Illumina Code of ConductTABLE OF CONTENTS
3

Introduction

20

Who is Covered by this Code21	
Communications Outside of
the Company

General Principles to Follow
Oversight of the CodeInvestment and Financial Community	Responsibilities of Managers
and Supervisors

6

How We Conduct Business
Conflicts of Interest

Engaging with the MediaSocial Media

23

	Relations with Healthcare Professionals
and Organizations
Public Reporting
Fair Competition
Business Intelligence
Marketing and Sales Claims

Anti-Harassment

25

Workplace Health, Safety,
and Environment

26

Employee, Customer, andPatient Privacy

27

Additional Resources
Reporting Potential Violations or Concerns

Illumina’s Commitment to Human Rights

Preventing Retaliation

Working with Suppliers

Enforcement of the CodeInternational Trade Compliance17

Product Quality and Safety

17

Community
Environmental Sustainability

	Government Interactions andPolitical Activity

18

Handling Company Assets
and Information
Company Assets and Resources
Confidential Information

For translated versions of the Code visit this website.

2

Illumina Code of Conduct

Our People
Anti-Discrimination

Compliance with Law
Bribery and Corruption

Handling Insider Information

Cooperating with Investigations

29

Appendix30

ReferencesINTRODUCTION
At Illumina we are privileged to deeply impact the lives of many people.
Patients trust their medical and health decisions to us, our customers trust us
to power their research and reputations, and employees and partners trust us
with their livelihoods. That trust has been earned through many years of hard
work. We work hard every day to keep this trust. To do that, we are committed
to operating with the highest standards in everything that we do.
Illumina is committed to conducting its business in compliance with allapplicable laws and regulations, and with the highest ethical standards. Basedon this commitment, our Board of Directors has adopted this Code of Conductthat applies to all of our employees, consultants, temporary workers, officers,
and members of the Board of Directors, regardless of location, seniority level,business unit, function, or region.
The Code is intended to promote honest and ethical conduct, compliance withapplicable laws and regulations, and to ensure the protection of our businessinterests, including corporate assets and information. The Code does not
summarize every applicable law or regulation nor does it, or can it, address
every issue or situation in which ethical decisions must be made. Rather, thisCode sets forth key guiding principles of business conduct that anyone whoworks at or with Illumina is expected to follow.
Please review the Code carefully and become familiar with its provisions.
You are responsible for understanding the Code and how it affects your daily
activities. If you have questions, you have an obligation to seek out answers.
If you see violations of this Code, Illumina policy, or applicable law, insist thatthey be resolved and report them internally for action and follow-up.
Following the Illumina Code of Conduct is a responsibility we all share—
starting in my office and extending to every one of us. Together we arecommitted to being a company that reflects the very best of Illumina, its
people, practices, and purpose.

Who is Covered by this CodeThis Code applies to all of our employees, consultants, temporary workers,
officers, and members of the Board of Directors, regardless of location,
seniority level, business unit, function, or region (all, unless otherwise
indicated, are referred to as “personnel” in this Code).
Vendors and business partners serve as an extension of the Company. They
are expected to adhere to the spirit of this Code, as well as any applicable
contractual provisions, when working for the Company.

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3

General Principles to Follow
Always follow these principles to make sure you are helping the company maintainthe highest ethical standards:• Comply fully with all applicable laws. When in doubt about the legality ofan action, seek advice prior to proceeding.
• Know the information contained in this Code. You are expected to comply withthis Code, and all policies and procedures that apply to your job responsibilities.
• Promptly complete all training activities assigned to you.
• Immediately report any concerns regarding possible violations of law, regulations,company policy, or this Code to your supervisor, human resources, or the legal
department at compliance@illumina.com. Concerns may also be anonymously
reported through the Compliance & Fraud Prevention Hotline on the Internet
through the anonymous hotline link found on the Insider Corporate Compliance
Homepage. This website offers global toll-free phone numbers where concerns
may be reported.
• Always cooperate and tell the complete truth when responding to an investigation

or audit. Never alter or destroy records ever in response to
an investigation or when an investigation is anticipated.

Oversight of the CodeWe have established a Compliance Committee to direct and oversee our complianceactivities, including administering this Code. The Compliance Committee iscomprised of senior executives, one of which is our Chief Compliance Officer.

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Illumina Code of Conduct

Responsibilities of Managers and Supervisors
If you are in a position where you manage others, you also have thefollowing responsibilities:• Lead by example. Managers are expected to exemplify the highest standardsof ethical business conduct.
• Help create a work environment that focuses on building relationships,that recognizes ethical conduct, and that values mutual respect andopen communication.
• Be a resource for others. Communicate to your teams about how this Codeand our policies and procedures apply to their daily work and what is requiredof them.
• Be proactive. Look for opportunities to discuss and properly addressquestions and challenging situations with others.
• Create an environment where everyone feels comfortable asking questions

and reporting potential violations of law, this Code, or Company policies andprocedures. Never retaliate against those who in good-faith raise issues
or concerns.
• Never ask or pressure anyone to do something that you would be prohibitedfrom doing yourself.
• Be aware of the limits of your authority and do not take any action thatexceeds those limits. Delegate authority only where permissible and neverdelegate authority to any individual who you believe may engage in unlawful
or unethical conduct.
Managers, meaning all supervisory personnel of Illumina, are an integral contact
point for Illumina Personnel to report actual or suspected compliance issues.
Managers are also responsible for monitoring the personnel they supervise.
As a manager, if you become aware of conduct that may violate the law,
Company policies or procedures, or this Code, you are responsible forconveying the compliance concern to the Chief Compliance Officer or othersenior members of the Compliance Department within forty-eight (48) hours.

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5

HOW WE CONDUCT BUSINESS
It is up to each of us, every day, and in everything we do to hold ourselves tothe highest standards and uphold our core values as we carry out our business.

Conflicts of Interest
A conflict of interest arises when personnel take action or enter into
relationships that oppose the interests of the Company or interferes with theirperformance or independent judgment when carrying out their duties. Personnel
and their immediate families may not take any action or have or enter into any
relationship that may create a conflict of interest without the prior review andapproval by Compliance in accordance with the Company’s Conflict of Interest
Disclosure and Assessment Process (“Conflict of Interest Process”). Actual
conflicts of interest require waiver by the Chief Compliance Officer.
Although it is not possible to list every conceivable conflict, following are
examples of some common scenarios.

Improper Personal Benefits
Conflicts of interest can arise when you or a member of your family, or someone
with whom you have a personal relationship, receives improper personal benefits
as a result of your position with the Company. To prevent such conflicts, you
should avoid the receipt of any gifts, payments, compensation, loans, guarantees
of personal obligations, or other significant benefits from any person or entity that
does business or seeks to do business with the Company, including for example,
suppliers, consultants, business partners, distributors, and customers. Under nocircumstance may you use Company property, information, or the influence ofyour position in the Company for improper personal gain.

Personal Relationships
Certain personal relationships (such as a close family or intimate relationship)
between you and an employee of a competitor or an entity that does businesswith the Company, may create an actual or perceived conflict of interest. You
are responsible for promptly reporting to your supervisor and Human Resources,and obtaining Compliance review and approval in accordance with theCompany’s Conflict of Interest Process, if you are in any relationship that may
constitute an actual or perceived conflict of interest.

Financial or Employment Interests in Other Businesses
You may not have an employment, consulting, or other financial relationshipwith any other enterprise if that interest compromises, or appears tocompromise, your loyalty or objectivity to the Company. For example, you may
not be employed or retained as a consultant by an enterprise or business thatcompetes with the Company. You may not be employed by, consult for, or own
an interest in an enterprise or business that does business with the Company
where you have any involvement in the decision to retain that business. Nor
may you establish or maintain a financial interest in any pre-IPO company thatcurrently or previously participated in Illumina’s Accelerator Program.

6

Illumina Code of ConductReport Potential Conflicts of Interest
You should use good judgment in deciding whether you are facing a potential
conflict of interest or whether others may believe there is the appearance ofa conflict of interest. If you are in such a situation, disclose it immediately toyour supervisor and to Human Resources and obtain Compliance review andapproval in accordance with the Company’s Conflict of Interest Process.

Waivers of Actual Conflicts of Interest
All actual conflicts of interest require waiver of the Chief Compliance Officer.
Waivers of the conflict of interest provision of this Code for the Company’s
named executive officers and members of the Board of Directors may only
be made by the Nominating and Corporate Governance Committee of theCompany’s Board of Directors.

Our Responsibilities• Always make business decisions that are in the best interest of the Company.
• Never take a business or investment opportunity for your personal advantage

if you obtained information about that opportunity in the course of your duties
with the Company.
• Always follow the Company’s procurement policies and processes and obtain

Compliance review and approval before engaging or directing business to
suppliers or other business partners when you know they are owned or
managed by your family members. Family members include spouses, children,
parents, in-laws, siblings, and those living in your household.
• Always obtain prior approval from your supervisor and Human Resources

before accepting any outside employment to be performed while employedby the Company. If the secondary employment could create a conflict ofinterest, you must also obtain Compliance review and approval.
• Disclose to Compliance any ownership interest you have in a supplier or otherbusiness partner of the Company unless that ownership is through stock of apublicly traded company.

Illumina Code of Conduct

7• Do not solicit any personal gifts, favors, entertainment, or services.
• It is never okay to accept gifts of cash or cash equivalents, such as gift cards

from suppliers, customers, or other business partners.
• Obtain approval from your supervisor, Human Resources and Compliance

before participating on any external committee, board, or council. Serving
on an external board may also require CEO approval under the Company’s
Corporate Governance Guidelines.
• If you think you may have a conflict of interest, or are in a situation that could

be perceived as a conflict of interest, immediately report it to your supervisorand Human Resources and obtain Compliance review and approval inaccordance with the Conflict of Interest Process.

Compliance with Law

Additional Resources

You are required to follow high ethical standards and comply fully with both

Visit the Conflicts of Interest

the spirit and the letter of all applicable laws and regulations. In particular, you

Insider page.

must observe these standards when addressing the special requirements often

Refer to the Providing andassociated with government transactions or when dealing with government
officials, representatives, or agencies that regulate the markets in which we
do business. Whenever a law or regulation is unclear or seems to conflict witheither another law or any provision of this Code or other Company policy orprocedure, you should seek clarification from your supervisor. If your supervisor
is unable to assist, you should seek clarification from the Legal department.

Bribery and Corruption
We prohibit bribery and corruption in any form, including directly or indirectly
giving, offering, accepting or authorizing bribes anywhere in the world. We
comply with the anti-corruption laws of every country in which we conductbusiness. This includes laws that prohibit bribery of government officials andemployees, as well as of employees of commercial organizations.
We do not offer bribes to government officials, health care professionals, oranyone else. No Company personnel, distributor, agent, sales channel partner,or other representative worldwide may directly or indirectly offer, promise, pay,
give, or authorize the giving of any financial or other advantage, or anything ofvalue, to any other person or organization, in order to exert improper influence
over the recipient, induce the recipient to violate his or her duties, secure an
improper advantage for the Company, or improperly reward the recipient forpast conduct.
We expect all of our business partners (e.g., distributors, agents, sales channel
partners, and consultants) to maintain the same standards when acting on ourbehalf. We must never do anything through a third party that we are not allowed
to do ourselves.

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Illumina Code of Conduct

Receiving Business Courtesies,
Gifts and Honoraria Policy.
Refer to the Corporate
Governance Guidelines availableat www.illumina.com.
Send questions tocompliance@illumina.com.

Our Responsibilities• Do not give or accept bribes or kickbacks or any other kind of improper

payments, which can include, for example, cash, gifts or anything elseof value.
• Exercise caution before providing anything of value to a government official

or health care professional, and be sure to follow all applicable Company
policies and local law.
• Consider our anti-bribery policy and procedures when selecting business

partners, and monitor their behavior.

Relations with Healthcare Professionals
and Organizations
Many countries in which we do business have laws and regulations thatprohibit or regulate certain payments, donations, and relationships withhealthcare professionals (e.g., physicians, clinical laboratory directors) andhealthcare organizations (e.g., hospitals, clinical testing laboratories). Ourpolicy is to comply with all such laws and regulations. All personnel interactingwith healthcare professionals (“HCPs”) or healthcare organizations (“HCOs”)
are required to be familiar with and abide by such laws and regulations as wellas our policies.

Our Responsibilities• Be familiar with the relevant laws, regulations, and Company policies andprocedures governing your interactions with health care professionals andorganizations, and be careful to follow them.
• Never ask third parties to engage in activities that would violate

Company policies.
• Comply with all record-keeping requirements and financial controls.
• Promptly report to your supervisor or the Legal department any suspectedviolations of this policy by personnel or third parties doing business on
our behalf.

Healthcare Provider-Patient RelationshipWe respect the relationship, collaboration and trust that exists between patientsand healthcare professionals. We expect that healthcare providers will act withAdditional Resources
Visit the Compliance
Program Homepage on the

integrity and honesty and will place patients’ welfare above their own personal,

Illumina Insider.

professional, or institutional interest. Healthcare providers should use Illumina

Refer to the Integrity

services and products based exclusively on consideration for patients’ medical
needs. We will not engage with healthcare providers in a manner that could
compromise the integrity of the healthcare provider-patient relationship.

Code for Interactions with
Healthcare Professionals andGovernment Officials.

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9

Clinical Research
Our clinical studies are designed and conducted in accordance with all applicablelaws, regulations, and standards. We adhere to the principles outlined in ICH E6
Good Clinical Practices, an international ethical and scientific quality standard fordesigning, conducting, recording, and reporting trials that involve the participantsof human subjects or data.

Patient Advocacy
We seek meaningful engagement with individual patients and the groups that
represent them (“patient advocacy groups”) in order to build evidence andadvocate for the positive impact of genomics utilization in the clinic. To achievethis, our engagement is based on four pillars:• Shared purpose: Patient Advocacy is at the intersection of where ourtechnology meets patients. We aim to create an environment of mutual
understanding between our internal teams, external stakeholders and patient
experience. By translating patient experience we develop common ethicalfoundations to improve access to genomics.
• Autonomy of patients and patient advocacy groups: We respect the right ofpatients to make autonomous decisions related to their healthcare and we
support their independent agency to do so.
• Transparency: Our interactions with patients and patient advocacy groups

are open and honest.
• Continuity and Sustainability: We value long-term collaborations withpatients and patient advocacy groups. We work collaboratively to develop
projects which contribute to building personal and organizational resilience.
Our commitment is to build relationships of action and trust based on
patient experience.

Public Reporting

Additional Resources

Accurate information is essential to the Company so that we can make good

Visit the Compliancebusiness decisions, and externally so that customers, investors, and theProgram Homepage on thegovernment can accurately assess the Company. This is why we require that

Illumina Insider.

all of the Company’s books and records be fair, accurate, timely, complete,and understandable.
This requires that we maintain the integrity of our accounting and internal
control system, that all transactions are valid, accurate, complete andsupportable, and that they are promptly recorded in the Company’s books. Our
reports and documents filed with or submitted to the Securities and Exchange
Commission and the Company’s other public communications, shall include
full, fair, accurate, timely, and understandable disclosure. All personnel areresponsible for using their best efforts to ensure that the Company meetsthese requirements.

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Illumina Code of Conduct

Refer to the Anti-Bribery andAnti-Corruption Policy.

Our Responsibilities• Always be truthful in making any records or reports for the Company. Thisrequires that all statements be truthful, complete, and never misleading or
inappropriately suggestive.
• All records and reports of the Company must accurately reflect the truth of

the underlying transaction or event. Never record false sales or shipments,
understate or overstate known liabilities and assets, or defer recording items
that should be expensed.
• All financial records must conform both to generally accepted accounting

principles and to the Company’s systems of internal controls.
• Implement appropriate internal controls, including proper segregation of job

duties, monitoring of business processes for unusual items or activities, andlimiting and controlling access to Company resources.
• Report known or suspected fraudulent, illegal, or unethical activities, including

for example, misapplication or theft of funds, impropriety with respect toreporting financial transactions, forgery or alteration of documents, misuse ofCompany confidential information.
• Only sign documents, including contracts, that you are authorized to sign andthat you believe are accurate.
• Contact the Legal department if there is any doubt about the appropriatenessof document retention or destruction of records.

Fair Competition

Additional Resources

We work to compete and succeed in a fair and honest marketplace. We do not

Visit the Legal Department

engage in unethical, unfair, or illegal communications with competitors. We

Homepage on thealways deal fairly with customers, suppliers, competitors, and employees. We

Illumina Insider.

do not take unfair advantage of anyone through manipulation, concealment,

Refer to the Global

abuse of privileged information, misrepresentation, or any other unfair-dealing
practice. We do not enter into formal or informal agreements with competitors
to engage in any anti-competitive behavior, including setting prices or dividing
up customers, suppliers, or markets.

Contracts Policy.
Refer to the Signature
Authority Policy.

We comply with all laws related to competition, antitrust, and the gathering ofcompetitive information.
In order to promote fair and honest competition, you should minimize contacts
with competitors and always avoid sensitive subjects, including those relating
to competition between the Company and others.

Our Responsibilities• Do not enter into any formal or informal arrangements, understandings

or agreements with competitors which fix prices, rotate or allocate bids,
compare bids, boycott a supplier or customer, or allocate production, sales
territories, products, customers, or suppliers.

Illumina Code of Conduct

11• Consult the Legal department before allocating sales territories, products, or

customers among distributors, sales agents, and other sales channel partners.
• Do not exchange sensitive information with competitors which might change

the way the competitor behaves in the marketplace.
• Do not participate in any conversations with competitors that could beperceived as limiting competition. If a conversation on such a topic begins,
immediately leave the meeting and report the incident to an appropriate
supervisor or member of management.
• Ask the Legal department to review agreements with customers, distributors,

sales agents and other sales channel partners, and suppliers that establish
the resale price of a product, limit a customer’s right to sell product, orcondition the sale of products on an agreement to buy other products of
the Company.
• Have the Legal department review instances where you propose to charge

competing customers different prices for the same products.

Business Intelligence
Information about competitors is a valuable asset, but we strictly prohibit
personnel from engaging in fraud, misrepresentation, or deception to
obtain such information. Care should be taken when accepting informationfrom third parties. You should know and trust their sources and be surethat the knowledge they provide is not protected by trade secret laws or
confidentiality agreements.

Our Responsibilities• Obtain competitive information only through legal and ethical means; do

not engage in fraud or misrepresentation in order to obtain information
about competitors.
• Independently verify any claims by third parties that they obtained businessintelligence properly.
• Respect the obligations of others, including current employees who wereformerly employees of competitors, to keep sensitive information of theirformer employers’ confidential.

Marketing and Sales Claims

Additional Resources

The claims we make about our products must be truthful and accurate. All

Visit the Legal Department

information we provide to our customers, including those that are involved inproviding healthcare services, about our products must be consistent with theapplicable label and consistent with local legal and regulatory requirements.

Our Responsibilities• Represent our products and services fairly, truthfully, and accurately.

Promote them only for their approved uses.
• Do not create by statement, or omission, any misleading impressions in any

advertising, marketing or sales materials, or in any presentations.

12

Illumina Code of Conduct

Homepage on the Illumina
Insider.

• Do not overstate the efficacy of our products, downplay or minimize therisks associated with our products, or make false or illegal claims about orcomparisons to the products or services of a competitor.
• All advertising and promotional materials must adhere to our Advertising andPromotional Materials guidelines and policies.
• Do not use messages or marketing materials that have not been properly

reviewed and approved following Company policy and procedure.

Illumina’s Commitment to Human Rights
Illumina is committed to human rights and treating every stakeholder with
dignity and respect.
Illumina acknowledges and respects the fundamental principles contained in theInternational Bill of Rights (i.e., United Nations Universal Declaration of Human
Rights, International Covenant on Civil and Political Rights, and International
Covenant on Economic, Social, and Cultural Rights), the International Labor
Organization’s Declaration on Fundamental Principles and Rights at Work,and the United Nations Guiding Principles on Business and Human Rights.
As a member of the United Nations Global Compact, Illumina is committed tointegrating these principles into our strategy, our culture, and our operations.
Key Commitments of Illumina Human Rights Policy include: Ethical BusinessConduct; Protection of Privacy; Supplier Code of Conduct; Safe Workplace;
Right to Exercise Freedom of Association; Elimination of Child, Forced Labor andHuman Trafficking; Equal Opportunity and Non-Discrimination and Fair Wages
and Working Hours.

Illumina Code of Conduct

13

Elimination of Child Labor, Forced Labor, and Human Trafficking• Illumina condemns all forms of exploitation of children.
• Illumina will not recruit child labor and supports the elimination of exploitive

child labor.
• Illumina supports the elimination of all forms of forced, bonded, indentured,

involuntary prison labor, and human trafficking.
• Illumina will never knowingly use a supplier, contractor, channel partner,

business partner, etc. engaged in child, forced, or slave labor nor will we
condone such practices.

Equal Opportunity & Non-Discrimination• Illumina supports the elimination of discriminatory practices with respect

to employment.
• We are committed to the fair and respectful treatment of all employees.
• We are committed to and promote equal opportunity and diversity in theworkplace and in all aspects of our business operations.
• We will provide employment and advancement opportunities to individuals

based on merit, qualifications, and abilities, and will not tolerate actsof discrimination.
• Our policies prohibit discrimination based on race, color, age, gender, sexual

orientation, marital status, gender identity and expression, ethnicity, religion,
physical or mental disability, medical condition, genetic information, veteranstatus, national origin, as well as any protected class.
• Our commitment to diversity, inclusion and fairness is at the heart of ourcompany culture and extends beyond our workforce into our supply chain, ourphilanthropy, and communities through our Illumina Supplier Diversity Programand our Giving Guidelines.

Safe Workplace• Illumina maintains a healthy, safe, and productive work environment thatseeks to foster a culture of care throughout our operations.
• Our injury and illness prevention program and Environment Health and

Safety (EHS) Management System Policy proactively manage risk andengage employees.
• We are committed to creating a work environment free from violence andharassment of any kind that threatens, intimidates, or coerces another person.

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Illumina Code of Conduct

Working with Suppliers
The Company builds relationships with suppliers, vendors, and other third
parties who share our commitment to satisfying all legal and ethical obligations.

Additional Resources
Refer to the Global
Contracts Policy.

We will not knowingly do business with suppliers who employ under age
individuals, employ forced labor, or use corporal punishment to discipline
employees, regardless of whether such practices are permitted by applicablelaw. We will favor competitive suppliers who are proactive in contributing to
the continued education and betterment of employees and who provide equal
employment opportunity. We expect our suppliers to comply with the standardsof behavior included in the Supplier Code of Conduct: Illumina Integrity Guide
for Suppliers, Contractors and Consultants.

Our Responsibilities• Document all supplier relationships in appropriate written contracts.
• Discuss our Code and expectations for legal and ethical conduct with all

suppliers. Perform due diligence when choosing business partners to ensurethat they meet our standards.
• Be vigilant for any signs that third parties are violating legal or ethicalrequirements, including local environmental, employment, and safety laws.
Suppliers are expected to align with Illumina’s Human Rights Policy, including
by upholding international human rights and labor norms.
• Respect and protect the confidential and proprietary information of

our suppliers.

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15

International Trade Compliance
Many laws govern trade across borders, including laws that are designed toensure that transactions are not being used for money laundering or do not
involve sanctioned countries or persons. Other laws prohibit companies fromcooperating with unsanctioned boycotts or regulate exports. We are committed
to complying with all such laws that are applicable.

Our Responsibilities• Seek guidance from the Trade Compliance department when necessary

to ensure that shipments of information, products, services, or other items
across borders comply with laws governing imports and exports, and obtain
export-import licenses and permits when required.
• Maintain required import, export, and customs records.
• Know customers and other business partners with whom we deal, and ensurethat we do not deal with any sanctioned parties or embargoed countries
unless authorized to do so.
• To help prevent and detect money laundering and terrorist financing, watch

for any suspicious payments, which may include cash or the equivalent(when checks are the norm); payments made from personal accounts insteadof business accounts; and funds from financial institutions or third parties
without a logical relationship to the customer or business partner.
• Identify any prohibited or penalizable boycott requests and seek guidancefrom the Trade Compliance department on how to respond.

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Illumina Code of Conduct

PRODUCT QUALITY AND SAFETY
We have legal and ethical obligations to ensure that our products aresafe and reliable, both in their design and in their production. The safety

Additional Resources

and well-being of our customers and patients is a top priority. We will do

Refer to the Quality Policy.

everything we can to ensure that our products meet all requirements set bygovernment agencies and by our internal quality monitoring consistent with
the Company’s Quality Policy.

Refer to Illumina Quality
Management System Manual.

Our Responsibilities• Be vigilant to the quality and safety of our supply chain and the goods weare producing.
• All products must meet government safety and quality standards as

described in our Corporate Quality Manual.
• Always report product complaints and concerns about product quality orsafety, including potential adverse events resulting from the use of our
products and services you hear of immediately to techsupport@illumina.com.

CORPORATE SOCIAL RESPONSIBILITY
Illumina’s Corporate Social Responsibility (CSR) vision is to deepen our impact
on human health by serving as a champion for patients, the community, andour planet.
We organized our CSR strategy around 3 core priorities of Accelerating Accessto Genomics; Empowering Communities; and Protecting our Environment.
We also identified two foundational elements that support everything we do.
These include Our People and Governance and Ethics.

Environmental Sustainability
We take seriously our obligation to conduct business in a way that protects andAdditional Resources
Corporate Social
Responsibility Policy
EHS Management
System Policy
Climate Change
Position Statement
CSR webpage

improves the state of the environment for future generations. We are committed
to meeting or exceeding applicable environmental laws and regulations and tocontinuously improving our environmental performance.

Our Responsibilities• Understand and follow all applicable environmental laws, regulations,company policies and procedures.
• Respect and protect the environment by conserving natural resources,

reducing greenhouse gas emissions, reusing and recycling materials, andminimizing and eliminating waste.
• Enhance sustainability during development and design of new products,

processes, and facilities.

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17

Government Interactions and Political Activity

Additional Resources

We are committed to dealing with governments, governmental agencies, andRefer to the Anti-Bribery andpublic officials according to the highest ethical standards and in compliance

Anti-Corruption Policy.

with all applicable laws.
We respect the rights of individuals to voluntarily participate in the politicalprocess; however, you must always make it clear that your views and actions
are your own and not those of the Company. Do not use Company resources tosupport your personal choice of political parties, causes, or candidates.

Our Responsibilities• Any lobbying activity, political, or government contacts on behalf of theCompany must be coordinated with the Government Affairs department.
• Obtain prior approval of the Government Affairs department before

committing the Company to any corporate political spending, including
donating products, services, transportation or facilities to politicians orpolitical organizations.
• Holding or campaigning for political office must not create, or appear to

create, a conflict of interest with your duties at the Company.
• You must be clear when expressing personal political activities or engaging inpolitical activities that you are not acting on behalf of the Company.
• Never pressure a co-worker to contribute to, support, or oppose any politicalcandidate, party, or political effort.
• Never make a political or charitable contribution with the intent to improperly

influence someone or gain inappropriate advantages for the Company.

HANDLING COMPANY ASSETSAND INFORMATIONWe all have an obligation to protect the Company’s assets, including information,and ensure their efficient use. Company assets and information should only be
used for legitimate business purposes of the Company.

Company Assets and Resources

Additional Resources

All personnel are responsible for using good judgment to ensure that ourRefer to the Global

assets are not lost, stolen, misused, or wasted. Company assets include,
but are not limited to, corporate business opportunities, financial resources,
physical facilities and equipment, applications such as the mail and ERP system,
intellectual property, our confidential information, information of our customers
and business partners, our files and documents, as well as inventory, computer
networks, and supplies. Due to data privacy and security concerns, you must
especially be careful with portable electronics such as laptop computers andmobile devices.

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Illumina Code of Conduct

Security Policy.

Information created, accessed, transmitted, or stored using Company provided
technology resources, such as email messages, computer files, telephonemessages, or websites in your browsing history, are Company resources andassets. To the extent permitted by law, we may access, monitor, or inspect any
Company resources, assets, and property at any time without prior approval or
knowledge or your consent. This includes monitoring and retrieving informationthat is stored or transmitted on Company electronic devices, computerequipment, applications, and systems.

Our Responsibilities• Use Company assets, resources, and property only for legitimate

business purposes.
• Report any suspicions you have regarding theft, embezzlement, misuse, or

misappropriation of any Company property immediately.
• Limited personal use of Company provided information technology resources(i.e., your Company issued laptop and/or phone) is permitted as long as it has
no adverse effect on productivity or the work environment.
• Other Company assets, resources, and property are limited to business use(i.e., cameras, furniture, equipment, etc.

Confidential Information

Additional Resources

Our confidential and proprietary information is a valuable Company asset.

Refer to the Global

Except as required for the proper performance of your duties, you may not use
or give to others trade secrets or confidential information of the Company orof our business partners, including suppliers, customers, and other business
partners. Confidential information includes, for example, any information
not known to outsiders or the premature disclosure of which would help

Security Policy.
Visit the Legal
Department Homepage
on the Illumina Insider.

competitors or be otherwise harmful to the Company.
Confidential Company information includes, but is not limited to: businessplans, Company financial information, intellectual property including patents
and trade secrets, sales and profit figures, pricing, new product or marketing
plans, research and development ideas, manufacturing processes, information
about potential acquisitions, divestitures and investments, employee files andcompensation data, and information of third parties they have given to us
in confidence.
Each of us must protect our confidential information. This means keeping
it secure, limiting access to those who have a need to know in order to dotheir job, and avoiding discussion of confidential information in public areas,
including not sharing Company information with market research firms.
The obligation to preserve the Company’s confidential information is ongoingand extends even after employment ends.

Illumina Code of Conduct19

Our Responsibilities• Use and disclose confidential information only for legitimate

business purposes.
• Do not leave confidential information unattended at fax machines or printers.
• Avoid discussing confidential information where others might be able

to overhear.
• Store all confidential information using our designated information

technology resources.
• Mark documents containing confidential information with a clear andconspicuous confidentiality statement.
• Secure confidential information when not in use - do not leave it out on

your desk.

HANDLING INSIDER INFORMATION
Non-public information may not be used for personal benefit, including in trading
our stock or the stock of other companies. You are prohibited from trading
securities of any company when you possess material, non-public information
about that company.
You are also prohibited from “tipping” – which is passing material, non-public
information to others who might then buy or sell securities before the information

Refer to the Insider

is made publicly available to ordinary investors.

Trading Policy.

Information is “material” if there is a substantial likelihood that a reasonable
investor would find it useful in deciding whether to buy, sell, or hold a stock.
This can include information about acquisitions, financial results, managementchanges, as well as information about the financial performance of a company.
The information is “non- public” if it has not been released publicly.

Our Responsibilities• Do not buy or sell Company stock or the stock of other companies when you

are in possession of material, non-public information about it.
• Do not communicate material, non-public information externally or internallywith other personnel unless they need to know such information in order tocarry out their job duties.
• Be careful not to engage in “tipping” - even if a conversation seems casual,make sure not to disclose confidential information about the Company or ourbusiness partners.
• When in doubt about whether information is material or non-public, refrainfrom trading in Company stock until you have consulted our Insider Trading
Compliance Officer, as identified in our Insider Trading Policy.

20

Additional Resources

Illumina Code of Conduct

COMMUNICATIONS OUTSIDE OF
THE COMPANY
To ensure that the Company speaks with a clear, consistent voice whenproviding information to the public and media, only authorized persons may
speak on behalf of the Company.
Never give the impression that you are speaking on behalf of the Company
in any communication that may become public if you are not specificallyauthorized to do so.
If you receive an inquiry regarding the Company’s activities, financial results,business plans, or position on public issues and are not specifically authorized
to respond, refer the request to our Public or Investor Relations departments,

Additional Resources
Contact the investor
relations department at
ir@illumina.com.
Refer to the Investor
Interaction Policy.

as applicable.

Investment and Financial Community
Only the CEO, CFO, Investor Relations department, or other persons specificallyauthorized by the CEO may communicate with the investment community,
including institutional and retail, and sell-side analysts. This is to protect theCompany and its confidential information and to comply with applicable laws.

Our Responsibilities• Do not attend meetings with the investment community, unless specificallyauthorized to do so.
• In the event you are at a conference, your interactions with investors must be

limited to answering product or technology related questions.
• Never share Company confidential information publicly, unless expressly

authorized to do so.
• Refer questions from investors or analysts to the Investor

Relations department.

Illumina Code of Conduct

21

Engaging with the Media
Only the CEO, CFO, or the Public Relations department may communicate withmembers of the media, including, for example, industry trade press, generalbusiness press, broadcast radio and television news outlets, online news
outlets, special interest magazines, and journalistic blogs.

Our Responsibilities• Obtain approval from the Public Relations department before making public

speeches, writing articles for professional journals, or engaging in other public
communications when you are speaking on behalf of the Company.
• Inform the Public Relations department in advance about all interactions withthe media.
• Refer questions from reporters, bloggers, or other members of the media to

the Public Relations department.
• Let the Public Relations department know about any articles that misrepresent

the Company or contain inaccurate information.

Social Media

Additional Resources

In external interactions, we must be mindful of whether we can be identified

Contact the Public

as affiliated with the Company, and consider how any statements related toRelations department

our work may reflect on the Company. This is especially crucial in the context

at pr@illumina.com.

of social media where interactions are quick, dynamic, and may become highly
visible. Careless communications can pose a significant risk to our reputation.
As a result, only designated people are permitted to post to social media on
behalf of the Company.

Our Responsibilities• Do not give the appearance that you are speaking on behalf of the Company

when using social media for personal use.
• Never share or post the Company’s confidential information or the confidential

information of our customers, suppliers, or other business partners.
• Obtain approval from the Public Relations department prior to starting a newsocial media account on behalf of the Company.
• If you are authorized to post on the Company’s social media accounts, youmust follow the Company’s Social Media Guidelines and have received social
media training.
• Let the Public Relations department know if you see anything on social media

that could potentially be of concern for the Company.

22

Illumina Code of ConductOUR PEOPLE
We strive to foster an innovative workplace, powered by passionate people,
to deliver on the transformative power of genomics. Our culture is fueled by
openness, collaboration, caring, and innovation. We value the wide range ofexperiences, talents, cultural backgrounds our employees bring to work everyday. We recognize that diversity of backgrounds is valuable in the workplace.
Illumina’s Diversity, Inclusion and Fairness strategy is focused on organically andprogrammatically cultivating an environment in which everyone fully contributes
to our mission. You are expected to treat your colleagues with respect
and civility.
We prohibit harassment and discrimination in the workplace.
Never engage in verbal or physical conduct that may threaten, bully, intimidate,or harm another person. We do not tolerate threats or physical violence.

Anti-Discrimination
We promote equality of opportunity and diversity within the workplace,recognizing and valuing the contributions that individuals make. We arecommitted to fair and respectful treatment and equal opportunity in our
employment decisions. Our colleagues and job applicants are entitled to respectand should be judged only on the basis of their qualifications, demonstrated
skills, and achievements.

Illumina Code of Conduct

23

We believe that everyone deserves the opportunity to work in an environmentthat is free from illegal discrimination. We understand that diversity in our
Company generates creativity and innovation. Discrimination on the basis of sex,
race, creed, color, gender identity, sexual orientation, religion, marital status,
age, national origin or ancestry, disability, medical condition, pregnancy, veteranstatus, citizenship status, or any other characteristic protected by applicable law
is strictly prohibited.

Our Responsibilities• Treat others as you wish to be treated. Be respectful.
• If you manage others, or are involved in recruitment and hiring, review yourown decisions to ensure that only objective merit and business considerations
drive your actions.
• Expect others with whom you work, including outside of the Company, to act

in a way that is consistent with our sense of fairness and equal opportunity.
• Speak up if you witness any co-workers who are not observing this policy.

Anti-Harassment

Additional Resources

We strive to build and maintain a workplace that is professional and freeContact Human Resourcesfrom intimidation, harassment, and abuse. Harassment for any reason and on
any basis is prohibited. We will not tolerate harassing, bullying, or disruptive
behavior. Any behavior that creates an intimidating, offensive, abusive or hostile
workplace is prohibited at the Company.
A common form of harassment is sexual harassment, which in generaloccurs when:• A co-worker makes requests for a date, sexual favor, or similar as a conditionof employment or as a basis for employment decisions.
• An intimidating, offensive, or hostile work environment is created byunwelcome sexual advances, insulting jokes, or other offensive verbal
or physical behavior of a sexual nature. This can include repeated but
unwelcome requests for a date.

Our Responsibilities• If you see or hear a co-worker behaving in an inappropriate manner, state yourconcern to the co-worker in a clear and respectful manner and/or report theincident to human resources.
• Sexual, racial, or other offensives jokes or comments are not appropriate in

the workplace, whether spoken or sent through email. Be aware of how yourjokes or comments are received.
• Do not engage in communication denigrating a particular race, ethnicity,religion, sex, gender, gender identity, or other protected characteristic.

24

Illumina Code of Conduct

if you have questions
or concerns.
Refer to the
Employee Handbook.

WORKPLACE ENVIRONMENT, HEALTH,AND SAFETY
The health and safety of our workforce and protection of our environment is a
top priority at the Company. We will comply with all applicable health, safety,
and environment laws and regulations. We will continuously strive to prevent
workplace injuries, illnesses, and environmental releases.

Our Responsibilities• Proactively assess and manage health, safety, and environment risks.
• Understand and follow all applicable health, safety, and environment laws,

regulations, Company policies and procedures. Expect that third parties andAdditional Resources
Refer to the
Employee Handbook.

visitors do the same, and assist them as necessary.
• Immediately report to your supervisor or local Environment, Health, andSafety, (“EHS”) department representative any injuries and illnesses atwork, and any other issues (e.g., unsafe working conditions, potential noncompliance, unsafe behavior, etc.) that could impact health, safety, orthe environment.
• Conduct ourselves in a safe and responsible manner.
• Assess health, safety, and environment impacts during the development anddesign of new products, processes, and facilities.
• Do not allow the use of alcohol, prescription or over-the-counter drugs, or

any other intoxicant to interfere with your performance at work. If you areconcerned about the effect of prescribed or over-the-counter medications,speak with your supervisor prior to beginning work.
• Do not bring firearms or other weapons with you to work.
• Always display your identification key badge in clear view while on Company

premises and always badge-in when entering our facilities.

Illumina Code of Conduct

25

EMPLOYEE, CUSTOMER, AND
PATIENT PRIVACY
Protecting the privacy of personal information is a foundational principle ofIllumina’s business. “Personal information” includes any information that can beused to identify an individual. Some examples may include: names, addresses,
emails, and certain genomic information.
We may be obligated to secure and protect the privacy of personal informationcollected, created, or managed by the Company, including information about ourcustomers, employees, patients, and business partners. This includes adhering
to applicable privacy and data protection laws, including medical privacy laws,
as well as any agreement between the Company and its customers and business
partners regarding the handling of specific information. Like confidential
information, personal information requires special care.
Across our business activities, Illumina seeks to handle personal informationaccording to applicable laws and four fundamental guiding principles:• Transparency• Responsible Stewardship• Ethical Use• Accountability

You are required to follow all Company policies and procedures regarding thecollection, use, transfer, storage, or disposal of personal information. This helps
create an environment of trust and integrity with our customers and helps
ensure that the Company maintains its compliance with applicable data privacy
and protection laws.

Our Responsibilities• Protect personal information, handle it securely, and use it only for the

purposes for which it was collected and only for legitimate business purposes.
• Only share personal information with others at the Company or third parties inaccordance with Company policy and procedures.
• Always have a written contract that requires third parties dataprocessors to protect any personal information provided by Illumina withappropriate safeguards.
• Limit international transfers of data and put in place appropriate transfer

mechanisms that comply with applicable law.
• Observe any applicable record retention periods and destroy personal

information that we are no longer required or have a business need to keep.
• Promptly report any potential security incidents and data breaches that you

become aware of.

26

Illumina Code of Conduct

Additional Resources
Refer to the Illumina
Privacy webpage for the
Corporate Privacy Policy,
Privacy Principles andadditional resources.
Refer to the Employee
Privacy Policy.
Refer to the Information(Data) Retention Policy.

ADDITIONAL RESPONSIBILITIES
Reporting Potential Violations or Concerns
Everyone is responsible for promptly reporting any violations of applicable law
or regulations, this Code, as well as of any Company policies and procedures.
Generally speaking, every effort will be made to maintain the confidentiality ofreports about potential violations; however, depending on the circumstances,it may not be possible in all cases to protect the identity of the person making
the report.
You have several options to report potential violations:• Speak with your manager or the Human Resources department. Managers

and Human Resources department personnel that become aware of
conduct that may violate the law, Company policies or procedures, or thisCode are responsible for conveying the compliance concern to the Chief
Compliance Officer or other senior members of the Compliance Department
within forty-eight (48) hours.
• You may submit concerns to the Legal Department via email atcompliance@illumina.com.
• You may submit concerns directly to the Chief Compliance Officer or othersenior members of the Corporate Compliance Department.
• You may also submit a concern via the third-party managed Complianceand Fraud Prevention Hotline– By Internet through the anonymous hotline link found on the Insider
Corporate Compliance Homepage.
– By calling one of the global toll-free phone numbers available atthat website.
Reports made through the Compliance and Fraud Prevention Hotline may bemade anonymously unless prohibited by local law.
Everyone has an obligation to report violations. Not reporting a violation
when you know about it may result in discipline up to and including terminationof employment.

Preventing Retaliation
In order to ensure legal compliance and build trust, we must listen openly toconcerns that our personnel bring to our attention, respond appropriately,
and must never retaliate against any individual in connection with an issue
or concern raised in good faith.
We take claims of retaliation seriously. All such claims will be investigated and,if substantiated, retaliators will be disciplined up to and including termination.
If you believe you have been retaliated against, you should report such action
immediately to Human Resources.

Illumina Code of Conduct

27

Enforcement of the CodeWe take the obligation to investigate reports of potential violations of law,non-compliance with Illumina’s Code of Conduct and Corporate Policies,
conflicts of interest, and unethical conduct very seriously. The Company iscommitted to impartially investigating all such reports where warranted, andin remediating any such violations in a fair and consistent manner.

Cooperating with Investigations
It is the policy of Illumina to review, and if necessary, investigate all allegationsof suspected or known violations of all applicable laws, regulations, this Code,and Company policy. It is the responsibility of every individual covered by thisCode to fully cooperate with any investigation being carried out by or on behalfof Illumina. You are expected to cooperate with investigations by:• Promptly providing truthful accounts and relevant documentation in response

to investigator questions and related information requests.
• Being available for meetings with the individuals conducting the investigation.
• Maintaining the confidentiality of the investigation, including keeping

confidential the existence of the investigation and any information transmitted
during the course of the investigation, unless directed by legal authorities.
• Preserving any and all relevant documents and information pertaining to

the investigation.
Employees who fail to cooperate, or otherwise impede an internal investigation
may be subject to disciplinary action, up to and including termination of
employment. By cooperating with investigations, you ensure that Illumina
continues to operate at the highest standards.
• If you are involved in an investigation, you should not discuss the investigation

with others, unless the investigator explicitly says otherwise.
• You will not be retaliated against for your full participation in an investigation.

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Illumina Code of Conduct

APPENDIX
Only the following sections and subsections of the Code are deemed to be thecode of conduct for the purposes of the listing standards of the NASDAQ or
the code of conduct for senior officers under SEC rules:• Conflicts of interest• Compliance with applicable laws
• Public reporting• Handling company assets• Handling confidential company information• Handling insider information• Reporting potential violations

Illumina Code of Conduct

29

REFERENCES
The policies and procedures referenced in this Code are available in SAP or
through the ICE Corporate Policies and Procedures Portal.
Anti-Bribery and Anti-Corruption Policy (CP500.05)
Employee Privacy Policy (CP500.03)
Global Contracts Review & Approval Policy (CP500.09)
Global Security Policy (CP300.01)
Handling Personal Data Policy (Document #1000000057378)
Illumina Corporate Privacy Policy (CP500.04)
Illumina Quality Management System Manual (SAP Document #11204017)
Insider Trading Policy (CP500.02)
Investor Interaction Policy (Document #1000000018465)
Integrity Code for Interactions with Healthcare Professionals and Government
Officials (CP500.16)
Providing and Receiving Business Courtesies, Gifts and Honoraria (CP500.13)
Quality Policy (Document #15028065)
Signature Authority Policy (CP200.02)

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Illumina Code of Conduct© 2023 Illumina, Inc. All rights reserved. Illumina, other trademarks separated by commas, and the pumpkinorange color are trademarks of Illumina, Inc. and/or its affiliate(s) in the U.S. and/or other countries.
Document #1000000013327-1