{"id":60,"date":"2024-10-29T07:00:29","date_gmt":"2024-10-29T05:00:29","guid":{"rendered":"https:\/\/www.ipsen.com\/uk\/?page_id=60"},"modified":"2026-08-17T15:51:45","modified_gmt":"2026-08-17T13:51:45","slug":"our-standards","status":"publish","type":"page","link":"https:\/\/www.ipsen.com\/uk-ireland\/sustainability\/our-standards\/","title":{"rendered":"Our Standards"},"content":{"rendered":"    <section class=\"sub-page-banner bg-color-enabled  banner-no-filter\" style=\"background: linear-gradient(93.64deg, #224A81 2.99%, #2797D3 97.01%)\">\n\n                <div class=\"container content-sec\">\n            <nav aria-label=\"breadcrumb banner-font-color-blue\">\n            <ol class=\"breadcrumb\">\n                <li class=\"breadcrumb-item\"><a href=\"https:\/\/www.ipsen.com\/uk-ireland\">Home<\/a><\/li><li class=\"breadcrumb-item visible\"><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/sustainability\/\">Sustainability<\/a><\/li><li class=\"breadcrumb-item active\"><a class=\"link-pointer-events-none\" href=\"#\" aria-current=\"page\">Our Standards<\/a><\/li><\/ol>\n            <\/nav>            <h1 class=\"visible banner-font-color-white\">Our Standards<\/h1>\n            <p class=\"hidden banner-font-color-white\"><\/p>\n        <\/div>\n    <\/section>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><h3 class=\"wp-block-heading heading-three\">U.K.&amp;I Modern Slavery Act statement<\/h3>\n\n<h4 class=\"wp-block-heading heading-four\">At Ipsen, we are dedicated to improving patients\u2019 lives, improving health outcomes, and making a meaningful difference in society. We are committed to inspiring and enabling actions that contribute to a healthier and better future for all. In this statement, we describe the risk management measures we have implemented to prevent modern slavery in our operations and supply chains. We strive to continuously improve as part of our ongoing commitment to fostering a robust ethical culture.<\/h4>\n\n<p class=\"heading-para wp-block-paragraph\">This statement is made in accordance with section 54 of the Modern Slavery Act 2015, on behalf of the Ipsen companies operating and carrying on business within the U.K. (\u201cIpsen U.K.\u201d). It sets out the steps that Ipsen U.K. has taken and is continuing to take to ensure that modern slavery or human trafficking is not taking place within our business or supply chain.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Introduction<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Ipsen is a global specialty-driven pharmaceutical group committed to discovering new solutions for targeted debilitating diseases and improving quality of life for patients. At Ipsen the patient is at the heart of what we do. We continuously invest to innovate and deliver therapeutic solutions for the patient\u2019s benefit. We also adhere to the highest ethical standards to ensure that our decisions are made in the best interests of patients.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Ipsen U.K. consists of the following Ipsen companies operating and carrying on business within the U.K.:<\/p>\n\n\n<ul class=\"wp-block-list\">\n<li>Ipsen Limited<\/li>\n\n\n\n<li>Ipsen Biopharm Limited<\/li>\n\n\n\n<li>Ipsen Bioinnovation Limited<\/li>\n\n\n\n<li>Ipsen Developments Limited<\/li>\n\n\n\n<li>Sterix Limited<\/li>\n<\/ul>\n\n\n<p class=\"heading-para wp-block-paragraph\">Ipsen U.K. is integrated into a global supply chain involved in the manufacturing of pharmaceutical products through a global network of manufacturing sites and distribution centres. This network includes the procurement of goods and services from many external suppliers, contractors and alliance partners.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Our Policies<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Ipsen is committed to conducting business in an ethical way. We operate several internal policies and programmes to ensure that we are conducting business in an ethical and transparent manner. All of our U.K. and Ireland policies are available to all employees on our company intranet:<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Code of Ethical Conduct.<\/strong> Our Code of Ethical conduct and key Ethics and Compliance Principles describe our commitment to treating people with respect and in accordance with the law.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Business Partner Code of Conduct.<\/strong> This code explains the way we behave as an organisation and how we expect our employees and suppliers to act. Our Business Partner Code of Conduct details our approach to avoid enforced labour including child labour, and to ensure respect for people. Ipsen reserves the right to not enter into, or to discontinue, a relationship with a Business Partner whose practices would not meet expected business ethics principles and\/or would not comply with applicable laws and regulations.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Recruitment.<\/strong> We operate a robust recruitment process, including conducting detailed checks on our employees to make sure they are eligible to work in the U.K. This helps to safeguard against human trafficking or individuals being forced to work against their will. Every HR professional at Ipsen has access to \u201cHR Principles\u201d document, which provides governance on all HR activities and guidance on our HR operating values. It is also part of the onboarding for any newcomers to the HR Community.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Whistleblowing Hotline.<\/strong> Our Whistleblowing Hotline allows our employees to report any malpractice or violation of the Code of Ethical Conduct without fear of recrimination. We fully investigate any reports and take appropriate remedial action where required.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Anti-Corruption Programme.<\/strong> We have an anti-corruption programme, including training and education and an alerts system for raising concerns \u2013 which we assess and investigate as appropriate.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Employee Assistance Programme.<\/strong> We operate an employee assistance programme through a third-party provider which allows employees, and their families access to confidential advice on a range of topics.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Harassment &amp; Bullying Policy. <\/strong>We have an employee Harassment &amp; Bullying policy which explains to all employees the standards of behaviour we expect, the types of behaviour that will not be tolerated (e.g. harassment, discrimination, bullying) and the action we will take if inappropriate behaviour is reported.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Ipsen&#8217;s Ethics and Compliance Programme<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">The objective of Ipsen\u2019s Ethics &amp; Compliance Programme is to ensure a culture of integrity enabling Ipsen to conduct its global business with the highest ethical standards, in full compliance with all applicable laws and regulations and Ipsen\u2019s Code of Ethical Conduct. Underlying Ipsen\u2019s Ethics and Compliance Programme are our Ethics &amp; Compliance Guiding principles:<\/p>\n\n\n<ul class=\"wp-block-list\">\n<li><em>Patient focus<\/em>: The underlying rationale for all interactions must be the ultimate contribution to the well-being and care of the patients.<\/li>\n\n\n\n<li><em>Integrity<\/em>: All interactions must be conducted in a truthful and trustworthy manner and with business integrity.<\/li>\n\n\n\n<li><em>Independence<\/em>: We always respect our stakeholder\u2019s independence to perform their official professional duties. Ipsen must not interact with external stakeholders when there is an actual, perceived, or potential conflict of interest arising from such interaction which may unduly influence the stakeholder\u2019s decision or conduct or create the perception of doing so. Ipsen must remain independent to conduct its global business.<\/li>\n\n\n\n<li><em>Legitimate intent<\/em>: All interactions must have a legitimate intent aligned with the Ipsen vision to discover, develop, and deliver innovative medicines that improve patient\u2019s lives.<\/li>\n\n\n\n<li><em>Transparency<\/em>: All interactions must be transparent with business integrity.<\/li>\n\n\n\n<li><em>Accountability<\/em>: Ipsen employees must be accountable and accept responsibility for their actions and commit to perform all interactions in compliance with Ipsen ethical standards, internal procedural documents, all applicable laws, regulations, and industry codes.<\/li>\n\n\n\n<li><em>Information Exchange<\/em>: Information provided by Ipsen must be accurate, objective, balanced and appropriate to the context and the stakeholders. Ipsen does not partake in any deceptive practices.<\/li>\n<\/ul>\n\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Ipsen U.K. Employees<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">As part of our Recruitment Policy, we conduct background checks on our employees upon employment to comply with regulations on work permits and visas and the right to work in the U.K. legally. This also involves a screening process, background checks and confirmation of qualifications.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Suppliers<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">We have a risk-based approach to our third parties. This is managed independently by the Ethics and Compliance Programme, which includes due diligence, background checks, investigations into adverse media and where risk is identified we look further into the supplier<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">to establish what compliance practices they have adopted including how they deal with concerns that are raised, human rights and labour law and a code of ethics. Where required, we provide training and education on our compliance and anticorruption requirements. Due diligence also identifies sanctions against individuals associated with the supplier.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">In addition to the above, as part of our standard agreements with suppliers, we require that they confirm to us that they will carry out services in full compliance with all applicable legislations, regulations and codes of practice. We recognise the importance of maintaining our due diligence measures and continuously improving to ensure we have the appropriate measures in place to prevent any instances of modern slavery in our activities and supply chains. We continue to monitor and reflect on our risk profile and refine our measures accordingly.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Our <strong><em>Business Partner Code of Conduct<\/em><\/strong> details our approach to avoid enforced labour including child labour, and to ensure respect for people. It also includes our commitment to the 10 principles of the UN Global Compact, including those related to labour and human rights.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Training<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">As part of their employment conditions, all Ipsen U.K. employees must agree to uphold Ipsen\u2019s <strong><em>Code of Ethical Conduct<\/em><\/strong>. Training is provided as part of on-boarding and throughout employment on topics relating to Ethics &amp; Compliance, as well as applicable legislation. In particular, Ipsen provides mandatory training for employees on the Ipsen <strong><em>Code of Ethical Conduct<\/em><\/strong> annually. The Code details our ban on child labour and forced labour, in addition to referencing the <strong><em>Business Partner Code of Conduct<\/em><\/strong>. Training completion is tracked as part of each employee\u2019s training records. We provide specific guidance to our employees that we do not tolerate modern slavery. In the case where we identify risks by a prospective Business Partner, we instruct our employees to reject the proposal and inform our Business Ethics and Legal teams. We strictly abide by our core value of respecting the human rights of our employees and the stakeholders with whom we interact.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">We also review regularly and improve our Ethics &amp; Compliance Programme to ensure it remains current with respect to significant risks, developments, and trends.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\"><strong>Conclusion<\/strong><\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Modern slavery encompasses slavery, servitude, human trafficking and forced labour. Ipsen U.K. has a zero-tolerance approach to any form of modern slavery. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard against any form of modern slavery taking place within the business, by our partners or in our supply chain.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Lynne Millar<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Director<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">On behalf of the Ipsen U.K. Board of Directors<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">July 2026<\/p>\n\n<h3 class=\"wp-block-heading heading-three\">Promoting a culture of ethics and compliance<\/h3>\n\n<p class=\"heading-para wp-block-paragraph\">Ethical and compliant practices are a cornerstone of our work at Ipsen. We strive to integrate essential ethical concepts into our business, and to mobilise our teams around our vision of Ethics.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">Our Code of Ethical Conduct is built on six main pillars: equity, transparency, dedication to health, integrity, compliance and speaking up.<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">These exacting standards guide all our work from research and development through to marketing, and ensure our patients remain our central focus.<\/p>\n\n\n    <!--Accordion Cards Start Here-->\n    <section class=\"accordion \"  data-according-id=\"9997830\">        \n        <div class=\"container\">\n            <div class=\"row\">\n                <!--Accordion info section-->\n                <div class=\"column-1 col-xl-12 col-md-12 col-sm-12\">\n                    <div class=\"accordian-info\">\n                        <h3 class=\"accordian-heading hidden heading-three\" role=\"heading\" aria-level=\"2\">\n                                                    <\/h3>\n                        <p class=\"accordian-summary hidden\"><\/p>\n                    <\/div>\n                <\/div><!--Accordion info section over here -->\n\n                <div class=\"col-xl-12 col-lg-12 col-md-12 col-sm-12\">\n                    <div class=\"accordion accor-group\" id=\"accordionExample9997830\">\n                         \n                                    <!-- Accordion with Expandable panel & FAQs -->\n                                    <div class=\"accordion-item accor-item\">\n                                        <p  role=\"heading\" aria-level=\"3\" class=\"accordion-header accor-head-para\" id=\"expHeading0\">\n                                            <button class=\"accordion-button accor-btn collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#expHeading99978300\" aria-expanded=\"false\" aria-controls=\"expHeading99978300\">\n                                                Gender pay gap report                                            <\/button>\n                                        <\/p>\n                                        <div id=\"expHeading99978300\" class=\"accordion-collapse collapse \" aria-labelledby=\"expHeading0\" data-bs-parent=\"#accordionExample9997830\">\n                                            <div class=\"accordion-body\">\n                                                <div class=\"accordion-data\">\n                                                    <p class=\"p1\"><em><strong>Find all the most recent Gender Pay Gap Reports for all of Ipsen U.K. &amp; Ireland here.<\/strong><\/em><\/p>\n<p>&nbsp;<\/p>\n<p class=\"p1\"><strong>Gender Pay Gap Report 2025: U.K.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p class=\"p1\"><strong><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2026\/04\/UK-2025-Gender-Pay-Gap-Report-March-2026-Final-PDF.pdf\" target=\"_blank\" rel=\"noopener\">Click here to view our Gender Pay Gap Report<\/a><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Gender Pay Gap Report 2024: U.K.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2026\/02\/UK_2024-Gender-Pay-Gap-report_Feb-2026-CRSC-GB-000411.pdf\" target=\"_blank\" rel=\"noopener\"><strong>Click here to view our Gender Pay Gap Report<\/strong><\/a><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Gender Pay Gap Report 2024: Ipsen Manufacturing Ireland Ltd<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2024\/12\/GENDER-PAY-GAP-REPORT-2024-Ireland-signed.pdf\" target=\"_blank\" rel=\"noopener\">Click here to view our Gender Pay Gap Report<\/a><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p class=\"p1\"><strong>Gender Pay Gap Report 2023: U.K.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p class=\"p1\"><strong><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2024\/12\/Gender-Pay-Gap-Report-UK-2023.pdf\" target=\"_blank\" rel=\"noopener\">Click here to view our Gender Pay Gap Report<\/a><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Gender Pay Gap Report 2022: U.K.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2024\/12\/Gender-Pay-Gap-Report-2022.pdf\" target=\"_blank\" rel=\"noopener\">Click here to view our Gender Pay Gap Report<\/a><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Gender Pay Gap Report 2021: U.K.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2024\/12\/IPSEN-PAY-GAP-REPORT-2021-v10-1.pdf\" target=\"_blank\" rel=\"noopener\">Click here to view our Gender Pay Gap Report<\/a><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Gender Pay Gap Report 2020: U.K.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong><a href=\"https:\/\/www.ipsen.com\/uk-ireland\/wp-content\/uploads\/sites\/19\/2024\/12\/Gender-Pay-Gap-Report-2020.pdf\" target=\"_blank\" rel=\"noopener\">Click here to view our Gender Pay Gap Report<\/a><\/strong><\/p>\n                                                    <div class=\"cta-block hidden\" style=\"text-align: left;\">\n                                                                                                            <\/div>\n                                                <\/div>\n                                            <\/div>\n                                        <\/div>\n                                    <\/div>\n                             \n                                    <!-- Accordion with Expandable panel & FAQs -->\n                                    <div class=\"accordion-item accor-item\">\n                                        <p  role=\"heading\" aria-level=\"3\" class=\"accordion-header accor-head-para\" id=\"expHeading1\">\n                                            <button class=\"accordion-button accor-btn collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#expHeading99978301\" aria-expanded=\"false\" aria-controls=\"expHeading99978301\">\n                                                Ipsen U.K. tax strategy and governance statement                                            <\/button>\n                                        <\/p>\n                                        <div id=\"expHeading99978301\" class=\"accordion-collapse collapse \" aria-labelledby=\"expHeading1\" data-bs-parent=\"#accordionExample9997830\">\n                                            <div class=\"accordion-body\">\n                                                <div class=\"accordion-data\">\n                                                    <p><strong>IPSEN U.K. TAX STRATEGY AND GOVERNANCE STATEMENT <\/strong><strong>FOR THE FINANCIAL YEAR ENDING 31 DECEMBER 2025<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen U.K. comprises the U.K. subsidiary companies of the Ipsen SA group (\u201cthe Group\u201d), which is based in France; namely Ipsen Developments Limited and its subsidiaries, Ipsen Biopharm Limited, Ipsen Bioinnovation Limited and Sterix Limited, and Ipsen Limited, a fellow U.K. subsidiary of the Group. In making this tax strategy available, Ipsen U.K. is fulfilling its responsibilities under paragraph 16(2) of Schedule 19 FA2016 for the year ended 31 December 2025.<\/p>\n<p>&nbsp;<\/p>\n<p>The tax affairs of Ipsen U.K. are managed in a manner that is consistent within Ipsen\u2019s Code for Ethical conduct, to conduct business lawfully and ethically. The Ipsen SA group\u2019s Code for Ethical conduct requires the maintenance of accurate and reliable financial records, and the tax approach aligns to that code.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>How we manage tax risk<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The tax affairs of Ipsen U.K. are managed in accordance with the Ipsen Group\u2019s Internal control and Tax Management Policies. The tax function is localised in France and the U.S. The VP Group Tax department reports to the EVP CFO and our tax professionals are committed to the highest compliance standards in tax laws and regulations.<\/p>\n<p>&nbsp;<\/p>\n<p>Tax issues and risks are closely monitored at Group level, including U.K. tax matters. In addition, external tax advisers provide specific tax advice and regular updates regarding upcoming changes to U.K. tax legislation to enable the U.K. companies to anticipate and plan for any potential impact on the tax risks.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Our attitude to tax planning<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen U.K.\u2019s approach is to pay the correct and fair amount of tax to minimise the risk of uncertainty or disputes. Where available, legitimate tax incentives (for example, R&amp;D tax credits) or exemptions provided by HMRC are implemented to support the development of the U.K. businesses and any tax planning is based on commercial business activity. Transactions between group companies are on an arm\u2019s-length basis and in accordance with OECD principles. Ipsen U.K. does not engage in artificial tax arrangements.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Our tax risks<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen U.K. seeks to comply fully with the U.K. tax regulations and actively manages its affairs to minimise the risk of non-compliance by ensuring that tax returns and payments are made on time with proper disclosure made to the tax authorities. For areas of uncertainty, Ipsen U.K. will seek specific tax advice from external tax advisers or will seek clearance from HMRC, where necessary.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Our relationship with the tax authorities<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen U.K. works with the support of its tax advisers to ensure that all compliance obligations are met and the correct amount of tax paid. Aligned to the Code for Ethical Conduct, we seek to operate an honest and transparent relationship with HMRC, providing the necessary disclosure required to allow HMRC to understand the operations and tax risk profile of Ipsen U.K.<\/p>\n                                                    <div class=\"cta-block hidden\" style=\"text-align: left;\">\n                                                                                                            <\/div>\n                                                <\/div>\n                                            <\/div>\n                                        <\/div>\n                                    <\/div>\n                             \n                                    <!-- Accordion with Expandable panel & FAQs -->\n                                    <div class=\"accordion-item accor-item\">\n                                        <p  role=\"heading\" aria-level=\"3\" class=\"accordion-header accor-head-para\" id=\"expHeading2\">\n                                            <button class=\"accordion-button accor-btn collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#expHeading99978302\" aria-expanded=\"false\" aria-controls=\"expHeading99978302\">\n                                                Statements under section 172 of the Companies Act 2006                                            <\/button>\n                                        <\/p>\n                                        <div id=\"expHeading99978302\" class=\"accordion-collapse collapse \" aria-labelledby=\"expHeading2\" data-bs-parent=\"#accordionExample9997830\">\n                                            <div class=\"accordion-body\">\n                                                <div class=\"accordion-data\">\n                                                    <p><strong>For Ipsen U.K. Companies: IPSEN LIMITED (Company Number 06751069) and IPSEN BIOPHARM LIMITED (Company Number 01653765) (each a \u201cCompany\u201d)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>(References to IPSEN shall mean the \u201cIpsen Group\u201d)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>In respect of each Company, the following is a statement by the directors of that Company in performance of their statutory duties in accordance with Section 172[1] Companies Act 2006<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>1. OVERVIEW<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The board of directors of the Company, both individually and collectively, believe they have acted in good faith, in a way that would most likely promote the success of the Company for the benefit of its shareholders as a whole, whilst having regard to the stakeholders and matters set out in section 172[1](a-f) of the Act for all decisions taken during the year ending 31 December 2025.<\/p>\n<p>&nbsp;<\/p>\n<p>The board fulfils its duties partly through a governance framework that delegates day-to-day decision making to employees who make up committees of the Company. During 2025, tasks were assigned to the U.K. and Ireland Sites Management Committee, Leadership Teams, Chairman of the Board, the Directors, Finance Director, and Company Secretary as appropriate to their functions.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Our mission, strategy, and consideration of the consequences of long-term sustainability of the business<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen is a dynamic and growing global specialty-driven biopharmaceutical company, committed to improving people\u2019s lives through innovative medicines in oncology, neuroscience, and rare diseases. Ipsen\u2019s strong position in Specialty Care provides the scale, expertise, and stability to make a sustainable difference for people in a quickly evolving healthcare environment.<\/p>\n<p>&nbsp;<\/p>\n<p>The directors understand the business and the environment in which Ipsen and, in turn, the Company operates. The Board has overall responsibility for establishing the purpose and values required to deliver the success of the Company and to generate value for shareholders. The Board oversees the implementation of the strategy set by Ipsen and ensures that the Company is suitably resourced to deliver on its objectives. The Board is collectively responsible for ensuring that the Company is well governed, and risk is managed within defined and agreed boundaries. It also reviews financial performance and maintains oversight of the Company&#8217;s systems of risk management and internal control as well as ensuring that the Company acts ethically and meets its legal and regulatory responsibilities.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>EMPLOYEE AND STAKEHOLDER ENGAGEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>2. EMPLOYEE ENGAGEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The Company\u2019s mission is to attract, retain, and develop our people to ensure we have the right talents for the right roles, now and in the future. We are committed to creating and supporting a collaborative, diverse and inclusive work environment to drive innovation and achieve Ipsen\u2019s core mission of improving people\u2019s lives. We are dedicated to fostering a culture of trust and feedback based on our Ipsen Way of Being and Code of Conduct to empower employees to act in the best interests of the Company and its stakeholders.<\/p>\n<p>&nbsp;<\/p>\n<p>We operate an annual objective setting process, annual talent reviews and an annual year end performance review process. We also ensure each employee has a robust development plan in place to facilitate ongoing personal and professional development.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>MEETINGS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>We hold two Commercial Operations and one Technical Operations \/ Pharmaceutical Development \/ Financial Shared Services \/ HR Shared Services conference each year with respective Company employees as well as regular Town Hall, Manager Forums and \u201cjoin the chat\u201d events where employees can understand local and Group performance, engage with senior leaders and collaborate cross-functionally. Ipsen also hold \u201cIpsen Live\u201d events each quarter, which are led by our CEO and Executive Leadership Team. All Ipsen employees globally are invited to attend to hear more about Ipsen updates, strategic plans and can ask questions.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>EMPLOYEE ENGAGEMENT SURVEY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>In 2025, all Company employees were invited to take part in the Ipsen People Experience Survey, with the aim of ensuring each employee had an opportunity to provide feedback via an anonymised survey and to offer line managers a clear understanding of the level of engagement across the Company and, also for their specific division. With the support of our Engagement Representatives, an action plan was created following the results reports per different teams and units to ensure our culture and engagement evolution. We also measured the efficiency of the actions introduced through the Employee Experience survey in 2025.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>GREAT PLACE TO WORK (GPTW)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>In 2024, our London and Wrexham sites entered a consolidated GPTW assessment to gain insights into levels of employee engagement against other accredited Great Workplaces and to build a greater understanding of our culture at Ipsen in the U.K. London and Wrexham were both certified as Great Places to Work in 2025 and additionally recognised as: 2025 U.K. Best Workplaces in Biopharma and 2025 U.K. Best Workplaces for Women.<\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen in the U.K. has a successful track record of being certified and recognised in specialised categories since 2021.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>MENTAL HEALTH AND WELLBEING<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Each of our U.K. and Ireland sites have a team of Mental Health Ambassadors, which is complemented by our 24\/7 Employee Support Programme, Private Medical Insurance, a Wellbeing hub within our online benefits portal and Doctor at Hand. The monthly Wellbeing Allowance is paid to all Ipsen employees across the U.K. and Ireland in their monthly pay, so that each person can invest in their physical and mental health. We also offer a wide range of varying wellbeing programs on-site and virtually, which include massage, physiotherapy, yoga, reiki, wellbeing days, and a variety of specific health related support covering topics such as menopause, pelvic health, meditation. breast health, managing stress, back care, mindfulness, which are all funded by Ipsen.<\/p>\n<p>&nbsp;<\/p>\n<p>Our iLearn \u2013 online learning platform (also with unlimited LinkedIn learning resources) provides an opportunity to get access to education on how to manage stress, burnout, anxiety for employees individually but also as managers for our teams. All employees are encouraged to take time out and book annual leave. Employees are encouraged to have shorter calls and breaks in between the calls. Ipsen also promotes keeping fit through the Ipsen in Motion programme and the United Heroes App.<\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen offers flexible working hours to accommodate domestic requirements. We have a Hybrid Work Model in place to enable employees to work together in person on-site, at customer meetings, team meetings, congresses, etc. for part of the week, and then work from home for the remainder of their working week. We also provide guidance and ensure that each employee has opportunities to collaborate, learn from others and innovate together.<\/p>\n<p>&nbsp;<\/p>\n<p>London has in place a well-being roadmap to promote early intervention in, and community support relating to mental health and well-being issues.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>LEARNING &amp; DEVELOPMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen fosters a culture of learning and development, through our corporate values (\u201cWe Learn and Share Everyday\u201d) and by implementing a blended learning approach, which focuses on Experience, Exposure and Education: each employee is encouraged to have an annual Development discussion and create a plan with their line manager, which is then documented in our HRIS system. We encourage and enable greater internal mobility, provide short term assignment opportunities, access to the mentoring programme and continue to offer a broad range of training programmes, which cover topics such as leadership development, product training, customer engagement, Insights Discovery, 360 assessments with executive coach debrief and workshops focused on creating high performing teams and building a culture of feedback and psychological safety. At a division and country level, succession planning, and talent management discussions are held throughout the organisation to maximise development and internal mobility. From May to July, we organise the Season of Development, to support personal and professional career growth.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>PEOPLE POLICIES<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>At Ipsen, we care about our people and want to support our employees when they need it most, including helping our managers to support their teams with issues that may affect their work. Our people policies are one of the most important ways in which we do this. We regularly review our policies to make sure they keep up to date with business needs and legal changes and this year we have implemented the following changes in the U.K.:<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>In January 2025, we introduced a new harassment and bullying policy to explain clearly our expectations of colleague behaviour.<\/li>\n<li>In 2024, we introduced a Carer\u2019s Leave policy which was enhanced beyond the U.K. legal minimum in September 2025 and will continue enhancement in 2026.<\/li>\n<li>We increased our Paternity Leave entitlement to 9 weeks paid leave and this will be further increased to 12 weeks paid leave in September 2026.<\/li>\n<li>In March 2025, we introduced an improved Bereavement Leave policy.<\/li>\n<li>In April 2025, we introduced a new Neo-Natal Leave policy in line with the new legislation in U.K.<\/li>\n<li>In Q4 2025, we began the process of reviewing our policies in relation to the legal changes enacted by the Employment Relations Act and this will continue throughout 2026 and 2027 as the changes become effective.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>We continue to write our People Policies in line with the set of guiding principles agreed by the U.K. &amp; Ireland HR Leadership team in 2025. These principles were as follows:<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>Inclusion<\/li>\n<li>Clear and simple language<\/li>\n<li>Accessible<\/li>\n<li>Process light<\/li>\n<li>Risk appropriate (i.e. will balance the needs of the business and our colleagues)<\/li>\n<li>Universal but flexible<\/li>\n<li>Clear Governance<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>WHISTLEBLOWING POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The Company is committed to the highest ethical culture and compliance standards, consequently, the business expects employees to act according to the same standards. Ipsen has a Whistleblowing policy encouraging employees to speak up and report behaviour that does not comply with the Ipsen\u2019s Code of Conduct, ethical principles and\/or applicable legal obligations.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>DATA PRIVACY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Data privacy matters relating to the Company are handled by the U.K. and Ireland (U.K.&amp;I) Legal function, in particular, by the dedicated Legal &amp; Privacy Counsel role. The U.K.&amp;I Legal function, with support from the Global Privacy Team, is responsible for providing guidance, information, and other resources to support data privacy issues, as well as sending out periodic data privacy updates to keep employees fully informed on regulations and changes. To ensure that employees are aware of the importance of data protection, we also offer training modules for all employees through online and face-to-face trainings, which are adapted to different functions of the business.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>GENDER PAY GAP (APPLICABLE TO IPSEN BIOPHARM LIMITED ONLY)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>For 2025, the U.K. organisation published the results for Ipsen Biopharm Limited only, as of the U.K. based Ipsen entities, only Ipsen Biopharm Limited meets the government requirement of 250 employees or more. The mean pay gap for Ipsen Biopharm Limited is 0.23% compared with 1.09% in 2024. Ipsen continues to work on diversity of background, experience and thinking at all levels of the organisation. In 2025, Ipsen clarified the three pillars through which the organisation will drive its diversity and inclusion efforts, namely:<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>By fostering an Inclusive Culture<\/li>\n<li>Embedding Equitable Processes<\/li>\n<li>Promoting Diverse Representation<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>In 2025, Ipsen ran its second inclusion survey, which included demographic data in its three Global Hubs. The results further guided actions and focus of the Company to improve its gender pay gap in the U.K.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>DIVERSITY AND INCLUSION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Throughout 2025, the Company continued to work on diversity of background, experience and thinking at all levels, which the Company needs to best serve its customers and patients.<\/p>\n<p>&nbsp;<\/p>\n<p>In 2025, the Company worked towards the following:<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>Global mentoring programme available for everyone in the Company to get relevant advice for career progression;<\/li>\n<li>Realising the objectives set for us as a result of feedback from our Inclusion forums, with a focus on leadership engagement, communication, and events management to engage with the diverse population and create more inclusive working environments within the U.K. and Ireland; and<\/li>\n<li>Diversity, Equity &amp; Inclusion (DE&amp;I) vision and mission to harness our culture of inclusion through diverse thoughts and perspectives. We made a commitment to integrate DE&amp;I as part of the Company\u2019s business strategy. In our actions we are focusing on awareness programmes, reviewing processes to make them equitable and ensuring we bring a diverse workforce.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>The Company also continues to create new people policies and update existing policies and processes to ensure they are fully inclusive, and have appointed specific DE&amp;I representatives in the business to drive our focused activities<\/p>\n<p>&nbsp;<\/p>\n<p><strong>3. STAKEHOLDER ENGAGEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The Company\u2019s ability to respond to stakeholders\u2019 expectations is a measure of its credibility and sustainability. The Company has transparent and regular dialogue with its stakeholders including shareholders, payors, patients and healthcare professionals, suppliers, regulatory authorities and agencies, government and public policy stakeholders, local communities, and the media. This allows the Company to provide reliable and factual information, to pursue a constructive dialogue, develop partnerships and support patient associations, with the ultimate goal of providing differentiated and innovative solutions that improve patients\u2019 lives.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>PATIENTS AND HEALTH CARE PROFESSIONALS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen maintains the highest standards in terms of safety and quality for all its products. As such, the Company is committed to responsibly engaging with patients, healthcare professionals and patient and professional organisations to ensure their expectations and needs are understood and to manage our supply chain to safeguard medicine supply.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>SHAREHOLDERS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The board of directors of the Company understands the importance of having a continued relationship with shareholders. As such, it is important to the Company that its shareholders understand that the Company\u2019s strategy and objectives are aligned with those of Ipsen and there is a consistent and ongoing dialogue between the Company and the wider Ipsen group.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>ENVIRONMENT AND THE COMMUNITY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Environment, Health and Safety (EHS)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The Company is committed to protecting the environment and minimising its environmental impact by ensuring that business activities are conducted safely and sustainably. The effectiveness of the environmental management framework is independently verified through Ipsen Group certification to ISO 14001:2015.<\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen has identified UN Sustainable Development Goal 12, Responsible Consumption and Production, as a material focus, promoting efficient use of natural resources, environmentally sound management of chemicals and waste throughout their life cycle, and waste reduction through prevention, reuse and recycling. The Ipsen Natural Resource Preservation Project engages manufacturing, R&amp;D and significant office sites in reducing energy, water and waste intensity.<\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen is committed to science\u2011based reductions in greenhouse gas (GHG) emissions aligned with limiting global warming to 1.5\u00b0C under the Paris Agreement. Near\u2011term 2030 Scope 1, 2 and 3 emissions reduction targets have been validated by the Science Based Targets initiative, and the Group is working towards net zero by 2045. Delivering these targets requires a combination of operational initiatives and increased engagement with suppliers, supported by Ipsen\u2019s Sustainable Procurement Ambition and such targets are reviewed and assessed on an annual basis.<\/p>\n<p>&nbsp;<\/p>\n<p>Emissions reductions are being delivered through energy efficiency improvements, electrification of heat, transition to renewable electricity, optimisation of assets and fleet decarbonisation across manufacturing, R&amp;D and office locations. Actions include optimisation of HVAC, heating, cooling and compressed air systems, deployment of high\u2011efficiency equipment, waste\u2011heat recovery and progressive replacement of refrigerants with low\u2011global\u2011warming\u2011potential alternatives. Renewable electricity procurement is prioritised, supplemented by on\u2011site renewable generation where feasible. Residual emissions that cannot yet be technically abated may be addressed through high\u2011quality, certified nature\u2011based solutions, in line with the SBTi Corporate Net\u2011Zero Standard.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Site Specific Initiatives<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>In 2025, Ipsen\u2019s Wrexham site continued to deliver energy efficiency and decarbonisation initiatives, including progress on a new drug product manufacturing facility designed to operate at net\u2011zero Scope 1 and 2 emissions. The facility will operate without natural gas, using 100% renewable electricity and air\u2011source heat pumps, alongside energy\u2011efficient WFI and pure steam systems. Additional investments focused on steam optimisation, HVAC efficiency, lighting upgrades and enhanced refrigerant management, with total investment of approximately \u00a3275,000. This facility was awarded the Sustainability Project of the year by the International Society for Pharmaceutical Engineering (ISPE) and the Sustainability Initiative of the year at the U.K. Pharma Industry awards in 2025.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Real Estate and Fleet<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen\u2019s global real estate strategy supports efficient use of space, workplace transformation and reduced environmental impact. New sites are delivered to defined sustainability standards, with leased locations selected based on criteria including renewable electricity access, sustainability certifications and sub\u2011metering capability. The \u201cFleet for Future\u201d programme continued in 2025, supporting the transition of the corporate fleet toward battery electric vehicles and the removal of diesel options where feasible. In the U.K. and Ireland, the fleet is now fully electric, with electricity supply sourced entirely from renewable generation.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Biodiversity and Community Engagement<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen continues to advance its Biodiversity Strategy Plan, supporting the ambition to be Nature Positive by 2030. Actions include improved ecological surveys, development of biodiversity policies and KPIs, a site certification scheme, and assessment of value\u2011chain biodiversity impacts. Sites also participate in community\u2011based conservation activities through Ipsen Community Days, including partnerships with local organisations to support environmental protection initiatives.<\/p>\n<p>&nbsp;<\/p>\n<p>Ipsen\u2019s sites also involve themselves in community-based conservation activities as part of Ipsen\u2019s Community Days. A range of activities were undertaken in the U.K. in 2025, including supporting local partnerships with external conservation organisations including waste removal from local waterways and litter picking.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>SUPPLIERS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The Company works in close collaboration with a wide range of suppliers whose services and goods are critical to the performance of the Company and quality of its products. As part of the Ethics and Compliance programme, the Company operates an independently managed, risk-based approach to interactions with third party suppliers. This includes due diligence, background checks and investigations into adverse media. Where risk is identified, further due diligence is undertaken to establish what compliance practices have been adopted by the supplier including their code of ethics, how they deal with concerns that are raised and human rights and labour laws. Where required, the Company provides training and education on its compliance and anti-corruption requirements. Due diligence also identifies sanctions against individuals associated with the supplier.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>REGULATORS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>All quality processes are documented in a formal Quality Management System (QMS) that ensures full traceability of every batch of product. The QMS also assures that the processes are reproducible and allows teams to demonstrate this by means of comprehensive internal audit. There is an established, documented, implemented and maintenance of effective QMS in accordance with the appropriate requirement of regulations, standards, and directives. Subject to periodic inspections by regulatory bodies with which we fully cooperate.<\/p>\n<p>&nbsp;<\/p>\n<p>On behalf of the Board<\/p>\n<p>&nbsp;<\/p>\n<p>L Millar-Kelly, Director<\/p>\n<p>&nbsp;<\/p>\n<p>June 2026<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong>For IPSEN DEVELOPMENTS LIMITED (Company Number 03200696) (the \u201cCompany\u201d)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>(References to IPSEN shall mean the \u201cIpsen Group\u201d)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>In respect of the Company, the following is a statement by the directors of the Company in performance of their statutory duties in accordance with Section 172[1] Companies Act 2006<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>1. OVERVIEW<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The board of directors of the Company, both individually and collectively, believe they have acted in good faith, in a way that would most likely promote the success of the Company for the benefit of its shareholders as a whole, whilst having regard to the stakeholders and matters set out in section 172[1](a-f) of the Act for all decisions taken during the year ending 31 December 2025.<\/p>\n<p>&nbsp;<\/p>\n<p>More information is given in section 2 sub-paragraphs (a) to (d), which correspond to the individual factors disclosed under Section 172[1].<\/p>\n<p>&nbsp;<\/p>\n<p><strong>2. FURTHER INFORMATION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>(a) Long-term decision making<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The directors delegate day-to-day management and decision making to Ipsen\u2019s senior management team, but they maintain oversight of the Company&#8217;s performance. In addition to this, any major decisions with long-term implications, including significant new business initiatives, would require senior management approval, to ensure that the business decisions taken are in alignment with Ipsen\u2019s long-term strategy. Any decisions approved either locally or by Ipsen, are then implemented, with subsequent oversight from the directors to ensure management act in accordance with the agreed strategy. Processes are in place to ensure that the directors receive all relevant information to enable them to make well-judged decisions in support of the Company&#8217;s long-term success, including risk management policies and a robust suite of internal controls, all underpinned by internal audit.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(b) Stakeholders<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The Company aims to be fair and ethical in dealings with all external stakeholders.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(c) Environment and The Community<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>As part of Ipsen, the Board considers the impact of the Company\u2019s operations on the community and the environment and supports Ipsen\u2019s initiatives in this area.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(d) Reputation for high standards of business conduct<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The directors are responsible for developing the culture across the Company, which promotes integrity and transparency. The Company has established comprehensive systems of corporate governance and approves policies and procedures which promote corporate responsibility and ethical behaviour, and these are implemented within the Company.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(e) Acting fairly as between members of the Company<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The directors aim to understand the views of the sole shareholder and always act in their best interests. To do this, the directors work closely with the shareholder to ensure operations, strategy and performance are aligned with the long-term objectives of the shareholder, while complying with the Articles of Association of the Company, and in line with the highest standards of conduct as laid out in Ipsen policies.<\/p>\n<p>&nbsp;<\/p>\n<p>On behalf of the Board<\/p>\n<p>&nbsp;<\/p>\n<p>L Millar-Kelly, Director<\/p>\n<p>&nbsp;<\/p>\n<p>June 2026<\/p>\n                                                    <div class=\"cta-block hidden\" style=\"text-align: left;\">\n                                                                                                            <\/div>\n                                                <\/div>\n                                            <\/div>\n                                        <\/div>\n                                    <\/div>\n                                                <\/div>\n                <\/div> \n            <\/div>\n        <\/div>\n    <\/section>\n    <!--Accordion Cards End Here-->\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><p class=\"heading-para wp-block-paragraph\"><br>CRSC-GB-000444<\/p>\n\n<p class=\"heading-para wp-block-paragraph\">August 2026<\/p><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>U.K.&amp;I Modern Slavery Act statement At Ipsen, we are dedicated to improving patients\u2019 lives, improving health outcomes, and making a meaningful difference in society. We are committed to inspiring and enabling actions that contribute to a healthier and better future for all. In this statement, we describe the risk management measures we have implemented to<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":52,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-60","page","type-page","status-publish","hentry","entry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Our standards<\/title>\n<meta name=\"description\" content=\"Generation Ipsen focuses on driving positive action across four pillars: Environment, Patients, People, Governance.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ipsen.com\/uk-ireland\/sustainability\/our-standards\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" 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