OVERVIEW PERFORMANCE SUSTAINABILITY FINANCIALS APPENDIX 131 130 PERENNIAL HOLDINGS PRIVATE LIMITED ANNUAL REPORT 2025 Sustainability Report 1 High-consequence work-related injury refers to a work-related injury that results in a fatality or an injury from which the worker cannot, does not, or is not expected to recover fully to pre-injury health status within 6 months. 2 Workplace Injury Rate (per 100,000 people) is defined as the total number of fatal and non-fatal workplace injuries per 100,000 employed persons. 3 Accident Severity Rate is defined as the total number of man-days lost to workplace accidents per 1,000,000 man-hours worked. 4 Absentee rate is defined as the total number of absentee days lost over the total number of days scheduled to be worked by employees for the same period. Breakdown by male and female is based on their proportion of the total workforce. An absent day is defined as when the employee is absent from work because of incapacity of any kind, not just as a result of work-related injury or disease. This includes medical and hospitalisation leave taken. Key Safety Indicators FY2024 FY2025 Male Female Total Male Female Total No. of Injury Cases 2 3 5 1 1 2 Work-related Injury Rate (per 1,000,000 working hours) 3.59 1.75 2.20 1.39 0.55 0.79 Working Hours (hours) 557,040 1,711,024 2,268,064 718,168 1,805,000 2,523,168 Workplace Injury Rate (per 100,000 people) 809.72 360.14 462.96 380.23 118.48 180.67 Accident Severity Rate (per 1,000,000 working hours) 290.82 35.07 97.88 33.42 1.66 10.70 Absentee Rate (%) 0.35 0.14 0.19 0.25 0.47 0.42 Performance at Properties and Perennial Corporate Office In FY2025, Perennial Holdings recorded zero cases of fatalities, high-consequence work-related injuries1 or occupational diseases across its real estate operations in Singapore and China. No workplace injuries were reported in the year. Key Safety Indicators FY2024 FY2025 Male Female Total Male Female Total GRI Indicator No. of Injury Cases Singapore 0 1 1 0 0 0 China 0 1 1 0 0 0 Work-related Injury Rate (per 1,000,000 working hours) Singapore 0 4.57 2.84 0 0 0 China 0 10.88 5.50 0 0 0 Working Hours (hours) Singapore 133,120 218,608 351,728 128,752 234,000 362,752 China 89,784 91,872 181,656 83,520 91,872 175,392 Non-GRI indicator Workplace Injury Rate (per 100,000 people)2 Singapore 0 952.38 595.24 0 0 0 China 0 2272.73 1149.43 0 0 0 Accident Severity Rate (per 1,000,000 working hours)3 Singapore 0 343 213 0 0 0 China 0 783.70 396.35 0 0 0 Absentee Rate (%)4 Singapore 0.81 1.64 1.33 1.36 1.89 1.70 China 0.97 1.22 1.10 0.29 1.27 0.81 Table 5: Occupational Health and Safety Performance at Singapore and China Properties and Perennial Corporate Office Performance at Medical Care and Eldercare Facilities Similarly, Perennial Holdings’ China Medical Care and Eldercare Facilities recorded zero cases of fatalities, high-consequence work-related injuries or occupational diseases. However, there were two instances of minor workplace injuries involving a lower limb and scalp injury. Perennial Holdings has conducted investigations into these incidents and implemented measures to prevent similar occurrences in the future. OUR PEOPLE GRI [2-7] [3-3] [401-1] [404-1] [405-1] WHY IS THIS IMPORTANT? At Perennial Holdings, employees are recognised as the organisation’s most valuable asset and a key driver of its long‑term success. To support their well‑being and professional growth, the Company is committed to cultivating a vibrant, inclusive and diverse workplace culture. By fostering an environment where employees feel valued, supported and empowered, Perennial Holdings aims to build a resilient and sustainable workforce that can thrive and contribute meaningfully to the Company’s continued progress. Employee Diversity and Equal Opportunity Perennial Holdings is committed to cultivating a fair, inclusive and progressive workplace where all employees are treated equitably and assessed based on merit. In line with the Tripartite Alliance for Fair and Progressive Employment Practices (“TAFEP”), the organisation upholds employment principles that ensure equal opportunities across recruitment, development and advancement. These efforts support global sustainable development by advancing SDG 4 through equitable access to education, skills training and continuous learning opportunities for all employees. It also contributes to SDG 5 by fostering gender equality and empowering both women and men across the organisation. Furthermore, by embedding fair employment practices across its operations, Perennial Holdings supports SDG 8, fostering decent work and sustainable economic growth through responsible human capital development. Collectively, these efforts reflect Perennial Holdings’ belief that an equitable workplace forms the foundation of long‑term organisational resilience and sustainable value creation. What guides Perennial Holdings to manage this? • Recruitment Policy & Procedure • Training / Learning & Development Policy & Procedure • Performance Management Policy & Procedure • Employee Handbook Who at Perennial Holdings oversees this? • HR Highlights of FY2025 • Increased focus on employee mental health and well-being Relevant UN SDGs The information presented in this section pertains specifically to employees within the scope of this report, namely Perennial Corporate Office and CMTs in Singapore and China retail assets, as well as its Healthcare facilities, namely Renshoutang Eldercare Hongqiao, Yixian Eldercare Fengxian, Xiehe Eldercare Xijiao and PIHMH Chengdu. Figure 12: Breakdown of Employee Type by Region and Gender Breakdown of Employee Type by Region 0 1500 500 Singapore China 511 167 6 Permanent Temporary 1000 680 0 1200 200 1000 400 600 800 Breakdown of Employee Type by Gender Male Female 443 235 129 557 Permanent Temporary
RkJQdWJsaXNoZXIy NTM2MDQ5