1.1 Commitment to Fair Employment Practices

We adhere to all pertinent laws and regulations outlined in Cambodia’s Labour and Employment Law, as a minimum. The legislation mandates establishing a comprehensive legal framework for employment contracts in Cambodia, governing the employment relationship between the Company and our employees. The law also protects trade unions and Shop Stewards and prohibits workplace discrimination. We are committed to fostering an equitable workplace through non-discriminatory labour practices, ensuring all employees receive fair treatment regardless of age, race, colour, gender, religion, social status, disability, sexual orientation or union affiliation.

1.2 Workforce Demographics

As of 31 December 2025, our workforce comprised 5,968 full-time employees. In addition, 178 casual workers were engaged in 2025 to meet seasonal demands, particularly within our F&B operations, as well as in our language training programmes. We continue to uphold a strong commitment to gender balance across our organisation. In 2025, women employees accounted for 49.9% of our total workforce, on par with male employees who made up 50.1%. Women held 33% of managerial positions and 51% of non-managerial roles, reflecting our ongoing efforts to promote equal opportunities and representation at all levels of the Company.

1.3 New Hires

Our recruitment approach focuses on fair employment practices, skills development and building a diverse workforce that reflects our commitment to equal opportunity and inclusivity. In 2025, we welcomed 321 new employees. 98% were hired for non-managerial roles and 2% were for managerial roles. Cambodian nationals accounted for 90% of all new hires, affirming our commitment to nurturing local capabilities and supporting national employment growth.

1.4 Internship Programme

Our internship programme continued to provide valuable industry exposure for young Cambodian talents pursuing a career in hospitality. 117 interns joined various departments, with 32 converted into full-time roles with us upon completion. The largest group came from local high schools, followed by institutions such as the World Youth Tourism and Hospitality School, Academy of Culinary Arts Cambodia and Build Bright University. The Housekeeping department hosted the most interns and achieved the highest conversion rate, followed by F&B Service.

2.1 Building Human Capital

At NagaWorld, our unwavering commitment to employee growth and sustainability revolves around enhancing the capabilities and fostering the continuous development of our people. Our employees are our most valuable asset, and their growth is at the core of our organisational success. We equip them with the skills, knowledge and competencies needed to thrive in their careers and as a collective force within our vibrant organisation. By nurturing their growth, we ensure a dynamic and resilient workforce fortified for innovation and success in an ever-evolving business landscape. Our dedication to employee growth and sustainability is the cornerstone of our path toward a brighter and more sustainable future for our employees and the Company.

2.2 Training Programmes

We take a structured and inclusive approach to employee learning, focusing on both technical competence and personal growth. Training covers operational, compliance, leadership and communication needs that support service excellence and future readiness. Our learning framework integrates key programmes such as the Leadership Series 1.0 and 2.0, mandatory compliance and awareness trainings (including Anti-corruption, Anti-money Laundering, Cybersecurity Awareness, Environmental Awareness, and Safety and Health at Work), as well as Business and Workplace Communication Programmes that strengthen language proficiency for effective guest and team interactions.

2.3 Training Hours

In 2025, we delivered 251,331 hours of targeted training across the Company. Female employees completed an average of 46 training hours and male employees averaged 38 training hours.

3.1 Connecting Hearts, Engaging Minds

As we celebrate NagaWorld’s 30th anniversary and trace back our three decades journey of building human capital in Cambodia, we are reminded of how every touchpoint with our employees makes NagaWorld more than a workplace. Through the numerous employee engagement activities, we continue to celebrate, learn, and connect through moments that nurture well-being and a sense of belonging to the organisation.

3.2 Great Place To Work^® certification™

In 2025, we achieved the Great Place To Work^® certification™. It was a testament to the trust, pride and shared culture built together with our employees. The recognition affirms our commitment to providing an environment where employees feel respected, supported and inspired to grow. On 27 November 2025, more than 700 employees gathered in the Grand Ballroom with our Chairman, Board members and senior management to mark the occasion with leadership messages, employee performances, festive refreshments and a commemorative photo booth celebrating this monumental achievement.

3.3 Honouring 30 Years of Dedication

In celebrating NagaWorld’s 30th anniversary, we recognised employees who have been in service with us since our founding. From starting out in junior positions to taking on leadership roles, they shared their experiences on their career path and growth, drawing from NagaWorld’s early days in the 1990s at a barge, to its transformation into the largest Integrated Resort operator in the Mekong Region today. Through their personal reflections, we see how NagaWorld has not only shaped careers but also uplifted lives, families and communities in Cambodia.

3.4 Workplace Culture Charter

In 2025, we introduced the inaugural Workplace Culture Charter to set clear expectations on workplace behaviour and strengthen a shared workplace culture guided by the CARES values – Collaboration, Accountability, Respect, Excellence and Sustainability. Available on the MyPortal staff intranet, the Charter supports a respectful, inclusive and people-focused work environment across the organisation.

3.5 NagaRun

We returned to the track with even greater energy, welcoming 592 participants compared to 357 in 2024. Held at the National Olympic Stadium, the event featured the Men’s 5km Challenge, Women’s 5km Challenge and 2km Family Run. Colleagues, friends and families joined in a morning of fitness and friendly competition, celebrating perseverance and teamwork. The growing participation reflected our employees’ shared enthusiasm for well-being, unity, and the simple joy of crossing the finishing line together.

3.6 Celebrating Culture

Khmer New Year remains one of our most cherished celebrations, bringing together our diverse community of Cambodian and expatriate employees. Over three festive days, 530 participants embraced the spirit of Sangkran through participating in traditional games and dance. The celebration fostered unity and appreciation across cultures, reflecting our belief that honouring local traditions strengthens our workplace harmony and sense of belonging.

3.7 Labour Relations

We respect and protect our employees’ freedom to join trade unions, as established in Cambodia’s Labour and Employment Law. All employment decisions, from hiring to promotions and transfers, follow clear, non-discriminatory policies that ensure equal treatment regardless of union membership status. In 2025, from our total full-time workforce of 5,968 employees, 7% were union members and 93% were without union affiliation. Each union operating in our workplace are registered with the Ministry of Labour and Vocational Training, meeting all regulatory requirements.

3.8 Shop Stewards

Quarterly meetings with the Shop Stewards were held as planned in 2025. During the meetings, we shared key updates on the Company’s achievements, activities and future plans. Shop Stewards were provided the opportunity to provide feedback, share their concerns, and suggestions with HR management representatives. We also held two workshops to strengthen the effectiveness of Shop Stewards as employee representatives. The sessions focused on leadership, communication, and stakeholder engagement, helping them understand their roles and foster positive workplace relationships. All 112 participants successfully completed their assessments, demonstrating stronger capability and commitment to collaboration.

4.1 Fostering a Caring Workplace

Caring for our people remains at the heart of how we build continuity. In 2025, through the Great Place To Work^® survey, our employees reaffirmed this trust, with over 90% expressing satisfaction in areas of care, fairness and workplace support. These results validate our commitment to continuously improve the employee experience. From enhanced facilities to greater safety and inclusiveness, we continue to create a workplace that people are proud to be part of and to grow with.

4.2 Employee Benefits

We adopt a comprehensive approach to compensation and benefits. We recognise that meaningful rewards extend beyond competitive remuneration to encompass benefits that enrich their well-being. Through thoughtful design of our remuneration plan, we continue to prioritise employee well-being and satisfaction.

4.3 Parental Leave

Our parental leave policy supports employees during significant life transitions. In 2025, 316 employees (166 females and 150 males) utilised parental leave entitlements. We recognise that pregnancy can present workplace challenges for expectant employees in operational roles. Our adaptive approach includes job redesign for pregnant employees in positions such as Housekeeping, F&B, and Table Games, ensuring they can be reassigned to less strenuous work.

4.4 Contribution to Social Security Schemes

We maintained our commitment to employees’ long-term social security through contributions to national pension and social security schemes. With the majority of our workforce based in Cambodia, the National Social Security Fund (“NSSF”) plays a crucial role in safeguarding our employees’ well-being by providing essential healthcare benefits and retirement security.

4.5 Managing Work Hours

We structured our working hours to cater to diverse operational needs, with employees working standard office hours or rotating shifts based on their roles. In compliance with Cambodia’s Labour and Employment Law and as detailed in our Employee Handbook, we practice a standard 48-hour workweek. Our approach to overtime work is employee-centric and strictly voluntary, with a daily cap of two hours to protect their well-being. We acknowledge extra effort through enhanced compensation, particularly for night shift, overtime on scheduled days off and public holiday work. Notably, our public holiday compensation rate of 300% exceeds the statutory requirement of 200%.

4.6 Employee Turnover

Our employee turnover rate was 7% in 2025, constant with 2024. Among the 415 departures in 2025, there was fairly balanced gender representation, with female and male turnover forming 45% and 55% respectively. Most of the turnover occurred at the non-managerial positions (96%) while managerial positions (4%) showed stronger retention.