Building Good
Workforce Attraction and Retention
The Group is committed to attracting, developing and retaining talent by offering competitive remuneration, meaningful career development opportunities and a supportive workplace environment. We place strong emphasis on fairness, meritocracy and equal opportunity, while fostering a positive and engaging employee experience.
Our Workforce At A Glance
Total Employees by Gender
Total Employees by Region
|
Permanent | % |
Fixed-term/ |
% |
Full time |
% |
Part time |
% |
|---|---|---|---|---|---|---|---|---|
By Gender |
||||||||
Male |
2,691 |
55% |
307 |
53% |
2,677 |
56% |
321 |
50% |
Female |
2,184 |
45% |
273 |
47% |
2,141 |
44% |
316 |
50% |
By Region |
||||||||
Singapore |
2,410 |
49% |
62 |
11% |
2,430 |
50% |
42 |
7% |
Malaysia |
668 |
14% |
11 |
2% |
679 |
14% |
0 |
0% |
United Kingdom |
250 |
5% |
32 |
6% |
240 |
5% |
42 |
7% |
Australia |
538 |
11% |
365 |
63% |
384 |
8% |
519 |
81% |
Rest of the World |
1,009 |
21% |
110 |
18% |
1,085 |
23% |
34 |
5% |
We provide a comprehensive suite of employee benefits designed to support the well-being of our workforce. These include life insurance, healthcare coverage, disability and invalidity benefits, as well as parental leave in accordance with the guidelines of the Ministry of Manpower (Singapore). Employees who are Singapore Citizens and Permanent Residents are covered under the Central Provident Fund, which supports their long-term retirement needs.
To support talent development and retention, UOL has established a structured performance management framework that enables employees and managers to set clear objectives, receive regular feedback and plan career progression. Annual performance reviews are conducted to assess individual performance, identify development needs and recognise contributions across the organisation. Complementing this, the Group has in place talent management programmes to identify and develop high-potential employees, strengthening leadership pipelines and organisational resilience. In 2025, about 93% of senior management positions in our Singapore commercial and hospitality businesses were filled by local employees, achieving our target of more than 50% set in 2024.
The Group also recognises the value of experienced employees and supports re-employment beyond the statutory retirement age. Eligible employees may be offered renewable contracts, allowing the Group to retain institutional knowledge and benefit from their continued contributions.
In 2025, the Group recorded an overall hiring rate of 27% and an employee turnover rate (including both voluntary and involuntary turnover) of 30%. The Group will continue to monitor workforce trends closely and enhance our engagement and retention strategies to sustain organisational capability and support long-term growth.
New Employee Hires & Employee Turnovers
No. of new hires |
Hiring rate1 |
No. of turnovers |
Turnover rate2 |
|
|---|---|---|---|---|
By Gender |
||||
Male |
770 |
14% |
821 |
15% |
Female |
725 |
13% |
801 |
15% |
By Region |
||||
Singapore |
556 |
10% |
593 |
11% |
Malaysia |
159 |
3% |
163 |
3% |
United Kingdom |
103 |
2% |
154 |
3% |
Australia |
381 |
7% |
371 |
7% |
Rest of the World |
296 |
5% |
341 |
6% |
By Age Group |
||||
Age <30 |
757 |
14% |
636 |
12% |
Age 30-50 |
652 |
12% |
799 |
15% |
Age >50 |
86 |
1% |
187 |
3% |
- Computed based on number of employees hired during the reporting period divided by the total employees headcount at the end of the reporting period.
- Computed based on employee turnover during the reporting period divided by the total employees headcount at the end of the reporting period.