Health, safety and wellbeing

The expectations that apply to Woodside assets and employees across all of our business locations are defined in Our Code of Conduct, our Health and Safety Policy and our Working Respectfully Policy. All employees, contractors and joint venture participants engaged in activities under Woodside’s operational control, are responsible for the application of this approach. The new Woodside Management System (WMS) establishes the minimum expectations and requirements for working safely across our business. It outlines the processes and systems used to identify, assess, and control risks, applying the hierarchy of controls to manage hazards effectively. Implementation of the new WMS began in March 2025 and included comprehensive stakeholder engagement.

Human and Organisational Performance (HOP) is an approach to improving work and safety which focuses on understanding the context and conditions of work, recognising the complex interactions between people and systems. The HOP approach aims to identify and amplify the good work that is already being undertaken in our business. It focuses on understanding and engaging those employees most familiar with tasks to optimise system conditions and, where possible, reduce constraints. Ultimately, the focus is on creating the conditions for success, not just avoiding failure or unwanted safety events.

Woodside requires its leaders to create a culture in which everyone is encouraged to speak up and intervene on safety issues, including an obligation to stop unsafe work. We engage with our workforce regularly to communicate safety information and to understand current and emerging safety issues. Regular communications channels include site-based pre-start meetings, safety event bulletins, and safety learning discussions. Across the business, each October we embrace Stand Together for Safety² , encouraging regional teams to have vital conversations about why safety matters to us.

The Woodside Field Leadership Framework creates a structured approach to developing leadership skills at all levels of the business, equipping leaders with four types of conversation that are designed to engage with workers in the location where they perform their role. In 2025, the Framework was extended to non-operational business groups and office-based teams.

Woodside applies a risk-based assurance approach to proactively assess the effectiveness of health and safety controls. Insights gained from the assurance and review of high-potential incidents provide valuable insights. We report and investigate health and safety events to understand risks and causes, and to implement actions to mitigate impacts and to improve the efficacy of our controls. This supports improvement of our systems to help prevent recurrence.

Woodside has participated for many years in industry organisations such as IOGP and Safer Together, benchmarking performance and sharing best practice in achieving positive safety outcomes. Technical experts actively monitor external technological advancements to identify opportunities that can enhance health and safety outcomes, for example separating individuals from hazards.

Examples of this approach, including the HERO (High Energy Remote Operator) and subsea inspection case studies, are available below.

The HERO solution was designed by our operations, technology and engineering teams in collaboration with NASA and transforms a hazardous manual task into a remote operation which helps to reduce operator exposure to arc-flash risks.

Woodside and Wood PLC delivered remote subsea inspections at Shenzi, streaming live data to onshore engineers instead of sending teams offshore. This solution aims to reduce risk and accelerate decision-making.

In 2025, we began developing an AI-powered Field Leadership tool to serve as a virtual Field Leadership Coach and support data analysis. This tool is now being used to generate insights for reports, enhancing our ability to track progress and identify opportunities for improvement.

Our competency frameworks define the requirements for certain roles in our organisation, and are backed by training systems. Competencies include risk management, process safety, emergency response, human factors, and occupational health management, including support for mental health and wellbeing.

Process Safety Management (PSM) is of critical importance to avoid loss of control of hazardous substances which could result in a major accident and environmental event. Woodside aligns and assesses compliance of the management system and practices with the Energy Institute Process Safety Management Framework, which includes 20 elements across four focus areas:

• Process Safety Leadership
• Risk Identification and Assessment
• Risk Management
• Review and Improvement.

These elements remind us that safety focussed processes are essential in engineering design, maintenance, operations and projects where individuals, leaders and systems all play a role.

In 2025, we trained and assessed 29 employees to an “advanced” level of competency in process safety critical roles (PSCRs).³

Wellbeing

In 2025, our Global Wellbeing Framework was refined. The framework provides a foundation for individuals and leaders to cultivate a work environment where everyone can thrive. Importantly, the "protect from harm" element includes the treatment of psychosocial hazards within the same framework as physical hazards. To promote employee wellbeing we facilitated access to non-occupational medical and healthcare services through benefits such as gym membership subsidies, wellness reimbursements and health plans. Our fully subsidised Employee Assistance Program (EAP) provides voluntary access to professional, confidential coaching and support for employees and eligible family members.

During 2025, all Woodside employees were asked to participate in a psychosocial risk assessment. More than 3,000 employees and contractors responded to the risk assessment.

Woodside is committed to creating a workplace where people can thrive — supported by a culture that prioritises mental health, strong leadership, and a work environment that promotes mental wellbeing. We continuously seek feedback through surveys and tools like our Psychosocial Risk Assessment Survey and employee focus groups to ensure our efforts reflect what matters most to our people.

We facilitate and offer access to healthcare services through benefits such as gym membership subsidies, wellness reimbursements and health plans. Health related benefits are offered in all locations however they are not uniform in each location and vary by market practice and regulatory requirements. Human resources provide our fully subsidised Employee Assistance Program (EAP) which gives voluntary access to professional, confidential coaching and support for employees and eligible family members.