Labor conditions at ASML

Survey among ASML employees

Index

Introduction Page 3

Reading guide Page 5

Summary Page 10

Results Page 19

• Labor conditions in general Page 20

• Caring Company Page 30

• Total Reward Model Page 42

• Performance Management Page 54

• Time and Place Page 66

Appendix Page 75

2
Introduction

Dear reader,

ASML Netherlands is preparing for new, tailor-made Labor Conditions (Collective Labor Agreement - CLA – and Staff Guide) for
employees with a Dutch contract in Salary Grade 1-11 and therefore we have been collecting ASML employees’ priorities and needs for
future labor conditions.

In order to identify these needs a process of consultation that differs from traditional methods has been applied. Trade union ’De
Unie’ has developed DigiC, a method of consultation and dialogue that aims to include all employees in the process and not just the
ones that are members of trade unions. This approach perfectly aligns with ASML’s plan to ask all employees to participate in
developing their own future Labor Conditions.

This consultation process with employees started in February, with panel discussions regarding future Labor Conditions. In March Meet
& Greet sessions were held at several locations to informally gather more views and to confirm the input from the panels. All this
input has been used to generate the final survey. More than half of the employees (56%; 7.135 employees) participated.

This report provides you with the results of the survey and will play a crucial role in the discussions with Unions, Works Council and
employees about ASML’s future Labor Conditions in the Netherlands.

Thank you all for your contribution to the consultation process so far. We hope you will enjoy reading the results.

Best regards,

Harry de Vos Reinier Castelein

Project Lead ASML President De Unie

3
Introduction

Panel discussions: listening to a representative group of ASML employees

• In February 2020, 11 panel discussions were held, each with about 10 ASML employees, including one
session with the Works Council. The panel sessions were aimed at making an inventory of all the
thoughts, ideas and concerns of ASML employees regarding their labor conditions.

• The panel discussions were held with a diverse representation of the ASML workforce, including both
Dutch employees and international local hires, daytime and shift employees, as well as employees of
different salary grades and genders.

• The central questions of these panel discussions were: ‘What are the preferences and needs of
employees, and what would they like to see in a renewed labor conditions package?’ The input of the
panel discussions was then used to develop a tailor-made survey.

Tailor-made survey: listening to ASML’s workforce

• The tailor-made survey was based on the topics that were mentioned consistently during the panel
discussions.

• In March 2020, 12,562 ASML employees with a Dutch contract were invited to participate in the survey
and share their opinions about the labor conditions at ASML. Over a period of three weeks, more than
half of the employees (56%; 7,135 ASML employees) participated in the survey.

• This report presents the overall findings of the DigiC survey. Since this is a detailed and long report, the
reading guide on the following slide will guide you through the various parts of the report. If you have
any questions, please contact the project team on [email protected]
4
4
Reading guide

The reading guide helps to understand the results, gives some guidance on how to interpret the numbers and describes the overall structure of the report.
Below, we will guide you through the various parts of the report. If you have any questions, please contact the project team on [email protected]

Reading guide Summary

The reading guide consists of 3 sections: The summary consists of two parts:
1. Profile of the respondents \
1. A verbal summary of the results clustered around the main themes of the survey, highlighting the
The profile of the respondents shows how the outcomes that most stood out.
respondents are divided over various employee 2. A visual and quantitative representation of the results to go to if you are looking for a quick overview.
groups. For instance a gender division (male, female),
a division according to type of work (daytime work, The results
shift work) or division by sector. These numbers are
The answers to each question are the main part of the report. The results are grouped around the main themes:
important to confirm that overall the respondents are
A. Labor conditions in general
a good representation of the total ASML NL workforce.
B. Caring Company
This theme addresses topics like work-life balance, leave arrangements and life stage related policies.
The employee groups are also useful to find out if C. Total Reward Model
specific answers are common in a specific group of This includes topics like the level of financial remuneration, variable pay and flexible benefits packages.
employees (statistically relevant correlations). If that
D. Performance Management
is the case for a question, these correlations are This includes topics on the performance management system, the manager’s role in performance
included on the detailed result page.
evaluation, criteria for promotion and personal and career development.
E. Time and place
2. Graphs reading guide
This theme includes working hours, shift work, working from home and the support to new international
This section explains the graphs and how to read the
colleagues.
tables that show a clear link between specific answers
and specific groups (see profile of the workforce)
The outcomes of each question are structured in the same way:
3. Coding of text answers 1. The actual answer in percentages of the respondents
This section gives an insight in how the overviews of 2. If statistically significant, a table to link the answers to specific sub groups.
the answers to the open questions were put together. 3. A selection of the answers to the open questions, if that was part of the topic. (See the Graphs reading
guide for an explanation how these selections were made.)
5
Reading guide: profile of the respondents

The profile of the 56% of employees that participated in the survey is illustrated below.

Salary grade Working hours expressed in FTE Employment duration

2% < 1 year 7%
1-6 33% 15%
1 - 3 years 34%
7 24% 4 - 7 years 20%
The profile of employees 8 - 10 years 13%
participated in the survey 8-9 31% 83% 11 - 15 years 10%
represents the profile of the
total ASML employee 1 16 - 25 years 13%
10-11 13%
0.8 - 1
population in the Netherlands. > 25 years 2%
< 0.8

Type of work Gender Nationality Age

16% 17% 11%

<30 19%
15%
31 - 40 36%

74% 41 - 50 26%
84% 83%
51 - 60 16%
NL (Dutch)
Daytime Female EU (Non-Dutch) 60+ 3%
Shiftwork Male Non-EU
6
 Reading guide: graphs reading guide

Two main types of graphs are used in this report: How to recognize differences between groups of employees?
• Employees differ in their wishes and needs concerning their labor conditions. To investigate
Graph – Type 1: differences between different groups of employees within the ASML workforce, statistic analyses
were conducted. Statistically significant results are highlighted in this report. Results for a group
Option B 70% of employees which are significantly higher than other employees are marked with a *.

Option A 30% • In cases where there are many group categories, the * is shown when a percentage is
significantly higher than most of the other percentages. In order to visualize a group difference,
the highest score and the lowest score within a variable are highlighted blue (lowest relevant
score per answer category) or orange (highest relevant score per answer category).
This graph illustrates the answers that participants gave for a single- or
multi-response question in which they could select either one or more items.
In case of a multi-response question the percentages mostly add up to more • Other relevant group differences that are statistically significant are stated below the ‘group
than 100% because multiple items could be selected. differences’ table. These differences are based on the same type of data as the data shown in
the table and state statistically significant differences in results between respondents.

Graph – Type 2:
Statement A 33% 33% 33%

Statement B 20% 60% 20%

(Totally) agree Neutral (Totally) disagree

This graph illustrates the answers that participants gave when presented with statements and
asked to select an answer that most fit their opinion regarding the statement (e.g. agree or
disagree). The group differences are then portrayed regarding the percentage of one of the
answering options (e.g. agree).

Percentages in these graphs might add up to 99% or 101% instead of 100%. This is due to 7
roundings of the decimal numbers.
7
 Reading guide: coding of text answers

The open answers given by employees were coded as follows:

1 Selection of relevant open questions

• The survey included a number of questions where employees could enter text themselves. There were 3 types of open questions:
1. Explanation: here employees could give an explanation of a given answer in the previous question.
2. Answer option ‘Other, namely’: here employees could give an answer that was not in the row to be ticked.
3. Open question: here a separate open question was asked.
• To choose whether or not to code a question, the following principles were applied: 1) No coding of questions of the ‘Other, namely’ type unless exceptionally a high percentage of
employees gave an answer to this question (more than 15%). 2) No coding of questions and open-ended questions that have a response rate of less than 15%.

• Therefore, open answers that are coded in this report were either answers to an explanation or an open question and had a response rate of at least 15%.

2 Making a list of codes

• When coding, the given answers were divided into overarching categories (i.e. codes).

• Initially, the list of codes was drawn up per question based on circa 200 random answers that employees gave. Then coding started and the list was supplemented where needed.

3 Coding of text answers

• Each text answer was read and given assigned one or more of the codes that matched the answer.

• The text answers were then quantified by calculating percentages per code that indicate how often an answer of each overarching category was given.

• For explanatory questions, the percentages are calculated for the group of employees who are satisfied, dissatisfied or have a neutral attitude.

8
Research background

Method Sample & Fieldwork

Online survey Sample

58 questions Invited: N=12,652
Net response n=7,135 (56%)

Average completion time Fieldwork period

43 minutes 30-03-2020 - 17-04-2020
(3 weeks)

9
Arbeidsvoorwaarden
Summary
Voorkeuren Heineken Nederland medewerkers

10
Insights
ASML employees are satisfied with their current labor conditions
The majority of ASML employees are satisfied with the current labor conditions (91%) and trust in ASML as an employer is generally high, scoring almost an 8 on a 10-
point-scale. Most employees (81%) are well aware of their current labor conditions package, while 42% of employees are either fairly or very aware of the content of
the Metalektro CLA.

Work-life balance, salary system, total fixed and variable remuneration and career opportunities are the highest priorities for employees
Work-life balance, salary system, total fixed and variable remuneration and career opportunities are the most relevant labor conditions for employees. According to
half of the employees (52%), the topic of work-life balance should receive more attention in the labor conditions package.

1 Caring Company
More than half of the employees consider their work-life balance as good, but more attention still needs to be paid
Work-life
to the topic
balance
• Work-life balance is the most important topic for ASML employees (28% select this as the most important topic), and half of the employees
(52%) think this topic deserves more attention at ASML.
• A closer look at this topic regarding employees working in daytime: more than half the daytime working employees state they already
have a good balance between work and private life (61%) and feel free to decide their own working hours (52%) and working days (57%).
Yet, 55% of ASML’s daytime employees have the need to be able to work from home more often.
• Employees working daytime hours generally feel that their managers trust them to deliver their work within a given timeframe and place
(91%), but not as many actually feel free to work from home if they feel the need to do so (60%).

Overall, employees are satisfied with the leave arrangements; however, there is a need to have more autonomy in
Leave ADV days and (inter)national holidays
• The majority of employees are satisfied with the leave arrangements for holidays (84%) and leave to visit a general practitioner (78%).
When specifically asked about the preferred default setting of ADV days, the vast majority (78%) prefers to retain their ADV days by default.
Also, 19% of employees would like to choose between national and international holidays. Among non-Dutch employees, 40% would like to
have this option.
• Employees are least satisfied with the arrangements for paternity leave: Almost a quarter (23%) of employees who are familiar with this
type of leave is dissatisfied with the arrangement.
11
Insights
Healthy More focus needed on the mental strain of work and on the needs of employees in different life stages
working • According to 56% of the employees, ASML offers sufficient attention to the physical strain of work; 13% feels they do not. When looking at
conditions the mental strain of the work, the need for more attention increases: 26% thinks that not enough attention is paid to the mental strain of
their work; 46% feels there is.
• While more than half of the employees (58%) state that ASML’s labor conditions are sufficiently aligned with the current stage of their life,
only 35% believe that there is sufficient attention for stage of life oriented policies. 24% of employees think ASML is offering too little
support for the needs of employees in different age categories.

Employees need development opportunities and regular conversations on their career

• The top five needs that employees have in order to keep working effectively at ASML are: development opportunities (56%), an open
working relationship with their manager (51%), an annual health check (48%), Generation Pact (42%), and having a say in their
responsibilities (37%).
• About half of the ASML workforce states that they need regular conversations on their career (52%), trainings not related to their current
position (48%) and personal coaching (45%) to stay connected with the labor market.

2 Total Reward Model

Salary A manager’s impact on the level of remuneration is just right or can even be increased, according to employees
system • Almost half of ASML’s employees (47%) experience an income cap within ASML, while 2 out of 10 employees do not experience this
cap (19%).

• 4 out of 10 of employees think that the impact their manager has on their level of remuneration is just right (41%), while 3 out of 10
think their manager’s impact regarding the level of remuneration must increase (31%). 16% thinks their manager’s impact on the
level of their remuneration must reduce.

12
Insights
Total fixed Employees believe ASML’s labor conditions package is comparable or even better compared to those of other companies
and variable • The majority of ASML employees (78%) consider their labor conditions package to be comparable or even better than those offered at other
remuneration companies for similar positions.
• Most employees are satisfied with the current ratio between their fixed and variable income: 7 out of 10 employees in salary grades 10 and 11
and 8 out of 10 employees in salary grades 1 through 9.
• Over half of the employees (59%) chooses to keep the current ratio when given the option of a lower fixed income with higher variable income
or a higher fixed income with a lower variable income. 3 out of 10 employees would prefer a higher fixed income with lower variable income
than currently (31%).
ASML employees are in favor of their variable pay being linked to only the company’s performance
• A clear majority of the employees (76%) in salary grades 1 through 9 favors if their variable pay is linked only to the company’s performance.
Employees least agree with the idea of linking variable pay to team performance only (18%).

Flexible Flexible exchange of labor conditions is of interest to a part of the ASML workforce
exchange of • 43% of employees express having the need for more flexibility in exchanging labor conditions. Hereby, employees are most interested in
labor saving for a sabbatical when exchanging labor conditions (38% of those interested in more flexibility in exchanging labor conditions).
conditions
• More than half of the employees prefer a labor conditions package which they can partly or fully determine themselves (57%). 3 out of
10 employees prefer a fixed package that applies to everyone (31%).

• 6 out of 10 employees prefer the yearly payment of the 13th month and holiday allowance over a monthly payment (62%).

13
Insights
3 Performance Management
Criteria for promotion are unclear to many employees
Career
• Almost half of the employees (48%) state that the eligibility criteria for a promotion are not clear to them. The criteria are clear to a
opportunities
quarter of the employees (26%).
• Also, to 4 out of 10 employees, it is unclear how they can grow into the next salary level (40%); for 34% of employees this is clear.
• A third of ASML’s employees believe that promotion criteria are not applied consistently in their team (34%), 14% do believe it is applied
consistently, and half of the employees (52%) do not have an outspoken opinion on this topic.

Performance
Trust in a manager’s objective evaluation is high; however, the assessment system is perceived as unfair
• Employees generally trust that their manager evaluates them objectively (73%).
management
• Half of the employees (52%) prefer the current system with 5 performance categories over other appraisal systems. Still, the number of
system
employees that are dissatisfied with the current appraisal system (37%) is higher than the number of employees that are satisfied (29%).
• 4 out of 10 employees have the feeling that performance for similar positions is not assessed in the same way throughout ASML (42%), and
more than a third do not feel that everyone within ASML has an equal chance on a fair performance review (37%).
• Employees state that they would like to be assessed based on a continuous dialogue with their manager with regular meetings (72%) and
360º feedback from colleagues and managers (58%). They prefer to be managed based on results they deliver (44%) or their knowledge and
expertise (33%).

Training and Conversations between employee and manager are important for personal development
development • At the moment, the majority of employees believe that the initiative for personal development lies with employees (69%) and also (71%) initiate
conversations with their manager about personal development themselves.
• Half of the employees believe ASML offers sufficient opportunity for personal development (52%) and 61% of employees feel supported by their
managers in their personal development needs. 39% of employees think their manager’s impact on their personal development should increase.
• 58% thinks that ASML should offer more support for opportunities to grow within the company and more access to coaching and mentoring for
specific development needs (42%).
14
Insights
4 Time and Place

Working The majority of employees are satisfied with their working hours; however, many shift employees have concerns
hours • 8 out of 10 employees are satisfied with their current working hours (82%). However, only 65% of shift employees are satisfied with their
current working hours. Half of the shift working employees (52%) have concerns regarding shifts. Their main concerns are that they are
required to change type of shifts, have sleep problems or fatigue due to changing working hours, and have to cope with unpleasant
working hours (too early or too late).
• 6 out of 10 daytime employees express no need for change in their working hours (60%). A third would like change (33%). In the open
comments, they mention the wish for more flexibility in working from home and in working hours.
• Both shift employees (88%) and daytime employees in salary grades 1-9 (82%) prefer the current methods of tracking working hours. More
than 4 out of 10 daytime employees in salary grades 10-11 (43%), however, prefer no registration of hours, only registration of holiday
and ADV days.

Arrangements The activities and support ASML offers to new international colleagues are not well known among employees
for international • Almost half of the employees (45%) are not aware of the support ASML offers new international local hires. Also, 1 out of 4 non-EU
local hires employees (25%) feel there is too little support for new international colleagues regarding living, working and schooling in the
Netherlands.

• Most employees (80%) rate the availability of labor conditions information in English as (more than) enough; however, 1 out of 4 non-
EU employees (24%) believe there is too little English information on labor conditions.

The following slides show a visual summary of the results for ASML employees regarding their labor conditions.

15
The opinion of ASML employees on their labor conditions
A selection of insights

Prioritization of labor conditions

Which themes are important to Which topic is Which themes

Work-life balance is the you regarding terms and most important to deserve more
conditions of employment? you? attention?
most important topic for
ASML employees Caring Company Total % that finds this topic important Total % that finds this topic
most important
Total % that feels this topic
deserves more attention
Work-life balance 87% 28% 1 52%
Leave 86% 7% 18%
Healthy working conditions 69% 5% 25%
Special leave 50% 11%
Private insurances 22% 8%
The figure on the right shows the
prioritization of themes of labor conditions. Total Reward Model
To create this figure 3 questions were asked Salary system 85% 15% 4 40%
in the survey: Total fixed and variable remuneration 67% 14% 23%
1. Each employee first selected (multiple) Pension 75% 5% 5 35%
themes that are important to him or her
(% important). Performance Management
2. Employees then chose one of the chosen Career opportunities 74% 14% 3 42%
themes that is most important to him or Performance management system 67% 6% 2 44%
her (% most important). Training and development 68% 3% 30%
3. From the total list, employees also
Additional allowances and arrangements 39% 7%
selected up to 5 themes that they thought
deserved more attention (% more Time and Place
attention).
Working schedules and working hours 55% 3% 16%
For all three questions, the percentages Commuting arrangements 54% 17%
shown are based on the total population. Arrangements for international local hires 16% 4%

Questions: Which themes are important to you regarding terms and conditions of employment? / Which topic is most important to you? / In your opinion, which themes deserve MORE attention in the current package of labor conditions?
Basis: All (n=7,135) (See the appendix for the selection of important labor conditions per nationality, salary grade and type of work.)
16
The opinion of ASML employees on their labor conditions
A selection of insights
1 Caring Company 2 Total Reward Model
Work-life balance (Special) Leave Salary system Total fixed and variable remuneration

61% ofexcellent)
employees have a good (or Satisfied with leave?
balance between
work and private life. Satisfied Neutral Dissatisfied 47% 78% considers their labor
conditions package to be
Holiday 84% 14% comparable or even better
experiences an income
Daytime employees: Visit to practitioner 78% 19% than those offered at other
cap within ASML.
Paternity leave 34% 44% 23% companies for similar
55% 91% 60% Extraordinary leave 55% 33% 12% positions.
Manager’s impact on the level of
like to be feel their managers feel free to
able to work trust to deliver their work from remuneration should:
from home
more often.
work within a given
timeframe and place.
home. 78% of employees want to
retain their ADV days. Increase Is just right Decrease
Variable pay linking to performance?
31% 41% 16%
Only linked to company performance
Healthy working conditions
76% 13% 10%
Logical Neutral Illogical
Top 5 needs to continue working effectively:
58% 35% 1. Development opportunities 56%
Flexible exchange Linked to company and individual performance
46% 20% 34%
feel ASML’s labor conditions believe there is 2. Open working relationship with manager 51% Logical Neutral Illogical
are sufficiently aligned with sufficient attention for of employees have a need for
the stage of life of
employees.
stage-of-life-oriented
policies within ASML.
3.
4.
Annual health check
Generation Pact
48%
42% 43% more flexibility in exchanging
labor conditions.
Linked to company, individual and team performance
39% 21% 40%
5. Having a say in their responsibilities 37% Logical Neutral Illogical

78% 35% of female of employees prefer to partly

thinks ASML offers
enough support
employees feel
the support is 57% or fully determine their labor
conditions package. Satisfied with ratio fixed income and profit
regarding gender too little. sharing/STI?
equality of employees. Top 3 needs to stay connected with labor market: (very) satisfied
Enough focus on mental and physical strain of work? of employees in salary grades 1-9

…mental
Agree Neutral Disagree 1. Regular conversation on career 52% 62% prefer a yearly payment of the
13th month and holiday
Salary
grades 1-9

strain of work? 46% 29% 26% 2. Trainings not related to current position 48% Salary
allowance over a monthly
…physical
3. Personal coaching 42% payment.
grades 10-11
56% 30% 13%
strain of work?

17
The opinion of ASML employees on their labor conditions
A selection of insights
3 Performance Management 4 Time and Place

Career opportunities Training and development Working hours

Promotion criteria are rather unclear: Top 3 of what ASML should pay more What employees prefer when it comes
Agree Neutral Disagree attention to: to keeping track of working hours:
of ASML employees are
Clear how I can grow into next
salary level 34% 26% 40% 1. Support for opportunities to grow within the 82% satisfied with their
Apply current method 79%
organization 58% current working hours.
Eligibility criteria for a
promotion are clear 26% 26% 48% 2. Access to coaching/mentoring for specific
development needs 42%
Promotion criteria are applied
consistently in my team 14% 52% 34% 3. Opportunities for development through
challenging assignments 35%
65% Preference salary grades 10-11

of shift working
employees are satisfied. 48% current method

Performance management system

Satisfied with appraisal system?

Shift working employees:
43% no registration of hours,
only holiday and ADV days
trusts that their manager
(very) satisfied (very) dissatisfied 73% evaluates them objectively. 52%
have concerns Arrangements for international local
regarding shifts. hires
52% prefers the current system with 5
performance categories. Top 3 concerns:
I feel that everyone within ASML has an equal chance for a Support of new international colleagues
fair performance review. 1. Fear of being obligated to switch from regarding living, working and schooling in
33% 30% 37%
Employees prefer to be managed on the basis of: 2 to 3 or 5 shifts / having to do the Netherlands
night shifts 23%
Agree Neutral Disagree 44% The results they deliver 9% 37% 8% 45%
2. Health: sleep problems / fatigue
I have the feeling that throughout ASML, performance for
33% Their knowledge and expertise
(due to changing working hours) 20% More than Exactly Too Not aware
similar positions is assessed in the same way.
3. Unpleasant working hours enough right little
23% 35% 42% 15% (too early / too late) 14% A quarter of
The effort they make
non-EU
Agree Neutral Disagree
employees rates
this as too little
The performance review has
Agree
52%
Neutral
25%
Disagree
23%
Top 3 preferred manners of assessment:
60% Availability of information
on labor condition in English
added value to me 1. Continuous dialogue with their manager 72% of daytime employees
My manager has a good view 2. 360º feedback from colleagues & managers 58% express no need for 21% 59% 7% 13%
60% 24% 16%
on my performance change in their working
3. Performance review (based on More than Exactly right Too Not
My performance review
59% 25% 16%
self-identified objectives) 47% hours. enough little aware
never surprises me

18
Results

19
Labor conditions in general

20
General satisfaction

Employees are (very) satisfied with the current labor conditions

Non-EU employees and employees in salary grades 10 and 11 are least satisfied with their labor
conditions

To what extent are you satisfied Group differences:

with your current labor conditions? Sector Salary grade Nationality

OPS
BL DE FAB SUP 1-9 10-11 NL EU Non-EU
Other
91% are (very)
Very satisfied 40% 37% 38% 45%* 38% 46%* 41%* 32% 42%* 39%* 28%
satisfied with
their current 52% 53% 47% 54% 48% 51% 55% 50% 54% 57%
Satisfied 51%
labor conditions
Not satisfied, not dissatisfied 7% 7% 8% 6% 6% 6% 6% 11% 6% 6% 12%*

Dissatisfied 2% 3% 2% 1% 2% 1% 1% 2% 1% 1% 3%

Very dissatisfied 0% 0% 0% 1% 0% 0% 0% 0% 0% 0% 0%

Highest relevant percentage / Lowest relevant percentage per category

* Significantly higher percentage than majority of category

Question: To what extent are you satisfied with your current labor conditions?
Basis: All (n=7,135) 21
General satisfaction

Can you explain your answer?

(Very) satisfied Not satisfied, not dissatisfied (Very) dissatisfied

Total employees: 6,521 Total employees: 481 Total employees: 133
Good and extensive primary and secondary benefits Difficult to switch to higher salary scale / get promoted / I am
Pension fund could perform better / is too expensive / has poor
(salary + profit sharing/bonus + 13e month+ holiday 14% 8% in lower salary scale than the work I do / increasing differences 22%
allowance) age structure / high pension premium for a moderate pension
between the salary scales
Pension fund could perform better / is too expensive / Difficult to switch to higher salary scale / get promoted / Am in
has poor age structure / high pension premium for a 3% lower salary scale than the work I do / increasing differences 7% Not satisfied with monthly salary / fixed income is low
11%
moderate pension between the salary scales comparing to the market
Not satisfied with monthly salary / fixed income is low comparing
Profit share should not change and should not become 5% On the top of salary grade /no more salary growth (possible) /
2% to the market 8%
performance dependent not satisfied with max % RSP system / no inflation adjustment
Good and extensive primary and secondary benefits (salary +
Good / happy with amount of vacation days / ADV days 1% 4%
profit sharing/bonus + 13e month+ holiday allowance) Unfair appraisal system: some people must get bottom ranking,
Commuting allowance could be better / does not cover Not happy with clocking system / Missing one hour in a week
7%
0.8% causes unfair practices and pressure
the actual costs immediately costs you a vacation hour /Reset working hours per 3%
Difficult to switch to higher salary scale / get week Pension fund could perform better / is too expensive / has poor
6%
promoted / Am in lower salary scale than the work I do 0.6% Would be better with a few adjustments made (more personal age structure / high pension premium for a moderate pension
/ increasing differences between the salary scales coaching/more flexibility/keep 30% ruling/health care/parental 2%
Not happy with clocking system / Missing one hour in a week
leave)
Not happy with clocking system / Missing one hour in a immediately costs you a vacation hour /Reset working hours 4%
Profit share should not change and should not become per week
week immediately costs you a vacation hour /Reset 0.6% 2%
performance dependent
working hours per week
Commuting allowance could be better / does not cover the actual When working in shifts the shift allowance does not accrue
2% 3%
Do not want to leave Metalektro CLA / Do not want costs pension / 13th month / profit sharing
0.6%
own ASML CLA / ASML CLA has no added benefits Unfair appraisal system: some people must get bottom ranking,
2% Profit share should not change and should not become
Flexible working hours / ASML has a good work-life causes unfair practices and pressure 2%
performance dependent
0.5%
balance due to the 'time-for-time build-up' system On the top of salary grade /no more salary growth (possible) /
2% Dissatisfied with STI (JG10-11) 2%
not satisfied with max % RSP system / no inflation adjustment
Other 3%
Other 6% Other 16%
No answer given 77% No answer given 59% No answer given 30%

Question: To what extent are you satisfied with your current labor conditions? – Please explain your answer.
Basis: All (n=7,135) (See the reading guide for a description of how these answers were coded.) 22
 Trust

The majority of employees trust ASML as an employer

Trust in ASML is highest in new employees, employees in sector ‘SUP’ and those in salary grades 10 and 11

On a scale of 1 to 10, how much

do you trust ASML as an employer? Average Trust: Group differences:
Sector Salary grade Type of work
10 7% OPS Daytime Shift
BL DE FAB SUP 1-9 10-11
Other Work Work
9 27%
7.8 7.8 7.7 8.1* 8.4* 7.9 8.2* 8.0* 7.5
8 38%

7.9
Employment duration (in years)
7 17%
<1 1-3 4-7 8-10 11-15 16-25 >25
6 5%
8.3* 8.0 7.9 7.8 7.8 7.7 7.8
5 or lower 6%
Highest relevant score / Lowest relevant score per category
No opinion 1% * Significantly higher average score than majority of category

Question: On a scale of 1 to 10, how much do you trust ASML as an employer? This refers to your confidence in ASML as an employer, not the confidence in your manager.
Basis: All (n=7,135) 23
Trust

Can you explain your answer?

Rating trust: 1-6 Rating trust: 7-8 Rating trust: 9-10

Total employees: 804 Total employees: 3,917 Total employees: 2,414
CLA: It is not clear to me why ASML wants to change CLA: It is not clear to me why ASML wants to change the CLA / lack of Feeling that ASML cares about employees (e.g.
14% 3%
the CLA / lack of communication about this communication about this investments in employees, 'appreciation moments' 3%
Feeling that ASML cares about employees (e.g. investments in employees, (e.g. ice creams))
CLA: I worry that the new CLA is not beneficial for the 2%
9% 'appreciation moments' (e.g. ice creams))
employees, but for shareholders/higher management Based on previous positive experiences / reliable
3%
Based on previous positive experiences / reliable / good employer 1% / good employer
Past changes within the company not beneficial for
employees but for shareholders/higher management CLA: I worry that the new CLA is not beneficial for the employees, but for
8% 1% Happy how ASML responded to COVID-19 crisis 1%
(e.g. bonus system 2019, no more free Dutch course, shareholders/higher management
no more Christmas gift) In general I trust ASML as an employer, but in the end they want to make Trust in higher management, decisions they made
1% 1%
as much profit as possible in the past
Trend of moving more towards profit focus instead of
5%
employee wellbeing Trend of moving more towards profit focus instead of employee wellbeing 1% Growth of ASML in past years, strong market
Feel more like a number than a person / ASML does not 1%
position
care for me anymore / employee is no longer first 4% Growth of ASML in past years, strong market position 1%
priority Growth of ASML makes them feel more 'distant', less personal, less High transparency, clear communication (not CLA
1% 1%
transparent, feeling of being just a number specific)
CLA: Unclear what changes will be made in CLA /
4%
insufficient communication about new CLA Trust so far (in good times), wonder how ASML reacts to current crisis 1%
Stable / financial strong company 1%
Little trust in management, management seems to Trust in future vision / roadmap of ASML 1%
3%
have a double agenda (to benefit employer) Good working environment / working conditions 1% Trust in future vision / roadmap of ASML 1%
No trust in HR (e.g. policy regarding flex workers and
Past changes within the company not beneficial for employees but for
older employees, providing them no job security, not 3%
supporting employees when faced with difficulties)
shareholders/higher management (e.g. bonus system 2019, no more free 1% Good working environment / working conditions 1%
Dutch course, no more Christmas gift)
No transparency (in general) 3%
No trust in HR (e.g. policy regarding flex workers and older employees, Other 7%
Other 27% providing them no job security, not supporting employees when faced with 1%
difficulties) No answer given 88%
No answer given 49% Other 27%
No answer given 49%
Question: On a scale of 1 to 10, how much do you trust ASML as an employer? This refers to your confidence in ASML as an employer, not the confidence in your manager. – Please explain your answer.
Basis: All (n=7,135) (See the reading guide for a description of how these answers were coded.) 24
 Awareness of current labor conditions

8 out of 10 employees are well aware of their current labor conditions

Awareness of the current labor conditions is highest among Dutch employees

% (totally) agree – Group differences:

To what extent do you agree or disagree with the
following statements? Salary grade Nationality Type of work Gender

Daytime Shift
1-7 8-9 10-11 NL EU Non-EU Female Male
Work Work
I am well aware of my current labor
conditions package (fixed and variable
income, pension, leave and other labor
81% 14% 4% 78% 85%* 86%* 86%* 72% 64% 82%* 76% 77% 82%*
conditions)

If I want to know something about my 74% 80%* 80%* 82%* 65% 58% 77%* 73% 69% 78%*
labor conditions I know where to find it
77% 15% 8%

(Totally) agree Neutral (Totally) disagree Highest relevant score / Lowest relevant score per category
* Significantly higher average score than majority of category
Other group differences:

 Employees working in the sector ‘SUP’ are more often well aware of their current labor
conditions package (88%*).
 Older employees and employees that have worked at ASML for a longer period of time
are more often well aware of their labor conditions package (87%* of 50+ years and 16-27
years at ASML) and know where to find it more often (up to 82%* of 51-60 years and 83%*
of 11-16 years at ASML).

Question: To what extent do you agree or disagree with the following statements?
Basis: All (n=7,135) 25
Awareness of Metalektro CLA

Almost 6 out of 10 employees have limited awareness of the content of the

Metalektro CLA
Awareness of the content is highest in Dutch employees

To what extent are you aware of the Group differences:

content of the current Metalektro CLA? Sector Salary grade Nationality
OPS Non-
BL DE FAB SUP 1-5 6-7 8-9 10-11 NL EU
Other EU

42% are fairly or Very 8% 7% 7% 12%* 6% 8% 14%* 7% 8% 6% 9%* 5% 1%

very aware of the
contents of the Fairly 34% 30% 33% 41%* 29% 33% 43%* 30% 35% 34% 39%* 23% 16%
Metalektro CLA
Somewhat 33% 33% 34% 29% 34% 35% 27% 35% 34% 34% 32% 34% 37%

Hardly 20% 25%* 20% 14% 25%* 19% 13% 22% 20% 21% 16% 29% 32%

Not aware at all 5%

6% 5% 4% 6% 4% 3% 7% 4% 5% 3% 9% 14%*

Highest relevant percentage / Lowest relevant percentage per category

* Significantly higher percentage than majority of category
Other group differences:

 Awareness of the content of the Metalektro CLA is highest among employees with more
than 16 years work experience at ASML (fairly or very aware: 56%*).
 Employees with low trust in ASML as employer (5 or lower) are more often very aware
of the Metalektro CLA content (22%*).

Question: To what extent are you aware of the content of the current Metalektro Collective Labor Agreement?
Basis: All (n=7,135) 26
 Prioritization of labor conditions

Work-life balance is the most important topic for ASML employees

Top 3 topics that need more attention: work-life balance, performance management system and career opportunities
The figure below shows the prioritization of themes of labor conditions. Each employee first selected (multiple) themes that are important to him or her (% important). Employees then chose one of
the chosen themes that is most important to him or her (% most important). Employees also selected up to 5 themes that they thought deserved more attention (% more attention).

Which themes are important Which topic is Which themes

to you regarding terms and most important deserve more
conditions of employment? to you? attention?
• The topic of work-life balance (flexible work,
Caring Company Total % that finds this topic important % most important % more attention working schedules, working from home) was
selected as the most important topic by more
Work-life balance 87% 28% 1 52% than a quarter of ASML employees (28%). In total
Leave 86% 7% 18% 87% of the employees state that this topic is
Healthy working conditions 69% 5% 25% important to them.
Special leave 50% 11%
Private insurances 22% 8% • Leave (including annual holidays, ADV days) is
important to 86% of employees, but only 7%
Total Reward Model select this topic as the most important one.
Salary system 85% 15% 4 40%
• Salary system (salary structure, salary
Total fixed and variable remuneration 67% 14% 23% indexation, job valuation) was selected by 85% of
Pension 75% 5% 5 35% employees as important. It is also the second
most important topic (15%).
Performance Management
Career opportunities 74% 14% 3 42% • 74% of ASML employees view their career
Performance management system 67% 6% 2 44% opportunities (promotion, developing a
Training and development 68% 3% 30% specialization) as important and 14% select this
Additional allowances and arrangements 7% topic as most important topic of labor conditions,
39%
closely followed by the topic of total fixed and
Time and Place variable remuneration (including ratio of fixed-
variable income; 14%).
Working schedules and working hours 55% 3% 16%
Commuting arrangements 54% 17%
Arrangements for international local hires 16% 4%

Question: Which themes are important to you regarding terms and conditions of employment? / Which topic is most important to you? / In your opinion, which themes deserve MORE attention in the current package of labor conditions?
Basis: All (n=7,135) (See the reading guide for the selection of important labor conditions per nationality, salary grade and type of work.)
27
Prioritization of labor conditions

Can you explain why this topic is most important to you?

Top 4 most important topics in order of importance: work-life balance, salary system, career opportunities,
and total fixed and variable remuneration
Work-life Balance Salary System
Total number of employees who find this most important: 1,974 Total number of employees who find this most important: 1,102
Important to combine work and personal life / to balance between social pressure and pressure at work 18%
Fair / clear / transparent salary system 7%
A good work-life balance and/or flexibility leads to being able to deliver good work, being motivated, having
fun at work, staying energetic / increases loyalty
9%
Salary is the main purpose/motivation to work 6%
Flexibility in working hours / ability to plan own working hours 8%
My happiness, mental and physical health is important to me / in order to keep working effectively 7% To provide for basic necessities / my family 5%

Flexibility with regards to working place / ability to work from home 7% I had to choose one / preferred to choose more options 4%
ASML asks a lot from their employees / ASML asks employees to be flexible so ASML should be flexible as well 7%
Salary is a reward / compensation for my hard work 3%
There is more to life than work / you also work to live and not just live to work 5%
Salary should reflect performance / Salary is linked to job evaluation (which is
3%
I had to choose one / other topics are also important 3% based on PPM)

Workload is high / workload varies per week / flexibility is necessary in order to deal with the workload 2% This is the base for a CAO / main or most important category / component 3%

Importance of taking leave and ADV days on one's one terms / issues regarding flex hours 2% Financial security (long term) / lifestyle 2%
Salary is also important but not top priority 2%
Market value / inflation 2%
Important to take age/stage of life into account 2%
Output is what matters / important to trust employees that work is done well / the clocking system is Salary gives motivation to perform / acknowledgement from the company 1%
outdated
1%
Flexibility at ASML is good / is a reason for working at ASML 1% Salary can compensate for other conditions 0.5%

It is expected of you to work overtime / work longer hours / work outside office hours 1% Other 3%
Other 1%
No answer given 64%
No answer given 51%

Question: Can you explain why this topic is most important to you?
Basis: All (n=7,135) (See the reading guide for a description of how these answers were coded.) 28
Prioritization of labor conditions

Can you explain why this topic is most important to you?

Top 4 most important topics in order of importance: work-life balance, salary system, career opportunities,
and total fixed and variable remuneration
Career opportunities Total fixed and variable remuneration
Total number of employees who find this most important: 1,003 Total number of employees who find this most important: 974
To keep / continue developing myself 11% This has the most impact on private life / family life / paying the bills 15%
I want to grow further / go higher up within the company 8%
Current system / equal profit sharing / is good and important for healthy work
8%
environment / should be remained in CAO
Currently not happy with the career opportunities at ASML 7%

Functions as an incentive / motivation / driver to do my job (well) 7% Salary is the main purpose/motivation to work / in the end you work for money 8%

I want to have a job that challenges / excites me and/or gives satisfaction 6%

Fair compensation / appreciation for effort I put in my work for ASML 4%
I'm young and/or at the start / begin / early stage of my career 4%
I had to choose one / preferred to choose more options 4%
Personal development / growth benefits my career and/or the company 3%

I don't want to be stuck/stand still for too long in the same position 2% Current benefits (13th month, profit distribution) and salary make it interesting /
3%
attractive to work for ASML compared to other organizations
Career growth is linked to and/or often results in income growth 2%
I prefer more fixed and less variable income 2%
This way I can contribute / offer more to ASML 2%

Good career opportunities are related to and impact all other labor conditions positively 1% Salary can compensate for other conditions 1%

I had to choose one / preferred to choose more options 0.2%

Other 3%
Other 5%

No answer given 55% No answer given 57%

Question: Can you explain why this topic is most important to you?
Basis: All (n=7,135) (See the reading guide for a description of how these answers were coded.) 29
Results per theme: Caring Company
This theme includes:
• Work-life balance (flexible work, working schedules, working from home)
• Healthy working conditions (a safe and good workplace)
• Leave (including annual holidays, ADV days)
• Special leave (sabbatical policy, care leave, emergency leave, public holidays)

30
 Work-life balance

6 out of 10 daytime employees experience a good work-life balance

Work-life balance is perceived to be better in salary grades 1 through 9 than in higher salary grades (10/11)

Employees working daytime hours were presented questions regarding their

work-life balance. These questions are presented in the following four slides.
Group differences:
Daytime employees: How is the balance between your Salary grade FTE Other group differences:
work and private life at the moment?
 Employees that are
1-9 10-11 < 0.8 0.8-1 1 very well aware of
the content of their
current labor
61% have a good (or Excellent 9% 10%* 5% 16%* 9% 9% conditions package
excellent) balance between more often state that
work and private life 54%* 43% 47% 56% 51% their work-life balance
Good 52% is excellent (15%*).

Fair 29% 28% 38%* 27% 27% 30%  Employees that are
less aware of their
labor conditions
Moderate 7% 7% 11%* 9% 6% 8% package rate their
work-life balance as
moderate (15%*) or
Poor 2% 2% 3%* 0% 2% 2% poor (6%*) more often.

Highest relevant percentage / Lowest relevant percentage per category

* Significantly higher percentage than majority of category

Question: How is the balance between your work and private life at the moment?
Basis: All daytime employees (n=6,011) 31
 Work-life balance

More than 5 out of 10 daytime employees feel free to decide their working
days and hours
Also, more than 5 out of 10 daytime employees express the need to work from home (more often)

Daytime employees: What are you currently doing to find the

balance between work and private life that suits you best? Group differences:

 Employees in salary grades 1-9 take more flexible breaks (40%*) while
Deciding on own working days and days off 57%
employees in salary grades 10/11 work more from home (49%*).
Deciding on own daily working hours 52%
Working from home 39%  Employees that have worked at ASML for less than a year work less part-
Taking flexible breaks 39% time (8%) and decide less on their own working days (45%*).
Deal with private matters at work flexibly 30%
Working part-time 15%  SUP employees work from home more often than other sectors (51%*).
I'm not doing anything 10%
Other 10%  Employees with a good work-life balance more often decide on their own
working hours (57%*) and working days (62%*) than employees with moderate
or poor work-life balance.
Daytime employees: What needs do you still have when it comes to
a good work-life balance?
Working from home (more often) 55%
 Non-Dutch employees have higher needs for taking flexible breaks (26%*),
Deciding on own daily working hours (more often) 27% being able to deal with private matters more flexibly at work (21%*),
I have no further wishes 22% deciding on own working days and off days (27%*) and deciding on own daily
Deciding on own working days and days off (more often) 21% working hours (34%*).
Being able to deal with private matters at work flexibly 17%
 Employees with fair and moderate work-life balance have higher needs
Taking flexible breaks (more often) 15%
regarding all factors.
Being able to work part-time (more) 14%
Other 9%

Question: What are you currently doing to find the balance between work and private life that suits you best? / What needs do you still have when it comes to a good work-life balance?
Basis: All daytime employees (n=6,011) 32
 Work-life balance

Vast majority of daytime employees feel that their manager trusts them to
deliver their work within a given timeframe and place
While 91% of employees working in daytime feel their manager’s trust, only 60% feel free to work from home

Daytime employees: To what extent do you agree or % (totally) agree – Group differences:
disagree with the following statements? Sector Salary grade Nationality
OPS
BL DE FAB SUP 1-5 6-7 8-9 10-11 NL EU Non-EU
Other
I have the feeling that my manager
trusts me to deliver my work within a 91% 6% 3% 91% 92% 87% 91% 92% 85% 90% 92% 95%* 92% 89% 91%
given timeframe and place

I know ASML's guidelines when it

comes to working from home
64% 22% 14% 55% 64% 36% 59% 71%* 56% 63% 65% 67% 63%* 53% 55%

I feel free to work at home if I feel

the need to do so
60% 21% 19% 68% 66% 49% 60% 66% 39% 54% 65% 75%* 62% 67%* 71%*

(Totally) agree Neutral (Totally) disagree

Daytime employees: What do you think of your % must increase – Group differences:
manager’s impact on deciding if and when you can work
from home? OPS
BL DE FAB SUP 1-5 6-7 8-9 10-11 NL EU Non-EU
Other

My manager’s impact on deciding if

and when I can work from home
13% 53% 23% 11% 16% 10% 21%* 15% 12% 22%* 14% 11% 9% 13% 14% 13%

Must increase Is now just right Must reduce No answer

Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category

Question: To what extent do you agree or disagree with the following statements? Basis: All daytime employees (n=6,011)
Question: What do you think of your manager’s impact on... Deciding if and when you can work from home? Basis: All daytime employees (n=6,011) 33
 Work-life balance

Almost 6 out of 10 the daytime employees like working within block times
Almost 3 out of 10 daytime employees fear that flexibility will impact teamwork

Daytime employees: To what extent do you agree % (totally) agree – Group differences:
or disagree with the following statements? Sector Salary grade Nationality

OPS Non-
BL DE FAB SUP 1-5 6-7 8-9 10-11 NL EU
Other EU
I like working within block times (e.g.
no meetings before 9:00 or after 15:00)
56% 28% 17% 58% 57% 60% 50% 52% 56% 59% 55% 47% 54% 61%* 56%

I fear that more flexibility in working

hours and location will come at the 28% 28% 44% 30% 31% 30% 24% 20% 29% 29% 29% 25% 28% 25% 35%*
expense of teamwork

I would like to be able to save part of

my income for times when I work less 20% 38% 42% 24% 21% 16% 20% 19% 15% 22% 20% 18% 16% 27% 39%*
or take other (part-time) working hours

(Totally) agree Neutral (Totally) disagree Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category

Question: To what extent do you agree or disagree with the following statements?
Basis: All daytime employees (n=6,011) 34
 Healthy working conditions, life-stage policies

For almost 6 out of 10 employees ASML’s labor conditions fit their stage of life
A quarter of employees believe there’s not enough focus for the mental strain of their work

% (totally) agree – Group differences:

To what extent do you agree or disagree with the
following statements? Age Salary grade Nationality

<30 31-40 41-50 51-60 60+ 1-7 8-9 10-11 NL EU Non-EU

I think there's enough focus for the

mental strain of my work
46% 29% 26% 52%* 46% 42% 43% 49% 48%* 43% 40% 45% 46% 51%*

I think that there is sufficient attention

for the physical strain of my work
56% 30% 13% 56% 56% 57% 57% 56% 56% 57% 57% 57% 52% 56%

I think that ASML's labor conditions are

sufficiently aligned with the stage of 58% 31% 12% 66%* 62%* 56% 42% 40% 60%* 56% 51% 57% 61% 59%
life I am currently in
I believe that there is sufficient
attention for stage of life oriented 35% 43% 21% 44%* 38%* 32% 27% 26% 40%* 32% 23% 32% 43% 51%*
policies within ASML
Highest relevant score / Lowest relevant score per category
(Totally) agree Neutral (Totally) disagree * Significantly higher percentage than majority of category
Other group differences:

 18%* of FAB employees and 21%* of shift employees more often do not think that there
is sufficient attention for the physical strain of their work.

Question: To what extent do you agree or disagree with the following statements?
Basis: All (n=7,135) 35
 Healthy working conditions, life-stage policies

To keep working effectively, development opportunities in present and future jobs are
needed by almost 6 out of 10 employees
This need is higher for younger and non-Dutch employees; older employees have a higher need for a Generation Pact and
senior days
Group differences:
What is needed for you to keep working Type of work (Salary grade) Nationality Age
effectively in the future? Shift Daytime Daytime
Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)
Development opportunities in present and future job 56% 50% 60%* 46% 52% 66% 74%* 68%* 64%* 53%* 36% 19%

Open working relationship with my manager 51% 41% 52% 57%* 53%* 48% 44% 45% 51% 56% 52% 48%
Annual health check 48% 50% 48% 48% 43% 58% 67%* 49% 48% 45% 49% 57%
Generation Pact 42% 50% 38% 52% 47%* 34% 17% 23% 30% 50%* 72%* 77%*
Having a say in my responsibilities 37% 32% 39%* 34% 36% 42% 40% 37% 39% 39% 33% 32%
Program for physical fitness 30% 33% 31% 22% 26% 40% 49%* 35%* 34%* 27% 23% 26%
Senior days (extra leave days) 30% 47%* 27% 28% 33%* 26% 17% 17% 21% 34%* 56%* 64%*
Financial contribution for sports 28% 34% 30% 15% 25% 35% 42%* 40%* 32%* 23% 16% 15%
Program for mental health 28% 29% 29% 26% 27% 32% 36% 29% 31% 27% 25% 23%
Providing healthier food 26% 25% 28% 17% 22% 37% 38% 35%* 32%* 21% 12% 11%
Ergonomic advice about my workplace 26% 27% 28% 15% 24% 30% 30% 29% 28% 23% 21% 22%
Program for stress reduction 26% 24% 27% 19% 23% 33% 36% 24% 30%* 24% 21% 17%
Other 10% 8% 10% 12% 11% 9% 5% 8% 11% 11% 10% 10%
I don’t know 2% 3% 2% 1% 2% 2% 1% 2% 2% 2% 1% 0%

Selection of multiple Highest relevant score / Lowest relevant score per category
answers was possible Other group differences: * Significantly higher percentage than majority of category

 Employees in the sector ‘FAB’ have the highest need for the Generation Pact (52%*) and senior days
Question: What is needed for you to keep working effectively in the future? (45%*).
Basis: All (n=7,135) 36
 Healthy working conditions, life-stage policies

To stay connected with the labor market, many employees state their need for
regular conversations on their career, trainings and personal coaching
The need for regular conversations on their career is especially high for non-EU employees

Group differences:

What is needed for you to stay connected Type of work (Salary grade) Nationality Age

with the labor market in the future? Shift Daytime Daytime

Work Work Work NL EU Non-EU <30 31 - 40 41 - 50 51 - 60 60+
(All) (1-9) (10/11)

A regular conversation on my career 52% 45% 54%* 45% 47% 59% 71%* 60%* 56%* 49%* 41% 32%

Following training(s) not related to my current position 48% 47% 50% 37% 44% 58% 58% 55%* 52%* 46%* 34% 26%

Personal coaching 45% 39% 48%* 41% 43% 48% 57%* 48%* 52%* 43%* 33% 27%

I don't know 14% 20%* 13% 15% 17%* 9% 5% 9% 10% 17% 24%* 23%*

Other 6% 5% 6% 7% 7% 5% 5% 4% 6% 5% 8% 21%*

Highest relevant score / Lowest relevant score per category

Selection of multiple
answers was possible * Significantly higher percentage than majority of category

Question: What is needed for you to stay connected with the labor market in the future?
Basis: All (n=7.135) 37
 Healthy working conditions, diversity

8 out of 10 employees think ASML offers (more than) enough support regarding
gender equality and diversity of employees
According to 4 out of 10 employees above the age of 50, there is too little support for the needs of employees in
different age categories
% too little – Group differences:
How do you rate the activities and support ASML
Gender Nationality Age
offers in the following areas?
Female Male NL EU Non-EU <30 31 - 40 41 - 50 51 - 60 60+

Equality between men and women 17% 61% 12% 10% 35%* 7% 10% 17%* 17%* 12% 15%* 11% 7% 10%

Needs of employees in different age

categories
6% 48% 24% 23% 27%* 23% 26%* 18% 14% 14% 17% 27%* 39%* 46%*

Diversity of employees (e.g. gender,

religion, nationality)
20% 61% 10% 12% 18%* 7% 7% 13%* 14%* 9% 10% 7% 6% 5%

More than enough Exactly right Too little Not aware this exists Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category

Other group differences:

 Employees in salary grades 10/11 more often think that the needs of employees
in different age categories are met too little (36%*).

Question: How do you rate the activities and support ASML offers in the following areas?
Basis: All (n=7,135) 38
 (Special) leave

8 out of 10 employees are (very) satisfied with holiday leave

Employees are least satisfied with the paternity leave at ASML
% (very) satisfied – Group differences:

Familiar with this type of leave? If familiar, how satisfied with the arrangement? Gender Nationality
Female Male NL EU Non-EU

Holidays 99% 84% 14% 3% 88%* 83% 82% 84% 91%*

Leave to visit a general practitioner /
specialist 92% 78% 19% 3% 82%* 77% 79%* 76%* 68%

Extraordinary leave (death, marriage, etc.) 83% 55% 33% 12% 51% 56%* 58%* 44% 43%

Paternity leave 67% 34% 44% 23% 31% 34% 35%* 26% 35%*

Maternity leave 65% 41% 51% 9% 48%* 39% 43%* 32% 37%

Short-term care leave 56% 47% 46% 6% 49% 47% 47% 42% 51%

Emergency leave 56% 58% 39% 3% 57% 58% 56% 60% 64%

Long-term care leave 52% 44% 53% 3% 43% 44% 43% 44% 52%*

Adoption leave 35% 31% 67% 1% 31% 31% 32% 25% 36%

Highest relevant score / Lowest relevant score per category

(Very) satisfied Not satisfied, not dissatisfied (Very) dissatisfied * Significantly higher percentage than majority of category

Question: The following questions concern leave arrangements. To what extent are you satisfied or dissatisfied with the following leave arrangements? (With option: Not familiar with this)
Basis: All (n=7,135) 39
 (Special) leave

The majority of ASML employees want to retain their ADV days

4 out of 10 non-Dutch employees would like to choose between national and international holidays

As far as you are concerned, what should the default setting be for ADV days?
Group differences:

Retain ADV days 78%  Both Dutch employees (78%) and non-Dutch
employees (79%) have a strong preference for
Include value in income and buy it back later for the same price 7% retaining ADV days.

Not applicable, I don’t have any ADV days at my disposal 6%  For 39% of shift employees ADV days are not
applicable. 45% of shift employees would like to
I don't know 3% retain ADV days.

Sell ADV days 3%

Other 2%
 Especially younger employees would like to choose
between national and international holidays (<30: 28%*
and 31-40: 23%*).
Preference regarding holidays:
 40%* of non-Dutch employees would like to choose
their holidays.
I would like to choose between national and
international holidays
19% 31% 50%  20%* of employees in salary grades 1 through 9 would
like to choose between national and international
holidays.
(Totally) agree Neutral (Totally) disagree

* Significantly higher percentage than majority of category

Question: As far as you are concerned, what should the default setting be for ADV days? / To what extent to you agree with the following statement(s)?
Basis: All (n=7,135) 40
 (Special) leave

Most employees prefer a smaller work anniversary gift every 5 years

Two thirds of ASML employees think it is (very) illogical if a work anniversary day is only granted as day off
on a working day

Preference regarding work anniversary gift:

Group differences:
Every 5 years a smaller work anniversary gift / work
anniversary payment
48%
 67%* of non-Dutch employees prefer a smaller work
anniversary gift every 5 years.
After 12.5, 25 and 40 years a bigger work anniversary gift /
work anniversary payment
29%
 Also, younger employees prefer a smaller gift every 5
years (<30: 60%* and 31-40: 54%*).
No preference 23%

Preference regarding work anniversary day:

 Especially employees between 41 and 60 years old find
Logical or illogical if a day off is only granted if a work it (very) illogical if a work anniversary day is only granted
anniversary is on a working day
15% 13% 67% 6% as a day off on a working day.

 71%* of Dutch employees find this (very) illogical.

(Very) logical Neutral (Very) illogical Don't know

* Significantly higher percentage than majority of category

Question: What do you prefer, assuming each option has an equal budget to distribute?
Vraag: To what extent do you find it logical or illogical if a day off is only granted if a work anniversary is on a working day?
Basis: All (n=7,135) 41
Results per theme: Total Reward Model
This theme includes:
• Total fixed and variable remuneration (including ratio of fixed-variable income)
• Salary system (salary structure, salary indexation, job valuation)
• Flexible exchange of labor conditions

42
Total fixed and variable remuneration

The current labor conditions package at ASML is perceived to be better or

comparable to those for similar positions at other companies
Especially Dutch employees, salary grades 1 thru 6 and employees under 30 believe their current labor
conditions package is better than at other companies

Group differences:
For a position similar to my job at other companies,
my current labor conditions package is… Salary grade Nationality Age

1-6 7 8-9 10-11 NL Non-NL <30 31 - 40 41 - 50 51 - 60 60+

(Much) better 51%* 39% 40% 42% 47%* 35% 51%* 40% 41% 44% 47%
44% 34% 5% 17%
Comparable 29% 36%* 36%* 39%* 33% 38% 30% 35% 36% 34% 37%

(Much) better Comparable (Much) worse I don't know (Much) worse 4% 5% 6% 5% 4% 7% 4% 7% 4% 4% 2%

I don’t know 16% 20% 18% 14% 16% 20% 14% 18% 18% 18% 13%
Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category

Other group differences:

 Employees in sector FAB (50%), OPS other (45%) and SUP (52%) more often than BL (37%)
or DE (39%) think their current labor conditions package is (much) better.

Question: For a position similar to my job at other companies, my current labor conditions package is: … By labor conditions package we mean rewards and allowances, not only your fixed and variable income.
Basis: All (n=7,135) 43
Total fixed and variable remuneration

The majority of employees are satisfied with the ratio between their fixed and
variable income
Employees with a non-EU nationality are less satisfied than employees with a Dutch or EU nationality

To what extent are you satisfied with the ratio between % (very) satisfied - Group differences:
your fixed income and profit sharing/STI?
Nationality Other overall group differences:

Ratio fixed income and profit sharing NL EU Non-EU  The longer employees work for ASML, the
more they are very satisfied with the ratio
Shift work – salary grade 1-9 between their fixed and variable income (up to
38%* 45%* 11% 7% 84%* 83%* 63%
44%* of employees with > 25 years at ASML).

Daytime work – salary grade 1-9  Employees with a high score of trust in ASML (8
35%* 50%* 12% 3% 90%* 80%* 68%
or higher) are more often (very) satisfied with
the ratio between their fixed and variable
income (85%).

Ratio fixed income and STI  Employees that say they are very aware of the
ASML labor conditions, are more often very
Salary grade 10-11 13% 58%* 23%* 5% 72% 67% 50% satisfied with the ratio between their fixed and
variable income (49%*).
Very satisfied Satisfied Not satisfied, not dissatisfied (Very) dissatisfied
Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category

Question: To what extent are you satisfied with the ratio between your fixed income and profit sharing/STI?
Basis: All (n=7,135), Shift work – salary grade 1-9 (n=1,121), Daytime work – salary grade 1-9, n=5,100), Salary grade 10-11, n=914) 44
Total fixed and variable remuneration

To what extent are you satisfied with the ratio between your fixed income and profit sharing?
Shift work – salary grade 1-9 Daytime work – salary grade 1-9
(very) satisfied – total employees: 925 (very) satisfied – total employees: 4,340

Shift/fixed/holiday allowance / 13th month are not included in the calculation 6% Satisfied with current ratio/current profit scheme; the current profit share system is transparant and fair 6%

Too much inequality; Difference between salary grades is too big; profit is achieved
Bonus should not depend on performance / appraisal/STI; possible negative effects on team work 2%
3%
collectively; everyone should receive the same share Would like to keep it this way 2%
Satisfied with current ratio / current profit scheme; the current profit share system is Profit share is a (nice) extra; fixed income should not decrease; I do not count profit share as part of my salary 1%
3%
transparent and fair
Profit share gives a purpose / is motivating/leads to feeling of 'togetherness' 1%
Would like to keep it this way 2%
Fixed salary is (relatively) low; preference for a higher fixed income / less variabel income; I count on profit share
Fixed salary is (relatively) low; preference for a higher fixed income / less variabel 1%
2% as part of my income
income; I count on profit share as part of my income
Too much inequality; difference between salary grades is too big; profit is achieved collectively; everyone should
1%
Profit share gives a purpose / is motivating / leads to feeling of 'togetherness' 2% receive the same share
Other 5% Other 3%
No answer given 82% No answer given 87%
(very) dissatisfied or neutral – total employees: 196 (very) dissatisfied or neutral – total employees: 760

Shift/fixed/holiday allowance / 13th month are not included in the calculation 28% Fixed salary is (relatively) low; preference for a higher fixed income / less variable income; I count on profit share
11%
as part of my income
Too much inequality; difference between salary grades is too big; profit is achieved Too much inequality; difference between salary grades is too big; profit is achieved collectively; everyone should
12% 6%
collectively; everyone should receive the same share receive the same share
Fixed salary is (relatively) low; preference for a higher fixed income / less variable New to ASML; not applicable / not yet received a profit share; not formed an opinion 4%
5%
income; I count on profit share as part of my income
Satisfied with current ratio / current profit scheme; the current profit share system is transparent and fair 2%
Much of profit share goes to the taxes; profit share does not count into your pension; Has been going well for years; profit share might not always be high; lower profit share in case of lower revenue or
3% 2%
Rather receive profit share monthly changes in number of employees
The system is not transparent/unclear/leads to unwanted behavior of management; Much of profit share goes to the taxes; profit share does not count into your pension; rather receive profit share
2%
criticism on steps in profit share percentages; profit share percentage can be higher; 2% monthly
manipulation of profit margin; increased profit but decreased profit share last year Bonus should depend on personal performance 2%
Other 2%
Other 7%
No answer given 53%
No answer given 67%

Question: To what extent are you satisfied with the ratio between your fixed income and profit sharing? – Please explain your answer.
Basis: Shift employees salary grade 1-9 (n=1,121) / Daytime employees salary grade 1-9 (n=5,100) (See the reading guide for a description of how these answers were coded.)
45
Total fixed and variable remuneration

To what extent are you satisfied with the ratio between your fixed income and STI?

Salary grade 10-11

(very) satisfied – total employees: 650
Fair system / satisfied with current ratio / with normally good performance it corresponds to the bonus of other salary groups 3%
STI is a (nice) extra; I do not count STI as part of my salary 2%
Too much inequality; difference between salary grades is too big; profit is achieved collectively; everyone should receive the same share 2%
Preference for a higher fixed income / less variable income 1%
The system is not transparent / unclear; increase to maximum percentage is a bit slow 1%
Bonus should depend on personal performance 1%
Other 3%
No answer given 90%
(very) dissatisfied or neutral – total employees: 264

Too much inequality; difference between salary grades is too big; everyone should receive the same share 10%

One only has limited influence oneself on the STI / unclear how I can influence the STI 6%
New to ASML; not applicable / not yet received STI; not formed an opinion 5%
The system is not transparent / unclear / leads to unwanted behavior of management 5%
Bonus should not depend on performance / appraisal; possible negative effects on (team) work 5%
Satisfied with current ratio / current profit scheme; the current profit share system is transparent and fair 3%

Preference for a higher fixed income/less variable income 3%

Dissatisfied with new system in salary grade 10 and 11 3%
Other 8%
No answer given 61%

Question: To what extent are you satisfied with the ratio between your fixed income and STI?. – Please explain your answer.
Basis: Salary grade 10-11 (n=914) (See the reading guide for a description of how these answers were coded.) 46
Total fixed and variable remuneration

6 out of 10 employees prefer the current fixed and variable income ratio,
while 3 out of 10 employees would prefer a higher fixed income
Less than half of the non-EU employees prefer the current ratio between fixed and variable income

What is your preferred ratio between Group differences:

fixed income and variable income? Salary grade Nationality Satisfaction fixed income and variable pay

Very Dis- Very dis-

1-7 8-9 10-11 NL EU Non-EU Satisfied Neither
satisfied satisfied satisfied

Current distribution fixed income and variable income 59% 55% 62%* 67%* 61%* 56%* 43% 73%* 59%* 31% 19% 24%

Lower fixed income with higher variable income than current 1% 1% 1% 3% 1% 2% 2% 1% 1% 3% 5% 2%

Higher fixed income with lower variable income than current 31% 34%* 29% 23% 30% 30% 41%* 21% 31% 47%* 66%* 57%*

I don’t know 9% 10% 7% 7% 7% 11% 14% 5% 8% 19% 11% 17%

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category

Question: What is your preferred ratio between fixed income and variable income?
Basis: All (n=7,135) 47
Total fixed and variable remuneration

Most employees in salary grade 1 thru 9 find it logical if variable pay is only
linked to the company’s performance
Almost half of the employees find it logical if variable pay is linked to a combination of individual and company
performance

Employees in salary grade 1-9 were presented different combinations of linking variable pay. For each combination, employees were asked to what extent they
find this logical or illogical.

Employees in salary grade 1-9: To what extent do you find it logical or illogical if…

Variable pay is only linked to individual performance 31% 20% 50%

Variable pay is only linked to team performance 18% 23% 58%

Variable pay is only linked to the ASML company performance 76% 13% 10%

Variable pay is linked to a combination of individual performance

and the ASML company performance
46% 20% 34%

Variable pay is linked to a combination of team performance and

the ASML company performance
28% 24% 49%

Variable pay is linked to a combination of individual performance,

team performance and the ASML company performance
39% 21% 40%

Very/fairly logical Not logical, not illogical Very/fairly illogical

Question: To what extent do you find it logical or illogical if…?

Basis: Employees with salary grade 1-9 (n=6,221)
48
Salary system

Almost half of the employees experience an income cap within ASML

Almost a third of the employees think their manager should have a bigger impact on the level of their
remuneration

Group differences:
To what extent do you agree or disagree with the
 The longer employees have been working for ASML, the more often they
following statement? experience an income cap (22% for employees working less than a year up to
77%* among employees employed over 25 years).

 Employees who are dissatisfied with the ratio fixed and variable income,
I experience an income cap within ASML 47% 34% 19% more often experience an income cap within ASML (70%*).

 Shift employees (56%*) and ‘FAB’ employees (56%*) more often experience an
income cap than daytime employees (45%) and other sectors (39%-47%).
(Strongly) agree Neither agree, nor disagree (Strongly) disagree  Of all sectors, ‘SUP’ experience the income cap least often (39%).

 Male employees (49%*) more often experience an income cap than female
employees (38%).
What do you think of your manager’s impact on the level of your
remuneration?
 Employees with salary grade 1-9 (33%), shift employees (37%*) and ‘FAB’
employees (39%*) more often feel that their manager’s impact on the level of
My manager’s impact on the level of my their remuneration should increase, than employees with salary grade 10-11
remuneration
31% 41% 16% 11%
(24%), daytime employees (30%) and other sectors (28%-33%).

Must increase Is now just right Must reduce No answer

 Also, the more employees are satisfied with the current ratio fixed and
variable income, the more often they feel their managers impact on the level
of their remuneration is now just right (47* of those very satisfied).

* Significantly higher percentage than majority of category

Question: To what extent do you agree or disagree with the following statements? /
What do you think of your manager’s impact on...
Basis: All (n=7,135) 49
Flexible exchange of labor conditions

4 out of 10 ASML employees feel the need for more flexibility in exchanging
labor conditions
The need for the flexible exchange of labor conditions increases with employees in higher salary grades (8
and upwards)

Group differences:
Do you need more flexibility in exchanging labor conditions?
Type of work Nationality Salary grade

Daytime Shift
NL EU Non-EU 1-5 6-7 8-9 10-11
Work Work

43% have a high or High need 8% 8% 6% 6% 12%* 17%* 5% 9% 8% 7%

lower need for
Lower need 35% 36%* 29% 38%* 24% 27% 29% 32% 37%* 46%*
more flexibility in
exchanging labor No need 38% 37% 42% 40%* 37%* 29% 44%* 37% 39% 35%
conditions
I don't know 19% 18% 22% 16% 27%* 27%* 22%* 22%* 16% 12%

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category

Question: Do you need more flexibility in exchanging labor conditions?

Basis: All (n=7,135)
50
Flexible exchange of labor conditions

Employees with a need for a more flexible exchange of labor conditions are
interested in various ideas regarding such an exchange
Employees are most interested in saving for a sabbatical in exchange for other labor conditions
Employees who expressed a high or lower need for more flexibility in exchanging labor
conditions were asked which terms of employment are of interest to them regarding an
exchange of labor conditions. Group differences:
Type of work Nationality Salary grade
Which terms of employment are of interest to you to exchange
Daytime Shift
for salary, leave and ADV days or holiday allowance? Work Work
NL EU Non-EU 1-7 8-9 10-11

Saving for sabbatical 38% 39%* 32% 34% 30% 29% 35% 41% 39%
Pension accrual on variable pay 33% 32% 36% 39% 36% 33% 30% 34% 41%*
Sports facility on campus 32% 31% 35% 30% 36% 38%* 37%* 27% 23%
Contribution for furnishing a workplace at home 30% 31%* 19% 28% 33% 37%* 29% 32% 28%
Participation in non-work related training(s) 28% 29%* 23% 27% 25% 39%* 30% 27% 24%
Mobile phone allowance 28% 29% 25% 30%* 21% 22% 27% 30% 29%
Funding of own child education 28% 29%* 22% 27% 26% 35%* 25% 31% 32%
(Discount on) sports subscription at various gyms 28% 28% 27% 25% 29% 42%* 32%* 24% 20%
Coaching 26% 27%* 18% 25% 27% 31% 25% 28% 24%
Childcare 22% 23% 18% 18% 31% 39%* 24%* 24%* 10%
Pension accrual on shift work allowance 10% 4% 50%* 9% 13% 14% 16%* 4% 2%
Diet consultation 6% 6% 7% 4% 14%* 15%* 9%* 4% 3%
Other 10% 10% 9% 10% 10% 7% 10% 10% 10%
Selection of multiple Highest relevant score / Lowest relevant score per category
answers was possible * Significantly higher percentage than majority of category
Question: Which terms of employment are of interest to you to exchange for salary, leave and ADV days or holiday allowance?
Basis: Employees with a high or lower need for exchanging labor conditions (n=3,052) 51
 Flexible exchange of labor conditions

Almost 6 out of 10 employees prefer a labor conditions package that they can
partly or fully determine themselves
4 out of 10 shift working employees prefer a fixed package of labor conditions that applies to everyone

Group differences:

Type of work Nationality Salary grade Need for flexible exchange

What do you prefer? Daytime Shift High Lower No I don't

NL EU Non-EU 1-5 6-7 8-9 10-11
Work Work need need need know

57% prefer to My own personal budget to put together 16% 12% 15% 17% 16% 11% 15% 16% 21%* 43%* 22% 7% 10%
15%
partly or fully my labor conditions
determine their Partly established for me and partly
42% 44%* 33% 45%* 34% 32% 34% 40% 44%* 52%* 36% 57%* 31% 38%
labor conditions established by me
package A fixed package of terms and conditions
31% 30% 41%* 30% 35% 36% 41%* 34%* 29% 19% 16% 16% 51%* 28%
of employment that applies to everyone

No opinion 11% 11% 14% 10% 14% 16% 14% 12% 11% 8% 5% 5% 12% 24%*

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category

Question: What do you prefer?

Basis: All (n=7,135)
52
Flexible exchange of labor conditions

The yearly payment of the 13th month and holiday allowance is preferred over
a monthly payment by most employees
Non-EU employees prefer the monthly payment of 13th month and holiday allowance more often than employees
with a Dutch or EU nationality

Employees in salary grade 1-9 were asked if they preferred a monthly or yearly payment of the 13th month and holiday allowance.
The question was posed in form of a statement to which employees could agree or disagree.

Employees in salary grade 1-9: % (strongly) agree - Group differences:

Type of work Nationality Need for flexible exchange

I prefer the monthly payment of 13th month and holiday
allowance in my salary instead of yearly Daytime Shift
NL EU Non-EU
High Lower No I don't
Work Work need need need know

(Strongly) agree 18%* 13% 14% 21%* 32%* 34%* 20%* 13% 14%
17% 21% 62%
Neither agree, 22% 17% 20% 20% 24% 18% 22% 18% 24%
nor disagree

(Strongly) agree Neither agree, nor disagree (Strongly) disagree (Strongly) disagree 60% 70%* 66%* 58%* 44% 47% 58% 68%* 62%

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category

Question: To what extent do you agree or disagree with the following statement(s)?
Basis: Employees with salary grade 1-9 (n=6,224)
53
Results per theme: Performance Management
This theme includes:
- Career opportunities (promotion, developing a specialization)
- Performance management system (method of appraisal, five appraisal categories,
implementation of the system in practice)
- Training and development (education, training)

54
Career opportunities

Eligibility criteria for promotion are unclear to half of the employees

To a third of ASML employees, it is clear how they can grow into the next salary level
% (totally) agree – Group differences:
To what extent do you agree or disagree Sector Salary grade Nationality Gender
with the following statements? OPS
BL DE FAB SUP 1-9 10-11 NL EU Non-EU Female Male
Other

It's clear to me how I can grow into the

next salary level
34% 26% 40% 31% 34% 40%* 29% 32% 34% 35% 35%* 30% 30% 29% 35%*

The eligibility criteria for a promotion

are clear to me
26% 26% 48% 23% 26% 32%* 23% 26% 26% 30%* 28%* 23% 22% 23% 27%*

In my team, promotion criteria are 12% 14% 18%* 12% 13% 13% 21%* 14% 14% 14% 14% 14%
applied consistently
14% 52% 34%

(Totally) agree Neutral (Totally) disagree Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category
Other group differences:
 Employees that have worked at ASML longer, more often state that the eligibility criteria
for a promotion are clear to them (18-25 years: 29%, more than 25 years: 33%).

 Employees with a high score of trust in ASML (8 or higher) more often (strongly) agree that
it is clear to them how they can grow into the next salary level (37%*), that the eligibility
criteria for a promotion are clear to them (29%*) and that promotion criteria are applied
consistently in their team (17%*).

Question: To what extent do you agree or disagree with the following statements? (Neutral = Neither agree, nor disagree)
Basis: All (n=7,135) 55
Performance management system

More than a third of ASML employees is (very) dissatisfied with the current
appraisal system
The longer employees work at ASML, the less satisfied they are with the system

Group differences:
How satisfied are you with the Employment duration (in years)
Type of work (Salary grade) Nationality
current appraisal system?
Shift Daytime Daytime
Non-
Work Work Work NL EU <1 1-3 4-7 8-10 11-15 16-25 >25
(All) (1-9) (10/11)
EU

(Very) satisfied 29% 27% 29% 33%* 29% 27% 33%* 38%* 33%* 27% 26% 25% 24% 18%

Not satisfied, not dissatisfied 33% 30% 33% 33% 33% 31% 34% 32% 33% 31% 34% 35% 32% 33%

(Very) dissatisfied 37% 42%* 36% 32% 37%* 40%* 31% 17% 33% 42%* 40%* 40%* 44%* 49%*

I don't know 2% 1% 2% 1% 1% 2% 3% 13%* 2% 0% 0% 0% 0% 0%

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category

Question: How satisfied are you with the current appraisal system?
Basis: All (n=7,135) 56
Performance management system

Can you explain your answer?

(Very) satisfied Not satisfied, not dissatisfied (Very) dissatisfied

Total employees: 2,073 Total employees: 2,440 Total employees: 2,922
Not satisfied with the appraisal system / calibration Not satisfied with the appraisal system / calibration subjective / not clear 23%
Appraisal system is good / logical / structured / clear 4% 12%
subjective / not clear
Strange / unfair that someone always has to underperform 12%
Objectives / targets are not clear / little space for
The 'How' is not clear / subjective 3% 6%
nuances
Objectives/targets are not clear / little space for nuances 9%
Strange / unfair that someone always has to Manager does not always have correct impression /
2% does not ask enough / does not always grant the same 4% Manager does not always have correct impression / does not ask enough /
underperform 9%
treatment to everyone does not always grant the same treatment to everyone

Other 9% The 'How' is not clear/ subjective 5%

Strange / unfair that someone always has to
4%
underperform
Bell curve is unclear / vague / strange 3%
No answer given 85%
The 'How' is not clear/ subjective 2% Changing environment in which to achieve your targets / targets are
2%
overtaken too quickly by company priorities

Other 11% You have to formulate your own targets/ hard to compare / assess 2%

Targets/review/objectives are set too late / too little time for preparation 2%
No answer given 64%
Other 4%

No answer given 41%

Question: How satisfied are you with the current appraisal system? - Please explain your answer.
Basis: All (n=7,135) (See the reading guide for a description of how these answers were coded.) 57
Performance management system

Half of ASML’s employees prefer an appraisal system with the five performance
categories of the current PPM system
The younger the employees, the more they prefer the current system

Group differences:
Type of work (Salary grade) Nationality Age
What kind of system do you prefer? Shift Daytime Daytime
Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)

The current system with 5 performance categories 52% 47% 52%* 56%* 52% 50% 57%* 56%* 53% 50% 48% 47%

A system without performance categories 15% 19%* 15% 14% 16%* 15%* 9% 11% 13% 18%* 20%* 21%*

A system with more than 5 performance categories 12% 13% 13% 15% 15%* 13%* 7% 10% 14% 14% 16% 14%

A system with less than 5 performance categories 7% 9%* 7%* 3% 6% 7% 11%* 7% 7% 6% 7% 10%

Other 14% 11% 13% 12% 11% 15%* 15%* 15%* 13% 11% 10% 7%

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category
Other group differences:

 Employees with high trust in ASML (8 or higher) more often prefer the current system
(56%*) while employees with low trust (5 or lower) more often prefer a system without
performance categories (24%*).

Question: The current PPM system has 5 performance categories: Exceptional, Exceeds Expectations, Highly Valued, Partially Meets Expectations and Unsatisfactory. What kind of system do you prefer?
Basis: All (n=7,135) 58
 Performance management system

Employees prefer to be assessed by means of a continuous dialogue

This is the preferred method across all age groups
Group differences:
Type of work (Salary grade) Nationality Age
How would you like to be assessed? Shift Daytime Daytime
Employees could choose up to 3 methods Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)

Continuous dialogue with my manager (regular meetings) 72% 67% 72%* 76%* 73%* 67% 69% 71% 71% 72% 72% 75%

360º feedback (colleagues/managers on results/cooperation) 58% 48% 61%* 55%* 56% 63%* 66%* 67%* 64%* 55%* 43% 41%
Performance review based on self-identified objectives 47% 39% 48%* 52%* 45% 49% 55%* 52%* 50%* 44%* 39% 39%
Preparing for and adhering to a Personal Development Plan 21% 22%* 21%* 15% 19% 24%* 27%* 26%* 22%* 18% 16% 15%
Performance review based on objectives set 19% 27%* 19%* 12% 17% 24%* 24%* 23%* 19% 18% 16% 16%
Make and substantiate my own performance review 15% 17% 15% 15% 16% 13% 13% 17% 15% 15% 15% 10%
Other 6% 7% 6% 6% 6% 6% 4% 4% 6% 7% 7% 4%
No performance management at all 6% 6% 6% 7% 7%* 5%* 3% 2% 5% 8%* 9%* 9%*
I don't know 2% 2% 1% 1% 1% 2% 1% 1% 1% 2% 2% 1%
Selection of multiple Highest relevant score / Lowest relevant score per category
answers was possible * Significantly higher percentage than majority of category
Other group differences:
 Employees with high trust in ASML (8 or higher) more often prefer continuous
dialogue (73%*), 360º feedback (60%*) or performance review based on self-identified
objectives (49%*).
 Female employees more often prefer to be assessed by 360º feedback (63%*),
performance review based on self-identified objectives (50%*) or a Personal
Development Plan (28%*) than male employees.
Question: How would you like to be assessed? You can choose up to 3 methods.
Basis: All (n=7,135) 59
Performance management system

44% of employees want to be managed based on results they deliver

Older employees and shift employees would rather be managed on the basis of their knowledge and expertise

Group differences:
Type of work (Salary grade) Nationality Age
Employees prefer to be managed on the basis of: Shift Daytime Daytime
Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)

The results I deliver 44% 29% 44%* 60%* 42% 48%* 51%* 46%* 49%* 42%* 35% 28%

My knowledge and expertise 33% 45%* 32%* 25% 38%* 20% 17% 23% 27% 38%* 46%* 59%*

The effort I make 15% 17%* 16%* 6% 12% 20%* 24%* 24%* 15%* 11% 10% 7%

My registered working hours 0% 1% 0% 0% 0% 1% 1% 0% 0% 0% 0% 0%

Other 8% 7% 8% 9% 8% 11% 8% 7% 9% 9% 9% 6%

Highest relevant score / Lowest relevant score per category

* Significantly higher percentage than majority of category
Other group differences:

 Employees with high trust in ASML (8 or higher) more often want to be managed based on
the results they deliver (45%*).
 Employees that selected ‘Career opportunities’ as the most important labor condition to
them more often want to be managed on the basis of the results they deliver (54%*).

Question: How would you finish the sentence below? I prefer to be managed on the basis of...
Basis: All (n=7,135) 60
Performance management system

6 out of 10 employees state their manager has a good view on their performance
and that the performance review never surprises them
42% of employees feel that performance is not assessed the same throughout ASML
% (totally) agree – Group differences:
To what extent do you agree or disagree with the following
Sector Salary grade Nationality
statements? OPS
BL DE FAB SUP 1-7 8-9 10-11 NL EU Non-EU
Other

My performance review never surprises me 59% 25% 16% 56% 57% 62%* 56% 65%* 56% 62%* 62%* 61%* 51% 50%

I feel that everyone within ASML has an equal chance

on a fair performance review
33% 30% 37% 31% 34% 30% 30% 38%* 30% 34%* 43%* 34%* 28% 33%

I have the feeling that throughout ASML performance

for similar positions is assessed in the same way
23% 35% 42% 22% 23% 22% 21% 26% 22% 23% 28%* 23%* 18% 23%

The performance review has added value to me 52% 25% 23% 50% 52% 54% 51% 54% 52% 51% 54% 54%* 46% 49%

My manager has a good view on my performance 60% 24% 16% 60% 61% 57% 59% 68%* 57% 64%* 67%* 60% 60% 61%

(Totally) agree Neutral (Totally) disagree

Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category
Other group differences:
 Younger employees (under 30) more often (strongly) agree that their
performance review has added value to them (62%*).
 Employees that have worked at ASML longer, more often (strongly) agree
that their performance review never surprises them (up to 71%* of 61
employees with more than 25 years experience at ASML).
Question: To what extent do you agree or disagree with the following statements? (Neutral = Neither agree, nor disagree)
Basis: All (n=7,135) 61
Performance management system

Most employees trust that their manager evaluates them objectively

Trust in the manager is highest in employees in salary grades 10/11

% (totally) agree – Group differences:

To what extent do you agree or disagree with the following
Age Salary grade Nationality
statements?
<30 31-40 41-50 51-60 60+ 1-7 8-9 10-11 NL EU Non-EU

I trust that my manager will evaluate me

objectively
73% 16% 10% 78% 70% 75% 74% 78% 71% 75%* 80%* 76%* 65% 70%

I observe that my manager treats the people on

59% 30% 11% 67%* 60% 57% 52% 50% 57% 60% 63%* 58% 63%* 61%
my team according to the same standards

I notice that my manager applies the terms and

conditions of employment within ASML fairly
69% 25% 5% 77%* 68% 70% 63% 65% 67% 71%* 75%* 69% 71% 72%

I am confident that managers will apply ASML's

labor conditions consistently
60% 25% 15% 67%* 57% 59% 59% 61% 60% 58% 63% 60% 57% 65%*

(Totally) agree Neutral (Totally) disagree Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category
Other group differences:
 Male employees are more often confident that managers will apply ASML’s
labor conditions consistently (61%*) than female employees (54%).
 Employees with a high score of trust in ASML (8 or higher) more often
(strongly) agree with all four statements, as well as employees that are
very well aware of the content of their current labor conditions. 62
Question: To what extent do you agree or disagree with the following statements? (Neutral = Neither agree, nor disagree)
Basis: All (n=7,135) 62
Performance management system

4 out of 10 employees believe their manager’s impact on their growth potential

and personal development should increase
This is especially the case with younger and non-Dutch employees
% must increase – Group differences:
What employees think of the manager’s impact: Age Salary grade Nationality

<30 31-40 41-50 51-60 60+ 1-7 8-9 10-11 NL EU Non-EU

My manager’s impact on my final appraisal 24% 47% 20% 8% 25% 26% 23% 22% 18% 25% 24% 22% 24% 24% 28%*

My manager’s impact on my growth potential 42% 40% 10% 8% 47%* 45%* 40% 35% 25% 44%* 39% 38% 40% 46%* 51%*

My manager’s impact on my personal

39% 47% 8% 7% 45%* 42%* 36% 31% 22% 41%* 36% 37% 36% 44%* 47%*
development

Highest relevant score / Lowest relevant score per category

Must increase Is now just right Must reduce No answer
* Significantly higher percentage than majority of category
Other group differences:
 Employees that selected ‘Career opportunities’ as the most important labor
condition to them more often think that the manager’s impact on their
growth potential (52%*) and personal development (49%*) should increase,
compared to employees who selected other labor conditions as most
important.

Question: What do you think of your manager’s impact on...?

Basis: All (n=7,135) 63
Training and development

Employees would like support for opportunities to grow within ASML

Non-Dutch and younger employees have higher needs regarding their development
Group differences:
Type of work (Salary grade) Nationality Age
In your opinion, what should the organization pay more
Shift Daytime Daytime
attention to? Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)
Support for opportunities to grow within the organization 58% 58%* 60%* 52% 55% 66%* 72%* 66%* 62%* 56% 49% 46%
Access to coaching/mentoring for specific development need 42% 37% 43%* 41% 40% 45%* 52%* 43%* 46%* 42%* 35% 30%
Opportunities for development through challenging assignments 35% 31% 36%* 31% 32% 42%* 46%* 43%* 37%* 30% 28% 28%
Opportunities for job-related training 34% 42%* 35%* 21% 30% 43%* 54%* 43%* 36%* 30% 27% 30%
Time available for training 34% 34%* 36%* 25% 31% 42%* 43%* 37% 36% 32% 29% 29%
Possibility to have your own (personal) training budget 33% 28% 35%* 31% 31% 36%* 49%* 37%* 36%* 32% 26% 26%
Support in making training choices 32% 31%* 34%* 24% 31% 34% 36%* 33% 33% 33% 29% 33%
Opportunities for non-job related training 27% 28%* 28%* 19% 25% 28% 35%* 31%* 27% 24% 24% 24%
Financial resources available for individual training 23% 24%* 23%* 17% 20% 25%* 35%* 29%* 23% 21% 17% 20%
Other 9% 9% 9% 12%* 10%* 6% 5% 5% 8% 10%* 13%* 14%*
Selection of multiple Highest relevant score / Lowest relevant score per category
answers was possible * Significantly higher percentage than majority of category
Other group differences:
 Employees that selected ‘Career opportunities’ as the most important labor condition to
them selected the top 4 portrayed in the graph more often (from top: 76%*, 53%*, 51%* and
44%* respectively).

Question: In your opinion, what should the organization pay more attention to?
Basis: All (n=7,135) 64
Training and development

Half of the employees think ASML offers sufficient opportunity for personal
development, 61% feel supported by their managers
71% of employees initiate conversations about personal development themselves
% (totally) agree – Group differences:
To what extent do you agree or disagree with the following Type of work (Salary grade) Nationality Gender
statements? Shift Daytime Daytime
Work Work Work NL EU Non-EU Female Male
(All) (1-9) (10/11)

I am familiar with the possibilities for personal 50% 60%* 64%* 58% 65%* 57% 53% 60%*
development at ASML
59% 31% 10%

I believe that ASML offers sufficient opportunity for

52% 36% 12% 48% 51% 59%* 53%* 46% 48% 42% 53%*
personal development
I feel supported by my manager in my personal
61% 26% 13% 56% 62%* 62%* 61% 61% 65% 57% 62%*
development needs
I believe that the initiative for personal development
lies with employees themselves
69% 25% 6% 69% 66% 69% 66% 68% 76%* 68% 69%

I mainly initiate personal development conversations

with my manager
71% 24% 5% 69% 70% 78%* 70% 71% 76%* 73% 70%

New employees are adequately supported in the

introduction process
37% 35% 28% 38% 37% 37% 36% 37% 45%* 41%* 37%

Highest relevant score / Lowest relevant score per category

(Totally) agree Neutral (Totally) disagree
* Significantly higher percentage than majority of category
Other group differences:
 ‘BL’ (63%*) and ‘DE’ (65%*) are more often familiar with the personal
development possibilities. ‘DE’ employees more often (strongly) agree that
ASML offers sufficient opportunity for personal development (56%*) and that
they feel support by their managers in their personal development needs
(66%*). ‘SUP’ employees more often believe that initiative for personal
65
Question: To what extent do you agree or disagree with the following statements? (Neutral = Neither agree, nor disagree) development lies within employees (74%*).
Basis: All (n=7,135) 65
Results per theme: Time and Place
This theme includes:
• Working schedules and working hours (timetables, time registration, working hours)
• Arrangements for international local hires (language training, children's education,
temporary accommodation)
• Commuting arrangements (travel allowances, Trappers)

66
Working schedules and working hours

8 out of 10 employees are (very) satisfied with current working hours

Employees with an excellent or good work-life balance are more satisfied

Group differences:
How satisfied are you with your current working hours? Sector Type of work (Salary grade) Work-life balance (self-reported)
Shift Daytime Daytime
OPS Moderate
BL DE FAB SUP Work Work Work Excellent Good Fair
Other /Poor
(All) (1-9) (10/11)

82% are (very) Very satisfied 31% 32% 35% 24% 28% 30% 19% 36%* 18% 84%* 38%* 15% 8%
satisfied with their
current working hours Satisfied 51% 52% 51% 47% 54% 52% 46% 51%* 54%* 15% 57%* 59%* 37%

Not satisfied, not dissatisfied 12% 12% 11% 17%* 12% 12% 19%* 10% 19%* 1% 4% 21%* 29%*

Dissatisfied 5% 4% 3% 10%* 5% 6% 13%* 3% 8%* 0% 1% 5%* 22%*

Very dissatisfied 1% 1% 0% 2%* 1% 0% 3%* 0% 1% 0% 0% 0% 3%*

Highest relevant percentage / Lowest relevant percentage per category

* Significantly higher percentage than majority of category
Other group differences:
 Employees that score (very) high on knowledge regarding their general labor conditions,
the Metalektro CLA and ASML’s home working guidelines are more often very satisfied
with the current working hours (44%*, 42%*, and 36%* respectively).

Question: How satisfied are you with your current working hours?
Basis: All (n=7,135) 67
Working schedules and working hours

60% of daytime employees do not see the need to change their working hours
Half of the employees in salary grades 10/11 would like a change in working hours

Employees working daytime hours were asked what they would like to change in their current working hours and why. There were three options given as shown
below. Employees who would like to change something about their working hours are asked to comment on what they would want to change.

Group differences:
Daytime employees: What would you like to change in your Sector Salary grade Work-life balance (self-reported)
current working hours and why?
OPS Moderate/
BL DE FAB SUP 1-9 10/11 Excellent Good Fair
Other Poor

I don't want to change anything 60% 61% 62% 67%* 58% 53% 64%* 42% 83%* 70%* 47% 28%

I would like to change the following: 33% 32% 30% 28% 35%* 41%* 29% 53%* 15% 25% 42%* 60%*

I don’t know 7% 7% 7% 5% 7% 7% 7% 5% 2% 5% 11%* 12%*

Highest relevant percentage / Lowest relevant percentage per category

The following slide shows * Significantly higher percentage than majority of category

the changes these

employees wish for.

Question: What would you like to change in your current working hours and why?
Basis: All daytime employees (n=6,011) 68
Working schedules and working hours

A third of the daytime employees seeking change in their working hours require
more flexibility with regard to working from home
They also require more flexibility with regard to working hours, working schedule and overtime compensation

What would you like to change in your current working hours and why?
Percentages based on 1,957 daytime employees who would like to change something

Flexibility with regard to working from home 33%

Flexibility with regard to working hours / reducing or abolishing block time 22%

Different working schedule/working hours e.g. 36 hours, 4x10 hours, 4x9 hours, less working hours 15%

Balance between busy and quiet periods / overtime hours are zeroed / save overtime / have overtime paid out / keep flex hours longer
14%
than a week

Adjusting workload in order to have more time for private life / I work too many hours 11%

Abolish clocking in and out/clocking system 5%

..
Better work-life balance / ability to determine balance between work and private life oneself 3%

MSO has a different policy than ASML, they must be available by phone on days off 1%

Other 4%

Question: What would you like to change in your current working hours and why?
Basis: All daytime employees who would like something to change in their working hours (n=1,957) (See the reading guide for a description of how these answers were coded.) 69
Working schedules and working hours

Half of the employees working in shifts have concerns regarding shifts

Shift employees in the sector ‘DE’ have the most concerns regarding shifts

Employees working in shifts were asked what concerns they have when it comes to shifts. There were three options given as shown below. Employees who have
concerns are asked to comment on what concerns they have.

Group differences:
Sector Nationality Age

Shift employees: What concerns do you have right now when

OPS
it comes to shifts? BL DE FAB
Other
SUP NL Non-NL <30 31-40 41-50 51-60 60+

I have the following concerns: 52% n<10 60%* 55%* 33% n<10 55%* 41% 41% 53% 62% 58% 60%

I have no concerns 38% n<10 30% 37% 46% n<10 36% 44% 46% 37% 28% 38% 33%

I don’t know 10%

n<10 10% 8% 21% *n<10 9% 15% 13% 10% 11% 4% 7%

Highest relevant percentage / Lowest relevant percentage per category

The following slide shows * Significantly higher percentage than majority of category

the concerns these

employees have.

Question: What concerns do you have right now when it comes to shifts?
Basis: All shift employees (n=1124) 70
Working schedules and working hours

Shift employees fear being forced to switch shifts

They also have concerns about their health due to sleep problems and unpleasant working hours

What concerns do you have right now when it comes to shifts?

Percentages based on 584 shift employees who have concerns
Fear of being obligated to switch from 2 to 3 or 5 shifts / fear of obligation to do night shifts 23%

Health: sleep problems / fatigue (due to changing working hours) 20%

Unpleasant working hours (too early / too late) 14%
Reduction of compensation / allowance 11%
Fear of the current shifts disappearing 11%
Maintain good balance between work and private life 10%
Age: more strain with older age 10%
Working hours are being extended 6%
Disappearing of the hour bank / how the hour bank works 5%
Not being able to decrease shifts / due to old age / physical complaints / work is getting heavier 4%

.. hour / few parking spaces / no public transport during night shift)

Transport (driving during rush 3%
Insecurities / worries about future 3%

Lack of flexibilty 3%

Negative changes due to new CLA 3%

Worries related to Covid-19 (risk of infection, change of shift schemes) 2%
Decreased productivity due to switching between shifts with little overlap 2%
No support during night shift 1%

Question: What concerns do you have right now when it comes to shifts?
Basis: All shift employees with concerns (n=584) (See the reading guide for a description of how these answers were coded.) 71
 Working schedules and working hours

The majority of ASML employees prefer the current method of keeping track of
their working hours
43% of employees in higher salary grades (10/11) prefer no registration of working hours

Group differences:
What do you prefer when it comes to keeping track of Sector Type of work (Salary grade) Age
working hours? OPS
Shift Daytime Daytime
BL DE FAB SUP Work Work Work <30 31-40 41-50 51-60 60+
Other
(All) (1-9) (10/11)

Apply the current method 79% 77% 81% 88%* 75% 59% 88%* 82% 48% 83%* 77% 75% 80% 87%*

No registration of hours, only holiday and ADV days 14% 16%* 11% 5% 16%* 33%* 4% 11% 43%* 9% 14% 17%* 13% 8%

Always keep track of hours myself in registration system 4% 3% 4% 4% 6% 4% 5% 4% 3% 5% 5% 3% 4% 2%

Other 2% 2% 2% 2% 3% 3% 2% 2% 5%* 1% 2% 3% 2% 2%

I don't know 1% 1% 1% 1% 1% 2% 1% 1% 1% 2% 1% 1% 1% 0%

Highest relevant percentage / Lowest relevant percentage per category

* Significantly higher percentage than majority of category
Other group differences:

 Employees with high trust in ASML (8 or higher) more often prefer no registration of
working hours (15%*) compared to employees with less (5 or below) trust in ASML (7%).
 Employees that rate their work-life balance as ‘moderate’ or ‘poor’ more often prefer no
registration of working hours (21%*).

Question: What do you prefer when it comes to keeping track of working hours?
Basis: All (n=7,135) 72
Arrangements for international local hires

Most employees rate the availability of labor conditions information in English

as (more than) enough
1 out of 4 Non-EU employees believe there is too little English information on labor conditions and too little
support for new international colleagues

How do you rate the activities and support ASML offers % too little – Group differences:
in the following areas? Gender Nationality Age

Female Male NL EU Non-EU <30 31 - 40 41 - 50 51 - 60 60+

Supporting of new international

colleagues regarding: living, working 9% 37% 8% 45% 9% 8% 4% 15%* 25%* 9%* 10%* 6% 5% 4%
and schooling in the Netherlands

Availability of information on labor

21% 59% 7% 13% 11%* 6% 2% 17%* 24%* 9%* 9%* 5% 3% 2%
conditions in English

More than enough Exactly right Too little Not aware this exists Highest relevant score / Lowest relevant score per category
* Significantly higher percentage than majority of category

Question: How do you rate the activities and support ASML offers in the following areas?
Basis: All (n=7,135) 73
Commuting arrangements

Almost two thirds of ASML employees receive travel allowance

The majority of employees who use Trappers (biking allowance) are (very) satisfied
Group differences:
Type of work (Salary grade) Nationality Age
Which commuting arrangement do you have? Shift Daytime Daytime
Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)

Travel allowance 63% 71%* 59% 75%* 70%* 48%* 36% 56% 59% 67%* 74%* 73%*

Trappers (biking allowance) 25% 17% 29%* 17% 20% 33%* 51%* 33%* 29%* 21% 16% 15%

I don’t receive a commuting scheme 12% 12% 13% 9% 10% 20%* 17%* 13% 13% 13% 9% 13%
Selection of multiple
Other 2% answers was possible 1% 2% 5% 2% 1% 2% 1% 2% 2% 3% 0%

How satisfied are you with your commuting % (very) satisfied – Group differences:
arrangements? Shift Daytime Daytime
Work Work Work NL EU Non-EU <30 31-40 41-50 51-60 60+
(All) (1-9) (10/11)

Travel allowance 48% 26% 26% 49% 44% 65%* 49% 45% 49% 42% 43% 54%* 53%* 62%*

Trappers (biking allowance) 66% 22% 12% 62% 65% 83%* 71%* 63% 55% 62% 62% 72%* 75%* 90%*

Highest relevant score / Lowest relevant score per category

(Very) satisfied Not satisfied, not dissatisfied (Very) dissatisfied
* Significantly higher percentage than majority of category

Question: Which commuting arrangement do you have? Basis: All (n=7,135)

Question: How satisfied are you with your commuting arrangements? Basis: Has a Travel allowance (n=4,507) / Has Trappers (n=1,815) 74
Appendix

75
Overarching sectors

Five overarching sectors are used in the report to identify differences in results. The sectors are grouped as follows:

Sector BL Sector FAB

Applications EF Manufacturing
DUV EF Production Support
EUV EF SIE
Factories Others
Sector DE
TF FAB
BM DE Bottom
TF LAB
CTO Organization
TF ShS
D&E Others International
DE Development & Engineering Sector OPS Other

EL DE Electronics Development Operations - Customer Support

MC DE Machine Conditioning Operations - General

MD DE Mechanical Development Sector SUP

MX DE Metrology & Machine Control CEO Organization
PI DE Performance & Integration CFO Organization
QC DE Quality & Continuous Improvement HR&O
SW DE Software Sales & Customer Management
Strategy & Strat.Suppl.Relations

76
Are there topics you would like to bring to our attention that have not been
covered in the survey?
Percentages based on all 7,135 employees
No other topics need to be covered in the survey 14%
Fringe benefits: Improvements regarding campus / work station / workplace environment / work conditions / expats / housing / family days / company events / courses
6%
and trainings / insurances
ASML as an employer / attention for employees / being there for employees / communication with employees (e.g. with regards to CLA) 6%
What's wrong with the current CLA? / I am content with current CLA/I miss the question whether I want a new CLA 4%
Profit sharing system / issues regarding salary structure: differences between salary grades, salary cap / PPM and appraisal system 4%
Why leave Metalektro CLA? 2%
Need for more transparency 2%
Pension 2%
Issues regarding managers / management at ASML 1%
Issues related to flexibility on multiple topics (e.g. regulations, working hours, working from home, leave, transport, career) 1%
Trust issues regarding ASML as employer 1%
Health / safety / stress 1%

Teamspirit (across departments) / level of contact and differences between different departments / Comments regarding internal career options 0.3%

Comments regarding survey design / survey questions 0.3%

Comments regarding Covid-19 0.2%
Other 0.3%
No answer given on this question 64%

Question: Are there topics you would like to bring to our attention that have not been covered in the survey?
Basis: All (n=7,135) (See the reading guide for a description of how these answers were coded.) 77
 Prioritization of labor conditions per nationality, type of work and salary grade

Total NL EU Non-EU Shift work Daytime work & Daytime work &
Salary grade 1-9 Salary grade 10/11
% % most % more % % most % more % % most % more % % most % more % % most % more % % most % more % % most % more
important important attention important important attention important important attention important important attention important important attention important important attention important important attention
Caring Company
Work-life balance 87% 28% 1 52% 88% 27% 1 53% 87% 29% 1 51% 86% 22% 4 46% 78% 17% 3 43% 88% 29% 1 52% 88% 35% 1 63%
Leave 86% 7% 18% 84% 11% 16% 87% 7% 25% 80% 6% 25% 84% 3% 22% 87% 9% 18% 80% 5% 12%
Healthy working conditions 69% 5% 25% 70% 4% 26% 69% 5% 22% 71% 3% 20% 78% 9% 30% 69% 4% 24% 60% 2% 23%
Special leave 50% 0% 11% 55% 0% 10% 49% 0% 13% 55% 0% 13% 54% 0% 7% 52% 0% 12% 36% 0% 9%
Private insurances 22% 0% 8% 27% 0% 6% 18% 0% 10% 39% 0% 17% 25% 0% 6% 22% 0% 8% 19% 0% 6%

Total Reward Model

Salary system 85% 15% 4 40% 87% 17% 5 34% 85% 15% 2 50% 89% 19% 1 61% 88% 21% 1 50% 86% 15% 4 39% 77% 13% 5 28%
Total fixed and variable remuneration 67% 14% 23% 62% 8% 21% 70% 16% 27% 59% 7% 27% 67% 12% 25% 67% 14% 22% 72% 16% 24%
Pension 75% 5% 5 35% 71% 3% 4 37% 78% 5% 5 32% 64% 3% 5 28% 75% 6% 4 39% 74% 4% 5 34% 82% 6% 2 39%

Performance Management
Career opportunities 74% 14% 3 42% 83% 18% 3 39% 70% 12% 3 47% 88% 25% 2 58% 72% 12% 5 38% 77% 15% 2 45% 63% 10% 4 32%
Performance management system 67% 6% 2 44% 64% 5% 2 43% 67% 6% 4 45% 69% 7% 3 48% 68% 7% 2 48% 68% 5% 3 44% 60% 6% 3 38%
Training and development 68% 3% 30% 73% 3% 28% 66% 3% 32% 76% 4% 37% 64% 3% 27% 71% 3% 31% 55% 3% 26%
Additional allowances and arrangements 39% 0% 7% 42% 0% 6% 38% 0% 9% 45% 0% 12% 50% 1% 10% 39% 0% 7% 26% 0% 5%

Time and Place

Working schedules and working hours 55% 3% 65% 3% 16% 64% 1% 14% 80%
16% 52% 3% 19% 10% 38% 53% 1% 11% 38% 2% 19%
Commuting arrangements 54% 0% 17% 53% 1% 17% 54% 0% 18% 51% 0% 12% 60% 1% 16% 54% 0% 18% 44% 1% 12%
Arrangements for international local hires 16% 0% 4% 32% 0% 1% 8% 0% 9% 55% 1% 18% 16% 0% 2% 18% 0% 5% 7% 0% 3%

Question: Which themes are important to you regarding terms and conditions of employment? / Which topic is most important to you? / In your opinion, which themes deserve MORE attention in the current package of labor conditions?
Basis: All (n=7,135) 78
Familiarity and satisfaction with regulations that ASML offers

Familiar with this arrangement: If familiar, how satisfied with the arrangement?

Referral policy (recruitment of new hires) 97% 43% 24% 11% 22%

Employee share purchase plan 97% 61% 16% 4% 19%

Collective health insurance through AON/IAK including employer
contribution for additional insurance 97% 38% 23% 15% 23%

Fiscal exchange programs (e.g. bicycle plan, Union membership fee) 92% 57% 19% 3% 21%
Health & Vitality programs (such as Health Checks, Quit smoking,
mindfulness) 90% 47% 25% 5% 23%

Thank you program 88% 66% 19% 4% 10%

Private insurances (e.g. car, home, travel through AON) 85% 25% 26% 11% 38%

Sabbatical policy 71% 26% 24% 4% 46%

Invention award program 64% 40% 23% 3% 35%

Private car lease (through Alphabet) 53% 13% 22% 12% 53%

(Very) satisfied Not satisfied, not dissatisfied (Very) dissatisfied I don’t use this

Question: To what extent are you familiar with the following regulations? Basis: All (n=7,135) /
How satisfied or dissatisfied are you with this/these regulation(s)? Basis: All that were familiar with the regulation(s) 79
Thank you for your
attention
June 2020