Human
Capital

At Lupin, we believe that thriving employees build thriving organizations. That’s why we go beyond anecdotal feedback to systematically measure what truly matters — by listening at scale and responding with intent. Once in every two years, we conduct the McKinsey Organizational Health Index (OHI) survey to assess critical markers of employee experience, such as job satisfaction, sense of purpose, overall happiness, and stress levels. In our most recent OHI cycle, we achieved a remarkable 85% global participation rate — with scores reflecting strong engagement: 80% satisfaction globally and an even stronger 89% across our India operations. But data is only the beginning. We ensured transparent communication of results to all participants, followed by focused group discussions across teams. These conversations translated into tangible, function-specific action plans — monitored quarterly to ensure accountability and progress. One standout outcome was the launch of S.O.A.R. (Synergy, Open Communication, Action, Results) — a targeted intervention for our R&D and Biotech teams based on their specific feedback. Delivered to 17 cohorts and reaching over 1,000 employees, SOAR wasn’t just a program—it was a movement to deepen collaboration, strengthen purpose, and accelerate outcomes. At Lupin, listening isn’t passive—it’s a promise to improve.

At Lupin, performance is not just about business outcomes — it’s about the broader impact we create for our stakeholders, society, and the planet. Hence, we have embedded Environmental, Social, and Governance (ESG) priorities into the heart of our performance management and rewards framework.

Every Lupinytt undergoes a structured performance review aligned with our Leadership Competencies and Values Framework. For senior leaders, including the Chief Executive Officer, Managing Director, Business Unit Heads, and applicable managers, performance evaluation goes much deeper. It integrates ESG goals tied directly to Lupin’s material priorities, ensuring a clear line of sight between strategic intent and individual accountability.

Our ESG targets for FY25 were shaped by our enterprise-wide materiality assessment and focused sharply on high-impact areas such as climate change, GHG emissions reduction, water recycling, waste management, biodiversity, DEI, patientcentric innovation, and access and affordability. These objectives are assigned to relevant Presidents and cascaded to functions, where they are weighted appropriately within annual performance reviews and the year-end rewards process.

Performance against these ESG goals directly influences both monetary and non-monetary outcomes. Bonuses, increments, and ESOPs are tied to the achievement of ESG-linked KPIs, while high-performing individuals who embody Lupin’s values are also celebrated through The Desh Bandhu Gupta Spirit of Lupin Awards — a prestigious recognition of excellence in integrity, customer focus, innovation, and care.

All executive-level ESG performance outcomes are reviewed and approved annually by the Nomination and Remuneration Committee (NRC) and the Board. In parallel, the Board’s Sustainability and Corporate Social Responsibility Committee periodically reviews our progress against sustainability goals — ensuring that Lupin’s purpose-driven ambitions remain firmly on track.

Human Rights

Our Approach

We are committed to upholding human rights both within our operations and across our value chain. We hold all our business partners, including joint ventures, to the same high standards. Risk identification in our own operations is managed by our HR Head, supported by site and functional teams, who develop and implement mitigation plans. This encompasses a systematic and periodic review of the risk mapping of potential human rights issues through internal audits at the start of every fiscal year. There is also an independent third-party audit that is conducted once in every two years. Risk identification in our value chain, especially with key suppliers, is addressed through our supplier ESG Program, which monitors their performance against social criteria, including specific human rights standards. When establishing new business relationships, including mergers, acquisitions, and joint ventures, risk identification is prioritized to ensure alignment with our human rights commitments.

We have institutionalized human rights management processes through site-level Human Rights Core Committees — crossfunctional, inclusive forums led by site heads, comprising of representatives from management, junior staff, women employees, and contractors.

These committees collaborate to ensure our human rights policy isn’t just documented — it’s actively implemented, monitored, and lived. They track performance indicators, investigate grievances, and enable early interventions wherever needed, reinforcing our zero-tolerance stance toward any form of workplace injustice.

During FY25, we further strengthened our human rights practices. We conducted a dedicated workshop focused on cross-location audits, preparing our internal teams to proactively identify and mitigate risks. In parallel, all Lupin employees completed a refresher training on Lupin’s Human Rights Policy, re-establishing our shared responsibility to uphold respect and dignity across our operations. All our security personnel were included as part of this training.

Looking ahead, we are deepening our commitment by aligning with the Human Rights Excellence Criteria (BEC 1500:2024). In FY26, we will initiate the BEC 1500:2024 standards across relevant locations and equip our teams with ILO-certified human rights training ensuring that our actions remain rigorous, compliant, and compassion-led.

Human Rights Assessment

Following independent third-party audits across all our operations last year, we renewed our certifications in the current year and achieved Platinum Rating. Independent third-party auditors conducted audits at all 17 locations (including two Lupin subsidiaries) and these certifications cover both Lupin employees and contractual workers.

Our location-level human rights committees ensure active compliance and continuous improvement.

The human rights issues included for evaluation encompassed the following:

Based on the assessment, no operations or suppliers have been identified where the right to freedom of association and collective bargaining is at risk. Although the company has not caused nor contributed to any adverse effect concerning any of the human rights topics/human rights violations during the reporting year, we have a few special projects ongoing at every site. This is in line with our human rights policies.

Occupational Health and Safety

At Lupin, Occupational Health and Safety (OHS) remains a cornerstone of our sustainability strategy and is guided by our Environment, Health, Safety, and Sustainability (EHS&S) policy. We conduct comprehensive risk and hazard assessments to proactively identify potential sources of harm in the workplace. Based on these assessments, we prioritize and implement targeted action plans with clearly quantified objectives to mitigate identified risks. Our emergency preparedness framework is robust, integrating specific actions to ensure swift and effective responses to unforeseen situations. We continuously evaluate our progress in reducing and preventing health-related issues by benchmarking outcomes against predefined targets. Regular internal inspections and structured procedures for investigating work-related injuries, illnesses, and incidents further reinforce our commitment to a safe work environment. To foster a culture of safety, we provide ongoing OHS training to employees and relevant stakeholders, enhancing awareness, and minimizing operational health and safety incidents. Additionally, we have embedded the OHS criteria into our procurement and contractual processes, ensuring that our safety standards and EHS Policy commitments are upheld across our value chain. We ensure compliance with all laws and regulations, adopting high safety standards across all our operations and value chain.

Well-Defined OHS Management

We have implemented a holistic OHS management system that clearly defines the roles and responsibilities of each EHS employee, ensuring successful integration of safety practices and active worker involvement in preventive measures.

Proactive Risk Mitigation

We employ comprehensive hazard identification and risk assessment practices to implement effective control measures. This includes HAZOP assessments, risk evaluations for formulation units, and job safety analyses. Regular mock drills are conducted to ensure our response effectiveness, prioritizing rapid access to medical services and antidotes.

Continuous Improvement and Oversight

Monthly reviews of Environmental, Health, and Safety (EHS) performance are conducted at both site and corporate levels to identify challenges and implement improvements. Our dedicated EHS units help integrate safety management with performance appraisals, setting clear safety targets. Rigorous internal and external audits of our EHS policies and practices, aligned to ISO 45001 standard provide key oversight to maintain high performance levels. All our manufacturing units are ISO 45001 certified with independent external verification of health, safety, and well-being.