Human Rights & Labour Standards

Advancing Human and Labour Rights Together with Our Suppliers

Our second annual Supplier Day, themed ‘Advancing Human & Labour Rights Across the Value Chain, Together!’ , was held in conjunction with International Human Rights Day on 9 December 2025 and aligned with Malaysia’s NAPBHR 2025– 2030. In total, 66 suppliers from 29 companies attended this event that featured speakers from the United Nations Development Programme (UNDP) and KPMG Malaysia. Industry insights were strengthened by expert perspectives on how we can all play a constructive role in embedding HLR into everyday decision-making and the business ecosystem in Malaysia. Also on the agenda was a Fireside Chat, a platform for open dialogue, where suppliers shared how these HLR principles come to life in everyday operations. Insights from their sharing and experiences remind us that progress is achieved through partnership, transparency and a shared commitment to the people who are part of our value chain.

97% of Supplier Day participants reported an increased understanding of HLR practices, indicating the effectiveness of the engagement and capability-building efforts.

As part of our commitment to responsible sourcing and HLR practices, we introduced the HLR Self-Assessment Framework and Supplier Starter Kit (refer to the next page) to guide our suppliers in embedding human rights standards into their operations. The day also featured awareness talks, expert insights and supplier sharing sessions, deepening collective understanding and collaboration, as well as aligning strategic priorities and mutual accountability. Suppliers who have adopted the Sedex (Supplier Ethical Data Exchange) membership were acknowledged in a Supplier Appreciation session as a positive step towards greater transparency and continuous improvement.

HLR Self-Assessment Framework and Supplier Starter Kit

• The Self-Assessment Framework is a structured and fundamental survey to assess suppliers’ current level of readiness and maturity in implementing human rights standards within their operations. It comprises 15 questions covering key areas, such as fair wages, working hours, occupational health and safety, non-discrimination and grievance mechanisms. Responses will be scored accordingly, helping identify gaps for improvement and determine where support may be needed. This will form a baseline for the development of further action plans.

• The Supplier Starter Kit is a practical set of templates and checklists designed to support suppliers implementing HLR into their own operations. This includes accommodation inspection tools, training records, grievance logs, recruitment agency due diligence, disciplinary frameworks and compliance with statutory requirements, such as the Workers’ Minimum Standards of Housing, Accommodations and Amenities Act 1990 (Act 446).

Although both tools are currently not mandatory for all suppliers, they represent an integral first step in a longer-term journey to systematically embed HLR practices throughout our value chain.

Strengthening HLR in the Workplace

We are guided by the Carlsberg Group Code of Ethics and Conduct, Standard Operating Policies and Procedures (SOPP) and GCP framework to embed HLR into our daily practices. Additionally, following the Human Rights audit in 2024, we completed a series of meaningful improvements to further strengthen our HLR practices across the organisation in 2025. Key enhancements included:

1. Tightening documentation and decision‑making processes in recruitment to ensure fair and transparent hiring

2. Reinforcing compliance with the enhanced Brand Promoter Manual

3. Expanding Speak Up awareness and communication, along with its confidential channels to encourage early resolution of concerns.

4. Strengthening workplace well-being through leadership capability‑building programmes that promote trust, transparency, accountability and inclusive leadership.

To further enhance open communication and employee engagement, we expanded open dialogue platforms, such as Open Forums, Jom! Breakfast with Leaders sessions and union engagement sessions in creating opportunities for cross-functional feedback and reinforcing a stronger sense of belonging across the organisation.

These efforts support fair treatment, non-discrimination and equal opportunity, creating an environment where employees can contribute meaningfully, feel free to speak their minds and be empowered to thrive.