Employee Wellbeing and Engagement
Employee wellbeing and engagement are supported through structured dialogue mechanisms, defined labor relations processes, and monitored participation systems across sites. These frameworks provide employees with formal avenues for representation, feedback, and participation in workplace and sustainability initiatives.
Designed to help employees understand Monde Nissin’s Aspiration and how it translates into day-to-day decision-making.
Engagement efforts also included structured culture-building programs such as Journey to Our Aspiration, designed to help employees understand Monde Nissin's Aspiration and how it translates into day-to-day decision-making. The program was strengthened and rolled out across Mandaue, Davao, and Porac, reaching more than 200 employees. Sessions combined discussions on company history, sustainability priorities, and operational milestones, with pioneer leaders sharing experiences that provided context on how business decisions and values have evolved over time.
Employment Practices
In 2025, we strengthened initiatives to align individual growth with business needs. Updates to credit leave policies encouraged employees to take planned leave and step away from work responsibilities to rest and recharge, reinforcing the importance of balance and sustained performance.
Employees receive wages that meet or exceed statutory minimum requirements, supported by standardized salary structures and periodic compensation reviews to maintain market competitiveness.
Work arrangements are structured according to operational requirements, with flexible work arrangements including teleworking set-ups. Parental and special leave benefits include expanded maternity and paternity leave, solo parent leave, and special leave benefits for women (SLBW), consistent with regulatory requirements.
Additional information on our employment practices and benefits can be found under Employee Benefits and Parental Leaves in the Social Disclosures page, respectively, and in the GRI Content Index.
100%
Employees with above minimum wage and medical benefits
Workplace Dialogue and Labor Relations
In 2025, Monde Nissin continued to strengthen its employee listening practices through Pulse Survey follow-ups and focused discussions across sites. Beyond measuring engagement levels, the survey assessed broader aspects of employee experience, including wellbeing, workload sustainability, psychological safety, and perceptions of fairness. This approach reflects the Company's intent to better understand how employees experience their work environment and day-to-day responsibilities. Results were reviewed across roles, tenure, functions, and work arrangements to identify differences in employee experience and areas requiring attention. The 2025 Pulse Survey achieved a 99% response rate (2024: 92%), providing a strong base of participation to inform discussions and program refinements.
Improved pulse survey results reflect positive movement in engagement and retention indicators.
Insights gathered were translated into structured engagement mechanisms, including employee engagement committees, AGAPE forums (dialogues with management), focus group discussions, leadership catch-ups, and one-on-one coaching sessions. These channels provide employees with defined avenues to raise concerns, share feedback, and participate in workplace improvements. Regular coaching conversations also support career development and alignment of individual goals with team and organizational priorities.
Employee experience indicators and participation trends are monitored periodically to support continuous refinement of engagement practices and to strengthen a workplace culture grounded in dialogue, accountability, and mutual respect. The Company maintains clear and accessible grievance mechanisms that allow employees to raise concerns safely and without fear of retaliation.
Through the Speak Up Awareness Program, employees are encouraged to report any form of misconduct, including discrimination, harassment, bullying, theft, fraud, or other violations of Company policy and applicable laws. This program is saliently reinforced by Monde Nissin's continued support for its NAVEX (EthicsPoint) Whistleblowing Facility, allowing employees and stakeholders a secure and discreet avenue to report integrity-related concerns and observations.
Concerns may be raised confidentially through one-on-one sessions with HR or supervisors, or anonymously through the EthicsPoint online portal and QR code reporting channels. All reports are handled confidentially, investigated thoroughly, and resolved in accordance with established procedures to support fair and timely resolution. No reported incidents of discrimination were recorded in 2025.
Apart from providing avenues for dialogue, Monde Nissin respects employees' rights to freedom of association and collective bargaining. Labor relations are supported through the “Siglakas” Joint Partnership, which facilitates regular dialogue between management and employee representatives. In 2025, union representatives participated in a labor education seminar covering international labor standards and Philippine labor laws to support informed representation.
For more information on labor relations, see Collective Bargaining Agreements and Labor-Management Relations in the Annex and in the GRI Content Index.
Wellbeing Framework
Employee wellbeing initiatives are guided by the Better Me, Better Monde framework, which integrates physical, mental, social, family, spiritual, and financial wellbeing dimensions into site-level engagement calendars. Implementation allows sites to align activities with local needs while maintaining consistency in participation tracking.
Engagement and Sustainability Participation
Employee engagement initiatives are implemented through coordinated site-level programs aligned with wellbeing and sustainability priorities. Participation is structured and monitored across sites to promote consistency while allowing flexibility to address local needs. In 2025, activities were expanded to subsidiaries to support broader inclusion across the organization.
Employee engagement activities are implemented through coordinated site-level initiatives aligned with wellbeing and sustainability priorities. In 2025, participation was expanded to subsidiaries to promote broader inclusion.
As part of site-level engagement efforts, selected plants implemented structured wellbeing activities aligned with Company advocacies. In Porac, the Kainang Pamilya Mahalaga (KPM) Fun Run and Salo-Salo translated the KPM Day observance into a wellness-focused initiative that encouraged physical activity, family participation, and shared experiences beyond operational roles. Organized by the site Leadership Team in partnership with AGAPE Porac, the activity demonstrated how leadership-supported engagement programs can strengthen morale, reinforce belonging, and align employee wellbeing with broader organizational objectives.
Sustainability engagement initiatives included Sustainability Week programs, internal awareness initiatives such as Chika for Change, and recurring activities like Luntiang Lunes (Meatless Monday). As part of Sustainability Week 2025, Monde Nissin launched the No Impact Challenge, a structured, team-based, and time-bound internal initiative designed to translate sustainability commitments into daily habits.
Turning our Aspiration from a statement into a practical guide for decision-making across the organization.
Engagement effectiveness across these initiatives is monitored through attendance records, participation tracking, and internal reporting mechanisms.
Office-based employees are also provided opportunities to spend time with their families through adjusted work arrangements, while site-led initiatives support employee participation through simple, shared activities, such as coming together for meals. At the Porac site, the KPM Fun Run brought employees together, with active leadership participation, and contributed to positive feedback on morale, teamwork, and sense of belonging.
In 2025, Monde Nissin conducted its first Sustainability Engagement Survey, establishing a baseline for awareness and participation levels. Findings from dialogue channels and surveys are integrated into program refinements and workplace adjustments, supporting a more structured and data-informed engagement approach.