ESG Report 2025

The United Laboratories strictly complies with applicable labour and employment laws and regulations. We have established and continuously improve our policies covering recruitment and hiring, labour contracts, management cadre administration, organisational management, re-employment, and retirement. Through institutionalised, processdriven, and traceable management arrangements, the Group ensures that employment management is compliant, transparent, and consistently applied. In addition, the Group institutionalises requirements such as lawful employment, maintaining work order, employee training, and joint development through policy documents including the Employee Handbook, and clearly specifies routine management, disciplinary requirements, and relevant procedures. These serve as important foundations for daily management and labour relations handling, supporting the stable operation and longterm development. The Group has always believed that employees’ contributions are the cornerstone of the Group’s continuous growth. Building a professional, efficient, and reliable workforce is also the key to the Group’s business success and sustainable development. To consolidate our foundation for growth, the Group is committed to creating a safe, efficient workplace with abundant opportunities for career development. We will continue to invest resources in training and developing our employees, aiming to drive the Group’s future sustainable development through “professionalism” and “efficiency”. The United Laboratories has formulated strategic objectives for human resources development with an enterprise-wide perspective, focusing on four directions: optimising team allocation, enhancing management capability, strengthening the reserve of outstanding talents and introducing high-end talents. The Group has also received honours such as the “Hong Kong and Macao Youth Talent Internship and Practice Base”, demonstrating its continued investment and achievements in talent cultivation and talent ecosystem development. At the same time, as an enterprise whose core competitiveness lies in innovative R&D and high-quality products, the knowledge level, creativity and job performance of employees are vital to the Group’s competitive advantage. The Group therefore relies on institutionalised recruitment, performance appraisal and promotion mechanisms to support the attraction, motivation and retention of key talents. 10.1 Talent Team Building 10.1.1 Talent Strategy To improve talent quality and job matching, the Group conducts preliminary interviews, written tests and second- round interviews for candidates based on the requirements of different positions. Where necessary, practical skill assessments are arranged to ensure that new hires possess the fundamental knowledge and competencies required for the role, and meet standards in terms of academic qualifications, work experience, capabilities, psychological attributes, health conditions and professional ethics. Attract Retain Diversified Channels and Precise Selection to Enhance Talent Fit Strengthening Talent Pipeline and Management Talent Reserves The Group implements a Management Trainee Programme, recruiting trainees from both the market and universities, and selecting suitable candidates as future management reserves, thereby gradually building a sustainable talent pipeline. Meanwhile, the Group actively establishes partnerships with multiple universities, signs talent development agreements and regularly conducts campus recruitment presentations. It has also launched internship training programmes to expand talent channels and strengthen talent reserves. In terms of industry–academia–research collaboration, the Group promotes exchanges and cooperation with academic institutions, focusing on topics such as optimisation of intermediate synthesis routes, process improvements, technological upgrades, and talent cultivation. Through these efforts, it facilitates research breakthroughs and the commercialisation of outcomes, establishes long-term cooperation mechanisms, and supports high-quality development. Institutional Safeguards for Fairness and Consistency to Enhance Organisational Effectiveness To attract new talent and retain high-performing employees, the Group strictly complies with relevant laws and regulations, establishes a comprehensive recruitment system, and implements performance appraisal and promotion mechanisms. These provide employees with clear career development pathways and advancement opportunities, motivating them to continuously improve. The Group also continues to refine its internal management framework, including policies such as the “Labour Contract Management Measures”, “Employee Handbook”, as well as systems governing cadre management, organisational arrangements, re-employment and retirement. These measures enhance the standardisation, consistency and traceability of human resources management, ensuring effective job–person matching and personnel deployment. Enhancing Employee Experience to Strengthen Employer Attractiveness and Organisational Cohesion To further enhance employee retention and organisational cohesion, the Group focuses on optimising the employee lifecycle experience. Through initiatives such as employee satisfaction surveys, improved routine communication and feedback mechanisms, strengthened employee care and turnover risk monitoring, attention to the stability of key positions, and continuous enhancement of career development support and management empowerment, the Group seeks to improve employees’ sense of identity, belonging and engagement, thereby further strengthening its employer attractiveness and organisational cohesion. 86 Utilise Develop Four Key Pillars of Talent Management The United Laboratories International Holdings Limited 2025 Environmental, Social and Governance Report