We offer competitive remuneration and employee benefits, including medical benefits, retirement schemes, and bonuses. The Group provides recreational facilities such as holiday homes and leisure boats. We try to recruit locally, searching locally before searching internationally. Normally, vacancies are open first to our own people, then locally, and finally internationally. Remuneration decisions are based on roles and responsibilities, individual and business performance, and conditions in the employment markets in which we operate. Employees are entitled to paid annual leave in accordance with labour laws and company policy, and we have processes in place to remind them to take their full entitlement each year. Work schedules are determined by job roles and local labour laws.

In Hong Kong, our parental leave policy provides 14 weeks’ leave for the primary caregiver and four weeks’ leave for the secondary caregiver for Swire Pacific employees. Our operating companies have similar parental leave policies. The People section of this report provides details on our employment policies and practices.

In 2025, our new hire rate was 11% and the average staff tenure was 9.3 years. Staff turnover is monitored with a view to identifying and managing problems as they arise, and to retaining talent. The voluntary turnover rate for permanent staff was 10% in 2025, which was improved from 2024.

Our goal is to enable our employees to flourish, encouraging them to take pride in our culture and to give them an experience which inspires them to do their best for our businesses.

Induction sessions for new Swire Pacific staff cover a number of different areas from our organisational structure, history, principal operations, and Corporate Code of Conduct, to our sustainable development strategy, intranet and the Swire Hong Kong Staff Association. We also organise site visits to some of our operating companies in Hong Kong.

We do our best to ensure that employees receive regular, objective, fair and open assessments of their performance and are rewarded accordingly. Depending on the operating company and job duties of the individual, between 92% to 100% of employees at Swire Properties, Swire Coca-Cola, HAECO and our Trading & Industrial Division receive individual performance reviews.

Employees who have received notice of termination of their employment can access professional counselling through our personal assistance and outplacement service. The service is designed to help them search for new jobs and to adjust to their change of circumstances.

We develop our people by on-the-job learning, mentoring, coaching, classroom training and online learning. In 2025, the average number of hours of training per employee at the Group was 47 hours, an 5% increase from the previous year. Overall, 99% of male staff and 99% of female staff received training in 2025. On average, we spent over HK$2,040 per employee, compared with approximately HK$2,094 in 2024. This does not include informal and on-the job learning, where much of our employee training happens.

Operating companies have their own apprenticeship, traineeship and internship programmes.

Swire Properties has various talent attraction programmes that are tailored to specific career paths, including programmes for technical trainees, property executives and hotel management. Internship opportunities are offered to penultimate-year undergraduates who seek careers in property development and hotel management.

HAECO offers a range of trainee programmes designed to equip participants with the skills, knowledge, and hands-on experience for a successful career in aircraft engineering and maintenance. Through its dedicated training academy, the company provides practical workshops, industry mentorship, and a clear pathway to advancement within the aviation industry.

Please see the sustainability reports of our operating companies for more information.