SAMEE Group recognises that fair labour practices, respect for human rights, and continuous employee development are fundamental to building a resilient, inclusive, and high-performing organisation. We adopt a holistic approach to workforce management that goes beyond compliance, actively fostering a workplace culture rooted in dignity, equity, and opportunities for growth.
Our labour policies are aligned with applicable labour laws in Malaysia, Singapore, and Thailand, as well as international standards such as the International Labour Organisation (“ILO”) conventions. We uphold a zero-tolerance stance against discrimination, forced or child labour, and any form of inhumane treatment. SAMEE Group is committed to providing fair and transparent employment terms, ensuring freedom of association where applicable, and promoting equal access to training and career advancement. These principles are operationalised through structured Human Resources procedures, formalised in transparent employment contracts, and supported by accessible and confidential grievance mechanisms.
Employee engagement remains central to our labour strategy. We conduct regular employee satisfaction surveys, exit interviews, and structured feedback sessions to identify areas for improvement and ensure our employment practices remain responsive to evolving expectations. In parallel, we extend our labour standards to contractors and key suppliers, assessing their performance against our ethical expectations through internal evaluations and third-party reviews where applicable.
By embedding ethical labour practices, proactive employee engagement, and strong governance mechanisms into our operations, SAMEE Group fosters an inclusive, respectful, and resilient workplace. These measures help mitigate labourrelated risks, enhance workforce stability, and support our long-term commitment to upholding human rights across the value chain.
To uphold international labour and human rights standards, the company performs annual risk assessments in accordance with RBA requirements to identify risks and impacts, which include salient human rights issues.
We are committed to disclosing, to our internal stakeholders, the measures we take to avoid, prevent, and mitigate human rights issues across our operations. Through the RBA self-assessment process, we regularly evaluate our practices and close any gaps identified to ensure compliance with international standards. For example, we provide safe and dignified accommodations for all workers, with hostels that are RBA-compliant and meet the requirements of Malaysia's Employees' Minimum Standards of Housing, Accommodations and Amenities Act 1990. These facilities uphold international standards for safety, hygiene, personal space, and emergency preparedness, ensuring the wellbeing and dignity of every worker.
The company is committed to prioritising the hiring and development of local talent, while fostering a fair and inclusive workplace for all employees.
We embed our human rights commitments into every aspect of our corporate practice by ensuring that expectations are clearly defined and communicated to all stakeholders. This includes employees, suppliers, and business partners, who are expected to uphold the same standards of respect, fairness, and responsibility in their operations and interactions.
We also provide regular training on labour and ethics policy which covers the human rights element. All relevant staff and departments participate in annual compliance training to ensure a clear understanding of our responsibilities and to strengthen accountability across the organization.
We recognize the importance of providing accessible and trusted channels for raising concerns. A formal grievance mechanism is in place for employees, external stakeholders, and communities impacted by our business activities. This mechanism explicitly covers human rights, guarantees confidentiality and anonymity, and allows grievances to be raised without fear of retaliation. All concerns, including dissatisfaction, misconduct, or violations of our Code of Conduct, will be addressed promptly and fairly. Where it is identified that our operations have caused or contributed to human rights impacts, we are committed to providing appropriate remedy to affected parties. Every effort will be made to resolve grievances at the earliest possible stage, while ensuring transparency and accountability throughout the process.
The company monitors employee working hours on a weekly basis to ensure compliance with both RBA requirements and Malaysia' Employment Act 1955. Measures are in place to control working hours so that they do not exceed the limits set under these standards, thereby reducing the risk of excessive working hours and safeguarding employee wellbeing.
To uphold international labour and human rights standards, the company performs annual risk assessments in accordance with RBA requirements to identify risks, which include salient human rights issues.
We are committed to engaging with stakeholders to identify and address salient human rights issues across our operations, with particular attention to the management of foreign workers. This commitment extends from ethical recruitment practices, fair treatment during employment, to the provision of safe, dignified, and compliant accommodations. By working collaboratively with stakeholders, we aim to safeguard the rights and wellbeing of all workers throughout their employment journey.
We are committed to supporting our suppliers in meeting high social and ethical standards across their operations. To strengthen responsible business practices, we provide training for suppliers on key environmental & social issues, including workplace safety, labour standards and human rights. Through ongoing engagement, we aim to foster a more responsible and sustainable supply chain.
Our company policy on labour standards is communicated to all employees (including Expatriate and Migrant workers) and made accessible in the relevant languages of our workforce. This ensures that every employee, regardless of location or background, has a clear understanding of their rights and our commitments to fair and responsible labour practices.
We are committed to fostering workforce diversity, promoting equal opportunities, and eliminating discrimination across all aspects of employment, including race, religion, gender, age, sexual orientation, disability, and nationality. To retain and develop top talent, we provide career advancement opportunities, flexible work arrangements, and benefits that support a healthy work-life balance. Regular performance and career development reviews are conducted to support the personal and professional growth of all employees, with equal access to feedback, coaching, and career progression.
As part of our commitment to fair hiring practices, we do not request personal information such as race, religion, gender, age, sexual orientation, disability, or nationality in job applications or advertisements. This ensures that recruitment and advancement decisions are based solely on merit, helping us to build a more inclusive and supportive workplace culture where every employee can thrive.
In FY2025, SAMEE Group reinforced its commitment to upholding fair labour practices and human rights across all operations in Malaysia, Singapore, and Thailand. We maintained a record of zero substantiated human rights violations, reflecting the effectiveness of our controls, grievance mechanisms, and communication channels.
Our grievance handling system, governed by a strict zero-retaliation policy, is supported by dedicated Human Resource personnel and ensures that all employees have access to safe and confidential reporting avenues. SAMEE Group also implemented targeted initiatives such as the Employment of Foreign Workers Policy, Child Labour Prohibition Policy, and procedures to support workplace inclusiveness, including religious accommodations and non discriminatory practices. In FY2025, we recorded zero substantiated human rights violations, reaffirming the effectiveness of our controls and communication channels.
Beyond internal operations, our labour standards are extended to contractors and key suppliers. We regularly evaluate supplier performance through structured assessments and, where necessary, third-party reviews to ensure alignment with SAMEE Group’s ethical employment expectations.
We continue to strengthen engagement with our workforce through employee satisfaction surveys, exit interviews, and structured feedback sessions, helping us identify areas for improvement and align our employment practices with evolving expectations. These ongoing efforts support a workplace culture rooted in dignity, equity, and compliance with international labour standards.
The following tables highlight SAMEE Group’s commitment to provide transparency on employee turnover across categories, and report on cases of substantiated complaints related to human rights:
SAMEE Group upholds the highest standards of ethical labour practices across our operations and supply chain, with a strict zero-tolerance policy for both child labour and forced or compulsory labour. These standards are embedded through the Group’s adoption of the Responsible Business Alliance (“RBA”) Code of Conduct, the Labour and Ethics Policy, and the Child Labour Prohibition Policy, all of which are enforced across our operations in Malaysia, Singapore, Thailand, and among our suppliers.
In FY2025, no operations or suppliers were identified to be at risk for incidents of child labour or forced labour. Comprehensive due diligence confirmed that:
• No workers below the legal minimum age were employed across the Group’s operations or supplier sites.
• No young workers were exposed to hazardous work conditions.
• No instances of bonded, trafficked, or coercively employed labour were found across geographic or operational segments.
Preventive and proactive measures remain in place, including age verification at hiring, and strict employment documentation procedures. Suppliers are to comply with RBA-aligned requirements, which are reinforced during procurement screening and vendor onboarding. All suppliers are also required to adhere to the Supplier Code of Conduct and the Supplier Sustainability Policy. Additional safeguards include transparent and retaliation-free grievance mechanisms, as well as ongoing audits and self-assessments. In addition, the Labour and Ethics Policy clearly prohibits bonded labour, human trafficking, and any form of coercion. It also mandates that all employment be freely chosen and voluntary. SAMEE Group’s internal and supplier-facing frameworks ensure continued monitoring, training, and escalation procedures in the event of non-compliance.
This performance reaffirms SAMEE Group’s commitment to international labour rights and reinforces our standing as a reliable and responsible partner for customers and stakeholders who prioritise transparency, ethical sourcing, and EESG-aligned business practices.
SAMEE Group ensures that all personnel responsible for site security are appropriately trained on the application of human rights principles in the context of their roles. In FY2025, 100% of security personnel, including both in-house staff and thirdparty providers, received formal instruction.
Additionally, we uphold a respectful and ethical workplace. No human rights-related complaints were recorded throughout the reporting year, underscoring our commitment to upholding fair labour practices and compliance across our regional operations.
At SAMEE Group, we recognize that our people are our greatest asset. In line with our commitment to responsible employment practices and the promotion of social well-being, we extend a suite of comprehensive benefits to all fulltime employees. These benefits are designed to promote employee health, well being, work-life balance, and long-term retention, reflecting our alignment with international labour standards and best practices in employee welfare.
Our parental leave and maternity/paternity support policies to reflect SAMEE Group’s position as a family-supportive employer. Return-to-work and retention rates for parental leave remain at 100%, demonstrating the effectiveness of our policies in supporting employees through key life stages.
SAMEE Group is committed to supporting female employees during one of life’s most significant transitions: parenthood. We offer parental leave benefits to confirmed full-time employees.
Entitlements include:
• Up to 98 calendar days of maternity leave, inclusive of public holidays, covering both pre-natal and post-natal periods.
• Reassignment to alternative duties, where applicable, to ensure the health and safety of the expecting employee while maintaining operational continuity.
• Seven (7) consecutive days of paid paternity leave for legally married male employees, applicable up to five (5) childbirths.
This policy reinforces our commitment to promoting shared parental responsibilities and supporting employees in achieving
work-life integration.
In support of fair employment practices and effective workforce planning, SAMEE Group upholds a clear and transparent retirement policy. As stipulated in Company Policy Section 8, all employees are subject to the following retirement provisions:
• Mandatory retirement upon reaching 60 years of age, regardless of gender.
• Advance notification provided by the Human Resource Department one (1) month prior to the retirement date, ensuring sufficient time for transition planning and succession management.
• Commitment to Employee Well-Being and Compliance
SAMEE Group continually reviews and enhances its employment policies to align with evolving legislative requirements, stakeholder expectations, and best in-class human capital management standards. Our proactive approach to employee welfare underpins our corporate responsibility objectives, talent retention strategies, and sustainable growth ambitions.
As part of our commitment to fostering an equitable and respectful workplace that attracts, develops, and retains a diverse and talented workforce, SAMEE Group closely monitors and discloses our performance in managing discrimination-related grievances. We uphold a zero-tolerance stance toward workplace discrimination, supported by a comprehensive Code of
Conduct and grievance mechanisms that enable employees to report concerns confidentially and without fear of retaliation. In FY2025, no incidents of discrimination were reported across all SAMEE Group operations in Malaysia, Thailand, and Singapore. Consequently, no remediation actions were necessary, and no cases required further escalation, review, or disciplinary measures. This outcome is reflective of a workplace culture grounded in fairness, dignity, and inclusivity, which remains central to our human capital strategy.
Our incident management framework ensures that, should any discrimination-related grievance arise, it will be formally acknowledged, investigated by the appropriate internal committee, and addressed through a structured remediation process aligned with Group-level governance and local labour laws. This performance indicator reinforces SAMEE Group’s broader commitment to ethical conduct and workforce well-being, key enablers in maintaining high employee engagement and long-term retention.
