UEM EDGENTA BERHAD Integrated Annual Report 2025 174 Well-being and Work–Life Balance The Group supports employee well-being through flexible working arrangements, sports and recreational initiatives and hardship assistance. Through the Edgenta Care Society, a total of RM32,619.45 was disbursed during the year to 46 employees in need, inclusive of funds raised through staff crowdfunding initiatives. This initiative reflects the collective support and care demonstrated by employees in assisting colleagues during challenging times, with increase in collection year-on-year (2024: RM27,677, 2023: RM16,912). In addition, the Company continues to recognise the academic achievements of employees’ children through the Children Excellence Award, with a total of RM7,400 disbursed to 14 recipients, aims to acknowledge the dedication and support of employees in nurturing their children’s success. For detailed disclosures and assessment outcomes, please refer to the Human Rights section on pages 190 to 192. UEM Edgenta upholds fairness, non discrimination and equal employment practices through its Diversity, Equity and Inclusion Statement, Gender Diversity Policy and Human Rights Policy, supported by business-led initiatives such as structured recruitment processes, diversity awareness efforts and ongoing policy integration. Group-wide Commitment to Inclusion, Diversity and Equal Opportunity The Group has strengthened human rights management through its Human Rights Impact Assessment, and the integration of human rights considerations across all aspects of Group’s activities namely recruitment, reward systems and supplier expectations, forming the basis for more consistent governance and monitoring across the value chain. Group wide Commitment to Inclusion, Diversity and Equal Opportunity Community and Social Engagement Employment culture is reinforced through community participation and volunteering. Group initiatives include staff-led sports activities, mental health advocacy and charitable programmes. At entity level, UEMS Singapore participated in national charity programmes, EdgentaUEMS Taiwan organised volunteer and fundraising events, while engagement in other markets was supported through internal initiatives and employee-led activities. Compliance on Labour Standards and Wages The Group maintains zero tolerance for child and forced labour and aligns wage practices with applicable labour laws and minimum wage regulations. This is reinforced through the Human Rights Policy, Sustainability Policy and contractual requirements. With respect to fair wages, UEM Edgenta’s HR practices adhere to the Employment Act, ensuring compliance with the minimum wage and other relevant regulations. Employment and labour practices are guided by the respective employment and labour laws of the countries in which the entities operate ie Malaysia, Singapore, Taiwan, KSA and UAE. To strengthen oversight of labour standards, the Group conducts periodic risk assessments and inspections of worker accommodation and labour quarters to verify compliance with regulatory requirements and internal standards. These checks are carried out by relevant internal functions, including the Risk Department and operational teams such as those within the Middle East operations (MEEM) in Saudi Arabia, enabling early identification and mitigation of potential labour-related risks. Policies and Frameworks Supporting Employee Well-being UEM Edgenta has established a range of employment-related policies and frameworks designed to promote healthy employment practices and employee well-being. Key milestone/achievements include: Career development is supported through the Individual Development Plan (IDP) framework, enabling employees to take responsibility for their own development through various development interventions. Employee welfare is supported through medical and insurance coverage for employees and their family members. Flexible benefits offered under Edgenta Spending Account (ESA), ESA allows reimbursement for well-being, lifestyle and medical expenses. Flexible Working Arrangement (FWA), aims to promote work-life balance and enhance well-being. FWA is offered to eligible employees guided by role and business requirements to ensure accountability and business continuity. SOCIAL VALUE CREATION
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