Employee Benefits & Employee Well-Being We provide employees with structured compensation and benefits to support their well-being and retention. Our remuneration and benefits framework is guided by internal policies and aligned with statutory requirements and industry practices. Benefits include medical coverage, insurance protection, leave entitlements and training support, contributing to employees’ financial security, health and long-term career development. Parental leave is provided in accordance with applicable Malaysian labour laws. During the reporting period, 35 employees utilised this benefit, all of whom returned to work and remained with the Group, resulting in a 100% return-to-work and retention rate. This demonstrate our approach to supporting employees through key life stages while maintaining workforce continuity. Workforce Stability & Retention We maintain a stable core workforce to support operational continuity and project delivery. Permanent employment is prioritised for key operational, technical and management roles, with contract and temporary staff engaged where needed to support specific requirements. Employment Type FY2025 FY2024 FY2023 Permanent 92% 92% 75% Temporary/Contract 8% 8% 25% 1. Temporary/Contract employees refer to individuals directly engaged by the Group on fixed-term or contract employment arrangements to support operational requirements. This category excludes construction workers employed by appointed contractors and subcontractors at project sites. Succession Planning & Performance Management Succession planning is part of how we maintain leadership continuity and develop internal talent for key roles. Potential successors are identified through performance reviews and development planning. In FY2025, 83% of eligible employees completed their performance reviews, including both annual appraisals and probationary assessments. The lower completion rate reflects a larger workforce, with more employees undergoing extended probationary periods during the year. Board Diversity Board diversity is considered as part of how we ensure the Board has the right mix of experience, skills and perspectives to oversee the business effectively. The Board’s composition is reviewed by the Nomination and Remuneration Committee, taking into account factors such as industry experience, professional background, age and gender. The Board remains predominantly male and comprises individuals with significant industry and professional experience. We have not set formal diversity targets. The Board, through the Nomination and Remuneration Committee, continues to review its composition to ensure it remains appropriate as the business evolves. 145
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