Standardsof BusinessConduct
April 2023
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Revvity, Inc., Standards of Business Conduct – Revised April 2023

PRAHLAD SINGH, PRESIDENT AND CEO

INTRODUCTION
With our transformation into Revvity, Inc., we remain committed to conducting
business with honesty, integrity, fairness and the highest ethical standards.
Following this approach will ensure the Company operates effectively,
consistently and morally, and that we build and sustain relationships with ourcolleagues, customers and collaborators to achieve results we can be proud of.
Even as we look forward to developing new, cutting-edge tools for life sciences
researchers and healthcare providers, and expanding our menu of assays fordisease, we are simultaneously implementing expanded policies and procedures
to ensure we provide these products and services in compliance with allapplicable laws and regulations. This is not only a matter of doing what wehave to do. It is a matter of doing what is right. Every employee is expected
and empowered to use good personal judgment when making decisions, and be
mindful of our actions and the impact they have on our marketplace, environmentand community. We will not tolerate behavior contrary to our values, and will
make every effort to ensure we have processes and systems in place to prevent
breaches of our trust, and to rapidly identify and quickly respond to any issues
that may arise nevertheless.
We will hold each other, our suppliers and collaborators accountable. In doing
so, we will continue to ensure that the way we do business is as meaningful as
the solutions we provide.
Sincerely,

Prahlad Singh
President and CEO

Revvity, Inc., Standards of Business Conduct – Revised April 2023

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TABLE OF CONTENTSREVVITY’S ETHICAL AND BUSINESS VALUES3REVVITY’S RELATIONSHIPS		4

COMPLIANCE WITH LAWS AND REGULATIONS

6

CONFLICTS OF INTEREST

9

PROTECTION OF REVVITY’S ASSETS

12INVESTOR RELATIONS ANDCORPORATE COMMUNICATIONS

14

ENFORCEMENT OF STANDARDSOF BUSINESS CONDUCT

16

Revvity, Inc., Standards of Business Conduct – Revised April 2023

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REVVITY'S ETHICAL AND BUSINESS VALUES

PurposeThe Revvity Standards of Business Conduct (“Standards”)
identify the values and principles that guide our business
relationships. We do business and work together with a strong
sense of ethics. Revvity is committed to honesty, integrity andfairness in everything we do, so our activities reflect positively
on our stockholders, the marketplace we serve,
the community, and ourselves. These principles are not
new at Revvity. They are simply the restatements of ourlong-standing policy that all business conducted by Revvity
employees and representatives will be conducted ethicallyand in compliance with all applicable laws.
Ethical decision-making requires an understanding of personaland Revvity values and principles coupled with good personal
judgment. You play the most important role in the ethicaldecision-making process and, therefore, in the implementationof the ethical standards of Revvity.

When in doubt about an ethical issue, it helps
to ask yourself:•

If this action were known, would it damage Revvity’s
reputation or that of any individual, including myself?

•

Would I be embarrassed if others knew I had taken
this action?

•

If the situation were reversed, how would I feel as therecipient of this action?

•

Is there an alternative action that does not pose an
ethical conflict?

•

Should I talk with someone in authority at Revvity
before I take this action?

Applicability
Revvity managers are responsible for discussing theseStandards with all employees in their organization and for
ensuring that its provisions are understood and observed.
Each manager is responsible for practicing diligent supervision
to ensure the ethical and legal business behavior of
those employees for whom the manager has operational
responsibility. Each employee also has direct personal
responsibility for following the provisions of these Standards
and for taking the initiative to seek help or clarification to
avoid unethical or illegal business decisions.

Your manager can be your first source of counsel on ethical matters. Alternatively, you may also
report any ethical or compliance concern by telephone or electronic mail to the Revvity Ethics
Hotline or directly to any of the company officials listed at the end of this document. For moredetails, see “Reporting Procedures” at the end of these Standards.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

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REVVITY'S RELATIONSHIPS

You and Revvity
As a Revvity employee, you will be viewed as a reflectionof the Company. This will be true during nonworking hours
as well as working hours. You are expected to be loyal andfaithful to the Company’s principles of honesty, integrity andfairness and the duties of your job, and to behave in an ethicalmanner that does credit to yourself and the Company.
Ethical decision-making requires an understanding of personaland Revvity values and principles coupled with good personal
judgment. You play the most important role in the ethicaldecision-making process and, therefore, in the implementationof the ethical standards of Revvity.

Relations with and between Employees
Revvity is firmly committed to equal opportunity without
regard to age, gender, race, religion, color, sexual orientation,national origin, disability or other protected status. We
respect the differences in backgrounds, experiences andperspectives that individuals bring with them to Revvity. We
are interested in employing people of integrity whom webelieve will be superior performers.
We expect all employees to respect each other as equals,
with an attitude of cooperation, courtesy, and consideration.
No individuals or groups are to be considered “secondclass.” Revvity will not tolerate conduct by any employeethat harasses, disrupts, or interferes with another’s work
performance or which creates an intimidating, offensive,
abusive, or hostile work environment.
We support and respect the protection of international
human rights within the sphere of our influence, ensurethat we are not complicit in human rights abuses, and makeefforts to require that our business partners and suppliers
do the same. We comply with local child labor laws andrequirements for workers.
Revvity ensures that no forced, bonded or involuntary
prison labor is used in the production of Revvity products
or services; and that the overall terms of employment arevoluntary. We respect the rights of workers to organize inaccordance with local laws and established practice.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Revvity is dedicated to maintaining a work environment thatis safe and compliant with laws regulating workplace safety
and health. You should always follow the established safety,
environmental, and health rules, and you should feel thatproper precautions for health and safety in all occupations
are made by yourself and by the Company. Report
immediately to the appropriate management any incident or
injury sustained on the job, or any environmental, health orsafety concern you may have. Appropriate and timely action
will be taken to correct unsafe conditions.
For the sake of safety, quality, and consideration of other
employees, all workplaces throughout the Company will befree of alcohol and illegal drugs. No work shall be performed
nor any machine operated by anyone under the influence ofsuch substances. Similarly, violent acts or threats of violence
will not be tolerated.
Your manager’s principal job is to make it possible for you
to do your job in a superior and efficient way, for you to
perform in a manner that produces superior products andservices that deliver customer satisfaction. If you find thatcircumstances beyond your control make it impossible foryou to perform in this manner, talk to your manager at theearliest opportunity so he or she can take corrective action.

Relations with Customers
Revvity is proud of the strong and reputable relationshipwe have built with our customers as we work with them tomeet their changing needs. These relationships are key to our
success and building such successful ties has taken time. Our
goal is to supply superior products, services, and follow- on
support at appropriate prices. We will prosper only if we
anticipate our customers’ changing requirements and areprepared to respond to and meet those needs.
We will comply with the laws and regulations that govern theacquisition of goods and services by our customers. We willcompete fairly and ethically for all business opportunities.
If we are involved in proposals, bid preparations, orcontract negotiations, all statements, communications andrepresentations to prospective customers must be complete,accurate and truthful. Once awarded, all contracts mustbe performed in compliance with applicable contract
specifications and requirements.

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REVVITY'S RELATIONSHIPS

Quality and integrity of our products and services are alsoof prime concern. Our customers buy from Revvity because
we provide superior quality products and services. Superiormeans that our products and services perform better thanothers available in the marketplace and that we treat ourcustomers fairly, with honesty and respect. Quality is built into
our products, starting with the concept and design, throughmanufacturing engineering, production, and testing. Quality
means our services are performed in compliance with ourhigh standards and customers are provided with complete
and accurate information. Quality is the responsibility ofeach of us who handles the product or performs a service
throughout the life cycle of the product or service. You should
bring to management’s attention any lapse in quality control
or testing and inspection procedures.

Relations with Competitors

Relations with Vendors

We hope to provide the communities where we live and workwith capable people who will help with leadership tasks within
the community. To the extent that these outside tasks suit
your interests and do not interfere with your job performance,
we encourage you to undertake them.

Vendors who provide quality components and services
are an important part of Revvity’s ability to create superior
products and services for our customers. We expect ourvendors to be people of integrity who produce components
of excellent quality, with timely deliveries, and at competitive
prices. Revvity will always employ the highest ethical businesspractices in source selection, negotiation, and administrationof all purchasing activities. We will respect and safeguard the
proprietary information and trade secrets of our vendors.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Relations with competitors are always a delicate subject.

The issue of antitrust law is always present and is discussed infurther detail in these Standards. We are naturally interested
in any information concerning our competitors that canbe obtained through public sources or other sources that
respect the personal privacy and proprietary interests ofthe competitors. We will observe accepted standards of fairconduct and legality when obtaining this information.
We will compete on the basis of the price and performanceof our products or services, our service, support, andwarranties, and our timeliness and responsiveness.

Relations with the Community

For any outside task that involves a significant amount of time
during normal working hours, prior approval must be obtained
from your manager. Be certain that you understand thedemands of any outside task, and that you and your manager
feel there will be no impairment of your ability to perform
your Revvity duties in a superior manner if you proceed withthe task in or out of normal working hours.

5

COMPLIANCE WITH LAWS AND REGULATIONSGeneral
We conduct our business in accordance with all applicablelaws and regulations. Each one of us is personally responsible
for meeting this obligation. Managers must ensure that
employees know what the law requires and understandthe importance of conforming their conduct to the law.
Compliance with the law does not comprise our entire ethicalresponsibility; it is a minimum, absolutely essential condition
for performance of our duties. If you have any questions on
specific laws or regulations, you should contact the Revvity
Legal Department.

•

Prices•Discounts•

Customer allocations•

Agreements to restrain output•

Exclusion of members•

Terms and conditions of sale

Antitrust•Refusal to admit members or to deal

We comply fully with the antitrust laws that apply to ouroperations throughout the world. The underlying principle
behind these laws is clear: a person who purchases goodsin the marketplace should be able to select from a variety
of products at competitive prices unrestricted by artificial
restraints among competitors, such as, for example, pricefixing, customer allocations, agreements to restrain output,
illegal monopolies and cartels, boycotts, and tie-ins. We
believe in these principles of free and competitive enterprise
and are firmly committed to them.

•With a customer•

Standardization among members of terms,
warranties, or product specifications

Antitrust and competition laws are very technical and varyfrom country to country. The brief summary of the law below
is intended to help employees recognize situations that may
have antitrust implications so they can consult the Revvity
Legal Department.
Discussion of any of the following subjects with competitors,
whether relating to Revvity’s or the competitors’ products,
is prohibited: past, present, or future prices, pricing policies,
lease rates, bids, discounts, promotions, profits, costs,
terms or conditions of sale, royalties, warranties, choice ofcustomers, territorial markets, production capacities or plans,
and inventories.

You should immediately leave the meeting, and bring thematter to the attention of the Revvity Legal Department. The
restrictions on discussing product specifications would not
apply to recognized standard setting organizations that set
standards other than for the purpose of excluding
market participants.
Consult with the Revvity Legal Department and appropriatesenior sales management before creating or terminating a
relationship with, or refusing to sell to, a dealer, distributor,
customer, or prospective customer. While Revvity is free toselect its own customers, terminations and refusals to sell
could lead to real or claimed antitrust violations.

Competitive prices should be obtained only from legitimate
sources other than competitors, such as published lists andour customers.

Distributors and dealers may resell Revvity products at prices
they independently establish, and may handle competitive
merchandise. You may not come to any understanding or
agreement with a distributor ordealer that would establish the price the distributor or dealer
must charge its customers. Limits on a distributor’s territory
or classes of customers must be reviewed with the Revvity
Legal Department prior to implementation.

If, at any trade association meeting, you become aware of any
formal or informal discussion among competitors regarding,for example:

It is against Revvity policy to make our purchases from a
supplier dependent on the supplier’s agreement to buy
from us.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

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COMPLIANCE WITH LAWS AND REGULATIONS

Mergers, acquisitions and joint ventures may be restrictedor prohibited by the antitrust laws in some circumstances.
Since complex legal and economic factors may bear on theassessment of these activities, every such transaction must be
reviewed in advance with the Revvity Legal Department.

AntiBribery/AntiCorruption
The Foreign Corrupt Practices Act, the UK AntiBribery Act andmany similar laws, prohibit Revvity from offering or paying
any money or other thing of value, directly or indirectly, toany foreign government official, foreign political party or its
officials, or candidate for public office, for the purpose of
improperly obtaining or maintaining business or influencing
governmental action favorable to Revvity. We also will not
make, or allow our collaborators to make, such payments,
under the guise of consulting, broker’s, finder’s or other fees.
We will not directly or indirectly make or permit payments
if there is reason to believe that any part of them will be
distributed to, or for the benefit of, foreign officials or politicalparties for those improper objectives.
These prohibitions do not bar reasonable and bona fide
expenditures to provide meals or travel to foreign officials,
as long as those expenditures are made for the purposeof introducing relevant government employees to Revvity
products, services or information, are legal within that country
and comply with local Revvity procedures. In addition,
facilitating payments or tips of nominal value to low level
foreign government employees may be acceptable underlocal Revvity procedures where it is the custom or practicein that country to expedite the performance of routine
ministerial duties. Any payment for travel, accommodations,or related activities on behalf of a government official must
be approved by the beneficiary’s employer in writing, andin no event shall they be offered where the purpose is toobtain favored treatment or special benefits to which Revvity
is not entitled. You must properly record the purpose of anyof these expenditures and consult with the Revvity Legal
Department before making any such payment.

Import/Export Laws
As an international company, Revvity must comply withthe laws and regulations affecting import and export
activities. Failure to comply with these regulations may havevery serious consequences for Revvity, including heavy
administrative and/or criminal penalties, seizure of goods anddenial of export privileges.
The sale or transfer of Revvity products (including software),services and technical information are subject to export
control laws and regulations and may require licensing orother approval. Such transfers could be subject to strict
terms and conditions and may, in certain cases, be prohibited.
It is our policy not to do business (directly or indirectly),
without prior government approval with countries or third
parties that have been identified as embargoed, restricted,
denied or barred from import or export activity. Our products
must also not be sold, directly or indirectly, for use in support

Revvity, Inc., Standards of Business Conduct – Revised April 2023

of prohibited activities such as proliferation of chemical andbiological weapons, missile technology, nuclear weapons orother nuclear explosive devices.
In addition, the access to or the transfer (whether within
our network of subsidiaries or to our dealers, otherrepresentatives or customers around the world) of certain
technical data (for example, blueprints, manuals) or technicalknowledge and skills, which are considered as “controlled
technology” for export purposes, may be restricted or require
license approval under the laws and regulations of the U.S. or
those of other countries where we currently operate. Every
Revvity manager is responsible to ensure their employees are
eligible for access to controlled technology.
U.S. law also prohibits U.S. companies (and their controlledforeign subsidiaries) from complying with international
economic boycotts against nations friendly to the U.S. andfrom providing information concerning business relationships
with boycotted countries. We must report any direct orindirect request to participate in an unsanctioned boycott
or for prohibited boycott-related information to the U.S.
Department of Commerce. If the terms of any transactionrefer to such a boycott or if you are uncertain whether that
may be the case, you should seek appropriate advice fromthe Revvity Legal Department.
Import/export laws change frequently and can be quite
complex. If you are involved in the inter- national sale ofRevvity products, you must ensure that all transactions areproperly authorized and fully and accurately documented.
If you have questions regarding restrictions on internationalsales, license requirements, what might constitute an “export”
or any other import/export-related issue, contact the Revvity
Legal Department.

Securities and Insider Trading
In the course of your employment with Revvity you may
become aware of information about Revvity or othercompanies (for example, suppliers, vendors or subcontractors)
that is not known to the public. The use of or trading on any
such material non-public or “inside” information about Revvity
or another company for your financial or other benefit isa violation of law and of Revvity’s policies. U.S. law makes
it unlawful for any person who has “material” non-public
information about a company to trade the stock or othersecurities of that company or to disclose such information toothers who may trade.
Material inside information is information that is notavailable to the general public and that reasonably canbe expected to affect the market value of a corporation’s
securities or to influence investor decisions. Such information
may include non public information about financial
performance including earnings and dividend actions;acquisitions or other business combinations; divestitures;major new product announcements; significant litigation;and other significant activities. Either positive or negative
information may be material.

7

COMPLIANCE WITH LAWS AND REGULATIONSIn addition to obeying the laws on insider trading, you mustalso comply with Revvity’s Securities Trading Policy, which ismore restrictive. For example, you may not engage in “short”
sales of Revvity stock (sales of Revvity stock that you do notown), unless as part of a permitted “cashless” exercise ofstock options, and you may not trade in options, warrants,puts, calls or any form of derivative security or instrument
linked to Revvity stock.
If you are a Revvity director, officer or designated “restricted”
employee, you are also subject to additional restrictions
set forth in Revvity’s Securities Trading Policy. For example,
this Policy restricts your ability during certain periods to buy
Revvity stock, sell stock acquired pursuant to stock option
exercises, or engage in “cashless” stock option exercises.
Also, this Policy requires you to obtain advance approval from
Revvity’s General Counsel before trading in Revvity stock.

Environmental, Safety and Health
Revvity is committed to protecting the environment andthe health and safety of its employees, their families, theircommunities and the public. Revvity establishes and maintains
sound environmental, safety and health management
practices to accomplish this goal and to assure compliancewith the laws, regulations, and orders of the responsible
governmental authorities wherever Revvity and its subsidiaries
operate. Every manager is responsible for helping to achievethese goals and to ensure that Revvity operates in compliancewith law and Revvity policy. The Environmental Safety and
Health group within Revvity’s Legal Department provides
consultation, education, oversight and audit worldwide. Each
Revvity employee is responsible to act with an awarenessof environmental, safety and health requirements and soundjudgment. If you know of a situation that creates a hazard
or potential hazard or a violation of law, no matter how
minor, report the matter immediately to your manager or theEnvironmental Safety and Health group within Revvity’s
Legal Department.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Political Activities
Revvity encourages all employees to vote and be active in thepolitical process. However, various laws regulate the use of
corporate funds and resources in connection with elections.
Political contributions by or in the name of Revvity areprohibited. “Political contributions” include direct or indirect
payments in support of candidates for elected office, elected
officials or political parties. In addition to cash payments,
political contributions are also deemed to include work
performed by Revvity employees during paid working hours,
use of Revvity facilities or equipment, the purchase of tickets
to fund raising events, and payment for advertisements,
printing or other campaign expenses. In certain circumstances,where a candidate may compensate Revvity or is not runningfor federal office, exceptions may apply.
This policy applies solely to the use of Revvity assets and is
not intended to discourage or prevent individual employees
from making political contributions or engaging in politicalactivities on their own behalf, so long as such contributions or
activities are not linked in any way to Revvity. No employee
may be reimbursed directly or indirectly by Revvity for
personal political contributions.
If you are considering using Revvity corporate assets or if
you have any questions about what is or what is not proper,
you must contact the Revvity Legal Department before taking
action.

8

CONFLICTS OF INTEREST

GeneralRevvity expects you to work loyally and faithfully during yourassigned working hours for Revvity and to avoid any conflictof interest, which is prohibited. A conflict of interest occurs
when your private interest interferes in any way, or appears
to interfere, with the interests of the corporation as a whole.
For example, you should avoid any relationship, influence,outside interest or activity that might impair your ability tomake objective and fair decisions when performing your job,or might lead others to believe that your decisions were notobjective. You must also avoid any situation in which you or amember of your family receives improper personal benefits
as a result of your position in Revvity. At no time should you
undertake any activity or investment which raises any questionof conflict of interest between that activity or investment andyour assigned job at Revvity.
Any time a conflict appears, or you believe that such conflictmight develop, you should fully disclose the matter tothe General Counsel of Revvity or the General Counsel’s
designee, using the Employee Conflict of Interest WaiverForm, to determine if a conflict of interest exists, and if
so, can your employment duties be structured such thatthe conflict or even the appearance of a conflict does notinterfere with your job performance, or is a waiver from theconflict of interest needed.
The General Counsel, in collaboration with other membersof senior management and Internal Audit, shall evaluate theinformation provided, the conflict of interest presented andsuch other facts and circumstances as deemed appropriate
in order to make a determination that is consistent with
the Standards. The General Counsel shall then inform theemployee and the employee’s supervisor, as well as the Chief
Executive Officer, of the determination that has been made.
Note that a conflict of interest situation involving an executive
officer or director will be handled in accordance with the“Investigation Procedures” section of the Standards.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Conflict of interest situations may arise in many ways.

Some examples include the following:•

Any financial interest (other than small amounts ofstocks or bonds in publicly traded companies) inany supplier, vendor, service provider, distributor ordealer, customer or competitor•

Any consulting, contract or employment
relationship with any customer, supplier,vendor, service provider, distributor or dealer,or competitor•

Any outside business activity which is competitive
with Revvity, or is materially impacted by thebusiness activities of Revvity•

The receipt of gifts, gratuities or entertainment ofother than modest value from any company withwhich we have business dealings any executive
officer or director•

Any loans by Revvity to, or guarantees of obligationsof, any family member of•

Any outside activity of any type which calls into
question your ability to devote appropriate time andattention to your job responsibilities with Revvity•

Service on the board of directors of any for-profit
company, unless such board service has been
approved in advance by Revvity's chief
executive officer•

Being in the position of supervising, reviewing, or
having any influence on the job evaluation, pay, or
benefits of any close relative or person with whom
you have a close personal relationship,
within Revvity•

Being in the position of placing or influencing theplacement of business of Revvity with a firm in which
you or your family has an ownership interest or asignificant role in management

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CONFLICTS OF INTEREST

Family Members

Bribes, Gifts and Entertainment

Anything that presents a conflict for you would probably alsopresent a conflict if it relates to a member of your family orsomeone with whom you have a close personal relationship.
Neither you nor any member of your family should have apersonal interest in any business you deal with as part of yourjob assignment at Revvity, unless either the interest is verysmall (such as ownership of less than 1% of the common stockof a public company) or you obtain a waiver of the conflict ofinterest from the General Counsel of Revvity or the GeneralCounsel’s designee or, in the case of any executive officer ordirector, from the Board of Directors.

Revvity employees may not give or accept any gift thatmight, or that might appear to, improperly influence abusiness relationship or decision. Gifts can range from widelydistributed promotional novelties of nominal value, which you
may give or accept, to bribes, which you unquestionably may
not give or accept. No gift or entertainment should be given
to any U.S. federal government employee or any health careproviders, regardless of your intent or the appearance of
the interaction,unless you have checked first with the Revvity
Legal Department. Giving or receiving inappropriate gifts
or unauthorized payments clouds objectivity, compromises
business relationships and may be illegal.

Corporate Opportunities
Each Revvity employee and director owes a duty to thecompany to advance its legitimate interests when theopportunity to do so arises. You must not take advantage
of an opportunity that you learned of in the course of youremployment with Revvity to the detriment of the present orprospective business interests of Revvity, such as by acquiringproperty that Revvity may be interested in. You must notcompete with Revvity.

Outside Employment
From time to time, opportunities may present themselves
to Revvity employees for some part-time employment or
consultation outside of Revvity. Revvity has no objection
to such activities so long as they do not interfere with yourproductivity or job performance during your assigned working
hours, and so long as they do not interfere or appear tointerfere with your judgment or ability to act in the bestinterest of Revvity, or otherwise represent a conflict ofinterest. To avoid any misunderstanding, we recommend thatyou obtain your manager’s approval before beginning any
part-time employment or consulting activity. Also, rememberthat you are required at all times to protect Revvity’s
proprietary and confidential information and its intellectual
property, as further described below.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Business Amenities
In commercial business, the exchange of customary businessamenities, such as meals and entertainment, between
suppliers, customers and Revvity employees is acceptable
when reasonably based on a clear business purpose andwhen the expenses involved are kept at a modest andreasonable level, are not prohibited by law or known
customer business practice. It is the personal responsibility ofeach employee to ensure that the acceptance of such meals
or entertainment is proper and could not reasonably beconstrued in any way as an attempt by the offering party tosecure favorable treatment.

Receiving Gifts
Neither you nor any member of your family may solicit oraccept from a supplier, customer, or other person with whom
the Company has a business relationship, money or a gift that
could influence or could reasonably give the appearance of
influencing Revvity’s business relationship with that supplieror customer. You may accept a gift of nominal value, such asa promotional novelty that is customarily offered to others
having a similar relationship with the customer or supplier.
If you are offered a gift that has more than nominal value orthat is not customarily offered to others, or money, you musttell your manager immediately. Appropriate arrangements will
be made to return or dispose of what has been received, andthe supplier or customer will be reminded of Revvity’s
gift policy.

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CONFLICTS OF INTEREST

Giving Gifts
You may not give money or any gift to any supplier, customer
or any other organization if doing so would influence or
could reasonably give the appearance of influencing theorganization’s relationship with Revvity. You may, however,provide a gift of nominal value, such as a Revvity promotional
novelty, if it is not prohibited by law and complies withapplicable Revvity procedures. Such gifts may not be given
to health care providers unless permitted by local law.

Relationships with Government Employees
Revvity will adhere to all laws, rules and regulations pertaining
to government employee gratuities in all localities andcountries where Revvity operates. Acceptable practices
in the commercial business environment may be entirely
unacceptable, and may even violate certain laws andregulations, when we are dealing with government employeesor those who act on a government’s behalf. Therefore,
you must be aware of, and adhere to, the relevant laws
and regulations governing relations between government
customers and suppliers.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

You must not give gifts, payments or services to any
government official, employee or designee without first
consulting the Revvity Legal Department. See “Bribes, Gifts
and Entertainment” above. Giving money or items of value
to a foreign official or candidate for political office for the
purpose of influencing a foreign government is prohibited.
See “AntiBribery/AntiCorruption” above.
U.S. law also prohibits the giving of “kickbacks,” that is,
the offer or acceptance of anything of value to any U.S. or
foreign government employee or an employee of a highertier contractor to the U.S. or any foreign government for the
purpose of obtaining favorable treatment in connection witha government contract.
You may not make prohibited payments, even if the failure
to pay puts Revvity at a competitive disadvantage or even
if you are operating in a country where bribes or gifts togovernment officials are customary. If you are unsure whether
an expected payment is legal and proper, always seek advice
from Revvity’s Legal Department.

11

PROTECTION OF REVVITY'S ASSETS

General
You are responsible for protecting Revvity’s assets, including
its physical assets such as facilities, equipment and inventory,
and intangible assets such as patents, copyrights and trade
secrets. This requires that you safeguard any Companyowned equipment assigned to you or any supplier orcustomer-owned equipment entrusted to Revvity. Use andmaintain these assets with the utmost care and respect,
guarding against waste, abuse, theft and carelessness. Be
cost conscious and alert to opportunities for improving
performance while reducing costs. Revvity assets may only
be used for legitimate business purposes. Use of Revvity
property, facilities, equipment, and information for nonRevvity purposes is permitted only with the approval ofmanagers having authority to permit such usage. You areresponsible for complying with requirements of software
copyright licenses used in fulfilling job requirements andfor ensuring that unauthorized copies of licensed computer
software are not made.

Accuracy of Books and Records and Public
Reports
Employees, officers and directors must honestly, accurately
and completely report all business transactions. You areresponsible for the completeness and accuracy of yourrecords and reports. Accurate and complete information isessential to the Company's ability to meet legal andregulatory obligations.
All Company books, records and accounts shall bemaintained in accordance with all applicable regulations,standards and Revvity accounting and financial policies, andmust accurately reflect the true nature of the transactions
they record. This is mandatory, regardless of whether theserecords would disclose disappointing results or a failure
to meet anticipated profit levels. Any attempt to mask
actual operating results by inaccurately reflecting revenues,
expenses, assets or liabilities cannot and will not be tolerated.
The financial statements of the Company shall conform togenerally accepted accounting rules and the Company's
accounting policies. No undisclosed or unrecorded accountor fund shall be established for any purpose. No false or
misleading entries shall be made in the Company's books or

Revvity, Inc., Standards of Business Conduct – Revised April 2023

records for any reason, and no disbursement of corporate
funds or other corporate property shall be made without
adequate supporting documentation.
It is the policy of the Company to provide full, fair, accurate,
timely and understandable disclosure in reports anddocuments filed with, or submitted to, the Securities andExchange Commission and in other public communications.
Many of you are asked to record the time spent each day
on each job on which you worked. This record is vitally
important. It is to be a true and honest record of the hours
you spent on each job. In addition to being records of yourattendance and hours worked for the purpose of computing
your pay, time records are often the basis for billing ourcustomers. Falsifying records is fraudulent, and can leadto civil or criminal liability. Business expenses should
be documented with receipts, as required by Company
regulations and only legitimate business expenses shall be
included in your expense reports. You are responsible forthe accuracy of your individual records and reports. If you
have problems with your time record keeping system, please
consult with your manager immediately.

Dealings with Independent Auditors
No employee, officer or director shall, either directly or
indirectly, knowingly make any materially false or misleadingstatement or omit to state any material fact to an accountant
in connection with any audit, review or examination of
Revvity’s financial statements or the preparation or filingof any document or report with the SEC. In addition,
no employee, officer or director shall, either directly or
indirectly, take any action to coerce, manipulate, mislead or
fraudulently influence any independent public or certified
public accountant engaged in the performance of an audit
or review of Revvity’s financial statements.

12

PROTECTION OF REVVITY'S ASSETS

Employee Privacy
Revvity respects your privacy. Personnel and medical
records, salary, fringe benefits, and terms of employment
are considered confidential and access to such informationis restricted. Personal information is normally released tooutside parties only with employee approval, except that
Revvity and authorized individuals may also release personal
information to verify employment, to satisfy the legitimate
requirements of a company or other entity which is acquiring

some of Revvity’s business operations, or for appropriate
investigatory, business or legal reasons.

Personal items, messages or information that you
consider private should not be placed or kept anywherein the Revvity workplace, such as in telephone systems,
computer systems, desks or offices. Revvity management
has the right to access these areas and any other Revvity
facilities. Employees, however, should not access another
employee’s workspace, including electronic files, without
prior approval from management.

Proprietary Information
Revvity safeguards its proprietary and other confidential
information and trade secrets, and you are responsible
for protecting these assets. They are Company property
not to be disclosed or given away to people outside theCompany even after leaving Revvity employment.
“Proprietary and other confidential information” includes
such things as: Revvity’s technical or scientific information
relating to current and future products, services or
research; business or marketing plans or projections;earnings and other financial data; information about
customers or vendors; and customer or vendor-supplied
information.
To avoid inadvertent disclosure, you should neverdiscuss with any unauthorized person information that
Revvity considers confidential or which Revvity has notmade public. Furthermore, you should not discuss suchinformation even with authorized Revvity employees if
you are in the presence of others who are not authorized.
You should also not discuss such information withfamily members or with friends, who might innocently orunintentionally pass the information on to someone else.

Never provide confidential information about Revvity to
any outside party or accept such information from anyone
unless Revvity has a binding confidentiality agreement withthat party.
When you have knowledge of confidential information
belonging to Revvity or another company, you must keep
it confidential. It should not be disclosed even to Revvity
personnel, unless authorized under the agreement andunless disclosure is necessary for the purposes of theagreement.

Revvity Intellectual Property Rights
One of the things employees are paid for is to be thoughtful
about their jobs; to wonder and to think about how toprovide products with better quality, longer life, or lower
costs. Some employees are specifically assigned to develop
new products or new methods. Occasionally, some new
products, methods, or ideas for improvement will bepatentable.
When you joined Revvity, you were required to sign anagreement under which you, as an employee of Revvity,
assumed specific obligations relating to intellectual
property as well as the treatment of confidential
information. Among other things in the agreement, you
assign to Revvity all of your right, title, and interest in
intellectual property you develop when you are employedin certain capacities. The intellectual property you assign
includes such things as ideas, inventions, computer
programs and documents which relate to Revvity’sbusiness, research or development or that are suggestedby, or result from, work on tasks you perform for, oron behalf of, Revvity. That intellectual property must bereported to Revvity, and the property must be protected
like any other proprietary information of Revvity. All
patent applications relating to that intellectual property
should be filed by or with the approval of the Revvity
Legal Department. If, however, you believe that your idea,
invention or computer program neither falls within thearea of Revvity’s actual or anticipated business interests,
nor resulted from nor was suggested by, any of your work
assignments at Revvity, you should discuss it with theRevvity Legal Department.

Proprietary information received from customers andsuppliers must also be protected. If you have come to
Revvity from another company, we would expect you tohave this same consideration for the trade secrets of yourformer employer. Revvity respects your former employer
and its trade secret rights. We expect you to disclosenothing that borders on a proprietary product or process
for the same reasons that we expect you to help keep
Revvity rights exclusive. If there are any restraints on youractivity as a result of prior employment, these should be
disclosed in writing to your manager prior to the beginningof your employment with Revvity.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

13

INVESTOR RELATIONS AND CORPORATE COMMUNICATIONSRevvity is a publicly traded corporation and the securities
laws regulate communications with Revvity stockholders.
Communications from any stockholder or investment
advisor requesting information relating to Revvity should be
forwarded to Revvity’s Investor Relations Department for
proper handling. Any employee asked for any statement from

Revvity, Inc., Standards of Business Conduct – Revised April 2023

any member of the media should likewise refer the request
to Revvity’s Corporate Communications Department. It is thepolicy of Revvity not to comment on or respond to inquiries orrumors concerning a prospective corporate development ortransaction until such time as a formal public announcement
has been made.

14

ENFORCEMENT OF STANDARDS OF BUSINESS CONDUCTAs a director, officer or employee of Revvity, you have an
obligation to Revvity to report conduct that you, in good faith,believe to be a violation of laws, regulations, these Standards,
or Revvity policies, including any accounting and auditing
matters. Those reports may be made anonymously.
You will not be subject to reprisal for reporting, in good faith,
information that you believe violates the law, regulationsor these Standards. Revvity will not discipline, discriminate
against or retaliate against any employee who reports acomplaint or concern, unless it is determined that the report
was made with knowledge that it was false.
We are all accountable for our business conduct and risk
losing our jobs if we fail, even in the first instance, to obey thelaws that apply to our business and live up to the Standards
expressed in this document. The fact that our competition may
behave differently is not an excuse for failing to meet the levelof business conduct required of Revvity employees. We do notcompromise these responsibilities in order to meet financial
plans or maximize profits.

Reporting Procedures
Revvity encourages employees to discuss with their managers
questions concerning the interpretation and applicationof these Standards and to report to their manager any
suspected violations. Each Revvity manager has a special
responsibility to create and maintain a work environmentthat encourages ethical behavior and open communication
regarding ethical issues and concerns. You are invited to
discuss all questions or concerns freely with any Revvity
manager.
If, however, you are not comfortable going to your manager
or if your questions or concerns are not handled satisfactorily
by your manager, you may instead:•Contact your local Human Resources or
Finance leader•

Contact directly one of the resources referred
to in this document or the individuals anddepartments listed at the back of this document•

Call and leave a message on the Revvity
telephone Ethics Hotline:
United States:
866-723-0561
Outside of the United States:(+1) 781-663-6905

•

	
This
call is free in the United States, but is a tollcall outside the United States•

Send a message by electronic mail toethics.hotline@revvity.com

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Both the Hotline and the electronic mailbox are monitored
by Revvity’s Legal Department and access to information
submitted is strictly limited to those with a need to know
the information.
If the reported violation involves a member of Revvity’s
Legal Department or you otherwise want to make a report
to someone outside the Legal Department, you may contact
the Director – Internal Audit at the telephone number listed at
the end of this document. If you believe an alleged violationof law, regulations or these Standards involves an officer ordirector of the corporation or is otherwise sufficiently serious
to merit attention by the Board of Directors, you may pursue
any of the reporting channels outlined above or you may
contact the Lead Director of Revvity’s Board of Directors bysending the information to Lead Director, c/o Office of theGeneral Counsel, 940 Winter Street, Waltham, MA 02451.
You may provide information anonymously if you choose.
Please be aware, however, that it is often more difficult toinvestigate fully issues that are raised anonymously and you
may not learn the outcome of the investigation.
In implementing its reporting procedures, Revvity strives tocomply with foreign laws, including without limitation dataprotection legislation of the European Union and its
member States.

Investigation Procedures
If Revvity receives information regarding an alleged violationof law, regulation or these Standards, the General Counsel(or his designee) shall, as appropriate, in collaboration withother members of senior management and Internal Audit: (a)evaluate such information, (b) if the alleged violation involves
an executive officer or a director, inform the Chief Executive
Officer and Board of Directors of the alleged violation, (c)determine whether it is necessary to conduct an informal
inquiry or a formal investigation and, if so, initiate such inquiry
or investigation and (d) have the results of any such inquiry
or investigation, together with a recommendation as todisposition of the matter, be reported to the Chief Executive
Officer, or if the alleged violation involves an executive
officer or a director, report the results of any such inquiry or
investigation to the Board of Directors or a committee thereof.
Employees, officers and directors are expected to cooperate
fully with any inquiry or investigation by Revvity regarding an
alleged violation of the Standards. Failure to cooperate withany such inquiry or investigation may result in disciplinary
action, up to and including discharge.

15

ENFORCEMENT OF STANDARDS OF BUSINESS CONDUCTRevvity shall determine whether violations of the Standards
have occurred and, if so, shall determine the disciplinary
measures to be taken against any employee who has violated
the Standards. In the event that the alleged violation involves
an executive officer or a director, the Board of Directors shalldetermine whether a violation of the Standards has occurredand, if so, the disciplinary measures to be taken against suchexecutive officer or director. Please remember that a person
who reports an alleged violation of law, regulations or theseStandards, even if that report is not anonymous, may not be
told whether or not the investigation is ongoing or completed,or the results of the investigation.
Failure to comply with the Standards may result in disciplinary
action, including, but not limited to, reprimands, warnings,
probation or suspension without pay, demotions, reductions
in salary, discharge and restitution. Certain violations of
the Standards may require Revvity to refer the matter tothe appropriate governmental or regulatory authorities
for investigation or prosecution. Moreover, any supervisor
who directs or approves of any conduct in violation of theStandards, or who has knowledge of such conduct and does
not immediately report it, also will be subject to disciplinary
action, up to and including discharge.

Revvity, Inc., Standards of Business Conduct – Revised April 2023

Exceptions and Waivers
While some of the policies contained in these Standards must
be strictly adhered to and no exceptions can be allowed,
in other cases exceptions may be appropriate. For waiversof conflicts of interest, the procedures described above in“Conflicts of Interest” should be followed. Any employee who
believes that an exception to any of these policies, other thanthose pertaining to conflicts of interest, is appropriate in his or
her case should first contact his or her immediate supervisor.
If the supervisor agrees that an exception is appropriate,
the prior written approval of the General Counsel must be
obtained. The General Counsel shall be responsible formaintaining a record of all requests for exceptions to any ofthese policies and the disposition of such requests.
Any executive officer or director who seeks an exception to
any of these policies should contact the General Counsel. Any
waiver of these Standards for executive officers or directors
or any change to these Standards that applies to executive
officers or directors may be made only by the Board of
Directors of Revvity and will be disclosed as required by law
or stock market regulation.

16

DISSEMINATION AND AMENDMENTThe Standards will be translated into multiple languages
and will be available to Revvity employees on the Revvity
intranet website. Information concerning how to accessor obtain a copy of the Standards will also be provided
to each new employee, officer and director of Revvity
upon commencement of his or her employment or otherrelationship with Revvity. The Standards will also be publicly
available through the external Revvity website at www.revvity.
com. Revvity reserves the right to amend, alter or terminate
the Standards at any time for any reason. This document is
not an employment contract between Revvity and any of its
employees, officers or directors.

For More Information
For additional guidance, the following Revvity resources are also available to you.
Chief Executive Officer: 					(+1) 781-663-5523

Chief Financial Officer: 					(+1) 781-663-5654

General Counsel: 					(+1) 781-663-5775
Regulatory Affairs: 					(+1) 781-663-5775
Controller & Chief Accounting Officer: 			

(+1) 781-663-5642

Internal Audit: 						(+1) 781-663-5665
Corporate Communications: 				(+1) 781-663-5699

Investor Relations: 					(+1) 781-663-5883
Human Resources: 					(+1) 781-663-5775

For a complete listing of our global offices, visit www.revvity.com/ContactUs
Copyright © 2023, Revvity, Inc. All rights reserved. Revvity® is a registered trademark of Revvity, Inc.
All other trademarks are the property of their respective owners. 1040803

Revvity
940 Winter Street
Waltham, MA 02451 USA

805 762 4000(+1) 203 925 4602
revvity.com