Freedom of Association We respect employees’ rights to freedom of association and collective representation in accordance with applicable labour laws. Employees may choose to join trade unions or worker representative bodies where such arrangements exist. As at FY2025, a total of 25 employees within the Group were members of a registered trade union. In addition to formal representation structures, Tropicana maintains direct engagement with employees through supervisors, management communication channels and internal reporting mechanisms. Grievance & Whistleblowing Mechanisms We maintain formal grievance and whistleblowing channels to allow employees, contractor personnel, suppliers, and external stakeholders to raise concerns relating to labour standards, human rights, or workplace conduct. These mechanisms form an important part of our human rights due diligence framework. Given the multi-party nature of development and construction activities, these channels provide an important safeguard to ensure concerns can be raised beyond direct employer reporting lines where appropriate. They are accessible to employees, contractors, local communities and supply chain workers through our employee portal and corporate website. Concerns may be submitted confidentially or anonymously and are reviewed in accordance with Tropicana’s established grievance and whistleblowing procedures. Where issues relate to contractor or subcontractor workforce practices, Tropicana engages the relevant employer or project party to investigate and implement corrective actions where required, consistent with our role and contractual responsibilities. These mechanisms support early identification of potential issues, reinforce accountability across our project sites, and strengthen our commitment to ensuring that all workers contributing to Tropicana developments are treated with dignity and respect. Further details on our whistleblowing channel are provided in the Corporate Governance section of this Sustainability Statement. OUR PERFORMANCE During the reporting periods, no material labour standards or human rights non-compliance incidents were recorded. Performance Indicator Unit FY2025 FY2024 FY2023 Target Labour standards regulatory non-compliance incidents¹ Number Nil Nil Nil Maintain zero incidents Substantiated human rights violations² Number Nil Nil Nil Maintain zero cases Monetary losses arising from labour or human rights legal proceedings³ RM Nil Nil Nil Avoid monetary losses arising from labour or human rights legal proceedings 1. Labour standards regulatory non-compliance incidents refer to confirmed breaches of labour laws or employment regulations (e.g. wages, working hours, statutory requirements) involving Tropicana employees, contractors or subcontractor workers at project sites that have come to management’s attention. 2. Substantiated human rights violations refer to confirmed cases of discrimination, harassment, forced labour indicators or other human rights breaches identified through grievance, whistleblowing or management reporting channels. 3. Monetary losses refer to fines, penalties, settlements or compensation arising from labour or human rights-related legal or regulatory proceedings. AR 2025 | SUSTAINABILITY 138
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