supports employees following long-

term illness, including mental health conditions.

Data Security and Data Protection

Protecting the data and privacy of users represents a further dimension of

Scout24’s responsibility towards people. As a technology company whose

products and services rely on the processing of personal and property-related

data, information security and data protection are integral to business continuity

and stakeholder trust. Scout24 has implemented various measures to manage

data and cybersecurity risks, including technical safeguards, employee training,

incident response plans, and insurance coverage. Structured processes and

control mechanisms are in place to protect personal data, prevent unauthorized

access, and ensure compliance with applicable data protection regulations.

Data security

The responsibility for information security at the Scout24 Group lies with the

Chief Product Officer (CPO) who reports directly to the CEO. Cybersecurity

topics are reported to the ELT on a quarterly basis , including the members of the

management board. Information security is managed through an information

security management system based on ISO/IEC 27001 and integrated into the

Group’s risk management processes. In September 2024, Sprengnetter GmbH

and Sprengnetter Property Valuation Finance GmbH obtained ISO/IEC 27001:2022

certification. ISO/IEC 27001:2022 certification for Scout24 SE, Propstack GmbH,

Bulwiengesa GmbH, BaufiTeam GmbH & Co. KG, Energieausweis48 GmbH,

Immoverkauf24 GmbH, Immobilien Scout GmbH Germany and Immobilien Scout

Österreich GmbH was completed as of May 2026.

Scout24’s information security approach is guided by principles such as least

privilege, defense in depth, secure-by-default configurations, data protection by

design and strict need-to-know access controls, supporting secure operations

and customer trust. The Company promotes a strong information security culture

through regular awareness and training programmes for all employees. A security

training is mandatory for new hires and must be refreshed at least annually,

covering topics such as phishing awareness, secure password practices, access

control, acceptable use of company systems and incident reporting procedures.

Scout24 has established a dedicated Security Incident Response Policy that

defines the process for identifying, assessing and managing information security

incidents. Potential incidents are reported through defined channels and

reviewed by the security team, which classifies them according to standardized

severity levels. For critical incidents, a coordinated response process is initiated,

led by a designated incident lead and supported by relevant internal experts.

Response measures include investigation, containment and remediation of the

incident. Where personal data may be affected, data protection and legal teams

are involved to ensure compliance with regulatory obligations, including

potential notifications to authorities. Following resolution, incidents are reviewed

to identify root causes and implement improvements to further strengthen

information security controls.

Privacy and data protection

Privacy and data protection governance is overseen by the General Council, who

reports directly to the CEO. The General Counsel holds overall responsibility for

the privacy programme, which is designed, managed and monitored by the

Group Data Protection Officer. The Group Data Protection Officer reports

regularly to the General Counsel and also directly to the CEO and is supported

operationally by dedicated functions within the organisation.

Group-wide policies aligned with the EU General Data Protection Regulation

(GDPR) define clear responsibilities, processes and incident reporting

procedures, while a publicly available Data Protection Code of Conduct sets out

key principles such as transparency, necessity and data minimization with a

defined deletion timeframe for complete and permanent removal of all stored

data, depending on the kind of data.


Scout24 \| ESG Factbook 2025	10


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The Company maintains a structured privacy programme, including a defined

data breach notification process of which employees are informed. Each team

has a designated and specifically trained data protection coordinator,

supporting the implementation of privacy requirements, raising awareness at

team level, and acting as a point of contact for data protection-related topics. All

employees are required to complete a mandatory privacy training annually.

Regular internal privacy awareness communications support continuous

understanding of data protection requirements.

Third-party data processing

In addition, all standard Data Processing Agreements (DPAs) and Standard

Contractual Clauses (SCCs) require subprocessors to comply with the same data

protection and security standards. Where applicable, subprocessors must also

establish equivalent DPA or SCC arrangements with their own service providers.

This procedure ensures that the same contractual data protection requirements

are consistently applied throughout the supply chain.


Scout24 \| ESG Factbook 2025	11


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Governance

Responsible business conduct and practiced integrity are defining elements of

the corporate culture at Scout24. The compliance organisation consists of the

General Counsel as the executive responsible for the Legal & Compliance

function and a Head of Legal Commercial & Compliance. The General Counsel

reports directly to the CEO. Within his overall responsibility, the CEO oversees

compliance and regularly informs the Supervisory Board of compliance issues.

The }Code of Conduct forms the binding guidance for all employees and defines

the standards for external stakeholder engagement and the Company’s social

responsibility. It considers a number of international standards such as the

UN Global Compact’s (UNGC) Ten Principles, the Universal Declaration of Human

Rights, the ILO core labour standards and the UN Women’s Empowerment

Principles. The Code of Conduct contains the values that the Company stands for

and that the entire Scout24 Group is expected to uphold. This includes the

Management Board, the Supervisory Board, the ELT and all employees and

applies to dealings with each other within the Scout24 Group as well as with end-

users and business partners. The Code of Conduct also applies to all of the

Scout24 Group’s business partners, suppliers and service providers. Scout24 has

committed to comply with the UNGC and its Ten Principles on anti-corruption.

The UNGC requires annual }communication on progress (CoP), which Scout24

provides. Additionally, Scout24 issued a policy statement on respect for human

rights to express its commitment and dedication to respecting human rights and

environmental obligations within the value chain. The corresponding }rules of

procedure are available on the Company’s website. Scout24’s General Counsel is

also responsible for Human Rights issues and thus for the operation of the

corresponding reporting channels.

To prevent corruption and bribery, an anti-corruption and anti-bribery policy is in

place. The policy applies to all entities of Scout24. Accordingly, it applies to all

employees. The policy sets out a binding framework for preventing corruption

and bribery, in particular through guidance on gifts, invitations to events and

hospitality in connection with third parties. Scout24 bases its definition of

corruption and bribery on the guidelines of the UNGC, OECD and Transparency

International. Based on integrated monitoring within the process, among other

means, the Compliance department verifies that all company policies are

adhered to by performing random compliance checks. If any breaches or

deficiencies are identified, the Compliance department conducts investigations

as appropriate and implements corrective measures. These include relevant

training, process improvements and actions in accordance with the policy on

consequence management to ensure future compliance. If Scout24 employees

have any questions regarding compliance, they can contact the Compliance

function and the General Counsel at any time and in a confidential matter.


Cases of	2025	2024
Discrimination	7	3
Corruption and bribery	0	0
Whistleblower reports	0	0
Court convictions for corruption and bribery	0	0

The entire Scout24 Group has no activities or obligations related to political

lobbying. Donations to political parties are prohibited according to Scout24’s

donation & sponsoring policy. No financial contributions or contributions in kind

to political stakeholders are made. Recipients of donations must be non-profit

organisations and must fall within one of the Company's focus areas, which are

defined as the topics of homelessness and DEI.

Information on tax disclosure

Scout24 explicitly commits to compliance with all tax-related obligations. The

company performs responsible tax planning considering both legal obligations

and the interests of investors. Abusive tax planning is rejected, yet legitimate

optimizations of Scout24’s tax positions are utilized. When introducing new

products, adherence to the requirements prescribed by tax legislation is

ensured.


Taxes accrued & paid by country of operation in 2025 (million €)	Taxes accrued	Taxes paid
Germany	102.08	86.46
Austria	1.29	2.37
Italy	0.01	0.00

Further information about the taxes paid can be found in the }annual report.