Labour Practices These practices apply to our employees and are communicated as expectations to contractors and subcontractors operating at our project sites. Policy Area Details Equal Pay for Equal Work We uphold fair pay practices where compensation is based on job responsibilities, qualifications, and performance, free from unlawful bias. This is reflected in our internal expectations and communicated as part of workforce governance. Non-Discrimination and Equal Opportunity We prohibit discrimination based on race, religion, gender, age, sexual orientation, disability, or nationality. Expectations are embedded in our company code, and concerns may be raised through reporting channels. Recruitment Practices and Fees Recruitment arrangements that may give rise to forced labour concerns, including inappropriate recruitment fees charged to workers, are not permitted. Where labour suppliers are used, recruitmentrelated expectations are communicated as part of contractor requirements. Working Hours and Overtime We comply with statutory working hours, overtime limits, and rest requirements. Working hours and overtime patterns are monitored at site level to manage fatigue and compliance risks, and issues are followed up through engagement with relevant parties. Wages (Minimum Wage and Fair Pay) We comply with statutory minimum wage requirements. Fair wage practices are encouraged among contractors and suppliers, recognising the multi-party workforce structure typical in construction. Working and Living Conditions Construction sites are managed in line with occupational safety and health requirements (covered separately in this report). Where worker accommodation is provided, it is required to meet minimum legal standards. Personal Documents Withholding of passports or other personal identity documents is not permitted. Workers are expected to retain control over their personal documents, and any concerns identified are addressed through engagement with the relevant employer or contractor. Workplace Conduct (Bullying and Harassment) We maintain zero tolerance for bullying, harassment, intimidation, threats, or violence at sites or premises. Reporting channels are available, and supervisors are expected to manage concerns promptly and appropriately. Key human resources managers are also trained to handle workplace conduct concerns and ensure that reports are reviewed and addressed in accordance with the Group’s policies and procedures. Medical Access Access to medical care and required insurance coverage is maintained for work-related incidents, recognising the nature of construction work and the need for timely treatment. Communication and Awareness Human rights and labour expectations are communicated to employees and contractors through onboarding, site briefings, and procurement engagement processes. Managers and supervisors are expected to understand reporting routes and handling procedures. Freedom of Movement Workers are expected to have freedom of movement outside working hours, subject to lawful and reasonable site safety requirements. Restrictions that may indicate forced labour risk are not permitted. 137
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