HUMAN CAPITAL
Ready for Take-Off
At Eureka Forbes, employees continue to play a critical role in driving the Company’s growth and long-term success. The organisation remains focused on building a collaborative and performance-oriented work environment that encourages accountability, innovation, and employee engagement. Through ongoing investments in talent development, transparent communication, capability enhancement initiatives, and recognition programs, Eureka Forbes aims to strengthen its workforce and embed a culture aligned with its strategic vision and transformation objectives.
Employees at Eureka Forbes are empowered with transformative growth opportunities, where large and impactful roles accelerate learning, broaden capabilities, and foster leadership development. This culture of ownership enables individuals to gain disproportionate exposure and experience, contributing meaningfully to both personal growth and organisational success.
2,661
Number of Employees
100%
Managers with ESOPs
8.8
Engagement Score: Voice of EFL
Strengthening Capabilities & Focused Teams on Growth Categories
Dedicated organisation structure in place for emerging categories, such as robotics and water softeners
Enhancing Service Technician Engagement
9,000+ service technicians trained
Driving Employee Engagement
Multiple leadership connect platforms to drive engagement
Driving Transformation via a High-Performance Culture
Over 25% of employees (high performers) rewarded; Wide ESOP plan (400+ managers)
Zero Tolerance to Human Rights Violations
Human rights assessments; No violations
Building an Ethical and Inclusive Workplace
Near 100% coverage of POSH and CoEC trainings
Learning & Development: Strengthening Capabilities
The Company believes that its employees are central to the Company’s ability to create sustainable long-term value for all stakeholders. The Company remains focused on building a high-performing and future-ready workforce within a performance-driven culture. Supported by a strong in-house training ecosystem, Eureka Forbes conducts extensive capability-building programs for its frontline teams across channels, covering new product launches, technical skills, customer engagement, and performance improvement initiatives.
The Company’s Learning & Development (L&D) programs are designed to strengthen functional capabilities, enhance key behavioural competencies, and align employees with strategic business priorities and long-term organisational goals.
Strengthening Service & Sales Capabilities Across Categories
The Company also continued to invest in strengthening sales and service effectiveness across categories, such as water purifiers and robotics. Focused category-specific learning programs were conducted for frontline sales employees and channel partners to improve product knowledge, consultative selling capabilities, and consumer engagement effectiveness.
Under the robotics-focused training initiative, a large number of frontline sales executives underwent structured capability development programs, with participants showing measurable performance improvement. Similarly, water softener-focused sales training programs covered many frontline sales employees, with many participants demonstrating improved performance outcomes.
120+
Dedicated Trainers
Training Use Case: Building Service Excellence Through Capability Development
4,600+
Service Technicians Underwent Role-Based Training
During FY26, Eureka Forbes continued to strengthen frontline service capabilities through structured role-based induction and specialised technical training programs. Over 4,600 service technicians underwent role-based induction training during the year, resulting in significant improvements in customer experience outcomes. Newly trained technicians delivered an improvement in NPS score, while most trained technicians performed above the previous year’s benchmark levels, reinforcing the effectiveness of the Company’s structured onboarding and capability-building approach.
The Company also accelerated cross-functional and category-focused capability enhancement initiatives during the year. Focused robotics training programs covered over 2,500 service technicians across India, improving customer experience scores.
Similarly, specialised water softener training programs covered 700+ technicians and contributed to a reduction in repeat service requirements, strengthening first-time resolution capabilities and service efficiency.
9,000+
Service Technicians Trained
During the year, Eureka Forbes continued to invest in strengthening the capabilities of its service technicians, who play a critical role in delivering superior customer experience and driving customer satisfaction.
During FY26, more than 9,000 service technicians underwent trainings, including induction programs, refresher trainings, and field-based learning interventions aimed at enhancing both technical and behavioural competencies. These initiatives focused on improving service quality, customer engagement, product knowledge, and operational effectiveness across the Company’s extensive service network.
Partner Capability Development for Emerging Categories
Recognising the importance of channel capability in scaling emerging categories, Eureka Forbes also strengthened partner training interventions during FY26. Focused robotics training programs covered channel partners across markets, enabling stronger product advocacy, improved consumer engagement, and better category understanding.
The initiative resulted in trained partners outperforming untrained cohorts, with growth rates significantly higher among trained partners during the year. More importantly, a majority of participating partners demonstrated measurable post-training improvement, validating the Company’s approach towards capability-led channel development and long-term ecosystem strengthening.
Cyber Security Awareness
During FY26, Eureka Forbes continued to strengthen cyber security awareness through structured online learning modules, with over 50% employees covered during FY26. The training focused on critical areas, such as phishing and social engineering, password and authentication best practices, safe usage of devices and Wi-Fi, data protection of the Company and its customers, and timely reporting of security incidents.
Building Leadership Excellence
To strengthen leadership and people management capabilities across the Company, Eureka Forbes implemented a structured two-tier capability development framework comprising Managerial Excellence (ME) and Team Excellence (TE). Tailored to different levels, the ME program was designed for mid-to-senior-level regional and functional leaders, focusing on critical competencies such as situational leadership, change management, emotional intelligence, data-driven decision-making, and business simulations. The TE program targeted junior and mid-level managers, with an emphasis on collaboration, influence, trust-building, execution excellence, and emotional intelligence. To reinforce learning outcomes and support continuous development, participants were provided with follow-up brown-bag learning sessions and curated learning pathways through the Company’s Learning Management System (LMS). During the year, around 200 employees participated in the above Management Excellence Program.
Through these initiatives, Eureka Forbes continues to build a learning-driven culture focused on continuous improvement, future-readiness, and sustainable business growth. The Company remains committed to creating meaningful development opportunities for employees and partners while strengthening organisational capabilities aligned to its long-term strategic priorities.
Enhancing Service Technician Engagement
Eureka Forbes recognises its service technicians as critical ambassadors of the brand and remains committed to building a highly engaged, motivated, and future-ready service workforce. The Company has implemented a comprehensive engagement framework that focuses on the well-being, financial security, professional growth, and family welfare of its technicians.
Key Benefits to Service Technicians
Scholarship to Children
Medical Insurance Coverage
Direct Incentive Pay-out
To support the aspirations of technicians and their families, Eureka Forbes provides scholarship programs for the children of eligible service technicians, helping them pursue quality education and rewarding academic excellence. The Company also extends medical insurance coverage, ensuring access to healthcare support and providing greater financial protection and peace of mind for technicians and their families.
Recognising the importance of fair and transparent rewards, the Company has established a robust incentive framework that enables timely and direct pay-out of performance-linked incentives to the service technicians. This ensures that technicians are appropriately recognised for their contribution to customer satisfaction and business growth.
Technology-enabled engagement remains a key pillar of the Company’s approach. Through the Service Technician App, technicians have real-time access to service assignments, performance dashboards, training modules, incentive tracking, and operational support. The platform streamlines service delivery, improves productivity, enhances transparency, and empowers technicians with the tools and information needed to deliver a superior customer experience.
In addition, Eureka Forbes regularly engages with its technician community through communication, training, capability-building, and recognition initiatives designed to foster a strong sense of belonging and partnership. By investing in the professional and personal well-being of its service technicians, the Company continues to strengthen its service ecosystem, enhance customer experience, and build a sustainable foundation for long-term growth.
Engaged Employees Driving Transformation
At Eureka Forbes, employee engagement remains a key pillar of building a connected, collaborative, and high-performing organisation. The Company continues to foster an inclusive and people-centric culture through structured engagement platforms, recognition programs, leadership interactions, and collaborative initiatives that strengthen communication, celebrate achievements, and reinforce a strong sense of belonging across teams.
Voice of EFL
The “Voice of EFL” survey serves as the Company’s structured employee feedback mechanism, enabling leadership to better understand employee experiences, identify improvement opportunities, and strengthen organisational culture through continuous dialogue and action. The third edition of the survey conducted during FY26 delivered an overall engagement score at 8.8. Participation levels also continued to remain robust at over 80%, reflecting growing employee trust and engagement with the platform.
Importantly, insights from the survey have translated into meaningful action across employee engagement, rewards, workplace policies, and organisational initiatives. During FY26, leadership also strengthened collaboration and alignment across teams through a unified “One Team” approach, bringing together the Transformation Leadership Team (TLT) to drive sharper cross-functional collaboration, accelerate strategic priorities, and support the Company’s next phase of growth.
Leadership Communication and Employee Connect
Leadership communication remains a cornerstone of employee engagement and organisational alignment at Eureka Forbes. The Company continues to foster a culture of openness, transparency, and dialogue through multiple structured platforms that enable leaders to connect regularly with employees across levels and geographies.
Eureka Forbes continued to strengthen employee engagement and collaboration through multiple structured forums and interaction platforms during FY26. These initiatives were designed to foster transparent communication, recognise performance, strengthen leadership connect, and encourage cross-functional collaboration across the Company.
The Company conducted SMART Conferences across regions, engaging employees through leadership interactions, business performance discussions, channel deep-dives, and rewards and recognition celebrations. By enabling employees to come together, share experiences, celebrate achievements, and engage directly with leadership, SMART strengthens culture, collaboration, and a shared sense of purpose.
Quarterly Townhalls continued to serve as an important platform for company-wide communication, with employees participating in each session to receive updates on business performance, strategic priorities, employee recognition initiatives, transformation initiatives, and future growth plans while addressing employee questions and feedback. These interactions are complemented by regional townhalls creating opportunities for meaningful two-way communication and ensuring that employees remain closely connected to the Company’s vision and objectives.
The Company also invests in leadership alignment through dedicated leadership forums. During FY26, the Transformation Leadership Team convened to deliberate on strategic priorities, including the Company’s must-win battles, key transformation projects, and opportunities for deeper cross-functional collaboration. These discussions reinforce a unified “One Team” approach and help create alignment across the Company as Eureka Forbes pursues its next phase of growth.
Through these ongoing communication platforms, the Company continues to strengthen trust, enhance transparency, and build an engaged workforce that is informed, connected, and aligned with its strategic aspirations.
Unleashing Energy
The Company also continued to promote employee bonding and team spirit through initiatives such as the Eureka Premier League, which is a cross-functional cricket tournament involving eight teams and participation from employees and leadership members, including members of the Executive Committee. These platforms continue to play an important role in strengthening culture, employee connection, and a “One Team” mindset across Eureka Forbes.
Enabling Collaboration Through Workplace Transformation
As part of its ongoing cultural transformation journey, Eureka Forbes undertook a comprehensive modernisation of its workplace infrastructure. The Company’s head office and regional offices across North, East, and South India were redesigned into contemporary open-work environments, replacing traditional cabin-based layouts with collaborative spaces that promote transparency, accessibility, and stronger cross-functional engagement.
Employee Support Programs
The Company is committed to fostering a supportive, inclusive, and employee-centric workplace that promotes overall well-being and work-life balance. A range of employee support programs are designed to address physical, mental, and emotional wellness, including workplace stress management initiatives and sports and health programs that encourage healthy lifestyles and employee engagement. The Company also provides flexible working hours and work-from-home arrangements, enabling employees to effectively balance professional responsibilities with personal commitments. Through these initiatives, the Company seeks to create a positive work environment that enhances employee well-being, strengthens engagement, and supports long-term career growth and productivity.
Promoting a High-Performance Culture
At Eureka Forbes, the people philosophy is centred on fostering a high-performance culture anchored in ownership, accountability, and merit-based recognition. The Company continues to strengthen its talent and rewards framework to align employee aspirations with long-term business growth and value creation.
Leadership Development & Performance Culture
360o
Feedback Mechanism
During FY26, the Company continued to strengthen its leadership culture through structured capability-building and feedback-led development interventions. Building on the 360-degree leadership feedback program introduced for the Executive Committee members and transformation leadership team members in partnership with Mercer, the initiative was further extended to the next level of leadership during the year. Anchored around globally recognised leadership competencies, the program focused on strengthening self-awareness, leadership effectiveness, and organisational alignment while supporting targeted development interventions across leadership levels.
Employee Stock Option Plan (ESOP)
400+
Managers have been granted ESOPs
Introduced in 2022, the ESOP plan continues to play an important role in strengthening employee ownership and long-term alignment with the Company’s growth journey. The plan covers all managerial grades, reinforcing the belief that every manager is a stakeholder in Eureka Forbes’ long-term success. The ESOP framework remains a key component of the Company’s talent retention and engagement strategy.
Performance-Linked Incentives
The Company’s Performance-Linked Incentive framework directly connects employee rewards with individual performance and overall business outcomes. Applicable across managerial grades, the framework is designed to encourage accountability, ownership, and a strong performance orientation across the Company, with differentiated reward opportunities aligned to roles and responsibilities.
Reflecting the Company’s emphasis on leadership accountability and value creation, a significantly higher proportion of the variable pay for the leadership team is linked to organisational and business performance metrics. To drive strategic alignment, over 50% of the variable compensation for the top 50 leaders in the Company is linked to the Company’s overall performance. This ensures that senior leaders remain closely aligned with the Company’s strategic priorities, growth objectives, and long-term value creation agenda, reinforcing a culture where collective success and individual rewards are intrinsically connected.
Frontline Incentive Programmes
Eureka Forbes also continues to strengthen engagement and motivation across frontline sales and service teams through structured incentive and recognition programs. These initiatives link compensation directly to performance outcomes and recognise exceptional contributions through platforms such as the MD Achievers Club and High Flyers Club. Quarterly and annual recognition programs, including international trips and performance-based awards, continue to reinforce a strong performance-driven culture across frontline operations.
Employee Rewards & Recognition
Eureka Forbes believes that recognising performance is a key driver of employee engagement and motivation. During FY26, the Company continued to celebrate outstanding contributions through its multi-tiered recognition programs.
Recognising Excellence:
Shabaash Awards
Eureka Forbes continued to strengthen its culture of recognition and appreciation through the “Shabaash” Awards platform, which celebrates employees who demonstrate exceptional contribution and embody the Company’s core values and strategic priorities.
During FY26, the Company recognised achievers across business and corporate functions under categories including Growth Enablers, Profitability Impactors, Customer Centricity Champions, and Innovators. In line with the Company’s ongoing transformation journey, FY26 also saw the introduction of a new category, Transformation Leader of the Year, aimed at recognising individuals who have played a pivotal role in driving change and execution excellence.
Through initiatives such as Shabaash, Eureka Forbes continues to foster a culture that celebrates performance, innovation, collaboration, and customer-centricity across the Company.
25%+
Employees Recognised
Innovation Champs
Eurochamps who took ownership to find creative solutions for any situation and challenge
Profitability Champs
Eurochamps who took ownership to drive cost reduction projects or undertook work which positively impacted the profitability of the business
Growth Enabling Champs
Eurochamps who demonstrated a keen growth mindset and agility to enhance business results
Customer Centricity Champs
Eurochamps who always put the "customer first" and went above and beyond to ensure stakeholder satisfaction
MD Achievers Gold Club
It recognises and rewards frontline performers, across channels, every quarter for their exceptional contribution and results. Winners are awarded gold coin vouchers, reinforcing a culture of excellence and high performance across the Company.
High Flyers Club
The High Flyers Club is our flagship incentive program that annually rewards top performers with an international travel experience. Frontline performers, across channels, experience a holiday to an international destination. The initiative recognises exceptional achievements while inspiring employees to strive for excellence and exceed business goals.
Family Clubs
The Family Club recognises select performers annually by rewarding them with a special travel voucher, enabling them to create memorable experiences with their families at a destination of their choice. The program celebrates exceptional performance while acknowledging the support and encouragement of employees’ families in their success.
Hiring & Retention
Eureka Forbes continues to focus on attracting, developing, and retaining high-quality talent aligned with its long-term growth ambitions and transformation journey. During FY26, the Company onboarded new employees across functions and business operations, strengthening capabilities across sales, service, digital, technology, and emerging growth categories.
Retention and employee continuity remain important strengths for the Company, supported by a strong culture of ownership, engagement, learning, and performance-driven growth. The Company continues to support retention through leadership development initiatives, performance-linked rewards, employee engagement platforms, structured learning programs, and ownership-oriented practices such as the Employee Stock Option Plan (ESOP).
Health & Safety
Employee health, safety, and wellbeing remain fundamental to the Company’s operational philosophy. The Company is committed to maintaining the highest standards of workplace safety across its operations and facilities through continuous capability building, preventive risk management, and strong compliance practices aligned with industry standards and best practices.
The Company has established an Integrated Operating Policy encompassing the requirements of ISO 9001 (Quality Management System), ISO 14001 (Environmental Management System), and ISO 45001 (Occupational Health & Safety Management System). Under this integrated framework, the Company is committed to providing a safe and healthy workplace, preventing work-related injuries and ill health, promoting employee well-being, and ensuring compliance with applicable OH&S regulations and standards through continual improvement of its management systems.
ZERO
LTIFR
ZERO
Fatalities
The Company maintained a strong safety performance during FY26, sustaining its zero-fatality and zero Lost Time Injury Frequency Rate (LTIFR) record across both employees and workers. There were no recordable work-related injuries, fatalities, or high-consequence incidents reported during the year, across both employees and workers, reflecting the effectiveness of the Company’s proactive safety culture and operational controls.
~100%
Safety Training Coverage
The Company continues to focus on strengthening safety awareness and preparedness through structured training and engagement initiatives. Safety training coverage during FY26 reached ~100% for permanent manufacturing employees and contractual workers. Training programs covered several areas, including fire safety, first aid, ESG, and many more.
As part of the Safety Week during FY26, Eureka Forbes conducted a series of safety and ESG-focused awareness initiatives across its plant locations to reinforce a strong culture of workplace safety and risk management. The programs included virtual training sessions on Fire Safety and Hazard Identification & Risk Assessment (HIRA), Permit-to-Work training, Toolbox talks aligned with the annual safety theme, road safety awareness programs for women workers, and mock drills for emergency preparedness. These initiatives were aimed at strengthening day-to-day safety practices, enhancing employee awareness, and fostering a proactive safety culture across operations.
In addition, the Company remains committed to supporting employee wellbeing through comprehensive health insurance coverage and accident protection programs. During FY26, 100% of on-roll employees were covered under Group Medical Cover (GMC), while Group Medical and Group Personal Accident (GPA) coverage was also extended across service technician networks, reinforcing the Company’s commitment to employee welfare and financial protection.
Human Rights
Eureka Forbes remains committed to upholding and promoting human rights across its operations and workplaces. The Company’s approach is guided by principles of dignity, equality, respect, non-discrimination, and fair treatment for all employees, business partners, and stakeholders. Eureka Forbes strives to foster a safe, inclusive, and respectful work environment where employees are empowered to work without fear of discrimination, harassment, retaliation, or unfair practices.
The Company’s governance framework supports responsible workplace practices relating to diversity and inclusion, prevention of sexual harassment, ethical conduct, employee welfare, workplace safety, and equal opportunity. Through structured awareness programs, compliance mechanisms, grievance redressal systems, and training initiatives, the Company continues to strengthen employee awareness around responsible behaviour, workplace rights, and ethical standards.
The Company completed its human rights self-assessment during the year, with no incidents or violations identified across its manufacturing operations.
Building an Ethical & Inclusive Workplace
100%
Employees Attended PoSH Training
100%
Employees Attended CoEC Training
19%
Share of Women in Management Positions
Prevention of Sexual Harassment & Code of Ethical Conduct
As part of its commitment to providing a safe, inclusive, and respectful workplace, the Company refreshed its Prevention of Sexual Harassment (PoSH) policy and conducted structured awareness and training programs. Virtual training sessions covering both the PoSH framework and the Code of Ethical Conduct (CoEC) ensured comprehensive employee participation. In addition, specialised training sessions facilitated by external experts were conducted for Internal Committee members to strengthen awareness around enquiry and redressal processes.
Whistle-Blower Framework
The Company’s Whistle-blower Policy continues to provide employees, partners, vendors, and customers with a secure and confidential mechanism to report concerns related to unethical conduct, policy violations, or irregularities without fear of retaliation. The framework reinforces the Company’s commitment to transparency, honesty, and ethical business conduct.
The Company remains committed to maintaining the highest standards of ethics, integrity and transparency, and encourages stakeholders to report genuine concerns without fear of retaliation.
Diversity, Equity & Inclusion
The Company remains committed to building a workplace culture rooted in dignity, respect, equality, and inclusion. Its Diversity, Equity & Inclusion (DEI) initiatives are aimed at creating an environment where employees across different backgrounds and life stages feel supported and empowered to succeed. Some of the key initiatives include:
- Strengthening alignment with the Transgender Persons (Protection of Rights) Act, 2019 and related Rules through the Company’s Transgender Persons Policy.
- Continued support for working mothers through the Crèche Reimbursement Policy.
- Sustained focus on improving representation of women in managerial positions and leadership roles as part of the Company’s long-term talent and inclusion agenda.
