Investing in human capital

Approach to Human Capital Management

GRI 3 3, GRI 12: Coal Sector: 12.15.1, 12.19.1

In 2025, Samruk-Energy JSC consistently fulfilled its obligations to employees, continuing to develop responsible human capital management practices. The Company's approach is aimed at creating safe and comfortable working conditions, ensuring social protection of employees, equal opportunities for professional development, and creating a favourable working environment.

Human capital management practices are in line with the UN Sustainable Development Goals, including improving the quality of life and well-being, ensuring inclusive and quality lifelong education, promoting gender equality and creating decent working conditions.

In the reporting year, a comprehensive HR policy was implemented focused on proactive personnel planning, employee training and development, the development of a succession system and talent management, ensuring social stability, developing a corporate culture, creating a fair remuneration system, and developing labour relations.

In 2025, the Fund's Corporate Social Policy Standard was approved, based on the results of the implementation of which a fit gap analysis was carried out and changes were made to the job descriptions of the relevant departments.

The relevance of HR policies and regulations is ensured on an ongoing basis. The HR policy, approved in 2023, is focused on the development of employees' competencies and the implementation of strategic initiatives. The effectiveness of its implementation is assessed on the basis of key indicators, taking into account the benchmarks of international companies.

Responsibility for personnel management is divided between the various management bodies of the Company in accordance with their competencies.

Distribution of responsibility for personnel management
Governing body/business unit	Area of responsibility
Sole shareholder	Appointment and early termination of the Chairman of the Management Board of the Company
Board of Directors	Approval of the Company's organisational structure, staffing and HR policies. Determination of the composition, term of office, terms of remuneration and bonuses of members of the Management Board (except for the Chairman), as well as assessment of its activities. Appointment and termination of the powers of employees accountable to the Board (internal audit, compliance, corporate secretary, ombudsman), determination of the terms of their remuneration and bonuses. Formation and termination of powers of the executive body or its individual members. Establishment of conditions for remuneration and bonuses for the management of the executive body, assessment of their effectiveness.
Nomination and Remuneration Committee of the Board of Directors	Preparation of recommendations to the Board of Directors on the appointment and remuneration of independent directors, members of the Board of Directors, the Management Board, the Corporate Secretary, as well as other employees in accordance with the Company's internal documents. Holding meetings with the Company's Talent Pool. Preliminary review of priorities and key documents in the field of personnel management. Preliminary consideration of issues related to the development of human capital.
Audit Committee of the Board of Directors	Providing recommendations on the policy and remuneration structure for the head and employees of the Internal Audit Service and the Compliance Service. Consideration and development of qualification requirements for candidates for the positions of the head and/or employees of the Internal Audit Service and the Compliance Service, submitted by the head of the Internal Audit Service and the Compliance Service. Submission of recommendations on candidates for the positions of the head and employees of the Internal Audit Service and the Compliance Service.
management board	Approval of the Company's staffing table (except when it is done by the Board of Directors). Approval of remuneration rules, salary schemes and bonuses for employees (except for members of the Management Board, IAS, Compliance Service and Corporate Secretary). Determination of the composition, term of office, appointment and early termination of the management of the executive bodies of affiliated JSCs in which the Company owns ≥10% of the shares. Establishment of conditions of remuneration, bonuses and assessment of the effectiveness of such managers. Approval of internal documents regulating the Company's activities (except for those approved by the Sole Shareholder or the Board of Directors).
Ombudsman	Receiving complaints and appeals related to the rights of the Company's employees. Assistance in resolving labour disputes, conflicts, problematic issues of a social and labour nature, as well as in compliance with the principles of business ethics by the Company's employees. Timely identification and assessment of crisis situations. Increased engagement and trust between employees and employers.
Human Resource Management Department	Development and implementation of personnel policy. Development and implementation of social policy.

As part of the sustainable development system, the indicators of the Plan of Initiatives aimed at improving social responsibility, compliance with the principles of the UN Global Compact, investment in human capital and social protection of employees are monitored. Particular attention is paid to non-discrimination, the protection of human rights, equal opportunities and the promotion of gender equality, including increasing the representation of women in the talent pool and in leadership positions.

Respect for human rights

GRI 2 24, 3 3, 408 1, 409 1, GRI 12: Coal Sector

"Samruk-Energy" JSC recognises and respects internationally recognised human rights and integrates relevant principles into all human capital management processes. The Company's approach is based on the requirements of the legislation of the Republic of Kazakhstan, the UN Guiding Principles on Business and Human Rights and internal corporate policies.

The distribution of roles and responsibilities in the field of human rights is enshrined in the corporate governance system. The Board of Directors and its committees exercise strategic oversight, the Management Board ensures the integration of principles into business processes, and the relevant departments (HR, procurement, compliance, and occupational safety) implement and monitor the relevant measures. The institution of the Ombudsman ensures the consideration of employees' appeals and assistance in resolving labour conflicts.

The prevention of child and forced labour, compliance with occupational health and safety requirements, fair pay and working hours, respect for freedom of association and non-discrimination are priority aspects of human rights management.

In 2025, no confirmed cases of human rights violations were recorded.

A hotline and other feedback channels are available for reporting violations. All appeals are analyzed in accordance with the established procedure, and the information is brought to the attention of the governing bodies.

Creating an attractive working environment

GRI 2-7, 2-8, 405-1, GRI 12: Coal Sector: 12.15.2, 12.19.6

As of December 31, 2025, the headcount was

19,301

people

The average length of service

years old

The average age of employees

years old

Dynamics of the number of personnel, people
Indicator	2023	2024	2025
Headcount	17,892	18,907	19,301A
Average headcount	17,639	18,731	19,090

The headcount of "Samruk-Energy" JSC, including joint ventures and affiliates, at the end of 2025, excluding employees under a civil law contract, amounted to 19,301 people. The increase in the number of employees compared to 2024 is due to the inclusion in the perimeter of the Annual Report of the newly established Semey Energo LLP and Oskemen Energy LLP and an increase in the number of staff in certain subsidiaries and affiliates, including Ekibastuz GRES-1 JSC, associated with changes in the volume of production activities and the revision of the tariff estimate.

In order to successfully implement trendy digital solutions, including artificial intelligence, ensure proper management and control over the implementation of IT projects of the Company, as well as optimise the asset management structure, the staff of the Corporate Center of "Samruk-Energy" JSC was increased by 3 units. As of 31 December 2025, the approved headcount of the Corporate Centre was 177. Information on the number of freelance employees of the Company as of 31 December 2025 is presented in the Key Indicators for 2023-2025.

Recruitment and turnover

GRI 401-1, GRI 12: Coal Sector: 12.15.2

Recruitment is based on an analysis of the Company's needs and strategic goals. The main criteria for the selection of candidates are their professional competence, work efficiency, motivation and compliance with the Company's corporate values. Vacancies are published on the Unified Online Recruiting Platform "Samruk Qyzmet" (QSamruk.kz), as well as on the internal corporate portal integrated with the Unified Online Platform "Samruk Qyzmet" in Russian and Kazakh languages. Based on the results of the competitive selection, each candidate is provided with feedback, and the results are published on the Samruk Qyzmet platform. In competitive procedures, internal candidates, including candidates from the Company's talent pool, have a priority right.

In 2025, there were no changes in the recruiting process. Updates are planned for 2026: together with SBA, a recruiting model using artificial intelligence technologies is being developed on the Qsamruk platform.

In 2022-2025, 48% of the Company's vacancies were filled by internal candidates.

The search for candidates for vacancies in the group of companies of "Samruk-Energy" JSC is carried out taking into account the specifics of positions through recruiting resources, such as SamrukQyzmet, enbek, HH and others, the most effective in the search region, including newspapers, local television and online platforms.

In 2025, 3,373 people were admitted to the Company's group of companies, of which 1,270 through the SamrukQyzmet recruitment portal (314 women and 956 men), and 2,103 people through resources such as enbek, HH, employment centres, social networks and other channels.

In order to ensure the effective selection of candidates for the positions of chief executives of subsidiaries and affiliates who meet the necessary requirements for qualifications and personal qualities, the Company is guided by the Rules for Approval of the Appointment and Early Termination of Powers of Heads of Executive Bodies of Subsidiaries of "Samruk-Energy" JSC. These Rules regulate the procedure for the search and selection of candidates for managerial positions in companies in which more than 50% of the shares are owned by the Company, as well as the approval of the appointment and early termination of powers.

In addition, during the reporting period, the Rules for the Search and Selection of Administrative and Management Personnel were brought in line with changes in the Corporate Standard for Human Resource Management of the Samruk-Kazyna Group of JSC15.

To assess the competencies of candidates for the positions of CEO, subsidiaries and affiliates, and CEO-1, an agreement was signed with Samruk-Business Academy to conduct a structured in-depth interview. In the reporting period, within the framework of the established competitive procedures, candidates for the positions of chief executives of Balkhash TPP JSC, Ereymentau Wind Power LLP and for the position of Managing Director for Production of the Company were evaluated by an independent expert through a structured in-depth interview.

In the reporting period, materials were prepared on the appointment and early termination of powers of the heads of executive bodies of subsidiaries and affiliates. Samruk-Kazyna JSC regularly provides information on vacancies, employment of PMKR reservists and appointments to positions at the level of CEO and CEO-1.

New Employee Onboarding Program

"Samruk-Energy" JSC is actively improving the mechanisms for adapting new employees in order to develop the Group's human resources. The company has an adaptation programme in place, under which new employees take an electronic adaptation course through a special digital platform. The course lasts three months and includes theoretical and practical parts, helping employees to get used to it faster and creating a basis for their professional growth.

For young specialists without work experience, if necessary, a mentor is appointed from among the employees of the structural unit. A mentor can be both a direct supervisor and a supervising manager, who can train no more than two new employees at a time. The main responsibilities of the mentor include helping to overcome difficulties, informing about common mistakes, familiarizing with the procedure for interacting with other departments and third-party organisations, explaining the norms of corporate ethics and rules of conduct, as well as providing practical assistance in work.

Resolution of the Management Board of Samruk-Energy JSC, Minutes No. 12 dated 22 April 2025.

Mentoring programme

In 2025, "Samruk-Energy" JSC continued to implement the Mentoring Program implemented as part of the instruction of "Samruk-Kazyna" JSC to develop the "HR School" project. The mentoring programme for managers and employees reporting to the Board of Directors also continued its work.

In the reporting year, the Programme was aimed at further strengthening the company's mentoring culture, developing leadership competencies and management potential, increasing employee engagement, and supporting adaptation and professional growth processes.

In 2025, 11 Mentor-Mentee tandem pairs were formed. Throughout the year, participants met regularly, exchanged professional experiences, and worked together to achieve individual development goals. Particular attention was paid to the development of effective communication skills, managerial decision-making and increasing personal responsibility for the results of activities.

The mentoring programme continues to contribute to the formation of a talent pool, strengthen continuity and improve the overall performance of personnel.

Staff turnover

In 2025, the total personnel turnover ratio in the group of companies of "Samruk-Energy" JSC, including joint and affiliated organisations, amounted to 13%. At the same time, the staff turnover rate was 10.3%, which is in line with industry standards (the target is no more than 14%).

Dynamics of personnel turnover, %
Indicator	2023	2024	2025
Ratio of total turnover of personnel by retirement	14%	15%	13%
Staff turnover 16	9%	10.9%	10.3%

"Samruk-Energy" JSC consistently implements measures aimed at reducing staff turnover and increasing the stability of personnel. A competitive level of wages, regular indexation of wages, a developed motivation system and social guarantees contribute to the formation of a stable working environment and long-term employment of employees. As a result, the Company's staff turnover rate remains stable and in line with industry indicators. "Samruk-Energy" JSC Group of Companies has an Employee Release Program aimed at supporting employees in case of organisational changes, including restructuring, optimisation of the number of employees or transformation of business processes. The programme provides for a set of measures to facilitate the employment of employees, including the possibility of transferring to similar positions in other entities of the group, the search for alternative jobs in the regions of operation and, if necessary, the possibility of employment in other regions. In the reporting year 2025, employees were not released under this Program

The employee turnover indicator is calculated according to the Samruk-Kazyna JSC methodology for HR reporting, under which the calculation includes employees whose employment was terminated on turnover-related grounds (at the employee’s own initiative, by agreement of the parties, or due to employee fault).

Remuneration

GRI 202-1, 405-2, GRI 12: Coal Sector: 12.19.2, 12.19.7

The Company regularly indexes wages and introduces bonus systems.

Since January 2025, as a result of indexation, the average wage growth in the group of companies has been

Ratio of the average salary in the Company to the level in the country, KZT
Indicator	2023	2024	2025
Minimum wage in the country	70,000	85,000	85,000
Average monthly salary of production personnel	467,325	536,542	664,538

Ratio of the standard entry-level wage of women and men to the level in the country, KZT
Indicator	2023		2024		2025
Indicator	Men	Women	Men	Women	Men	Women
Company Entry-Level Worker Salary	266,336	250,506	320,239	300,528	427,854 А	361,445 А
Minimum wage in the country	70,000	70,000	85,000	85,000	85,000 А	85,000 А
Ratio, %	380	358	377	354	503 А	425 А

In addition to the basic salary, in accordance with the labour legislation of the Republic of Kazakhstan and the Collective Agreement of the Company, additional payments and social guarantees are provided for employees, including

payment for overtime, as well as work on holidays and weekends and at night
Various types of allowances and supplements
increased remuneration for employees engaged in heavy work, work with harmful (especially harmful) and dangerous working conditions
provision of additional paid annual leave
payment of a one-time compensation in the amount of three average monthly salaries to employees upon termination of an employment contract in connection with retirement.

The ratio of the minimum wage for women to men is

100%

The amount of employees' salaries is determined by working conditions and the remuneration system established in the Company. In accordance with the current regulatory documents, various types of allowances and additional payments are provided, including payments for work in harmful and dangerous working conditions, professional skills and other incentive payments.

Ratio of salaries and remuneration of women to men, %
Indicator	Managerial Positions	Specialists
Salary ratio	100	100
Remuneration Ratio	100	100

Gender pay gap
Average salary	2023	2024	2025
Administrative and management staff
Men	831,132	1,082,378	1,316,099
Women	644,618	846,882	979,113
Production Personnel
Men	487,448	601,238	724,661
Women	398,719	522,807	627,986
Gender pay gap
AUP	22.44	21.76	25.60
PP	18.20	13.05	13.34
Gender Wage Gap in the Republic of Kazakhstan	25.70%	26.50%	-

The gender structure of the workforce is traditionally dominated by men, which is due to the specifics of the energy industry, where a significant part of the jobs relate to technical and production areas. The differences in average pay between women and men are primarily due to the sectoral structure of employment and the higher proportion of men in production and technical positions, as well as in certain managerial roles.

At the same time, the Company adheres to the principles of equal opportunities and guarantees equal pay for women and men who perform work of equal value and hold comparable positions.

Staff Motivation and Engagement

The motivation system of "Samruk-Energy" JSC is aimed at increasing the involvement of employees, revealing their professional potential and recognizing the contribution of each employee to achieving the strategic goals of the Company. Mechanisms of material and non-material incentives make it possible to take into account individual work results and contribute to the formation of a sustainable corporate culture.

The Company uses the following tools to motivate and recognise employees

One-time bonuses for state and national holidays (Power Engineer's Day, Independence Day, Miner's Day, etc.)
Intangible forms of encouragement, including awards, letters of appreciation and certificates of appreciation
Production employees are paid an additional bonus for the quarter in the absence of accidents.
Provision of additional annual leaves to employees who combine labour activity with training and advanced training.

In 2025, more than 700 employees were awarded various awards.

In honor of the Power Engineer's Day in 2025, at the initiative of the Company, more than 250 employees of the group of companies were awarded for their contribution to the development of the industry and high production achievements. About 50 of the awardees are employees who have devoted more than 30-40 years of their work to the energy sector, whose many years of professional experience are a significant part of the history and sustainable development of the Company. The award ceremony took place in Astana, where about 60 employees of the Company's group of companies were invited.

In addition, a number of employees were awarded state awards, which were personally presented by the President of the Republic of Kazakhstan and the Prime Minister of the Republic of Kazakhstan. This was a high assessment of their professional contribution, many years of conscientious work and services to the industry and the country.

To motivate personnel and improve their professional level, SDCs hold annual competitions to determine the best employees of the companies. In 2025, the following competitions were held

Samruk-Green Energy LLP - "Best Engineer"
JSC "Alatau Zharyk Company" – "The Best Employee"
Ekibastuz GRES-2 JSC – "Best Mentor"
Ekibastuz GRES-1 named after Bulat Nurzhanov LLP – "Best in Profession 2025"
JSC "AlES" – "Best Gas Cutter" and "Best Electric Welder"
JSC "Moynak HPP named after U.D. Kantayev" – "The Best Employee of Industrial Safety"
Ust-Kamenogorsk HPP LLP – "Best Young Employee"
Shardarinsk HPP JSC – in the I-III quarters, competitions were held in the nominations "Uzdik energetik", "Uzdik danekerleushi", "Zhas uzdik maman", "Mamandygy boiynsha uzdik zhas kyzmetker", "Uzdik ondiris mamany" and "Ondiristik kauipsizdiktin uzdik kyzmetkeri" in the IV quarter a competition was held in the nomination "Zhyl kyzmetkeri"
Shulbinsk HPP LLP – "Best Young Employee"
Energy Solutions Center LLP – "The Best Manual Welding Electric Welder in the Profession".

Also, an employee of Ekibastuz GRES-2 Station JSC became the winner of the Best Innovative Company 2025 competition in the Best Innovator 2025 nomination organised by Samruk-Kazyna JSC.

In the nomination "Best Innovator", the victory was won by Dmitry Martynenko, Head of the Laboratory of the Electrical Shop of Ekibastuz GRES-2 Station JSC. In 2023–2025, he implemented 18 rationalisation proposals aimed at improving the reliability of equipment and optimizing production processes. Dmitry Martynenko's rationalisation proposals make a significant contribution to improving the efficiency of the plant's production processes and developing an innovative culture in the group of companies.

Holding such competitions contributes to the growth of professional skills of employees, the development of human resources and the strengthening of the culture of industrial safety.

In 2025, the PI "Center for Social Interaction and Communications" conducted a survey on the engagement of employees of "Samruk-Energy" JSC to assess their well-being in four key areas: health, involvement, social, physical and mental well-being, as well as financial stability. According to the results of the study of administrative and managerial personnel for 2025, the Index for the group of companies of "Samruk-Energy" JSC amounted to 59%. This is 13 percentage points higher than last year (46%).

In addition, in 2025, a sociological study was conducted among production personnel using the Samruk Research Services methodology to analyze social stability. According to the results of the survey, the integral SRS indicator was 77%.

Indicator, %	2023	2024	2025	Δ (difference by 2024)
SRS Index	59	69	77	8
Social Well-Being Index	43	46	59	13

Participation in the Festival "City of Working Professions"

In February, Samruk-Energy took part in the "City of Working Professions" Festival, presenting a dynamic model of the power plant - a model of Ekibastuz GRES-1, modern personal protective equipment and tools of power engineers. Within the framework of the festival, information was provided on the development of hydropower, promising projects and in-demand professions at hydroelectric power plants.

Participation in the exhibition of the XXI Forum of Interregional Cooperation between Kazakhstan and Russia

In November, Samruk-Energy took part in the exhibition of the XXI Forum of Interregional Cooperation between Kazakhstan and Russia. At the company's stand, models of GRES-2 and a wind turbine, as well as modern equipment and PPE used at power plants were presented. The exposition was focused on demonstrating technological processes and key working professions in the industry.

Participation in the Solemn Event on the Results of the Year of Working Professions

On 24 December in Astana, Samruk-Energy took part in a solemn event dedicated to summing up the results of the Year of Working Professions. Within the framework of the event, the achievements of workers in production specialties were noted and the role of blue-collar professions in the development of the industry was emphasised.

Participation in these events made it possible to increase the recognition of working professions, strengthen work to attract future personnel, and increase the interest of young people in working professions in the energy sector

Youth policy

"Samruk-Energy" JSC considers the development of youth potential as an important factor in sustainable business development and continues to invest in the training and involvement of young professionals. To this end, the Company has a Youth Council "Jas Energy", which ensures the participation of young people in the implementation of social and operational initiatives and the development of corporate culture.

As part of the implementation of youth policy, an Action Plan was approved, and volunteer campaigns were held, including "Vitamin Day" and "Shyn Zhurekten". The key event of 2025 was the IV Youth Forum of Blue-Collar Professions: Energy of the Future, which was attended by 100 young employees from all subsidiaries and affiliates of the Group. The forum was aimed at increasing the prestige of working professions, developing professional motivation and exchanging experience.

Young specialists of the Group also participated in the programmes of Samruk-Kazyna JSC: employees of Bogatyr Komir LLP, Alatau Zharyk Company JSC and Shulbinsk HPP LLP were selected for the 7 Qadam PRO programme, and 3 employees and 3 mentors in specialised technical areas took part in the 7 Qadam PRO programme.

The Group of Companies has Youth Councils that ensure the development of youth potential in social, cultural and professional areas, including youth organisations in Alatau Zharyk Company JSC, Bogatyr Komir LLP, EKIBASTUZ GRES-2 JSC and Almaty Electric Stations JSC.

Main events of the Youth Council in 2025
Environmental Initiatives	Participation in the "Taza Kazakhstan" campaign: collection of waste paper, batteries, clean-ups, tree planting.
Charity and volunteering	Holding the "Vitamin Day" and "Shyn Zhurekten" campaigns. Participation in the collection of waste paper with subsequent exchange for animal feed in shelters in Astana. Visiting veterans with the provision of material assistance and the presentation of food packages. Organisation of the action "Let's get the child ready for school".
Educational and Social Initiatives	Within the framework of the educational and youth block, significant work was carried out: more than 583 students underwent industrial or pre-graduation practice, expanded the geography of dual education, and implemented modular programmes for young professionals. Career guidance events (a total of 99 events) covered a wide number of schoolchildren and students, dozens of lectures, excursions and open days were held in all regions of the company's presence.

Diversity & Inclusion

GRI 2-7, 3-3, 405-1, 406-1, GRI 12: Coal Sector: 12.19.6, 12.19.8

Employees of "Samruk-Energy" JSC have equal access to training and professional development programmes, as well as equal opportunities for career growth based on professional competencies and work results, regardless of age, nationality, gender, race or religion.

The Company's internal regulations enshrine the principles of non-discrimination and equal pay for work of equal value. This approach ensures fair remuneration conditions and ensures that wages, incentives, benefits and other forms of compensation - both monetary and non-monetary - are provided without discrimination and on the basis of uniform corporate principles.

"Talimger" project

As part of the implementation of the "Talimger" project and the Year of Working Professions in the group of companies of "Samruk-Energy" JSC, the Fund provided a quota for the employment of 5 orphans. The group of companies has successfully exceeded the established quota - in 2025, 8 orphans were employed. Students were employed in the following subsidiaries and affiliates of "Samruk-Energy" JSC

Shardarinsk HPP JSC (Turkestan region, Shardara district)
Ust-Kamenogorsk HPP LLP (East Kazakhstan region)
Shulbinsk HPP LLP (Abay region)
Branch of JSC "AZhK" - "Energosbyt" (Almaty)
Bogatyr Komir LLP (Pavlodar region)
Alatau Zharyk Company JSC (Almaty city and Almaty region)
Ekibastuz GRES-2 Station JSC (Pavlodar region)
“AlES” JSC (Almaty region)

Gender Equality

The Company's workforce is dominated by men, which is due to the specifics of the energy industry, where a significant part of jobs are related to technical and industrial professions. At the same time, "Samruk-Energy" JSC consistently adheres to the principles of gender equality and equal opportunities for all employees.

The Company's HR policy is based on the principles of women's empowerment developed within the framework of the UN Women partnership and the UN Global Compact, and considers gender equality as an important element of sustainable development. The company adheres to the following principles

Supporting initiatives aimed at achieving gender equality
fair treatment of women and men, non-discrimination on the basis of gender, ensuring equal access to training, professional development, career growth and employment
respect for human rights and non-discrimination
ensuring the health, safety and well-being of all workers
promoting women's education, skills and professional development, as well as applying practices that contribute to their empowerment
support for the principles of equality and gender balance at the local community level
monitoring progress and informing stakeholders of progress on gender equality.

As part of the implementation of gender equality, several important events were held in 2025

On 24 October, Forum-training for women "Leadership, inspiration, awareness and efficiency". "Samruk-Energy" JSC held a training forum for women of the corporate centre and subsidiaries, organised by the Women's Club of "Samruk-Energy" JSC.
On 30-31 October, within the framework of the Year of Working Professions in Almaty, KIMEP implemented a two-day development programme for women working professions of the group of companies "Samruk-Energy" "Shabyt Zholy Energy Salasyndagy Ayelder".
On 28 November, the Company's employees were trained on the topic "Gender Equality"
In November, employees of "Samruk-Energy" JSC group of companies took part in the VII Forum of the KAZENERGY Women's Energy Club under the motto "Women in Energy: Moving Energy. Shaping Progress", becoming a powerful platform for the exchange of experience, motivation and career strategies.
In 2025, on behalf of Samruk-Kazyna JSC, together with the PI Center for Social Interaction and Communications, organisational diagnostics in the field of human rights and gender equality were carried out.
Based on the results of the first stage of diagnostics, systemic gaps and areas for improvement were identified, key conclusions, recommendations and an action plan were formed, the implementation of which is planned for 2026 as part of the second stage of organisational diagnostics.

"Samruk-Energy" JSC seeks to increase the share of women in the executive bodies and Boards of Directors/Supervisory Boards of the group of companies. The share of women in the composition of the executive bodies and Board of Directors / Supervisory Board of "Samruk-Energy" JSC group of companies in 2025 amounted to 28%.

Staff by sex, human

Men	14,325
Women	4,976

Women's Club of "Samruk-Energy" JSC Group of Companies

Since 2024, "Samruk-Energy" JSC has been operating a united Women's Club, created to support the professional development of female employees. The club serves as a platform for the exchange of experience, participation in training programmes and the development of initiatives aimed at improving working conditions and expanding opportunities for career growth. His activities also include activities on leadership, work-life balance and adjustment after maternity leave.

On 24 October, 2025, "Samruk-Energy" JSC held a training forum for women "Leadership, Inspiration, Awareness and Efficiency", aimed at developing leadership competencies, awareness and personal effectiveness. The event brought together 80 participants — representatives of the corporate centre and subsidiaries of the Company — and included intensive training and motivational sessions with the participation of women leaders.

The special guests of the forum were Lazzat Ramazanova, Advisor to the Ministry of National Economy of the Republic of Kazakhstan, Chairman of the Council of Women Entrepreneurs of Turkic Countries under the Organisation of Turkic States, Lyazzat Akhmurzina, Executive Director of the KAZENERGY Association, as well as journalist, TV presenter and media manager Maya Bekbayeva. As part of their presentations, the speakers shared their personal stories of professional development, talked about the key challenges on the way to leadership and inspired the participants to further develop and achieve new goals.

The central place in the programme was occupied by intensive training sessions conducted by the famous Kazakh psychologist and business coach Vakhtang Japaridze. The Forum became not only an educational, but also an inspiring platform that brought together the Company's women focused on self-realisation, professional growth and positive changes in the corporate and social environment.

On 30-31 October, 2025, within the framework of the Year of Working Professions in Almaty, a two-day development programme for women working professions of "Samruk-Energy" JSC group of companies "Shabyt Zholy Energy salasyndagy ayelder" was implemented on the basis of KIMEP University. The programme was aimed at strengthening the role of women in the production sector, developing professional competencies, as well as unlocking their personal and leadership potential.

On the first day, the participants took part in practice-oriented trainings on psychology, leadership and self-presentation skills. The second day was devoted to a cultural and educational programme in the ethnic village, which included master classes and interactive events that contribute to team interaction and strengthening corporate identity.

The implementation of the programme has made a significant contribution to the support and development of women in blue-collar professions, emphasizing their active and important role in production activities and the desire for professional growth and self-realisation.

In the reporting period, the Group continued systematic work to ensure gender equality and expand women's participation in the management bodies of subsidiaries and affiliates.

As of 31 20 December 25, the share of women in the management bodies of subsidiaries and affiliates was 28%, which exceeds the target of 25%. Achieving and exceeding the target level confirms the Company's commitment to the principles of inclusive corporate governance and equal opportunities.

In 2024–2025, women's representation in the management bodies of subsidiaries and affiliates was increased through the following appointments

Energy Solutions Center LLP – by the decision of the Board of Directors of "Samruk-Energy" JSC (Minutes No. 09/25 dated 19.06.2025), L.K. Amirova was elected to the Supervisory Board.
Semey Energo LLP – by the decision of the Extraordinary General Meeting of Participants (Minutes No. 6 dated 29.08.2025), A. Muntinova was elected to the Supervisory Board.
Oskemen Energo LLP – by the decision of the Extraordinary General Meeting of Participants (Minutes No. 5 dated 29.08.2025), A. Muntinova was elected to the Supervisory Board.
"Shardarinsk HPP" JSC – by the decision of the Board of Directors of "Samruk-Energy" JSC (Minutes No. 15/24 dated 24.10.2024), O.Y. Marinina was elected to the Board of Directors.
Samruk-Green Energy LLP – by the decision of the Board of Directors of QGP PC (Minutes No. 17 dated 08/29/2025), M. Tasym was elected to the Supervisory Board.
First Wind Power Plant LLP – by the decision of the QGP Board of Directors (minutes dated 07/20/2025), Gulzhainat Isaliyeva was elected to the Supervisory Board.
"EWP" LLP – by the decision of the Board of Directors of "Samruk-Energy" JSC (Minutes No. 13/25 dated 06.08.2025), M.M. Zhakipbayeva was elected to the Supervisory Board.

The Company considers the further development of gender balance as one of the key elements of sustainable development and will continue to implement measures aimed at increasing the representation of women at the level of management bodies and managerial positions.

Creating an inclusive environment

A, GRI 405-1, GRI 12 Coal Sector 12.19.6

"Samruk-Energy" JSC cares about equal opportunities and provides jobs "Samruk-Energy" JSC consistently implements the principles of equal opportunities and provides employment for people with disabilities. As part of the implementation of the Roadmap to improve sustainable development management, the implementation of the Program to create an accessible and inclusive environment for persons with disabilities (PWD) in "Samruk-Energy" JSC group of companies continued. the elimination of physical and technical barriers in the workplace, as well as the provision of social guarantees and benefits.

Subsidiaries and affiliates have created the necessary conditions for the comfortable work of employees with disabilities: parking spaces have been equipped, ramps with call buttons, tactile tiles have been installed, and sanitary and amenity rooms have been adapted. Priority service for citizens with disabilities is provided, including the possibility of submitting appeals and applications in an online format.

At the end of the reporting year, the Company managed to maintain the number of employees with disabilities on the payroll. At the end of the year, 213 people with disabilities work-ed in the Company's group of companies.

Ensuring social guarantees and stability

GRI 401-2, GRI 403-6, GRI 12: Coal Sector: 12.15.3, 12.14.7

"Samruk-Energy" JSC strives to create a favourable working environment and provide social guarantees that meet the needs of employees. The Company implements a wide range of social programmes aimed at improving the well-being and social protection of employees and their families.

Within the framework of social policy, employees are provided with the following guarantees and benefits

Life insurance and voluntary medical insurance
Compensation payments in case of temporary disability or disability, as well as maternity benefits
Maternity leave, leave to care for a child until the child reaches the age of three
Pension provision in accordance with the legislation of the Republic of Kazakhstan
Financial assistance in connection with the birth of a child, for the burial of close relatives, as well as support for the families of employees in the event of the loss of a breadwinner.

Social support for employees is an important element of the Company's HR policy and contributes to strengthening social stability and improving the well-being of employees.

Voluntary health insurance programmes

The Company has voluntary medical insurance programmes for employees, which provide for

Round-the-clock consulting and dispatch service
Medical Coordinator
Round-the-clock ambulance service
Outpatient care
House-call for a doctor or paramedic
Inpatient treatment
Medical supervision for the entire period of physiological pregnancy and childbirth.
Additional services such as dentistry and medicines, therapeutic massages, insurance for citizens traveling abroad, as well as free attachment of family members.

The total number of insured persons in the Corporate Center of "Samruk-Energy" JSC at the end of 2025 amounted to 165 people.

In 2025, insured employees received all necessary medical care under the contract.

Support for pensioners and people with disabilities

"Samruk-Energy" JSC provides social support to pensioners and employees with disabilities, implementing measures aimed at ensuring their social protection and improving the quality of life.

The Company's social policy provides for the following support measures

lump-sum payments to employees upon retirement
financial assistance for state and professional holidays, including Power Engineer's Day
inviting veterans and pensioners to corporate events in order to maintain the connection between generations and provide moral support
provision of material assistance to persons with disabilities in need of treatment, purchase of medicines or professional retraining.

Upon termination of the employment contract in connection with reaching retirement age, the employee is paid a one-time compensation in the amount of three monthly salaries.

Pension provision of employees is carried out in accordance with the legislation of the Republic of Kazakhstan through the system of state pension provision and the Unified Accumulative Pension Fund. The employer transfers mandatory pension contributions in the amount of 10% of the employee's monthly income.

Parental leave

GRI 401-3, GRI 12: Coal Sector: 12.15.4, 12.19.4

Employees of "Samruk-Energy" JSC have the right to child care leave in accordance with the legislation of the Republic of Kazakhstan. The company maintains a balance between the professional and family life of employees and provides social support to employees in connection with the birth of a child.

In 2025, 221 people took advantage of parental leave, of which 11 were men and 210 were women.

Recreation and wellness programmes

GRI 403-6, GRI 12: Coal Sector: 12.14.7

In order to improve the health of employees and maintain a healthy lifestyle, the Company provides additional paid annual leave daysfor length of service. In addition, social support measures are being implemented to partially compensate for the costs of health resort treatment for employees and health programmes for employees' children, including children with disabilities and orphans.

In order to improve the health of employees and support a healthy lifestyle, the Company implements social support measures, including health resort treatment, recreation for employees and their families, as well as health programmes for employees' children.

Ekibastuz GRES-2 JSC provided recreation and health improvement for employees and their children 135 children of employees visited a children's health camp, employees underwent sanatorium treatment, and also used weekend vouchers in the Bayanaul resort area.

Almaty Electric Stations JSC organised health improvement for employees and their families, including the provision of 295 vouchers for employees' children, and also implemented a pilot project of free hot meals, which covered 2,873 employees.

Shardarinsk HPP JSC provided sanatorium treatment for 124 employees, as well as organised recreation for employees and their children, including the departure of 23 people to the ABADAN health camp.

Bogatyr Komir LLP implemented measures to improve the health of employees, including the provision of 30 vouchers to the Arman sanatorium, as well as the payment of advances for sanatorium treatment to 331 employees, which allowed employees to undergo treatment in various health and sanatorium institutions.

Energy Solutions Center LLP organised recreation for employees and their families, including the provision of 108 weekend vouchers to the Golden Sands rest home, as well as recreation for 55 children of employees in the Karlygash children's health camp.

The implementation of these measures contributes to improving the health of employees, improving their well-being and supporting the families of employees.

Improving working conditions

"Samruk-Energy" JSC continues to improve social and living conditions for employees, providing comfort, protection and a favourable working environment. These initiatives are a strategic priority of the company, aimed at increasing employee motivation and sustainable development.

To monitor conditions at 77 of the company's facilities, remote monitoring was organised through the platform of the Unified Operator for the Development of Industrial Relations.

In 2025, plans were developed to improve conditions, including measures to

Development of internal communications and feedback.
Prevention of violence in the workplace.
Improving interaction with contractors.
Updating the conditions in dressing rooms, sanitary units and showers.
Modernisation of dining rooms.

The Comprehensive Plan of Corrective Measures to Increase the Level of Social Stability and Improve Social and Living Conditions for "Samruk-Energy" JSC Group of Companies for 2025 was approved by the Head of the Office of the Chairman of "Samruk-Energy" JSC on 07.02.2025.

Based on the results of the audit/inspection of the social and living conditions of production units, a list of works was drawn up, which is provided for in the budget of subsidiaries and affiliates for 2025-2026.

In addition, during the reporting period, the PI "Center for Social Interaction and Communications" conducted IR screenings at the production facilities of subsidiaries and affiliates in Ekibastuz, Ust-Kamenogorsk, Almaty, Shardara and Shulbinsk.

On 23 April 2025, Free hot meals for production workers are organised in AlES. Within the framework of the social programme, in the Year of Working Professions, a project was launched for the first time at the enterprises of AlES to provide employees of production workshops with free hot meals. At CHPP-2 named after A. Zhakutov, more than 900 people receive high-quality balanced food every day. For the convenience of shift teams, the canteen operates around the clock.

Measures are being taken to improve the social and living conditions of subsidiaries and affiliates.

Priority areas for improvement in 2025

Upgrading sanitation infrastructure

3 modern modular units and 12 new sanitary units were put into operation.
All sanitary areas are equipped with separate sections for men and women.

Improving water supply

32 drinking fountains have been installed to provide employees with clean water.
An improved water supply system has been introduced.

Reconstruction of public catering facilities

The canteen has been modernised taking into account modern requirements.
A specialised store for employees was opened.

Leisure and sports

We actively support the participation of employees in sports events.

The local trade union "Seriktes" of JSC "Alatau Zharyk Company" held tournaments in table tennis, Counter Strike 2, a team bowling tournament among women, as well as competitions in arkana tartu, arm wrestling, basketball, asyk atu, chess, togyzkumalak and swimming. In addition, a large mini-football tournament and an annual volleyball tournament were organised.

With the participation of the Local Trade Union of Employees of AlmatyEnergoSbyt LLP "Zhas Kuat", a billiards tournament was held, in which 16 employees took part. Competitions were held without age and gender restrictions in the discipline "free pyramid".

The main purpose of these events is to promote a healthy lifestyle, develop physical culture and strengthen the corporate spirit among employees.

Collective agreement

GRI 2-30, 402-1, GRI 12: Coal Sector: 12.3.2, 12.15.5

"Samruk-Energy" JSC and the local trade union signed a new collective agreement for 2025-2027.

Key changes include strengthening mechanisms for resolving disagreements and expanding social guarantees, including additional leaves, indexation of wages, labour protection, and improving the conditions for rest and health of employees.

The signing of the agreement is an important step in strengthening the corporate culture and developing a constructive dialogue with the workforce.

The collective agreement of "Samruk-Energy" JSC is a key tool for regulating social and labour relations and ensuring the protection of labour, economic and social rights of employees. The document contributes to the development of a constructive social partnership between the Company and employees and is aimed at maintaining a sustainable and safe working environment.

In accordance with the terms of the Collective Bargaining Agreement, the minimum period for notifying employees of operational changes is no later than two weeks.

95% of the Company's employees are covered by Collective Bargaining Agreements.

Collective agreements provide for a wide range of social payments and benefits for employees, including:

Financial assistance for rehabilitation, birth of a child, marriage, burial of an employee or his close relatives, treatment of pensioners, as well as support in emergency situations;
Payments in connection with temporary loss of income, including during the period of maternity leave and adoption of a child;
Voluntary medical insurance;
Sanatorium-and-spa treatment of employees and their children;
One-time incentives for anniversaries (50, 60, 70 years), as well as financing cultural and sports events and providing New Year's gifts to employees' children
Provision of loans to employees;
Payments in case of injury or loss of a breadwinner.

Labor relations of employees not covered by collective agreements (in the absence of a collective agreement in certain subsidiaries and affiliates) are regulated by internal regulatory documents establishing the procedure for remuneration of labour and the provision of social benefits in accordance with the labour legislation of the Republic of Kazakhstan.

GRI 2-30

Indicator	2023	2024	2025
Employees covered by collective agreements	17,412	17,814	18,243
Share of employees covered by collective agreements	97%	94%	95%^A

Trade union organisations

"Samruk-Energy" JSC respects the right of employees to freedom of association, including the creation and accession to trade unions and other public associations, participation in collective bargaining and protection of their interests without the risk of negative consequences.

Professional, economic and social rights of employees are implemented within the framework of the social partnership system with the participation of authorised representatives of employees and the employer. The Company ensures that the right of employees to choose their representatives is respected in accordance with the laws of the Republic of Kazakhstan.

More than 18 thousand employees of the Company are members of trade unions.

Since 2024, Samruk-Energy has been cooperating with the National Confederation of Employers "PARYZ" as a tool for strengthening social responsibility and developing labour relations. The priorities of cooperation include raising standards of working conditions, developing blue-collar professions, improving social partnership and labour relations mechanisms, promoting a safety culture and participating in training programmes and expert platforms. The cooperation is aimed at strengthening human capital and improving the effectiveness of the company's social policy.

In August 2024, "Samruk-Energy" JSC joined the National Confederation of Employers of the Republic of Kazakhstan "PARYZ" in order to promote the creation of favourable conditions for improving the efficiency, competitiveness and status of employers in the Republic of Kazakhstan, as well as protecting their interests through social dialogue and partnership mechanisms.

In 2025, 11 subsidiaries and affiliates of "Samruk-Energy" JSC joined the Confederation.

In 2026, "Samruk-Energy" JSC considers cooperation with the "PARYZ" Confederation as a significant tool for the development of social responsibility and improvement of labour relations in the Group of Companies.

Personnel development and training

GRI 3-3, 404-1, GRI 12: Coal Sector: 12.15.6, 12.19.5

"Samruk-Energy" JSC strives for continuous development of human resources, providing employees with access to modern educational programmes and opportunities for professional growth. We offer corporate training, professional development programmes, mentoring, cooperation with educational institutions and online learning. Particular attention is paid to the development of managerial competencies and adaptation to digital changes. By investing in training, we strengthen the corporate culture and increase the competitiveness of the business.

The Company has in force the Rules for Professional Training and Adaptation of Employees of "Samruk-Energy" JSC, which determine the goals, objectives, key areas, as well as the procedure for interaction between departments, regulating the responsibility and duties of employees and managers.

We adhere to the "70-20-10" principle, where 70% of learning takes place in the process of work, 20% through mentoring and internal programmes, and 10% through external training. This approach provides a balance between theory and practice, allowing employees to effectively apply new knowledge.

The main areas of training include the operation of power equipment, mentoring programmes, development of management skills (MBA, EMBA), English language learning, thematic seminars and trainings, talent pool development, as well as corporate ESG programmes. We strive for systematic development of personnel, contributing to professional growth and improving work efficiency.

During the reporting period, corporate training was organised and conducted for employees of the Company and its subsidiaries and affiliates in the following key areas: occupational safety training as part of the implementation of the plan to achieve zero injuries, the course "Fundamentals of Artificial Intelligence: Practical Application", as well as training on gender equality. For top management, the programme of the strategic session "AI Leaders" was implemented, aimed at exchanging international experience and practical cases of introducing artificial intelligence in key industries, including energy, oil and gas, finance, logistics and the mining and metallurgical complex.

In 2025, trainings and trainings were held on the following topics: ESG best practices, overview of the current energy system and energy development forecast, formation of an anti-corruption culture, leadership and motivation, compliance and anti-corruption policy, gender equality, risks in the implementation of investment projects, strategic thinking, as well as the application of the Code of Conduct of "Samruk Energy" JSC.

The implementation of programmes is provided both off-the-job and on-the-job, with the issuance of a certificate or qualification certificate.

A Average number of training hours per employee per year, hours
Year	Category	Men	Women	Total
2023	AUP	90.10	56.06	67.05
	PP	56.80	50.28	55.33
	Total	57.86	51.39	56.19
2024	AUP	49.21	50.51	50.09
	PP	56.05	45.81	53.75
	Total	55.83	46.74	53.48
2025	AUP	46.06	52.86	50.52
	PP	57.65	50.22	55.98
	Total	57.23	50.74	55.56

Employee training costs
Indicator	2023	2024	2025
Total cost of employee training, thousand KZT	440,000	570,000	773,000
Training costs per employee per year, KZT	24,949	30,430	40,493

Average number of training hours per employee in the Company, man/h
2023	2024	2025
56	53	56 А

Average number of training hours per employee by gender, man/h
Indicator	2023	2024	2025
Men	57	56	57 А
Women	51	47	51 А

Average number of training hours per employee by category, man/h
Indicator	2023	2024	2025
AМР	66	50	51
Production Personnel	55	54	56

А Total number of hours of training, hours
Year	Category	Men	Women	Total
2023	AМР	38,111.7	49,728.3	87,840.0
	PP	729,884.0	187,631.0	917,515.0
	Total	767,995.7	237,359.3	1,005,355.0
2024	AMP	22,637.0	48,845.0	71,482.0
	PP	759,814.0	179,798.0	939,612.0
	Total	782,451.0	228,643.0	1,011,094.0
2025	AMP	23,815.0	51,860.0	75,675.0
	PP	796,052.5	200,630.0	996,682.5
	Total	819,867.5	252,490.0	1,072,357.5

Talents and talent pool

GRI 404-3

In 2025, there were 588 employees in the talent pool and talent pool, of which 25% were women. Thanks to the succession system, 22% of vacancies (41 out of 189) for key positions were filled by internal candidates.

The formation of the talent pool is based on the principles of objectivity, transparency, fairness, voluntariness and efficiency in accordance with the corporate rules of talent management. The Board of Directors and management pay special attention to succession planning for leadership positions.

The talent pool process is integrated with the annual employee assessment system, which includes a comprehensive analysis of goals, competencies, potential, and the development of individual development plans.

In 2025, 1,628 employees underwent performance and career development assessments.

Based on the results of the assessment, a talent map is formed, mentoring, internship and succession programmes are developed. The results are also taken into account in the revision of salaries and the payment of annual bonuses.

Total number of staff who have undergone regular performance and career development assessments
Indicator	2023	2024	2025
Men (total)	307	627	902
AMP	133	194	392
PP	174	433	510
Women (total)	475	560	726
AMP	270	363	515
PP	205	193	211

Percentage of staff regularly receiving performance and career development assessments
Indicator	2023	2024	2025
Men (total)	2.31%	4.50%	6.33%
AUP	31.29%	42.10%	75.82%
PP	1.35%	3.19%	3.73%
Women (total)	10.28%	11.45%	14.49%
AUP	30.44%	36.30%	51.99%
PP	5.49%	5.32%	5.28%

Talent pool

In order to develop human resources and ensure the continuity of managerial personnel, "Samruk-Energy" JSC implements the "Talent Pool" programme aimed at identifying and developing promising employees, as well as creating opportunities for their professional and career growth in the group of companies.

On 23 September 2025, an offline training was held for the participants of the Talent Pool on the topic "Leadership in the Flow: Motivation, Influence and Energy". The purpose of the training is to increase the leadership competencies of the participants, develop the skills of staff motivation, apply methods of influence without pressure, as well as the formation and maintenance of personal energy for effective team management.

On 4 December 2025, the Nomination and Remuneration Committee held its annual meeting with promising employees included in the Talent Pool and the Corporate Centre Succession Programme.

Interaction with the education system

"Samruk-Energy" JSC actively develops interaction with students and graduates of universities and colleges in order to attract young professionals and form an image of an attractive employer. The company provides opportunities for industrial and pre-graduation practice, internships and participates in the development of dual education with subsequent employment of the best graduates.

In 2025, more than 800 students completed internships at the Company, and dual training agreements were signed with more than 70 students. As part of the Year of Working Professions, the Company expanded cooperation with educational institutions by concluding about 30 new agreements and memorandums of partnership.

"Samruk-Energy" JSC maintains stable relations with leading universities and colleges of Kazakhstan, providing training of qualified personnel in the field of energy, electricity and heat power, as well as information technology.

"Samruk-Energy" JSC continues to actively develop partnerships with leading universities and colleges of Kazakhstan, including "AUPET" NJSC, "Al-Farabi Kazakh National University" NJSC, D. Serikbayev East Kazakhstan Technical University, "Toraigyrov University" NJSC, "M. Auezov South Kazakhstan University", Mukhamedzhan Tynyshpayev ALT University, "Electrotechnical College", "Ekibastuz Polytechnic College" and other educational institutions. These relations are aimed at training highly qualified specialists in the field of energy, electric power, heat power, as well as information technology.

Internships at the University of Genoa

One of the most significant projects in 2025 was an international internship for students of NJSC "AUPET" at the University of Genoa (Italy) within the framework of an agreement with JSC "Almaty Electric Stations" and NJSC "AUPET".

Within the framework of the programme, 4 students underwent an internship lasting one semester (120 days). The internship was successfully completed in December 2025, providing participants with a unique opportunity to gain international experience and in-depth knowledge in the field of modern combined cycle gas turbines and thermal power engineering. All expenses related to the business trip - travel, accommodation and meals - were fully covered by "AlES" JSC, which ensured the availability of the programme for the best students and contributed to the development of human resources in the industry.

Establishment of the University of Genoa Competence Centre

The project for the reconstruction of CHPP-2 and CHPP-3, including the transition to gas and the construction of gas turbine units, is strategically important for the modernisation of Kazakhstan's energy infrastructure. To train highly qualified personnel in this area, a series of meetings were held with representatives of AUPET, “AlES” JSC, ANSALDO and the University of Genoa. As a result, several agreements were signed aimed at training students as part of an international internship, and the task was set to create a Competence Center at the University of Genoa on the basis of the Department of Thermal Power Engineering at AUPET. This is part of a long-term strategy for international cooperation.

The project is aimed at training specialists in combined cycle plants, which is of great importance for the development of the energy sector of Kazakhstan.

Educational grants

As part of the implementation of initiatives to support the training of engineering and technical personnel, as well as to promote the development of integration of education, science and production, subsidiaries and affiliates of "Samruk-Energy" JSC – "Almaty Electric Stations" JSC, "Ekibastuz GRES-1 named after Bulat Nurzhanov" LLP and "Ekibastuz GRES-2 Station" JSC – developed and approved internal regulatory documents (IRD) governing the procedure for providing educational grants for students, allocated budget, as well as held open competitions and determined the winners - students who became grant holders.

Percentage of staff regularly receiving performance and career development assessments
№	Subsidiaries and affiliates	Educational institution	Number of grants
1	Almaty Electric Stations JSC	Almaty University of Energy and Communications named after G. Daukeev	7 grants
2	Ekibastuz GRES-1 named after Bulat Nurzhanov LLP	Ekibastuz Engineering and Technical Institute named after Academician K. Satbayev	3 grants
2	Ekibastuz GRES-1 named after Bulat Nurzhanov LLP	Ekibastuz College of Engineering and Technical Institute named after Academician K. Satpayev	3 grants
3	Ekibastuz GRES-2 Station JSC	Ekibastuz Engineering and Technical Institute named after Academician K.I. Satpayev	1 grant
3	Ekibastuz GRES-2 Station JSC	NJSC "Toraigyrov University"	2 grants
Total			16 grants

Corporate Culture and Internal Communications

We strive to implement high ethical standards and create an effective corporate culture focused on the principles of mentoring, trust, fairness and professionalism.

Results of initiatives to develop corporate culture in 2025

In 2025, "Samruk-Energy" JSC started the systematic development of corporate culture. The values and principles of EVP (Employee Value Proposition) were approved, as well as the Roadmap for their implementation for 2025-2026. Initiatives aimed at creating a single value space and increasing employee engagement were implemented, including the corporate voting "Energy Guide QÝAT" and the regular communication initiative "Good Morning EVP".

In August 2025, Samruk-Kazyna JSC summed up the results of the HR Brand 2025 competition among the companies of the group. The purpose of the competition is to identify and disseminate advanced, sustainable HR practices in the Fund's companies. The competition was held for the first time, and it showed a high level of involvement and maturity of HR approaches within the group.

According to the results of the first corporate competition "HR Brand 2025" held by "Samruk-Kazyna" JSC among portfolio companies, Samruk-Energy became the winner in the "Architect of Talents" nomination. The competition is aimed at identifying and replicating the best HR practices in the companies of the Fund's group. The victory of Samruk-Energy in the nomination "Architect of Talents" confirms the systematic work on the development of human capital, the formation of a talent pool and the creation of conditions for the retention of talented specialists. The award was a recognition of the professionalism of the HR team and the effectiveness of the initiatives being implemented.

As part of the systematic development of corporate culture, the Company's Management Board approved the values and principles of the EVP (Employer Value Proposition), as well as the EVP Roadmap for 2025–2026 by the decision of the Company's Management Board dated 9 September 2025 (Minutes No. 25). The implementation of the initiatives began in the fourth quarter of 2025 and was further developed in 2026.

In 2025, the foundation was laid for the formation of a single value space and increased employee engagement. In particular, the corporate voting "Energy Guide QÝAT" was held, aimed at popularizing corporate values and recognizing employees, the communication initiative "Good Morning EVP" was regularly implemented, ensuring the promotion of the company's values and the formation of a single information field.

In 2026, it is planned to scale and develop EVP initiatives with an emphasis on strengthening corporate culture, increasing employee engagement, and developing a culture of continuous learning.

In 20 December 2025, a meeting was held with the participants of the Management Pool and the Functional Talent Pool with the participation of members of the Nomination and Remuneration Committee of the Board of Directors, dedicated to the development of strategic thinking and management competencies in the context of the transformation of the energy sector.

As part of the exchange of best HR practices, the Human Resource Management Department organised an annual reporting meeting with the HR divisions of subsidiaries and affiliates, which summed up the results of the year and identified priorities for the next period. In addition, in 2025, the Group's internal Spartakiad was held as a stage of preparation for the super final of the Spartakiad of the Samruk-Kazyna Fund, contributing to the development of corporate spirit and team interaction.

Main communication channels

Corporate Internal Portal
Corporate newsletter
Corporate pages on social networks Instagram, Facebook, Twitter, YouTube, Telegram.

Company news, information on projects and initiatives in the field of social policy of "Samruk-Energy" JSC Group of Companies is posted on the pages of social networks.

Corporate volunteering

In 2025, we actively developed corporate volunteering programmes aimed at increasing employee engagement, strengthening team spirit and achieving moral satisfaction from good deeds.

The main activities of the volunteer programme included

Ecological campaign for garbage collection (more than 72 hours)
Charity event "Wishing Tree" for children with cancer (28 hours)
Waste Paper Collection (20 hours)
Food baskets for those in need within the framework of "Shyn Zhurekten" (8 hours)
"Vitamin Day" (8 hours)
Visit to veterans with material support (8 hours)
Career guidance events and excursions for children and students (20 hours)
Donor Day (4 hours).

Plans for 2026 and the medium term

In 2026, the activities of Samruk-Energy JSC in the field of human resource management and corporate culture development will be aimed at further digitalisation of HR processes, improving social policy and strengthening the employer brand.

The main areas of work include

Implementation of AI agents to improve efficiency and automation of HR functions
Development of a grading system and comprehensive automation of personnel processes
Conducting annual surveys of Samruk Research Services (SRS), including employee well-being assessments and sociological surveys of production personnel in subsidiaries and affiliates
Conducting social measurements in subsidiaries
Maintaining the number of employees with disabilities at the level of 31.12.2024
Support for the participants of the "Talimger" project, including maintaining the level of employment of orphans at the level of 31.12.2025 and support during adaptation
Implementation of the Action Plan for Social and Labor Relations for 2026
Measures to strengthen corporate values, develop internal communications and increase employee engagement.