01 | ABOUT NEXG 02 | OUR LEADERSHIP 03| OUR PERSPECTIVE 04 | SUSTAINABILITY 05 | GOVERNANCE 06 | FINANCIAL STATEMENTS 07 | OTHER INFORMATION ANNUAL REPORT 2026 EMPLOYEE TURNOVER WHY IS THIS IMPORTANT? Employee Turnover FY2025 Employee Turnover FY2024 Employee Turnover FY2026 OUR APPROACH TRAINING & DEVELOPMENT EMPLOYEE RIGHTS AND LABOUR STANDARDS (CONT'D) TALENT MANAGEMENT AND ENGAGEMENT Employee turnover is a key indicator of workforce stability and the overall health of our organisational culture. In FY2026, the Group recorded a total of ten (10) employee departures, a significant reduction from 102 in FY2025. Of these, three (3) were permanent staffs. These departures were primarily due to voluntary resignations, end of contracts, and retirement. The lower turnover in FY2026 was mainly due to the successful implementation of an enhanced Employee Benefits Framework and a more robust performance-driven culture. We realigned our salary structures, mileage allowances, and group hospitalisation insurance with prevailing market benchmarks, strengthening our overall employee value proposition. Complemented by structured key performance indicator (“KPI”) frameworks and succession planning that provide clear career progression pathways, these enhancements have driven measurable improvements in employee satisfaction and long-term organisational loyalty. The strength of any organisation lies in the quality and capability of its people. For NexG, where our work demands precision, technical expertise, and a high degree of trust, having and keeping the right people is essential to sustaining our operations and delivering value to our stakeholders. Talent management directly shapes our capacity to perform, adapt and grow. NexG is an equal opportunity employer. All employment decisions are anchored in merit, skills, and relevant experience, without discrimination of any kind. We seek individuals who not only possess the relevant skills and qualifications, but who also demonstrate the values and drive leverage multiple channels, including online career platforms, campus recruitment, career fairs, and employee referrals, to reach a diverse pool of candidates. For early-career talent, NexG’s internship programmes offer undergraduates practical industry exposure, while our participation in the PROTÉGÉ-RTW programme under MECD provides fresh graduates with industry-relevant work experience. At NexG, we view human capital development as a strategic pillar of our organisational resilience. Guided by a core philosophy of continuous self-improvement, we cultivate a high-performance culture that empowers employees to achieve both personal and professional growth. This commitment ensures our workforce remains agile and equipped to navigate the complexities of the digital trust industry, directly contributing to our long-term sustainable success. Employees’ training needs are identified through departmental reviews, and an annual Training Needs Analysis (“TNA”) process, conducted during the yearly performance reviews. This identifies skill and knowledge gaps at the individual level, ensuring development efforts are targeted and aligned with both personal growth and business requirements. Based on the TNA outcomes, Heads of Departments (“HODs”) may recommend up to two (2) public training courses per employee annually. Sustainability STATEMENT (Cont’d) 74
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