Employee Benefits Our employees receive a comprehensive benefits package that includes healthcare coverage, life insurance, retirement plans, and parental leave. These benefits are designed to support employee well-being and provide the security necessary for them to thrive both personally and professionally. Grievance Mechanism and Whistleblowing To maintain a transparent and respectful workplace, we have established a grievance mechanism that enables employees to raise concerns related to our mining activities. In alignment with our values, the Whistleblowing Policy ensures that employees and external parties can report issues in good faith without fear of retaliation. This mechanism supports a safer and more ethical work environment by empowering individuals to speak up and contribute to continuous improvement. Performance and Initiatives Human Rights and Fair Treatment Respect for human rights is central to our operations. We uphold international human rights standards, including the International Labour Organisation (ILO) Convention9 and Singapore’s Employment Act 10, to ensure fair and equitable treatment for all employees, regardless of their employment category. In addition, we protect the rights of foreign workers in accordance with the Employment of Foreign Manpower Act 11, which sets out clear responsibilities for employers. In 2025, we are pleased to report that there were no incidents of discrimination or human rights violations within our workforce, including cases involving indigenous peoples. We firmly believe that a culture grounded in mutual respect builds trust and strengthens our relationships with all stakeholders. Fair Compensation and Career Development Ensuring fair and competitive compensation is a key element of our strategy to attract and retain high-caliber talent. Our remuneration framework includes base salary, allowances, and performance-based bonuses, determined by an employee’s role, experience, and skills. We regularly review compensation metrics to ensure they remain aligned with industry practices and local market benchmarks. 9 The ILO is an internationally recognised labour standard, ensuring fair and equitable treatment of workers. This includes safeguarding workers’ rights on issues such as working conditions, wages, child labour, and workplace safety. 10 By adhering to Singapore’s Employment Act, Geo Energy ensures compliance with local labour laws, protecting employees’ basic rights regarding working hours, pay, leave entitlements, and fair treatment. This Act promotes a balanced work environment, fostering both employee welfare and economic competitiveness. 11 The Employment of Foreign Manpower Act (EFMA) regulates the employment of foreign workers in Singapore, ensuring that employers comply with work pass requirements, fair treatment, and labour standards. It covers work pass issuance, employer responsibilities regarding worker welfare, and penalties for non-compliance, balancing the need for foreign labour with workers’ rights and fair practices. 12 Factors that could have potentially influenced compensation include industry standards, salary benchmarks based on location, job responsibilities, and employees’ previous experience. The components of employees’ compensation encompass base salary, transport allowance, variable bonus, annual wage supplement (applicable to the Singapore o"ce), Central Provident Fund contribution (applicable to the Singapore o"ce), social security program (JAMSOSTEK) (applicable to the Jakarta o"ce), and religious holiday allowance (THR) (applicable to the Jakarta o"ce). In Indonesia, where most of our workforce is located, all employees receive wages that fully comply with applicable minimum wage regulations. In Singapore, where minimum wage requirements do not apply, compensation is structured based on market competitiveness and internal equity. All full-time employees at Geo Energy are included in the calculation of compensation metrics12. As the employees at Geo Energy are not unionised, none of them are covered by collective bargaining agreements. As of 2024, Geo Energy does not mandate a minimum number of weeks’ notice provided to employees prior to implementation of significant operational changes. In 2025, the Group has a total of 296 permanent employees, comprising of 271 male employees and 25 female employees across Singapore and Indonesia. The Group’s senior management at significant locations of operation (being Singapore and Indonesia), which comprises of the Executive Chairman and CEO, Executive Director, and other key management personnel, are not hired from the local community. In the reporting period we welcomed 58 new employees to our team, consisting of 44 male employees and 14 female employees. Out of these new hires, 2 are based in Singapore, while 56 are based in Indonesia. Additionally, the Group experienced a turnover of 5.41%, which represented a minor increase compared to previous years. Notably, the Singapore o"ce reported no turnover during the period. During the reporting period, the company continued its regular recruitment cycle in both Singapore and Indonesia to replace departing sta! and to support the ongoing expansion of our operations. Most of our workforce comprises permanent employees, helping us maintain stability and continuity across the organisation. Geo Energy is committed to fostering a workplace grounded in equality and nondiscrimination. We continue to enhance communication between executive and non-executive employees to support ongoing improvements in performance and overall employee development. 41
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