Our ability to supply high-quality fabrics to world-leading brands relies on a strong, talented, and experienced workforce. With over 80% directly in manufacturing, our agile and efficient operations are underpinned by a safety culture that prioritises team wellbeing and operational excellence beyond compliance.

We prioritise stable, rewarding, and meaningful full-time employment across our operations, remunerating all staff at market rates in compliance with local regulations. Fixed-term contracts account for less than 0.5% of our workforce. While occasional sub-contracted casual labour is used due to seasonality and demand, primarily for fabric defect touch-ups in customer care, Teejay has successfully reduced its reliance on this flexible workforce in recent years through improved planning, forecasting, scheduling, and strong partner/customer coordination and is also working in the janitorial & security staff. In 2024/25, sub-contracted casual labour represented 155 individuals.

Teejay remains committed to attracting and retaining skilled employees, offering comprehensive compensation and benefits package. All direct employees, regardless of contract type, receive the full suite of available benefits. These benefits do not extend to subcontracted workers, who are also hired for janitorial and security services who are governed by separate contractual arrangements.

Our benefits include variable compensation opportunities such as incentives and annual performance-based bonuses, motivating employees to achieve exceptional results. Staff can also access enhanced benefits like meals, uniforms, medical insurance, company excursions, common transport, soft loans, support for children's education, and special gifts during cultural events and festivals.

Teejay's strategy for nurturing talent, building strong teams, and creating an equitable and engaging work environment enables the successful management of our Human Capital. Our industry-leading HR strategy has garnered Teejay numerous awards over the years.

Attracting and Retaining Talent

Teejay has become a premier textile brand in Sri Lanka by strategically balancing operational excellence with a work environment and culture that prioritises the employee experience. This enables us to attract, inspire, develop, and retain the best talent, positioning Teejay as a leader in innovation and integrity, and maintaining strong customer and stakeholder trust.

Our strategic approach to talent management has resulted in attrition rates, significantly below the industry average.

Group also records a labour turnover ratio of 2.18% for the reporting year. Investing in our future workforce, Teejay collaborates with key educational institutions through Memorandums of Understanding (MOUs) with local universities and institutes, offering internships and technical training to undergraduates and enhancing our recruitment process. Moreover, robust succession planning ensures smooth leadership transitions.

Teejay's dedication to talent development is clearly seen in the success of our management trainee programme, where participants have progressed to leadership positions. We believe in recognising potential, building future capabilities, and supporting career progression of our employees and we encourage our non-executive to evaluate executive roles. Additionally, this approach strengthens our talent pipeline, and reinforces employee engagement and long-term retention. Moreover, our “SheCan” programme actively champions female empowerment and is building a strong pipeline of qualified women for leadership roles.

Diversity and Equity at Teejay

Teejay recognises diversity and inclusion as cornerstones of a successful workforce and actively promotes a non-discriminatory work environment, regardless of ethnicity, age, religion, gender identity, sexual orientation, or ability.

Female representation in management

This commitment to inclusivity is deeply ingrained in our Group's culture, starting at leadership. We aim to create workplaces based on equal opportunity and meritocracy, ensuring fair and equitable treatment for all, with a particular focus on accessibility for traditionally underrepresented groups. The Company also prioritises fair compensation, with equal pay for equal work in our base salaries and remuneration packages.

While building an inclusive culture and implementing diversity policies can be challenging, we consider it vital for our long-term success.

Overall Female Representation in 2024/25

	Male	Female	Female representation (%)
C-Suite and Senior Management	30	7	18.91
Middle Management	103	23	18.02
Executives	264	109	29.2
Associates and Staff	2,678	251	8.6

Developing Talent

Teejay Lanka PLC is committed to continuously enhancing the employee value proposition (EVP) we offer by creating opportunities for growth, learning and career development. As part of this commitment, we plan to introduce cross-functional training and exposure programmes, enabling employees to broaden their skillsets, gain a deeper understanding of the business, and explore diverse career pathways within the organisation.

Training and Development (T&D)

We prioritise continuous development in our employees, to equip them with the necessary skills for professional success, career progression, and personal growth.

New employees benefit from a comprehensive onboarding experience, typically lasting two to three days, to ensure a seamless integration into our workforce. Our programme provides an overview of the Company's operations and introduces key policies, including the code of conduct, Teejay’s core values, the sustainability framework, the policy on workplace abuse and harassment prevention, the anti-corruption policy, and the whistleblower policy, which encourages reporting without fear of retaliation.

Human Capital Development Programs

	Teejay Lanka		Teejay Prints		Teejay India
	Male	Female	Male	Female	Male	Female
Directors, Chief Officers (Directors, CEO, COO, CFO)	2	1	0	0	1	0
Senior Management (SGM, GM, DGM)	21	4	0	0	6	2
Middle Management (Senior Manager, Manager, Assistant Manager)	62	18	6	2	35	3
Executives (Senior Executive, Executive, Junior Executive, Management Trainees)	139	80	12	2	113	27
Non-executives (Staff, Associates, Non-executives)	1152	31	149	15	1377	205
Total	1376	134	167	19	1532	237

Type of Training	Number of Programmes	Number of Participants	Training Hours
Internal Training	34	2,199	23,132
External Training	92	1,042	14,365
Foreign Training	0	0	0
Total	126	3,241	37,497

Category	Average Training Hours
Directors, Chief Officers (Directors, CEO, COO, CFO)	4.5
Senior Management (SGM, GM, DGM)	13.2
Middle Management (Senior Manager, Manager, Assistant Manager)	17.0
Executives (Senior Executive, Executive, Junior Executive, Management Trainees)	8.8
Non-executives (Staff, Associates, Non-executives)	18.8

Breaking Silos training program

Recognising that targeted training is crucial for employee growth and the overall success of the Company, our Performance Management System (PMS) serves as a cornerstone for identifying specific training requirements. Training programmes align with competency ratings within the PMS, enabling us to precisely identify and address skill gaps through focused development initiatives. These initiatives fall into two key categories:

• Boosting Current Performance: Developing technical, functional, and behavioural skills to maximise effectiveness and efficiency in employees' current positions.
• Developing Future Potential: Equipping employees with additional skills, including managerial and leadership tools, necessary for successful career advancement.

Beyond insights provided by the PMS, Teejay employs a multi-faceted approach to identify training needs, which includes:

• Strategic Departmental Alignment: Training needs are informed by the strategic objectives of each department. Collaborative discussions between Cross-Functional Team (CFT) members and department heads ensure that individual development aligns with overarching departmental goals.
• Proactive Talent Development: Individual development plans and talent assessments drive career and succession planning, further informing training requirements.
• Mandatory Compliance Training: Statutory training programmes ensure compliance for specific roles.
• Customer-Centric Insights: Feedback and data gathered from customer satisfaction surveys, complaints, critical incident reports, and service/product quality metrics provide valuable insights into training needs.

Courses by the Sri Lanka Institute of Textile and Apparel (SLITA)

Capability development of our non-executive staff, who play a crucial role in driving innovation and operational excellence, remains a key priority at Teejay. Our investment further strengthens their industry expertise and enhances our ability to remain competitive.

In 2024/25, we continued our partnership with SLITA to provide specialised training programmes in textile and apparel technology aligned with industry standards and emerging trends.

• 62 employees are currently enrolled in the SLITA Diploma in Textile and Apparel, covering areas including: quality control, production efficiency and advanced textile technologies.
• 39 employees completed the Certificate Course in Textile and Apparel.

Management Trainee Programme

Building on the success of our first Management Trainee (MT) intake, where all graduates have progressed to Senior Executive and Assistant Manager roles, we launched the second intake on 11th June 2024, following a rigorous multi-stage evaluation process.

The second cohort comprises 14 high-potential individuals (11 from Sri Lanka and 3 from India), with academic and professional backgrounds spanning Engineering, Physical Science, Finance, and General Management.

The MT programme provides a comprehensive understanding of Teejay’s operations, beginning with a foundational 22-day customised certification course at the Sri Lanka Institute of Textile and Apparel (SLITA). Next, trainees gain hands-on experience in Sri Lanka and ongoing departmental placements at Teejay India (TJI), fostering cross-border learning and collaboration.

Using a rotational model over 18 months, trainees gain exposure to core production areas (Warehouse, Knitting, Dyeing, Finishing, Quality, Printing, Engineering, and Sustainability) as well as cross-functional departments (Marketing, Finance, HR, and Commercial).

Trainees undergo regular evaluations, with formal assessments conducted by subject matter experts after each key rotation. These are crucial for monitoring learning outcomes, performance, and readiness for future leadership positions.

Beyond technical expertise, the programme strongly emphasises leadership and personal growth:

• Each MT benefits from the guidance of a dedicated mentor, supporting their development and offering career advice.
• They actively participate in interactive sessions with senior leadership to gain insights into strategic decision-making processes.
• Technical, behavioural, and soft skills training sessions further enrich overall development.

To date, the second intake has shown commendable progress, with trainees exhibiting enthusiasm, adaptability, and dedication.

Succession Planning

Teejay employs a comprehensive two-pronged succession planning strategy to ensure smooth leadership transitions, mitigate potential talent gaps, and foster long-term organisational sustainability.

• Investing in Our Existing Workforce: Through development opportunities such as exposure visits, enhancing skillsets and preparing teams for future needs. We also utilise the nine-box assessment framework to identify high-potential employees and map first and second-level successors for critical roles. These successors then participate in targeted development plans to address any skill gaps and prepare them for leadership positions.
• Attracting New Talent: Initiatives like the Teejay Management Trainee Programme and Graduate Trainee Programme attract talented young individuals, bringing fresh perspectives and enriching our talent pool.

Management Conference

Our Progress in 2024/25

Skill Up: Enhancing continuous, self-driven development and innovation, our "Skill Up" e-learning platform, now fully integrated into our learning culture since its launch in 2023/24, provides employees with modules for enhancing both technical and soft skill.

She Leads: Our flagship female leadership development programme, "She Leads," was successfully concluded, highlighting our strategic commitment to diversity, equity, and inclusion. The initiative provided structured development opportunities, one-on-one mentoring, and leadership exposure, preparing high-potential female professionals to confidently step into future leadership roles.

Digitalisation: In line with our focus on digitalisation and emerging technologies, we introduced several new training programmes to build future-ready capabilities: Gen AI in Action Workshop, Data Visualisation with Power BI, Industry Trends in the Digital Era, and advanced training in AI and nanotechnology.

Skill Matrix: We are in the process of implementing a skill matrix across functions. This valuable data-driven tool will help systematically identify existing competencies, skill gaps and development needs, allowing for more targeted learning and career progression opportunities. It will also support internal mobility, succession planning, and strategic workforce development.

Managing and Rewarding Performance

We foster continuous improvement through a comprehensive performance management system where contributions and growth potential of employees are assessed objectively against set Key Performance Indicators (KPIs) and a competency framework. All employees receive performance appraisals. Appraisals are conducted mid-year and year-end, or annually, wherein executive and above are given bi annual appraisals, while associates are provided annual performance appraisals.

For employees not meeting expectations, Teejay prioritises development. Corrective action plans are implemented with respect and support, identifying relevant training and development opportunities to improve skills and address performance gaps. Positive reinforcement is also offered to encourage progress.

High-achieving employees are recognised and rewarded through a variety of incentives, including bonuses, salary increases, and promotions. Annual increments for non-executive staff are primarily linked to performance. Promotion decisions take into account both current performance and future growth potential. Additionally, Teejay’s production incentive scheme motivates workers to achieve their best output levels.

We recognise and appreciate the long-standing dedication of our employees. To celebrate milestones, staff completing 5 and 10 years of service are presented with long service awards, including a gold coin. In addition, our programmes: REACH Beyond, Value Star Awards, and Achievers Awards are opportunities to show our gratitude for employee accomplishments. The Company also acknowledges exceptional contributions through "Employee of the Month" and "Employee of the Year" awards.

Promoting Wellbeing and Engagement

A healthy work-life balance is crucial for the overall wellbeing of our employees. Therefore, Teejay strives to foster a supportive work environment and cultivate a strong sense of community within the Organisation. To build a positive workplace culture, we prioritise initiatives aimed at boosting employee satisfaction and retention. This includes strengthening communication channels that promote transparency, flexible work arrangements to empower our teams with greater autonomy, and an employee recognition programme to reward accomplishments and contributions. To facilitate personal growth, the Company offers scholarships for further education and provides exposure visits to broaden employees’ skills and knowledge.

Employees are encouraged to test new approaches and share ideas through regular brainstorming and cross-functional projects. Channels are provided for submitting suggestions on process improvements, product innovations, and cost-saving, with promising ideas being evaluated and potentially implemented. We recognise innovative contributions through programmes like All Ideas Matters, Quality Circles, and Achievers Awards. Furthermore, exposure visits, training, and industry benchmarking inspire employees to adopt new technologies and best practices.

Acknowledging the prevailing economic challenges in Sri Lanka, Teejay has further enhanced employee welfare programmes. In addition to providing financial support to those facing illness or hardship due to natural disasters, the Group extended an economic relief allowance to assist employees navigating increasing financial pressures. Moreover, Teejay also offers financial assistance to employees for their children's higher education.

To support employee wellbeing and mental health, Teejay conducts regular workshops promoting healthy lifestyles and medical camps for preventive healthcare. The Joint Consultative Committee (JCC) at Teejay plays a vital role in maintaining positive labour relations by organising a variety of year-round activities that foster a positive and connected workforce. These activities include annual cricket tournaments and outings, family day celebrations, festive events such as Christmas carols and Bakthi Geetha, the "Teejay Lama Sithroo" art exhibitions, quizzes, Friday-night gatherings, and outbound team-building exercises. Furthermore, new employees are offered the opportunity to have coffee with the CEO.

We are currently in the process of reviewing and updating our HR policies to align with the Personal Data Protection Act (PDPA) of Sri Lanka. As part of this initiative, we are strengthening our frameworks related to the collection, processing, storage, and protection of employee data, ensuring full compliance with the legal requirements and best practices in data privacy and security.

This policy alignment aims to enhance transparency, reinforce employee trust, and safeguard personal information across all HR functions. Additional awareness and training sessions are also being planned to educate employees on their rights and responsibilities under the new data protection regulations.

Parental Leave

Adhering to national labour regulations in Sri Lanka and India, the Company's policies and practices ensure female employees in Sri Lanka receive 84 working days of maternity leave, and female employees in India receive 26 weeks. All male employees are entitled to one day of paternity leave.

In addition, to support our employees who are feeding mothers, they are permitted to leave the premises at 2 pm using company-provided transport until their child reaches one year of age. Furthermore, payment for the maternity leave period is processed as a lump sum within 48 hours of providing proof of confinement.

During the 2024/25 reporting year, 5 female employees availed themselves of maternity leave. Notably, all employees who returned to work after their leave remained employed with Teejay Group at the end of the reporting year.

	2024/25		2023/24
	Paternity	Maternity	Paternity	Maternity
Employees entitled to leave (Nos.)	30	8	37	4
Employees who took leave (Nos.)	30	8	37	4
Employees who returned to work (Nos.)	30	8	37	4
Return-to-work rate (%)	100	100	100	100

Fairness and Compliance

The Group employs a robust assurance framework, to proactively safeguard workers' rights, incorporating both internal assessments and external audits conducted by third-party auditors for Sedex Members Ethical Trade Audit (SMETA) 4-Pillar, Higg FSLM, and ICS compliance. While formal collective bargaining agreements are not in place, the Company fully ensures the rights to freedom of association. All employees' rights and interests are actively protected and upheld through Teejay's Joint Consultative Committees (JCC), comprising 25 employee representatives.

We are committed to addressing employee grievances promptly and effectively, fostering an industry-leading work environment for our teams. We offer a clear and fair process for employees to raise and resolve workplace concerns or complaints related to working conditions, management practices, or interpersonal issues. Our policy encourages employees to first discuss issues with their immediate supervisor. If unresolved, the grievance can be formally submitted in writing and escalated to the Head of HR. All grievances are handled confidentially, promptly, and without bias, ensuring that employees are heard and treated with respect. To further facilitate open communication, suggestion boxes have been installed in all relevant plants, providing workers, employees, and subcontractors with an accessible channel to raise any concerns with their supervisors.

Our whistleblower policy offers another confidential avenue for employees to report any concerns relating to health and safety, unethical behaviour, or violations of company policy. Teejay’s Abuse and Harassment Free Workplace Policy empowers employees with a clear and accessible reporting process, outlining multiple options to suit their needs:

• Informal Resolution Process: Encourages early resolution to address offensive behaviour, verbally or in writing, to communicate clear boundaries and prevent recurrence.
• Formal Resolution Process: For more serious or persistent cases, employees can file a formal complaint with a supervisor, line manager, the HR Department, the CEO, or the designated JCC. To ensure fair and efficient investigations, formal complaints should be submitted in writing within a specific timeframe (10 days to 3 months of the incident), including details of the incident, the alleged offender's name, and any relevant evidence. All complaints are treated seriously, and false reports are not tolerated.

Our proactive abuse and harassment-free workplace policy has contributed to maintaining a record of zero reported incidents related to discrimination throughout the year in our Sri Lanka and India operations meanwhile only one sexual harassment case was reported and is being investigated and resolved with disciplinary action during the year.

Furthermore, Teejay enacts strict protocols to prevent the employment of anyone under the age of 18 and is vehemently opposed to any form of forced labour. No incidents of child or forced and compulsory labour during the year. Teejay also obtained self-declarations from its main suppliers affirming that their respective organisations are also free of child labour, forced labour, and compulsory labour.

Since 2021, all of Teejay’s facilities have been conducting self-assessment and undergoing third-party verification of SLCP through the Higg Facility Social and Labour Module (FSLM), having now completed all three levels. We utilise the Higg FSLM to assess our management systems and approaches across several metrics. These ensure we actively involve our employees, prioritise their health and safety, uphold suitable working conditions, and provide fair and adequate compensation for our entire workforce.

Occupational Health and Safety (OHS)

At Teejay, our commitment to safety goes beyond mere compliance; we drive a 'Safety Beyond Compliance' culture across all operations, embedding a shared responsibility for a safe working environment with a clinic and nurses available among all stakeholders – employees, contractors, suppliers, customers, visitors, and surrounding communities.

At Teejay, our commitment to safety goes beyond mere compliance; we drive a 'Safety Beyond Compliance' culture across all operations, embedding a shared responsibility for a safe working environment among all stakeholders – employees, contractors, suppliers, customers, visitors, and surrounding communities.

Safety Week

Our comprehensive Occupational Health and Safety Management System (OHSMS), certified against ISO 45001:2018, aligns with Sri Lankan labour regulations and International Labour Organisation (ILO) safety guidelines, covering all employees, outsourced workers, contractors, contractor personnel working on our premises, suppliers, customers, visitors and nearby community, as well as all processes and machinery. We are driving an OHS strategy that targets zero accidents by the end 2025.

A QR code-based mobile phone application is utilised for safety inspections of fire equipment and emergency eyewash stations. Additionally, our comprehensive machine safety programme ensures all workplace machinery operates safely, complemented by ergonomic workstation design and effective chemical handling procedures. We also implement behaviour-based safety programmes that encourage proactive hazard reporting and peer-to-peer accountability within our teams.

Early hazard identification allows us to mitigate risks effectively. Robust protocols are also in place to ensure a prompt and effective response to any emergency situation, safeguarding our employees and minimising potential damage. Furthermore, any changes in operations, equipment, or procedures are carefully reviewed through formal change management processes to assess new or evolving risks.

High standards of industrial hygiene are maintained to protect employees from occupational accidents and illnesses, with routine risk assessments and job hazard analyses (JHAs) conducted across all manufacturing processes and equipment. These assessments evaluate existing procedures, process changes, and equipment modifications, to identify the following hazards:

To continuously improve safety practices, we employ a dedicated internal audit team trained by external experts in addition to external audits. Risk assessments are conducted by qualified personnel holding recognised national and international certifications, including NIOSH-SL, NEBOSH-UK, Better Work-ILO, and Lead Auditor qualifications in the ISO 45001:2018 standard.

We provide comprehensive training, licensing, and certification programmes on the safe handling of chemicals and Personal Protective Equipment (PPE). An activity-based PPE matrix is employed across all departments, ensuring employees have the correct protective equipment for their tasks, reinforced by regular PPE awareness training. Additionally, shift executives, supervisors, CCTV operators, and safety wardens conduct frequent checks to ensure adherence to safety protocols.

We actively encourage all workers to participate in maintaining a safe working environment by soliciting suggestions for improvements to safety procedures and reporting any work-related incidents – including accidents, near misses, unsafe acts, and hazardous environments. To enhance reporting efficiency and expedite resolutions, Teejay utilises a QR code system as well as an OHS committee WhatsApp group. Employees are also empowered to remove themselves from risky situations and report to management without fear – either by scanning a QR code or by reporting directly to the safety team verbally or via email.

The reporting process is designed to be simple and encouraged as a routine part of workplace safety. To ensure trust and transparency, workers are explicitly protected against any form of reprisal or retaliation for reporting concerns. Managers and supervisors are trained to handle reports respectfully and confidentially, and to take prompt corrective action.

Reported incidents are logged into the Incident and Injury Reporting Analysis (IIRA) system, where the IIRA team conducts thorough investigations to determine root causes. Based on these findings, corrective actions that may involve modifying procedures or machinery are implemented to prevent recurrence.

Teejay conducts annual medical surveillance of all team members. Individual reports are discussed privately with a qualified medical officer and shared solely with the factory's safety team. Our grievance handling process guarantees the confidentiality of employees regarding any matters, including health-related concerns.

Free medical consultations, and 24/7 access to our in-house medical centres, each staffed by qualified nurses and a medical officer visiting thrice weekly. Blood pressure testing, first aid, assistance with hospitalisation and return-to-work programmes are offered, in addition to an emergency vehicle available for any urgent needs. First aid boxes are readily accessible at operational points.

Medical services are available to all employees and outsourced workers, staff are encouraged to act as Health and Safety (H&S) ambassadors, raising any concerns with the dedicated H&S officer present at each location. The ultimate responsibility for H&S rests with the plant manager.

Teejay offers comprehensive healthcare that extends beyond the workplace. Employees can confidentially discuss any medical concerns with a consultant doctor, with this information shared only with authorised Safety Team officials to ensure complete privacy. To empower informed health choices, regular awareness programmes are provided, covering topics such as industrial hygiene, nutrition, STDs, diabetes prevention and control, and even health and safety risks in the home.

The Company meticulously tracks workplace injuries and reports them quarterly to senior management. In the event of a serious workplace injury or fatality, immediate reporting protocols are followed. We categorise workplace injuries based on recovery time: "recordable injuries" require less than six months for recovery, while "high consequence injuries" take longer than six months. There were zero incidents of high consequence injuries reported during 2024/25.

	2024/25	2023/24
Fatalities due to work-related injuries	–	–
Number of high consequence injuries (Recovery time more than 6 months)	–	–
Number of recordable injuries (Recovery time less than 6 months)	13	8
Rate of work-related injuries (incident rate)	0.38	0.25
Number of lost days as a result of employee injuries	120	45
Fire and safety expenses (USD)	152,735.66	101,174.59
Medical expenses (USD)	30,394.78	25,491.01
Fatalities due to work-related ill health	–	–
Cases of recordable work-related ill health	–	–
Main types of work-related ill health	–	–
Main types of work–related injuries	Cut injuries to sharp objects	Cut injuries to sharp objects

Occupational Health and Safety (OHS) Training Programmes

Essential Safety Skills

• Forklift Operator Training and Licensing: Skills and knowledge for the safe and efficient operation of forklifts.
• LOTO (Lockout/Tagout) Training: Correct procedures for isolating hazardous energy sources during equipment maintenance or repair.
• Emergency Response Training: Preparation for effective response to emergencies, including fires, spills, and medical incidents.
• Firefighting Training: Foundational firefighting skills to manage small fires and ensure safe building evacuation.
• First Aid Training: Knowledge to administer immediate care for injuries and sudden illnesses.
• LP Gas Handling Training: Safe handling and storage of liquefied petroleum gas.
• Electrical Safety Training: Knowledge on electrical hazards and safe work practices around electrical equipment.
• Machine Safety Training: Skills for the identification and mitigation of risks associated with machinery operation.
• Height and Confined Space Work Training: Knowledge and skills for safe work practices at heights and within confined spaces.

Health and Wellness Initiatives

• STD and HIV Awareness: Raises awareness of sexually transmitted diseases and HIV/AIDS.
• Prevention of Diabetes: Improves education on risk factors and preventative measures for diabetes.

Safety Culture Integration

• Safety Induction for New Recruits: Introduces new employees to Teejay's safety policies and procedures.
• Weekly Toolbox Talks: Regular safety briefings on specific hazards and safe work practices relevant to each department.
• Pre-task Planning: Meetings are routinely held to discuss specific hazards before work begins, especially for non–routine activities.
• Additional Training and Compliance
• Job-Specific Training: Tailored training programmes to address unique needs and risks associated with different job roles.
• Refresher Training: Regular updates to employees' safety knowledge and skills.
• Recordkeeping: Comprehensive documentation of all completed training programmes for compliance and future reference.

In 2024/25 new training sessions were introduced to increase safety awareness of topics such as bloodborne pathogens, heat stress prevention, and industrial hygiene.

Our facilities are equipped with comprehensive fire protection and detection systems. Throughout the year, we conduct regular training programmes to ensure employees are knowledgeable about health and safety measures.

A dedicated bipartite Occupational Health and Safety (OHS) Committee, comprising both management and employee representatives, meets monthly to discuss safety matters and continuously review and improve policies based on worker feedback and audit outcomes. All safety performance indicators are displayed on a Power BI safety dashboard accessible to all employees.

In addition, regular drills and briefings keep employees vigilant about potential hazards, including fire, chemical, electrical, and ergonomic risks. Interactive elements such as safety quizzes and selecting a "Monthly Safety Champion" further promote our safety culture.

Guiding Principles and Policies

Recruitment Policy

Teejay recognises that our employees are integral to our success, and attracting and retaining a highly motivated and qualified workforce is crucial for our continued growth. This policy provides a framework for the fair, transparent, and unbiased recruitment and selection of executive–grade employees, consistent with Teejay’s values and relevant employment legislation.

Promotions Policy

A promotion at Teejay signifies an employee's advancement to a role with increased responsibilities, accompanied by appropriate salary adjustments and/or benefits. We believe in investing in our employees and rewarding strong performance. The Group ensures equal opportunities for all, basing promotions solely on merit, irrespective of ethnicity, religion, political opinion, gender identity, sexual orientation, age, marital status, or physical disability.

Anti Harassment policy

Teejay is committed to providing a safe and inclusive environment for all employees, free from discrimination and harassment of any kind, whether based on gender, sexual orientation, race, religion, nationality, age, social origin, marital status, disability, political affiliations, or opinion. The Teejay Group operates with a zero–tolerance policy towards all forms of abuse and harassment, including sexual harassment in the workplace. All incidents are treated seriously and promptly investigated. Any individual found to have engaged in abuse or harassment will face disciplinary action, up to and including dismissal.

OHS Policy

As Sri Lanka’s leading fabric mill with a distinguished track record, Teejay Lanka PLC prioritises the health and safety of our employees and direct service providers. We maintain a clear OHS Policy that is communicated to all levels of employees and relevant stakeholders. We are committed to ensuring this policy is understood, implemented, and evaluated regularly to maintain its effectiveness and drive continuous improvement.

Child Labour Policy

Teejay Lanka maintains a zero–tolerance policy towards child labour. In accordance with the National Labour Law (Employment of Women and Young Persons Act), young persons are defined as those between 16 and 18 years of age. Teejay’s policy prohibits the recruitment of any person under the age of 18. The Company also ensures that all stakeholders, including contractors, labour suppliers, other service providers, and suppliers, adhere to this principle and do not employ child labour for any type of work.

Policy on Forced or Compulsory Labour

The Company has a zero–tolerance policy regarding forced labour. Management has implemented robust measures to ensure the prohibition of all forms of forced, bonded, indentured, or prison labour. Employees shall not be bound to employment by any terms other than those clearly stated in their employment contract. All applicants for employment at Teejay seek employment voluntarily and not under any form of coercion.

Policy on Equal Opportunity

Teejay Lanka PLC ensures that no employee shall be subjected to discrimination in recruitment, compensation, salary increments, promotion, access to training, working conditions, pregnancy termination, or retirement based on gender, race, caste, skin colour, national origin, religion, age, disability, HIV/AIDS status, marital status, family responsibilities, pregnancy, sexual orientation, political opinion, union membership, unconscious bias, disciplinary actions, or political affiliation. Employees are free to join unions or worker committees of their choosing.

Human Rights Policy

The Company recognises that human rights are fundamental rights inherent to all individuals, irrespective of nationality, residence, sex, sexual orientation, national or ethnic origin, colour, religion, language, or any other status. Teejay’s Human Rights Policy applies to all employees, anyone conducting business for or with Teejay, and others acting on the Company’s behalf. This policy extends to all locations where the Teejay Group operates and to all company–sponsored events.

Employee engagement activities