Employees are the Bank's primary value and key resource, as its business results directly depend on their level of professionalism and safety. The Bank conducts labor relations in accordance with the principle of legality and in compliance with universally recognized labor rights of employees.

In the area of human rights compliance and building labor relations, the Bank is guided by the principles of the UN Global Compact, the legislation of the Republic of Kazakhstan and the regulatory legal acts of authorized state bodies adopted in accordance with it, as well as the internal regulatory documents of the Bank, including the Corporate Governance Code and the Sustainable Development Policy.

The Bank strictly complies with the norms and requirements of the Labor Code of the Republic of Kazakhstan. In the event of significant changes concerning the Bank's activities, employees are notified in the prescribed manner (no later than fifteen calendar days in advance).

In the reporting year, the Bank relocated its head office from the city of Almaty to the city of Astana. Prior to making final decisions, employees were informed about the planned changes and involved in consultations, within the framework of which they were given the opportunity to receive clarifications and ask questions of interest. In accordance with the established procedure, relevant relocation notifications were timely communicated to employees so they could make their decisions.

In cases where employees decided not to relocate, the provisions of the labor legislation of the Republic of Kazakhstan were applied, providing for the relevant notification procedures, consideration of possible alternative employment options, and the execution of prescribed compensation payments. All requirements of the current legislation were complied with during this process.

Employees who decided to relocate were provided by the Bank with the prescribed compensation payments, including the payment of travel costs for the employees and members of their families, as well as expenses for the transportation of property (baggage).

In order to ensure a comfortable transition to work in the new location, the Bank also provided comprehensive support to relocating employees. Employees were provided with permanent informational support, including clarifications on adaptation issues in the new city, assistance in navigating the infrastructure, as well as assistance in resolving housing issues. The implemented measures contributed to reducing stress levels and ensuring faster adaptation of employees and their family members to the new conditions.

Additionally, an opportunity to receive consultations from a corporate psychologist was organized. This measure was aimed at reducing the stress level associated with changing the place of work and residence, as well as providing professional psychological support to employees and their family members during the adaptation period to the new conditions.

There were no complaints filed against the Bank in the reporting year for violation of labor relations practices. In accordance with the legislation of the Republic of Kazakhstan and the terms of the employment contract, an employee has the right to appeal for the consideration of an individual labor dispute/complaints to:

-     The Grievance Redress Committee (Grievance Committee) of the Bank;

-     The Ombudsman of the Bank;

-     The Employee Representative of the Bank.

The timeframes for appealing for the consideration of individual labor disputes are regulated by the Labor Code of the Republic of Kazakhstan.

In 2025, training was conducted at the Bank on policies and procedures related to human rights aspects significant to the Bank's operations. Specifically, training sessions were held on the topics of "Human Rights" and "Diversity and Inclusion." Within the framework of these training sessions, 1 171 Bank employees were covered. In addition, a distance learning course was conducted on the topic of "Raising Awareness of Bank Employees on Gender Equality", which covered 1 352 Bank employees.

There are no units where child or forced labor is used, nor any instances of young employees performing dangerous work.