94 YINSON HOLDINGS BERHAD In FY2026, 710 offshore crews were trained on occupational health and emergency response, receiving an average of 37.8 training hours each. Promotion of worker health Employees undergo pre-employment medical assessments to ensure they are fit for work and to establish a baseline that enables early detection of potential medical conditions. Yinson subsidises annual voluntary medical assessments for employees. Those classified under international mobilisation status receive comprehensive medical insurance, which also covers eligible dependents. Preventing and mitigating OHS impacts from business relationships Our Risk Management Standard, along with its related lower-tier processes, outlines effective risk management as the proactive identification, evaluation and mitigation of potential risks that could negatively affect the organisation. We are guided by the Health & Safety Policy and Drug & Alcohol Policy, while we adhere to the Risk Management Standard, Emergency Management Standard and Fitness for Work Standard. In accordance with the contractual terms outlined under Section 5, Contractor General Obligations, Yinson Production’s contractors are responsible for ensuring the adequacy, stability and safety of all operational activities and methodologies. Additionally, compliance with Exhibit N – HSE obligations is mandatory, encompassing adherence to relevant laws, international best practices in the oilfield sector, API Recommended Practices, Exhibit N requirements which include the HSE Disciplinary Procedure, in addition to any regulations, procedures or guidelines set by the Company. Our Site-Specific HSSEQ Procedure outlines protocols for managing interface areas and bridging arrangements, providing a comprehensive framework for addressing HSSEQ concerns during project execution. We manage our subcontractors and suppliers through our robust supplier screening process, examining critical topics and assessing compliance, competency, and capability. Given the high-risk nature of our contract partners’ operations, we support their incident investigations to identify root causes and develop corrective measures. Supervisors use an online HSSEQ method to assess highrisk tasks by contractors, providing detailed guidance on evaluating contractor compliance with safe work systems and regulatory obligations. SUSTAINABILITY REVIEW Maintenance of key principles relating to human rights and labour standards as defined by international conventions. HR Human & Labour Rights Key highlights 100% 100% • Zero instances of substantiated complaints concerning human rights violations. • 1,148.2 employee learning hours on HLR. • Adherence to Norwegian Transparency Act upholding essential human rights and fair working conditions across our operations and supply chains. EMPLOYEE REMUNERATION SUPPLIER ESG SCREENINGS MANAGEMENT APPROACH Our approach is guided by the Group’s HLR Policy, as well as applicable national and local laws and recognised international frameworks, including the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, and the International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work. We also align our practices with the Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy (MNE Declaration), embedding human rights considerations across our operations and value chain. Our commitment extends to all employees, contractors, thirdparty stakeholders and host communities, with a focus on preventing, addressing and remediating potential human rights risks. Fairness and integrity underpin our employment practices. We comply with relevant labour laws and provide competitive salaries and benefits, while maintaining zero tolerance for forced labour, including modern slavery. We uphold employees’ rights to freedom of association, expression and collective bargaining. As our global presence expands, Diversity, Equality and Inclusion (“DEI”) continues to underpin our People Strategy, supported by the Yinson DEI Policy, which guides our efforts to foster an inclusive environment where employees feel respected, valued and able to contribute without fear of discrimination. We continue to strengthen fair and transparent remuneration practices. Following the completion of the Total Rewards Strategy Project, we implemented a Group-wide Total Rewards Philosophy that emphasises equity, transparency and competitiveness. This framework supports consistent, fair and market-aligned compensation practices across the organisation. 21 15
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