ESG Report 2025

10.1.2 Talent Acquisition The United Laboratories adopts compliance-first, transparency and quality-oriented principles in talent acquisition, aiming to ensure that recruitment and hiring processes are conducted in a fair and consistent environment, while enhancing selection quality and employer credibility through standardised procedures. In terms of recruitment compliance, the Group strictly prohibits all forms of child labour, forced labour and human trafficking. During the recruitment and onboarding process, identity documents are required to verify candidates’ age, thereby preventing the inadvertent employment of underage workers. If any related risk is identified, the Group will immediately suspend work arrangements and initiate remedial and investigation procedures to prevent recurrence. At the same time, the Group requires all new employees to enter into employment contracts in accordance with applicable laws and regulations, clearly specifying key terms such as job responsibilities, remuneration, insurance, benefits, working hours and leave arrangements. This ensures that employment arrangements are transparent, traceable and protective of the rights and interests of both parties. To continuously improve recruitment efficiency and experience, the Group promotes the professionalisation and data-driven management of recruitment practices. Through measures such as market intelligence gathering, analysis of recruitment data for hard-to-fill positions, and interviewer capability enhancement, the Group strengthens its understanding of hiring needs and its ability to assess candidates. In addition, feedback mechanisms are established to collect evaluations from hiring departments regarding process efficiency, CV quality and follow-up services, which serve as a basis for continuous improvement, thereby enhancing recruitment quality and internal collaboration efficiency. In September 2025, The United Laboratories hosted a delegation from the International Business School of Ji’nan University. Both parties engaged in in-depth discussions on high-quality talent cultivation and the co- development of internship and practical training platforms. This exchange further strengthened university–enterprise collaboration, expanded channels for high-potential talent acquisition and internship opportunities, and provided support for the Group’s medium- to long-term talent pipeline. Expanding Talent Reserves through University–Enterprise Collaboration 10.1.3 Talent Retention The United Laboratories regards talent retention as a critical foundation for organisational resilience and long-term competitiveness. Through mechanisms such as career development pathways, performance and incentive systems, key talent and succession planning, and employee engagement, the Group continuously enhances employee engagement and organisational effectiveness, building a sustainable talent pipeline. In terms of career development, the Group supports employee growth through a multi-track development approach, establishing different career pathways based on job functions and responsibilities, and providing clear development opportunities for both professional and managerial talent. Promotions are assessed through multiple dimensions, including job qualifications, professional competencies and interviews, and are supported by internal recruitment, nominations or external hiring, thereby promoting job – person alignment and effective talent pipeline succession. Regarding performance and incentives, the Group has established a relatively comprehensive performance appraisal and promotion system. Employees are regularly evaluated based on work performance, training records and individual competencies, with assessment results serving as key references for salary adjustments, promotions and rewards, thereby reinforcing a positive cycle of “performance- driven development”. In addition, the Group promotes a share award scheme as a long-term incentive mechanism. During the Year, a total of 3,369,800 awarded shares were vested to relevant grantees in accordance with the terms of the 2024 Share Award Scheme and the achievement of performance targets. To better understand retention drivers and continuously improve, the Group gathers employee feedback through channels such as employee satisfaction surveys. These surveys cover areas including job satisfaction, workplace and career development satisfaction, and remuneration and benefits satisfaction. Based on the results, the Group implements improvement initiatives (such as enhanced employee welfare, training and management empowerment, and diversity and cultural activities), with the aim of improving employee experience and strengthening human resources management capabilities. 87 The United Laboratories International Holdings Limited 2025 Environmental, Social and Governance Report