Interfront 2025 Annual Report

111 HUMAN CAPITAL MANAGEMENT 10 Staff Turnover Interfront concluded the second consecutive year with a low staff turnover rate, marking a positive shift from the high turnover rate experienced previously and reflecting the effectiveness of the interventions implemented. The company places great importance on feedback from exit interviews; however, the reduced number of voluntary resignations during the year resulted in fewer exit interviews being conducted, which is a positive indicator of improved retention. A challenge for a relatively small organisation like Interfront is the limited availability of career advancement and promotion opportunities within. Consequently, some employees seeking to advance their careers may pursue opportunities elsewhere. Encouragingly, four former employees have since returned to Interfront, which speaks to its positive work environment. While significant progress has been made in cultivating a supportive and engaging workplace, ongoing efforts to broaden career growth prospects, maintain competitive benefits, and strengthen communication are vital. These initiatives are crucial for sustaining a low turnover rate and reinforcing Interfront’s position as an employer of choice. EMPLOYMENT CHANGES SALARY BAND EMPLOYMENT AT BEGINNING OF PERIOD APPOINTMENTS RESIGNATIONS MOVEMENT TO LEVEL (ADDITION) MOVEMENT FROM LEVEL (DEDUCTION) EMPLOYMENT AT THE END OF THE PERIOD Top Management 2 0 0 1 0 3 Senior Management 14 0 0 1 (1) 14 Professional Qualified 74 8 6 5 (1) 80 Skilled 74 10 6 1 (5) 74 Semi-skilled 2 1 0 0 (1) 2 Unskilled 3 0 0 0 0 3 Total 169 19 12 8 (8) 176 REASON FOR STAFF LEAVING REASON NUMBER % OF TOTAL NO. OF STAFF LEAVING Death 0 0% Resignation 7 58.33% Dismissal 2 16.67% Retirement 2 16.67% Ill health 0 0% Expiry of long-term contracts 1 8.33% Total 12 100% LABOUR RELATIONS: MISCONDUCT AND DISCIPLINARY ACTION NATURE OF DISCIPLINARY ACTION NUMBER Verbal warning 0 Written warning 0 Final written warning 0 Dismissal 2