55 INTEGRATED ANNUAL REPORT 2026 The average length of service at resignation shows a very strong trend: FY2022/2023: ~7.9 years FY2023/2024: ~4.2 years FY2024/2025: ~4.5 years FY2025/2026: ~4.2 years There is a drop (±46%) in average tenure, from long‑tenured employees leaving in FY2022/23 to much shorter‑tenured resignations thereafter. When combining volume and tenure trends, a clear pattern emerges. Earlier years showed fewer resignations but of highly experienced employees. Recent years show higher or rising resignation volumes, and employees leaving after ±4 years or less. This suggests we may have possible retention challenges at mid‑career or post‑development stage. Potential issues may be related to career progression visibility, compensation competitiveness or role or workload sustainability. We also noted that resignations are concentrated in operational and field‑based roles, particularly in the job categories of Driver, Operator, and General Worker. Male employees and African employees represent most resignations, broadly reflecting workforce composition, but still important for employment equity and engagement monitoring. Repeated resignations from similar job families suggest role‑specific retention risk rather than individual issues. Employee Engagement Survey When considering the 2025 Employee Engagement Survey it shows that employee experience is generally positive, with strong levels of pride, trust in the organisation and commitment to NCT’s purpose. Engagement levels across NCT remain generally high, with most responses clustering in the “Mostly Agree” (4) and “Completely Agree” (5) categories across all four pillars: • My role at NCT • Teams and wellness • NCT strategy and culture • NCT and my future Core advocacy indicators remain strong: • Pride in working for NCT • Trust in NCT to do the right thing • Willingness to recommend NCT as a place to work
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