A holistic approch
To sustainability.
EMPLOYMENT & SOCIAL ASPECTS
GRI Standards
KNPL employees
KNPL's diverse workforce comprises of different age groups, gender, religion, nationality, intellectual abilities and professional backgrounds. It focusses on creating a stimulating work environment, supported by a caring and compassionate work ethos to enable employees to thrive and deliver winning performance.
Our focus on Gender Diversity
At KNPL, we prioritize fostering diversity and inclusivity by advancing opportunities for our colleagues, culture, and communities, and we ensure that there is no discrimination based on gender, race, age, religion, or ethnicity.
Our progress includes achieving 4.55% gender diversity among permanent employees, excluding workers, and 3.76% among permanent employees, including workers. Additionally, we hired one differently abled candidate in FY 2025-26, increasing the total count to two, encompassing both existing and new hires.
Employee Training and Development
At KNPL, we don't just offer jobs, we offer a learning experience like none other. We persistently aim to accomplish an atmosphere of edification and enlightenment. Through catalyst for development, we endeavour to create a culture of Collaboration, Innovation and Empowerment.
Capability Building
Through a culture of continuous learning and development, we aim to empower our people, enhance organisational resilience, and support sustainable value creation. Key initiatives include:- Campus to Corporate
A transition programme focused on building professional readiness through grooming skills, effective communication, business email etiquette, and presentation skills. -
Training on Digital Applications
Provides training to internal stakeholders to enable the effective adoption and utilisation of digital applications aligned with their requirements. -
Lead with Impact Training
A targeted programme designed for managers to enhance skills and knowledge, supporting career progression, achievement of professional objectives, and improved team effectiveness -
Advanced Sales Training Programme
Focused on empowering frontline sales teams with essential skills and product knowledge to understand customer needs and drive successful sales outcomes
Sales Trainings:
- L&D teams ensure employees have access to virtual mediums for learning opportunities.
- Planned events such as seminars, learning programs, and self-learning modules keep employees connected throughout the year.
- The Product focused trainings focuses on continuous learning and upskilling, with subject matter experts sharing their views on technical subjects once a month..
- The Sales Competency Enhancement Programme offers comprehensive training to the sales team on various topics, including the paint industry, technical aspects, product training, scheme management, stakeholder management, digital training, and self-management.
- Nerolac's flagship programme engages with painters and contractors, offering benefits and schemes, including direct transfer of rewards to painters' bank accounts in real-time.
- KNPL is dedicated to building strong relationship with painters through the Painter Loyalty programme, which enhances painter engagement and drives secondary sales. We have expanded our painter network, provided personalized benefits via the “Pragati’ app
Employee Benefits
We offer a comprehensive suite of benefits to support employees across different stages of their careers. These include gratuity, superannuation, medical and life insurance coverage, group accident insurance, pension and retirement benefits, and provident fund contributions. During FY 2025-26, we continued supporting eligible employees through our parental support framework.
Occupational Health and Safety
- CREATING A SAFE WORK ENVIRONMENT: OCCUPATIONAL HEALTH AND SAFETY IN ACTION
KNPL has a comprehensive OHS&E Policy, emphasizing health and safety across all operations and fostering a safety culture. The policy includes a Disciplinary Action for Safety Violation Policy aligned with KPJ guidelines to enhance safety awareness and adherence. A well-defined Safety Committee with worker representation conducts regular evaluations, promotes inclusive participation, and engages stakeholders. The company performs Process Hazard Analysis and Hazard and Operability Studies to identify and mitigate risks, ensures 100% compliance with chemical storage standards, and conducts periodic safety checks and training. Regular safety audits and assessments drive corrective actions, integrating safety training and competitions to create a safety-minded ecosystem, empowering the workforce to take ownership of safety and deploying robust safety measures across the organization. -
SAFETY TRAINING AND COMPETITION:
Our Behaviour-based Safety (BBS) programme is further strengthened through increased observation frequency and advanced behavioural training. Additionally, Personal Level Risk Assessments (PLRA) empower individuals to identify, assess, and manage risks associated with routine tasks. During FY 2025-26, we continued to deepen our commitment to workplace safety by adopting a holistic and people-centric EHS engagement approach. A combination of visual communication, real time instructions and structured training enabled us to reach employees across all levels and shifts, fostering a strong culture of safety ownership.In FY 2025-26, we conducted 1,09,970 Workforce Safety Training Hours.
Incident Management:
- We investigate all safety incidents through a structured framework to ensure comprehensive analysis. In the event of an incident, a specialised cross-functional team at the respective manufacturing site analyses and determines the underlying causes using advanced root cause analysis techniques. Based on the findings, we develop and implement detailed corrective and preventive action (CAPA) plans. Investigation findings, identified root causes, and CAPA plans are systematically communicated across multiple organisational levels to strengthen collective learning. In addition, a structured knowledge-sharing mechanism across manufacturing facilities supports the prevention of similar incidents. Relevant learnings from allied industries further supplement these efforts. We also provide the Board of Directors with regular quarterly updates on incidents and the status of CAPA implementation.
| In FY 25-26 | |
|---|---|
| Lost Time Injury Frequency Rate (Per Million Workforce Hours Worked) | 0 |
| Manhours worked without LTI | 45.11 Million |
| Lost Time Injuries (LTI) | 0 |
| Minor Injuries | 8 |
| Occupational Illness | 0 |
Lost Time Injury Frequency Rate trend
Human Rights
KNPL's commitment to human rights in accordance with internationally accepted standards includes no forced labour / child labour, compliance with minimum wages, no discrimination, gender equality, prevention of sexual or any other form of harassment, occupational safety, employee health and well-being, and is covered by the:
- Company's Code of Conduct Policy
- Appropriate Social Conduct at Workplace Policy (including POSH)
- OHS&E Policy
These policies are applicable for the organisation as well as its subsidiaries and group companies. Elements of the human rights have also been included in our policy on Supplier Code of Conduct.
We have an Internal Complaints Committee (IC) consisting of members from different functions including external member. The prime objective of the IC Committee is to ensure effective intervention and timely handling of the matters falling under the Company's Appropriate Social Conduct at Workplace Policy (including POSH). We have aligned our Company Policies in line with UNGC Principle
Employees may also report concerns through the dedicated vigil mechanism email at vigil@nerolac.com. This channel is intended for reporting genuine concerns regarding unethical conduct, actual or suspected fraud, violations of Company policies, or other serious misconduct
The Company did not receive any stakeholder complaint regarding human rights relating to discrimination, child labour, forced labour, involuntary labour in FY 2025-26.
During the reporting period, employees and workers have been provided training on human rights issues and policy(ies) of the entity. The details of the same has been given in the BRSR FY 25-26.
