65 | Annual Report | 2025-2026 ADDRESSING THE UNIQUE NEEDS OF EMPLOYEES Employee Benefits ● Compensation: Arohan has adopted a three-pronged approach for its compensation structure to cater to the unique needs of the different groups of employees: 1. For entry-level employees, the approach focuses on ensuring more ‘cash in hand’ to meet their dayto-day expenditures, encouraging performancelinked incentive schemes 2. For middle management level employees, the focus is on balancing the aspects of long-term Retirement benefits and cash-in-hand to meet their immediate requirements 3. For senior leaders, the focus is on value creation through Employee Stock Option Plans and other tax-saving benefit schemes and variable pay, where the pay-out is dependent on the Company’s profit. ● National Pension System: Arohan, in association with HDFC Life, has introduced the National Pension System (NPS), a voluntary tax-saving retirement scheme tailored for middle and senior management. NPS allows employees to have flexible control over their contribution amounts, ensuring a customizable savings plan for their retirement years. Contributions to the NPS are eligible for significant tax benefits, enhancing its appeal as a prudent financial planning tool. ● Work from Home: With Arohan being home to a diverse workforce, the facility of availing 2 days work from home in a month has been extended across levels, such that employees are able to balance work with commitments at the personal front. ● Child Care Leave: Being a mother can sometimes require a woman employee to take a few days off from their work in order to care for her child’s needs. As working from home is not an option for female employees in the field, Arohan has introduced a Child Care Leave only for women employees in the field. A Child Care Leave (CCL) is granted for the specific purpose of taking care of a minor child for rearing or looking after its needs, including examination, sickness, etc. For Mothers coming back after ML will be given 4 days WFH in a month upto a maximum of three months. ● Flexi Working Hours: Non-field employees at Arohan are provided the privilege of flexi-timing with the employee clocking in the desired number of productive hours (i.e., 8 hours of working and 1 hour of lunch break). ● Avalamban Yojana: A “Death Harness” policy providing financial support (50% of Basic Salary x 36 months), education support for 2 children (up to ₹1 Lac), and 3 years of medical cover for the family of deceased/disabled employees. PRIORITISING EMPLOYEE HEALTH, SAFETY, AND WELL-BEING At Arohan, the health, safety, and holistic well-being of our employees and their families are foundational to our values. We are deeply committed to fostering a secure and supportive work environment across all levels and locations of the organisation. Safe and Respectful Workplaces: Safety at work begins with dignity and respect. Since 2016, Arohan has adopted a gender-neutral Prevention of Sexual Harassment (POSH) Policy and established both Central and Regional Internal Committees, including external members to ensure transparency and fairness. Every employee, regardless of role or location, undergoes mandatory POSH training during induction, with annual refresher sessions to keep awareness high and the culture of respect strong. Promoting Road Safety for Field Employees: Our field employees are often on the move, serving customers on two-wheelers. Recognizing this, Arohan launched the #YourLifeIsPrecious campaign to promote road safety and instill a deep sense of personal responsibility. Guidelines are shared in local languages to ensure clarity and accessibility, and field employees share their experiences and best practices in our internal newsletter, Srishti, to foster peer learning and commitment to safe travel. Safe Branch Environments for All: As our workforce grows increasingly diverse, especially with more women joining Arohan, we remain vigilant about creating safe branch environments. All-women and mixed-gender branches are equipped with CCTV surveillance and are
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