ESG Report 2025

10.2.3 Pay Equity The United Laboratories adheres to the remuneration management principles of fairness, equity and incentive alignment. Compensation standards are reasonably determined based on factors such as job responsibilities and value, individual capabilities and performance. Through a structured remuneration framework comprising base salary, position allowances and performance-based bonuses, the Group addresses the needs of different functions and roles, thereby enhancing the consistency and transparency of remuneration management. In terms of equal treatment and rights protection, the Group explicitly prohibits discrimination based on gender or other factors within its relevant policies, and implements equal pay for equal work, ensuring that male and female employees in the same positions receive equal remuneration. To further strengthen governance on pay equity, the Group formally introduced the “Equal Pay for Equal Work and Fair Compensation Management Policy” during the Year. This policy clearly defines “equal pay for equal work” as providing equal remuneration, after excluding reasonable performance-based differences, to employees within the same employing entity who perform work of the same job evaluation grade and possess comparable levels of skill, effort and responsibility. This policy applies to all employees of the Group and its subsidiaries, including full-time employees, probationary employees and other legally recognised forms of employment. It institutionalises the Group’s commitment to fair remuneration and establishes a robust foundation for building a value- driven, transparent and competitive remuneration system. Core Principles 1. Fairness: Based on the principles of “equal pay for equal work” and “equal pay for work of equal value”, with zero tolerance for any form of unlawful discrimination. 2. Competitiveness: Benchmarked against the pharmaceutical talent market to ensure competitiveness in attracting and retaining talent, particularly for key positions. 3. Incentive Alignment: Remuneration is closely linked to company, team and individual performance, reflecting differentiation and rewarding contributions. 4. Compliance: Strict adherence to all applicable national and local laws and regulations related to remuneration. 5. Transparency: Clear disclosure of remuneration policies, structures and decision-making mechanisms to ensure employees understand how their compensation is determined. Remuneration Determination Mechanism and Fairness Assurance 1. Job Evaluation System: A systematic evaluation of all positions, with roles classified into a unified job grading framework. 2. Prohibited Factors for Pay Differentiation: Strict prohibition of any pay differentials arising from factors unrelated to job capability and performance. External Commitments and Social Responsibility 1. Legal Baseline Commitment: Strict compliance with minimum wage requirements stipulated by applicable laws and regulations in all operating locations globally. 2. Living Wage Aspiration: Through annual remuneration reviews and adjustments, the Group aims to progressively ensure that total cash compensation for all full-time employees reaches or approaches the local living wage level. Employee Communication and Grievance Channels Employees who have concerns regarding the fairness of their remuneration may raise complaints through confidential channels. The Company is committed to conducting timely and impartial investigations and providing feedback on the handling results. Summary of the Equal Pay for Equal Work and Fair Remuneration Management Policy 90 The United Laboratories International Holdings Limited 2025 Environmental, Social and Governance Report