Group Internal Reporting System and Policies for the Protection of Whistleblowers

1. Overview of the System

Woori Financial Group has established and operates an "Internal Reporting System" to prevent financial accidents and minimize losses by activating the reporting of acts deemed illegal or improper in handling duties and indicating signs of accidents by employees. (Related internal regulations: Guidelines for the Operation of the Internal Reporting System within the Group)

2. Reporters

All employees (including contract workers, temporary workers, dispatched workers, etc.) working in Woori Financial Group subsidiaries can utilize the Internal Reporting System.

3. Acts Subject to Reporting

1) Suspected major violations of internal control standards
2) Accounting practices that violate the internal accounting management system under Article 28 of the External Audit of Stock Companies Act and other relevant laws
3) Acts suspected of violating financial regulations under Article 2(7) of the Corporate Governance of Financial Companies Act
4) Acts with criminal charges such as embezzlement, misappropriation, theft, racketeering, bribery, financial solicitation, unfair practices related to savings, and fleeing with assets
5) Unlawful or improper instructions from superiors related to work
6) Acts of sexual harassment through language or behavior
7) Acts that may cause social controversy and significantly damage the group's reputation
8) Acts that violate the Improper Solicitation and Graft Act related to improper solicitation or provision of gifts, etc.
9) If there is knowledge of unethical job solicitations or reasonable suspicion of unethical acts (including intervention or influence in the hiring process through a third party)
10) Failure to implement or negligent implementation of major accident prevention measures such as separation of duties, command leave, management of long-term workers, and self-audits
11) Cases where significant accidents are expected due to unforeseen circumstances under internal control standards
12) Any other acts deemed illegal or improper in handling duties and indicating signs of accidents

4. Obligation to Report

If an employee becomes aware of acts subject to reporting, they must promptly report them to the relevant department. Employees who fail to report known acts subject to reporting, make false reports, conceal misconduct, or obstruct reporting may be subject to disciplinary action.

5. Reporting Methods

Reporters can choose to make anonymous or identified reports using the following methods:

1) Reporting through the internal network: Woori Portal's internal reporting corner, (Holdings) Compliance Monitoring System
2) Dedicated reporting hotline: 02)2125-2125
3) Dedicated reporting email: 119@woorifg.com
4) Mail or other methods (In front of the person in charge of internal reporting at Compliance Department of Woori Financial Holdings, 51 Sogong-ro, Seoul)
5) External channels: Red Whistle Help Line website and app

6. Confidentiality of the Reporter's Identity

1) The content of the report is strictly kept confidential in accordance with the relevant internal regulations and is rigorously managed by authorized personnel.
(Investigators of the report submit a "Confidentiality Agreement" and handle the tasks fairly and independently.)

2) Employees who violate the duty of confidentiality may be subject to disciplinary action.

7. Investigation

The department that receives the report may conduct the investigation directly, request an investigation from related departments, or transfer the case. As a principle, investigations should be concluded within 20 business days from the initial receipt date.

8. Notification to the Reporter

The department head in charge of internal reporting should notify the reporter of the investigation or the results of the investigation and actions taken if requested by the reporter. Even in the case of anonymous reporters, appropriate notification should be provided upon request.

9. Protection of the Reporter

1) Discrimination or unfavorable treatment in terms of working conditions for the reporter is prohibited.

2) The department head in charge of internal reporting can request that the head of relevant department take corrective action or change the workplace if the reporter is determined to have suffered disadvantages due to the report or if the reporter requests a change of workplace.

※ Witnesses or those cooperating with the investigation are also protected in accordance with the reporter's protection.

10. Incentives for Reporters

If the report meets the following criteria, the reporter may be provided with rewards such as awards or monetary compensation:

1) Contributing to the early detection of accidents or minimizing company losses
2) Contributing to accident prevention through proactive reporting, even if no accidents have occurred
3) Reporting on areas where internal control standards are significantly lacking, contributing to accident prevention
4) Recognized by the Compliance Officer as contributing to the improvement of internal control within the group

11. Exclusion

If the reported matter is related to the person in charge of the internal reporting system within the holding company (e.g., Compliance Officer, the head of Compliance Department), it should be immediately transferred to the auditing department for processing.

12. Storage of Related Documents and Training

The department head in charge of internal reporting should maintain and manage records related to the operation of the internal reporting system for five years and conduct regular training on the internal reporting system.