Core Lab is committed to respecting human rights. Our commitment to human rights is reflected in our Core Values of honesty, integrity, and building trust, and we strive to protect the rights of people in the communities where we operate to ensure that they are all treated with dignity and respect. To accomplish this, our Human Rights Policy, in conjunction with a network of codes of conduct, policies, and statements, provides a worldwide framework for responsible operations consistent with the spirit and intent of the International Labour Organization's Declaration on Fundamental Principles and Rights at Work and the United Nations' Universal Declaration of Human Rights. Additionally, we adhere to guidelines established in the United Nations' Guiding Principles on Business and Human Rights. Commitment Areas As part of our commitment to human rights, we uphold the following: 1. Freedom of Association and Right to Collective Bargaining We recognize and respect our employees' right to join associations and choose representative organizations for the purpose of engaging in collective bargaining in a manner consistent with applicable laws, rules, and regulations as well as local customs, as appropriate. 2. Policy Against Modern Slavery Core Laboratories does not utilize servitude or forced or compulsory labor. We recruit our employees and provide working conditions, including payment of wages and benefits, that comply with applicable laws and regulations. Throughout our worldwide operations, we prohibit the use of child labor in our workforce. All Core Lab employees are at or above the legal employment age in the country of their employment. We also prohibit human trafficking and any action that could be construed as supporting or leading to the trafficking of others. 3. Policy Against Workplace Discrimination, Harassment, and Unprofessional Behavior Core Lab upholds the belief that everyone, regardless of characteristics including, but not limited to, race, color, sex, sexual orientation, gender identity, national origin, age, disability, religion, genetic information, protected veteran or uniformed service member status, and any other characteristic protected under applicable law, should enjoy a work environment free from all forms of harassment, discrimination, and unprofessional behavior. 4. Equal Opportunity Initiatives Core Lab is an equal opportunity employer, and it is our policy, in accordance with applicable laws, to treat each individual with dignity and respect, regardless of characteristics including, but not limited to, race, color, sex, sexual orientation, gender identity, national origin, age, disability, religion, genetic information, protected veteran or uniformed service member status, and any other characteristic protected under applicable law. 5. Upholding Women's Rights Recognizing that women are amongst those most threatened by acts of modern slavery and unequal treatment, Core Lab is committed to taking steps to support and uphold women's rights under the guidance set forth in the United Nations' Women's Empowerment Principles. 6. Protecting Privacy Rights We are committed to safeguarding intellectual property rights and personal data, which includes protecting assets, proprietary information, and personal information from unauthorized access and ensuring their efficient and proper use. 7. Supply Chain Standards As stated in our Supplier Code of Conduct, Core Lab is committed to the highest standards of product quality, safety, and business integrity in our dealings with suppliers. Compliance with laws and ethical principles is the responsibility of all Core Lab employees as well as our suppliers. 8. Policy Against the Use of Conflict Minerals We recognize the dangers of improperly sourcing minerals (tin, tantalum, tungsten, gold) and are committed to ensuring our sourcing practices do not fund armed groups in the Democratic Republic of Congo and adjoining countries. Communication and Action Stakeholder understanding of Core Lab's commitment to human rights is crucial to success. We therefore take several steps to embed our policy and expectations: 1. Onboarding Program ensures new employees obtain information on our commitment from day one. 2. Core Compliance e-learning curriculum ensures current employees are reminded annually of the importance of human rights and Core Lab's commitment. 3. Ethics and Corporate Responsibility Helpline enables employees to report issues immediately and confidentially. When issues are raised, we diligently investigate and take timely and transparent action to resolve the issues in a fair and equitable manner. 4. Network of codes of conduct, policies, and statements explain the principles and rules that guide how Core Lab conducts business and outlines our expectations: Core Lab Code of Ethics and Corporate Responsibility Core Lab Supplier Code of Conduct Policy 185: Commitment to Human Rights Policy 110: Equal Opportunity Policy 165: Harassment Discrimination and Unprofessional Behavior Policy 1110: Helpline Statement on safeguarding intellectual property and personal data. 5. CoreConnect Quarterly Newsletters promote and showcase Core Lab's commitment and activities associated with, but not limited to, Human Rights; Corporate Social Responsibility; Diversity, Equity, and Inclusion; Nondiscrimination and Equal Opportunity. 6. Partnerships with organizations and service groups in the communities in which we operate. 7. Participation in human rights organizations such as the United Nations through their Global Compact and Women's Empowerment Principles. By building awareness and instilling a sense of empowerment, our onboarding, training, and reporting systems provide ways to identify, avert, and correct compliance issues.

Code of Ethics and Corporate Responsibility is publicly available at: https://www.corelab.com/cr/cms/docs/CodeofBusinessConduct.pdf and https://www.corelab.com/cr/human-rights

Core Labs Environmental, Social and Governance Steering Committee's purpose is to provide a structured advisory forum to deal with the issues and opportunities relating to sustainability and ESG for all stakeholders.

In response to the emerging importance of sustainability within the Energy industry, the Environmental, Social and Governance (ESG) Steering Committee’s purpose is to provide a structured advisory forum to deal with the issues and opportunities relating to sustainability and ESG for all stakeholders. The ESG Committee will assist the CEO of the Company in (a) setting general strategy relating to ESG Matters, (b) developing, implementing, and monitoring initiatives and policies based on that strategy, (c) overseeing communications with employees, investors, and stakeholders with respect to ESG Matters, and (d) monitoring and assessing developments relating to, and improving the Company’s understanding of ESG Matters. The ESG Steering Committee’s charter is to evaluate, develop, promote, implement, and monitor ESG principles and practices through the organization which will deliver value to our investors, employees, and clients, while: • using resources in an efficient manner • anticipating and managing risks and opportunities across all levels of business • meeting stakeholders’ expectations regarding governance, social and environmental performance. The Committee’s function • Review the emergence of ESG matters within the energy industry and identify trends which may have an impact on the organization’s long-term viability. • Examine current standards and procedures that encompass corporate ESG and measure these against organization policy and industry best practice. • Where shortfalls exist between current and best practice, evaluate the case for adopting best practice within relevant business units. • Look for opportunities to better promote the organization’s policies and progress with implementing ESG matters to the energy industry. • Develop, implement, promote, and track company goals to achieve ESG objectives. • Report to senior management (and provide information they need to report to the Board of Directors) on recommendations for implementing additional ESG initiatives within the organization. • Where appropriate, set up and coordinate a team of volunteers to champion workplace ESG awareness and activities (e.g., waste recycling, energy management and procurement, STEM initiatives and community service events). • Consult with the corporate and business unit personnel who are responsible for implementing and managing the organization’s ESG / Sustainability. Membership and responsibilities • The Committee will be made up of no less than six employees from various corporate departments to represent G&A and Operations. • The Committee Chair will approve the members of the ESG Committee. The ESG Committee will include officers and employees the Chair deems appropriate, taking into account such employee’s expertise in relevant and varied disciplines, including environmental, health and safety, security, operations, design & construction, legal, investor relations, corporate governance, finance, human resources and communications. • Committee membership will be reviewed annually. • The role of the Committee Chair is to lead the meetings ensuring they proceed within the allocated time and in accordance with the agenda. The Chair will also be responsible for reporting and making recommendations to senior management.

Communication and Action Stakeholder understanding of Core Lab's commitment to human rights is crucial to success. We therefore take several steps to embed our policy and expectations: 1. Onboarding Program ensures new employees obtain information on our commitment from day one. 2. Core Compliance e-learning curriculum ensures current employees are reminded annually of the importance of human rights and Core Lab's commitment. 3. Ethics and Corporate Responsibility Helpline enables employees to report issues immediately and confidentially. When issues are raised, we diligently investigate and take timely and transparent action to resolve the issues in a fair and equitable manner. 4. Network of codes of conduct, policies, and statements explain the principles and rules that guide how Core Lab conducts business and outlines our expectations: Core Lab Code of Ethics and Corporate Responsibility Core Lab Supplier Code of Conduct Policy 185: Commitment to Human Rights Policy 110: Equal Opportunity Policy 165: Harassment Discrimination and Unprofessional Behavior Policy 1110: Helpline Statement on safeguarding intellectual property and personal data. 5. CoreConnect Quarterly Newsletters promote and showcase Core Lab's commitment and activities associated with, but not limited to, Human Rights; Corporate Social Responsibility; Diversity, Equity, and Inclusion; Nondiscrimination and Equal Opportunity. 6. Partnerships with organizations and service groups in the communities in which we operate. 7. Participation in human rights organizations such as the United Nations through their Global Compact and Women's Empowerment Principles. By building awareness and instilling a sense of empowerment, our onboarding, training, and reporting systems provide ways to identify, avert, and correct compliance issues.

The Company believes it promotes a positive workplace environment through the following: Background investigations and reference checks - These investigations, which include verifying a candidate's education, employment history, criminal record, and professional references, are performed for individuals being considered for employment. Delegation of Responsibility - Management has developed policies and procedures to ensure that employees to whom significant responsibility has been delegated have the necessary skills and experience. Effective HR-related practices, such as training and regular performance evaluations. Management and development - The Company has a Human Resources department that promotes the management and development of effective human resources programs. Ethics Hotline Program We continuously monitor and enforce compliance with our Code of Ethics and Corporate Responsibility and other corporate policies through confidential and non-confidential reporting mechanisms. An anonymous hotline, mail, and email are the primary means for reporting fraud or ethics violations in a confidential manner. Face-to face meetings are also encouraged with the Company's General Counsel. All issues are sorted and categorized (legal, ethics or other) by the Ethics & Compliance Officer, who reports to the General Counsel. All calls of a legal nature are handled by General Counsel. These reporting procedures have been made available to all employees of the Company. "Whistleblower" Policy All information reported by our employees is reviewed by the General Counsel, HR Department and/or our Compliance Officer and follow-up investigations are conducted, as appropriate. The General Counsel ensures that there is no retaliation against any employee who has utilized our reporting mechanism to come forward with concern about their co-workers, supervisor or management. Deterrence, Detection, & Remediation of Fraud Our anti-fraud program and internal controls have been implemented throughout the Company and they are considered an entity-level control which management relies upon to establish the Company's "tone at the top" relative to fraud and financial reporting. The program and controls address each element of the Internal Control-Integrated Framework published by the Committee of Sponsoring Organizations of the Treadway Commission, generally known as the COSO framework. Accordingly, it is tested at Corporate, at Level 1 locations, and Level 2 locations selected for entity-wide testing and the use of an internal control questionnaire. We evaluate the effectiveness of our anti-fraud program through a detailed analysis of specific organizational policies and procedures. Through discussions with management, each part of our Ethics Program is compiled and reviewed for appropriateness and availability to appropriate personnel.

Deterrence, Detection, & Remediation of Fraud Our anti-fraud program and internal controls have been implemented throughout the Company and they are considered an entity-level control which management relies upon to establish the Company's "tone at the top" relative to fraud and financial reporting. The program and controls address each element of the Internal Control-Integrated Framework published by the Committee of Sponsoring Organizations of the Treadway Commission, generally known as the COSO framework. Accordingly, it is tested at Corporate, at Level 1 locations, and Level 2 locations selected for entity-wide testing and the use of an internal control questionnaire. We evaluate the effectiveness of our anti-fraud program through a detailed analysis of specific organizational policies and procedures. Through discussions with management, each part of our Ethics Program is compiled and reviewed for appropriateness and availability to appropriate personnel.

The Company Compliance Officer captures all related sustainability topic and analysis those in two half yearly and one annual report to the NEO's and Board of Directors. The report includes an Executive Summary, Compliance Officer Half-Yearly Reports, Helpline Usage Report and Summary Log, and upcoming year Compliance Objectives.

Absolute performance accounts for 25% of the annual NEOs incentive award. The Compensation Committee evaluates the Company’s year-over-year improvement in the areas of safety and ESG. The Compensation Committee bases its determination primarily on objective third-party reports and may award up to 25% of the maximum bonus possible depending on the Company’s overall improvement in these areas. If the Compensation Committee determines that the Company’s performance has declined, it may award as little as zero bonus for this metric.

Core Lab is committed to respecting human rights. Our commitment to human rights is reflected in our Core Values of honesty, integrity, and building trust, and we strive to protect the rights of people in the communities where we operate to ensure that they are all treated with dignity and respect. To accomplish this, our Human Rights Policy, in conjunction with a network of codes of conduct, policies, and statements, provides a worldwide framework for responsible operations consistent with the spirit and intent of the International Labour Organization's Declaration on Fundamental Principles and Rights at Work and the United Nations' Universal Declaration of Human Rights. Additionally, we adhere to guidelines established in the United Nations' Guiding Principles on Business and Human Rights. Commitment Areas As part of our commitment to human rights, we uphold the following: 1. Freedom of Association and Right to Collective Bargaining We recognize and respect our employees' right to join associations and choose representative organizations for the purpose of engaging in collective bargaining in a manner consistent with applicable laws, rules, and regulations as well as local customs, as appropriate. 2. Policy Against Modern Slavery Core Laboratories does not utilize servitude or forced or compulsory labor. We recruit our employees and provide working conditions, including payment of wages and benefits, that comply with applicable laws and regulations. Throughout our worldwide operations, we prohibit the use of child labor in our workforce. All Core Lab employees are at or above the legal employment age in the country of their employment. We also prohibit human trafficking and any action that could be construed as supporting or leading to the trafficking of others. 3. Policy Against Workplace Discrimination, Harassment, and Unprofessional Behavior Core Lab upholds the belief that everyone, regardless of characteristics including, but not limited to, race, color, sex, sexual orientation, gender identity, national origin, age, disability, religion, genetic information, protected veteran or uniformed service member status, and any other characteristic protected under applicable law, should enjoy a work environment free from all forms of harassment, discrimination, and unprofessional behavior. 4. Equal Opportunity Initiatives Core Lab is an equal opportunity employer, and it is our policy, in accordance with applicable laws, to treat each individual with dignity and respect, regardless of characteristics including, but not limited to, race, color, sex, sexual orientation, gender identity, national origin, age, disability, religion, genetic information, protected veteran or uniformed service member status, and any other characteristic protected under applicable law. 5. Upholding Women's Rights Recognizing that women are amongst those most threatened by acts of modern slavery and unequal treatment, Core Lab is committed to taking steps to support and uphold women's rights under the guidance set forth in the United Nations' Women's Empowerment Principles. 6. Protecting Privacy Rights We are committed to safeguarding intellectual property rights and personal data, which includes protecting assets, proprietary information, and personal information from unauthorized access and ensuring their efficient and proper use. 7. Supply Chain Standards As stated in our Supplier Code of Conduct, Core Lab is committed to the highest standards of product quality, safety, and business integrity in our dealings with suppliers. Compliance with laws and ethical principles is the responsibility of all Core Lab employees as well as our suppliers. 8. Policy Against the Use of Conflict Minerals We recognize the dangers of improperly sourcing minerals (tin, tantalum, tungsten, gold) and are committed to ensuring our sourcing practices do not fund armed groups in the Democratic Republic of Congo and adjoining countries.

From Code of Ethics and Corporate Responsibility: C. Corporate Responsibility Employees must review and certify compliance with the Company’s Corporate Responsibility Guidelines as part of their annual Ethics Refresher training. Global Human Rights • Conduct business with awareness of basic global human rights, including as defined by the United Nations Universal Declaration of Human Rights. • Recognize and respect employees’ freedom of association and to choose representative organizations for the purpose of engaging in collective bargaining. • Refuse to engage in or use forced or compulsory labor in our workforce. • Refuse to employ or use child labor in our workforce. • Report any observed instances of human rights’ violations to the Law Department, Human Resources or Compliance Officer. Employment Practices • Provide payment of wages and benefits that comply with applicable laws and regulations. • Provide sanitary and reasonable working conditions for employees. Protection of the Environment • Utilize reasonable means to conserve natural resources. • Avoid environmental contamination. • Consider the environmental consequences of the workplace and work practices. D. People and Safety Health and Safety of Workplace • Conduct activities in compliance with all relevant environmental and worker health and safety laws and regulations. • Promote an accident-free workplace and minimize risk to self, others, workplace and the environment. • Accept responsibility for maintaining a safe and healthy workplace for all employees by following safety and health rules and practices and reporting accidents, injuries and unsafe equipment, practices or conditions. • Perform last minute risk assessments. • Use my “Stop Work Authority” when unsafe conditions are observed. • Report to work in condition to perform my duties, free from the influence of illegal drugs, alcohol or other performance limiting substances.