Human Resources Management
Human Resources at a Glance
In 2025, MEGA continued to strengthen its people practices across the organization, with 5,399 employees worldwide and more than 80,200 hours of training delivered globally.
- Employees worldwide
- Female employees
- Male employees
- New hires
- Employee turnover rate
- Training hours globally
Challenges and Opportunities
The healthcare and wellness industry is changing quickly.
New health needs, digital ways of working, regulatory expectations, supply chain complexity and competition for talent require people who can learn, adapt and perform with responsibility.
For MEGA, these changes create both challenges and opportunities. The challenge is to continue attracting, developing and retaining people across diverse markets. The opportunity is to build a stronger learning culture, improve employee engagement, promote wellness and prepare colleagues with the skills needed for a bigger and better MEGA in the future.
Competition for skilled people across markets.
Build a stronger learning and development ecosystem through Mega Academy.
Different labour laws and workplace expectations across countries.
Strengthen responsible employment practices and local compliance.
Changing health, digital and customer expectations.
Develop people who can think, adapt and respond faster.
Employee wellness and engagement in a fast-moving business environment.
Promote health, engagement, ownership and long-term career growth.
Why Human Resources Management Matters to MEGA
MEGA is a people-centric organization. Our business depends on the knowledge, responsibility and commitment of people across the value chain — from product development, manufacturing and quality control to regulatory affairs, distribution, sales, customer engagement and community health programs.
Human resources management is directly connected to MEGA’s sustainability priorities. MEGA identifies Talent Attraction and Retention, Employee Health and Safety, Human Rights, Personal Data Protection, and Diversity Equity and Inclusiveness as material social topics. These topics are important because they influence how MEGA attracts and retains capable people, maintains safe and fair working conditions, protects employee rights and personal data, and builds a workplace where people are treated equally and given fair opportunity to grow.
For a healthcare and wellness company, people capability is also connected to product quality, regulatory compliance and customer trust. MEGA’s operations require employees who understand quality standards, Good Manufacturing Practices, responsible business conduct, product stewardship, safety and customer needs. Strong human resources management therefore supports not only employee well-being, but also MEGA’s ability to deliver quality medicines and supplements safely and responsibly.
MEGA’s people approach is guided by the Company’s values of Truth, Trust, Respect and Freedom, and by the belief in Creating Owners and Improving Lives. The Company’s organizational enablers include empowering people, treating employees as co-owners of the Company, and extending the We Care philosophy to employees. MEGA also emphasizes mentoring, training and grooming its workforce to handle future challenges, as talent development has become a priority for the Company.
Human resources management is also important for business continuity and long-term growth. In 2025, MEGA had 5,399 employees worldwide, welcomed 1,136 new hires, and recorded a turnover rate of 19.70%. These figures show the scale of MEGA’s workforce and the importance of continuous investment in engagement, learning, welfare, wellness and career development.
By strengthening responsible employment, learning and development, employee engagement, health and wellness, benefits, equal opportunity and employee voice, MEGA aims to build a workforce that is capable, healthy, engaged and ready to support a bigger and better MEGA in the future.
Responsible Employment and Employee Rights
MEGA is committed to maintaining a fair, respectful and responsible workplace in every country where we operate. The Company respects human rights, provides healthy and hygienic working conditions, observes the labour laws of the countries of its operations, and files required reports within due dates.
MEGA’s Business Ethics and Code of Conduct and Non-Discrimination and Non-Harassment Policy bar discrimination on any grounds. The Company also has a Health, Safety and Environment policy and measures related data in line with current standards.
MEGA encourages employee rights under collective bargaining laws. The Company has a welfare committee, and the welfare committee of employees may send recommendations to management when necessary. Management also engages worker representatives at regular intervals to ensure that employee views are addressed. In 2025, the Welfare Committee in MEGA’s manufacturing facilities met three times and provided recommendations to the management team for the betterment of employee working conditions.
Our Human Resources Management Approach
MEGA manages human resources through a combination of values, responsible employment practices, capability building, employee engagement, employee well-being, equal opportunity and worker voice. This approach reflects MEGA’s belief that people are not only employees, but co-owners of the Company’s way of life.
MEGA has embarked on preparing its teams to be ready with the skills needed for a bigger and better Mega Lifesciences in the near future. The Company continues to mentor, train and groom its workforce to handle future challenges, and talent development has become a priority for MEGA.
MEGA’s human resources management approach is translated into daily practice through six connected areas. These areas reflect the Company’s disclosed policies, employee programs, engagement mechanisms, welfare practices and workforce development activities.
Responsible Employment and Employee Rights
Cover labour law compliance, human rights, non-discrimination, non-harassment, health and safety policy, welfare committee and worker representative engagement.
Learning and Future Readiness
Cover Mega Academy, training needs analysis, onboarding, Supervisor Development Program, Future Leader Program, coaching, Individual Development Plans and Mega Vision 2030 alignment.
Employee Engagement and Voice
Cover engagement surveys, data review, management remedial action, engagement score, response rate, employee feedback and workplace improvement.
Benefits, Welfare and Well-being
Cover remuneration, benefits, provident fund, social security, insurance, welfare support, GHBY, RDBY, BMI HERO SS1 and wellness activities.
Diversity, Equity and Inclusiveness
Cover equal opportunity, non-discrimination, fair treatment, gender diversity and collaborative workplace culture.
Monitoring and Continuous Improvement
Cover workforce data, turnover, training hours, engagement results, welfare committee recommendations and improvement actions.
Our People in 2025
In 2025, MEGA had 5,399 employees worldwide. Of this total, 3,083 were female and 2,316 were male. MEGA also welcomed 1,136 new hires during the year.
Employees by Gender
Employees by Management Level
Top Management
Senior Management
Middle Management
L4 and Below
Employee turnover in 2025 was 1,019 employees, representing a turnover rate of 19.70%. MEGA continues to strengthen talent development, engagement, workplace wellness and learning programs to support employee retention and long-term capability.
| Year | Employee Turnover Rate |
|---|---|
| 2022 | 22.63% |
| 2023 | 25.23% |
| 2024 | 22.98% |
| 2025 | 19.70% |
Mega Academy: Building a Thinking Organization
Mega Academy is MEGA’s learning and development ecosystem dedicated to upskilling colleagues across frontline, managerial and leadership levels. The approach emphasizes classroom, online, experiential and self-directed learning with hands-on application at work. Programs are facilitated by both internal and external trainers. The goal is to strengthen capability, foster strategic thinking, enable informed decision-making and drive sustainable business performance.
Mega Academy is designed to build capability and consistency across the organization, enabling individuals to think strategically, make informed decisions and implement effectively for customer engagement, business growth and people development.
Mega Academy Journey and Methodology
Mega Academy was born from MEGA’s commitment to helping people excel in their areas of strength. The Company identified that skill and knowledge gaps were among the factors contributing to turnover in some markets. To address this, a comprehensive training needs analysis was conducted across MEGA markets.
The end-to-end process of MAT – Mega Academy Trainings, TRIP – Trainer Readiness Internship Program, and MSC – Mega Strength Coach helps accelerate the thinking capability and capacity of colleagues through a “Learn to Teach” methodology. This includes learning kits, facilitator guides, participant guides and experiential activities.
MEGA also uses coaching and development tools such as the GROW model, One-on-One (O3) coaching, On-the-Job Training (OJT), Individual Development Plans (IDPs) and Mega Leadership Assessment (MLA) to support capability building and leadership development.
ESG in Action
Disclosed Target / Management Focus
MEGA will continue to strengthen human resources management through responsible employment, employee engagement, capability development, employee health and wellness, benefits, equal opportunity and employee voice.
Increase the survey scope and maintain an engagement score of minimum 4.0 in 2026.
Continue capability building through Mega Academy across frontline, managerial and leadership levels.
Respect human rights, provide healthy and hygienic working conditions, comply with labour laws in countries of operation, and maintain non-discrimination and non-harassment practices.
Continue Welfare Committee engagement, employee recommendations to management and regular communication with worker representatives.
Continue workplace health and wellness initiatives such as GHBY, RDBY, BMI HERO SS1 and GHBY Champions Program.
Continue supporting non-discrimination, equal opportunity and a peaceful and collaborative working environment.
