95 INTEGRATED ANNUAL REPORT 2026 SUSTAINABILITY REVIEW | EMPOWERING PEOPLE AND COMMUNITIES Employment We are committed to providing fair and inclusive benefits across our global operations, ensuring the well-being and security of our employees. Our benefits framework, which includes medical and life insurance, retirement provisions and parental leave, aligns with local regulatory requirements and market practices, while promoting fairness and consistency across locations. Our approach to employment reflects our broader commitment to equity, ensuring that employees are supported through competitive and inclusive benefits structures that contribute to a positive and sustainable working environment. Labour management relations The notice period for significant operational changes that may affect employees varies by country, in accordance with local legislation and, where applicable, collective bargaining agreements (“CBAs”). We remain committed to complying with all relevant labour and employment laws across the jurisdictions in which we operate. In certain locations, CBAs establish the framework for consultation, negotiation and notice periods. In Brazil, these agreements apply to both onshore and offshore employees, with labour regulations stipulating a minimum notice period of 30 days. In Ghana, offshore crew members are subject to CBAs that require one month’s notice for wage opener negotiations and three months’ notice for CBA renewals. For employees not covered by CBAs, employment terms are guided by local labour laws, industry practices and our commitment to maintaining fair and competitive working conditions. HLR monitoring Our Human Rights Working Group, consisting of members from multiple departments, oversees the implementation of our HLR commitments across the organisation, ensuring alignment with international labour standards, the first six principles of the UN Global Compact and our internal policies, including the HLR Policy, DEI Policy and Code of Conduct and Business Ethics (“COBE”). The working group monitors our performance, drives continuous improvement, and supports transparency through regular disclosures on how we address and manage adverse impacts in our operations. HLR risk assessment We conduct ongoing assessments of our compliance with international labour standards throughout our global operations, recognising the distinctive regulatory environments present in various regions. Utilising our ERM Framework, we systematically and periodically identify areas of compliance risk and implement robust measures to mitigate them. Further, we adhere to the Norwegian Transparency Act Statement 2025, upholding essential human rights and fair working conditions across our supply chains in line with Organisation for Economic Co-operation and Development (OECD) Guidelines. Whistleblowing, pg 137 Suppliers undergo a due diligence process that covers HLR aspects. We conduct supplementary due diligence for suppliers identified with higher risks and categorise them from low to high risk. Follow‑up actions are then implemented proportionately based on each supplier’s risk level. Through this process, we continue to mitigate potential risks and uphold human rights and decent working conditions across our supply chain. Sustainable Supply Chain Management, pg 105 Child labour, forced or compulsory labour and security We remain committed to prohibit and eliminate all forms of compulsory labour and child labour across our operations and supply chain as outlined in our HLR Policy. We recognise that certain industries, including shipyards, module yards and equipment manufacturing, may present higher exposure to labour-related risks, and we take a proactive approach to managing these risks through the supplier due diligence process and ESG site audits, which we conduct with our Tier 1 suppliers. Capacity building on human rights Yinson continues to build internal awareness and capability through HLR training programmes for employees. Mandatory training on HLR was introduced for all employees in May 2023, covering key areas such as Health, Safety and Security, DEI, Recognition of Freedom of Association and Collective Bargaining, Employee Work Hours, Wages and Benefits, Elimination of Child and Forced Labour, Community Rights and Benefits and Human Rights in Supply Chain. Since its introduction in 2023, 958 active employees (referring to individuals who are still currently employed by the Company) have completed the training. In FY2026, employees completed 1,148.2 learning hours on HLR collectively. Stakeholder engagement and cross-industry collaboration We proactively collaborate with stakeholders, including industry partners, to tackle evolving challenges and explore avenues for business advancement while reinforcing the protection of human rights. Through these interactions, we share and adopt best practices and innovative approaches, strengthening our efforts to uphold human rights throughout our operations. Providing avenues for raising concerns We ensure that employees, business partners and members of the public have straightforward and accessible means to share feedback, voice concerns or lodge complaints. Yinson’s Whistleblowing Channel is accessible via several platforms, including our corporate website, providing a secure and confidential mechanism for reporting concerns relating to human rights or ethical conduct. All submissions are treated with the utmost seriousness and undergo thorough investigation, with remedial action taken when necessary. No incidents of non-compliance with human rights laws or regulations were recorded in FY2026.
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