100%
Employees trained on code of conduct and ethics
Growing through our People
Our people have been central to our success. We remain focused on building an organisation where talent, learning, safety and well-being evolve alongside business growth, enabling our teams to contribute meaningfully in a highperformance and values-driven environment.
100%
Sites ISO 45001 certified and assessed for health and safety practices
Zero
Lost time injury frequency rate (LTIFR)
Great Place to Work certified organisation
UN SDGs
Key Risks
- EHS risk
- Operating risk
Material Matters
- Occupational health and safety
- Employee well-being and satisfaction
- Talent attraction and retention
- Learning and development/skilling
- Diversity and inclusion
Talent Acquisition, Onboarding and Retention
Building the right talent ecosystem remained a strategic priority during the year, supported by focused efforts across hiring, onboarding and workforce retention.
Strengthening the hiring engine
Our hiring model combines campus recruitment for early-career talent with lateral hiring for specialised and leadership roles. During the year, we strengthened recruitment outreach through walk-in drives, scheduled hiring programmes and digital talent acquisition channels, while continuing to maintain diversity considerations across recruitment processes.
We also engaged with scientists and professionals seeking opportunities to return to India and contribute to emerging areas such as gene therapy and peptides. These efforts support capability creation in areas expected to shape Laurus' next phase of growth.
To further strengthen hiring efficiency and widen access to experienced talent pools, we introduced LinkedIn Recruiter for lateral hiring and partnered with specialist agencies for recruitment across the US and UK markets.
1,700+
Employees hired during the year
8,126
Employees as of March 31, 2026 (7,042 in the previous year)
Talent acquisition channels
Campus recruitment
Walk-in drives
Scheduled interviews
LinkedIn Recruiter
Specialist agencies for US and UK hiring
Return-to-India scientific talent
Integrating talent into the Laurus culture
Recognising that successful integration is critical to long-term retention, we further strengthened our onboarding framework during the year. Structured induction programmes, organisation familiarisation sessions and unit-level Laurus Ignite interactions were conducted to help new employees understand the Company’s culture, policies and growth philosophy. New employees are also supported by a SANCHALAK mentor during the initial phase of their journey at Laurus, enabling smoother integration into teams and ways of working.
Onboarding journey
Structured induction
Organisation familiarisation
Laurus Ignite sessions
SANCHALAK mentor support
Team integration
Enabling fair recruitment and workforce stability
A key aspect of Laurus’ people philosophy is maintaining fairness and internal parity in compensation practices. Structured salary band widths are followed across levels to ensure equitable integration of new hires while maintaining alignment with existing employees.
Retention remained an important focus area amid industry-wide competition for skilled talent. We enhanced our retention bonus framework for select employee categories to improve workforce stability and support long-term engagement.
Workforce stability indicators
Attrition reduced to
10.3% from 17%
in the previous year
Great Place to Work score improved to
83% from 80%
DARPAN 2025
Listening to our people, strengthening our culture
Laurus partnered with Great Place to Work® to assess employee engagement through the Trust Index© and Culture Audit© framework. Named DARPAN, meaning mirror, the survey reflects our commitment to understanding employee experience with honesty and transparency.
The survey covered 6,553 employees, achieved a 96% response rate and was conducted online in English, Hindi and Telugu over two weeks in July 2025. Laurus recorded a Trust Index score of 83, reinforcing its position as a Great Place to Work certified organisation for the sixth consecutive year.
Trust Index journey
2018: 72
2020: 78
2021: 84
2022: 84
2024: 80
2025: 83
Employee Well-being and Engagement
At Laurus, employee well-being extends beyond workplace support systems to encompass physical, emotional, mental and financial wellness. Our initiatives are designed to create an environment where employees and their families feel supported throughout different stages of life and career.
Strengthening mental and emotional well-being
The Employee Assistance Programme (EAP), titled A Happier and Healthier You, continued to strengthen its reach. Introduced in partnership with external experts, the programme provides confidential counselling and support services for employees and their family members across areas such as stress management, emotional well-being, work-life balance and personal challenges.
Expert counsellors remained accessible across sites through scheduled sessions, ensuring employees could seek support in a comfortable manner. Monthly workshops were also organised on topics related to mental wellness, behavioural awareness and personal development, helping employees build greater resilience in both professional and personal environments.
Expert counsellors remained accessible across sites through scheduled sessions, ensuring employees could seek support in a comfortable manner. Monthly workshops were also organised on topics related to mental wellness, behavioural awareness and personal development, helping employees build greater resilience in both professional and personal environments.
Employee assistance programme cumulative impact
131
Counselling sessions
3,251
Employees impacted
110
Workshops
Promoting preventive health and nutrition
To further strengthen preventive healthcare, we introduced a dedicated dietician role during the year. The dietician reviews meals prepared across our in-house kitchens for balanced nutrition and conducts sessions across locations to build awareness on healthy eating and lifestyle practices.
Employee fitness infrastructure was further enhanced through well-equipped gym facilities and dedicated shuttle courts across plant locations. The gyms are supported by trainers who guide employees on various forms of exercise, encouraging healthier and more active lifestyles.
Building a supportive employee ecosystem
As part of our broader employee support ecosystem, Laurus Eclav continued to provide residential support for designated employees and their families in a secure and community-oriented environment.
Our commitment to employee care is reflected through initiatives such as the Laurus ESOP programme, where eligible employees were granted ESOPs to reward them for their dedicated service in the growth journey of the Company. This is complemented by employee well-being interventions and the Laurus Employee Trust (LET Scheme), which provides financial support during emergencies.
Creating moments of belonging
Over the years, we have consciously nurtured a culture that values belonging, long-term relationships and family participation. This culture continued to be reinforced through a range of employee engagement initiatives conducted across locations.
Programmes such as Family Day celebrations, women’s engagement events, children’s summer camps and festival celebrations saw active participation from employees, families and senior leadership teams. These initiatives help strengthen interpersonal connections and reinforce the values-led culture of the organisation.
Recognising commitment
Long-service awards recognise employees completing 10 and 15 years at Laurus, with cash rewards linked to designation. These awards celebrate their contribution, commitment and long-standing association with the Company.
Camaraderie & engagement
Strong emphasis on community-building through summer camps for employees’ children, Women’s day celebration where we invite the wives of our colleagues, annual events such as Sports Week, Family Day and festival celebrations fostering belonging and shared joy.
Workplace Safety & Occupational Health
Maintaining a safe, healthy and risk-aware workplace remains fundamental to our operating philosophy. We remain focused on strengthening safety culture through robust systems and proactive monitoring.
Zero
Cases of Lost Time Injury Frequency Rate (LTIFR) for three consecutive years
Total safety training ( Man-hours )
All manufacturing units are ISO 45001 ( Occupational Health and Safety Management System) certified
Safety practices are anchored in continuous awareness, behavioural reinforcement and leadership accountability. Regular safety training programmes, operational reviews and workplace assessments were conducted during the year to strengthen adherence across functions and sites.
Our safety philosophy also places strong emphasis on preventive interventions and employee participation, helping build a workplace culture where safety remains an everyday responsibility across all levels of the organisation.
Learning & Development
Our learning and development framework focuses on strengthening technical expertise, leadership-readiness, behavioural capabilities and future-oriented skill development across the organisation.
Developing Middle-management Capability
The MANTHAN Management Development Programme (MDP) continued during the year as a structured intervention for middle-management capability building. The programme includes competency assessments, 360-degree review, one-to-one feedback, personalised development planning and long-duration learning interventions conducted through classroom, virtual and field-based formats. Designed in partnership with external experts, the programme combines behavioural capability development with leadership effectiveness and cross-functional collaboration.
Preparing Future Leaders
To strengthen succession-readiness and future leadership pipelines, Laurus advanced its Leadership Development Programme (LDP), titled Gearing Up Leaders for Tomorrow (GUT). The programme is designed around two levels of leadership, focusing on leaders working closely with senior management and the next line of critical talent.
Delivered with an external partner, the initiative includes leadership expectation-setting, structured assessments, behavioural and skill-based interventions, feedback, development planning and guided assignments to prepare leaders for larger roles.
Scaling Learning across the Organisation
Structured training calendars were rolled out across employee levels based on capability requirements identified through the performance management system.
Key Learning Programmes
PIONEER
Focused on Level 2-4 employees
SYNERGY
Focused on Level 5-7 employees
Elantree
Focused on leadership and communication
Prabuddha
Focused on emotional intelligence and behavioural capability development
Enabling Digital Learning
To strengthen accessibility and digital learning adoption, we also introduced the Laurus Learning portal and mobile application during the year. The platform enables employees to access learning modules, training schedules and classroom participation records through an integrated digital interface.
Diversity, Equity & Inclusion (DEI)
An inclusive and respectful workplace continues to remain integral to Laurus’ culture and long-term growth philosophy. We believe diverse perspectives strengthen innovation, collaboration and organisational resilience. Our aim is to create an environment where employees across backgrounds, generations and experiences have equal opportunities to realise their potential.
Diversity in our workforce
Our workforce is multigenerational, with millennials forming 88% of the permanent workforce. Women represented 9% of the total employees during the year, while women’s representation on the Board remained at 20%. To support a more inclusive work environment, we continued to strengthen childcare support systems and employee engagement initiatives for women employees across locations.
To strengthen diversity in hiring, we conducted walk-in recruitment drives across locations such as Goa, Hyderabad, Ahmedabad and Chennai. These initiatives enabled access to wider talent pools and brought greater regional diversity into the organisation.
Women in Workforce (%)
Women on Board (%)
Zero tolerance policy
Laurus maintains a zero-tolerance approach towards sexual harassment and workplace misconduct. Awareness and sensitisation programmes continued during the year through mandatory POSH training modules integrated into employee induction and learning management systems. Reporting mechanisms and grievance redressal frameworks remain aligned with the Company’s POSH policy and applicable regulatory requirements.
Inclusive and unbiased hiring
Fairness, meritocracy and equal opportunity remain central to our recruitment practices. Standard operating procedures across recruitment processes include clear provisions relating to diversity, non-discrimination and unbiased evaluation practices. Interviewers and candidates are both informed of Laurus’ commitment towards fair and inclusive hiring practices, reinforcing accountability and transparency across recruitment interactions.
Human Rights & Ethical Labour Practices
Laurus is committed to upholding human rights and ethical labour standards across operations and business relationships.
Commitment to ethical labour standards
Our policies are aligned with globally recognised frameworks including the Universal Declaration of Human Rights (UDHR), International Labour Organisation (ILO) standards and the United Nations Guiding Principles on Business and Human Rights (UNGPs).
We continue to maintain systems and practices that support fair wages, equal opportunity, safe working conditions and non-discriminatory employment practices across the organisation. Human rights due diligence processes, employee grievance mechanisms and ongoing workforce engagement support continuous monitoring and timely resolution of workplace concerns.
Responsible supply chain & compliance
Our commitment to ethical conduct extends across the supply chain through a structured Supplier Code of Conduct that outlines expectations relating to labour standards, workplace safety and responsible business practices.
Periodic supplier assessments, monitoring mechanisms and engagement initiatives continue to strengthen alignment with Laurus’ ethical and compliance standards across the value chain.
