Strengthening salary and bonus policies to attract and retain talent

As a business with 16 years of operation in the field of construction, infrastructure, and investment, Minh Duc Group has always identified people as the foundation for sustainable development. Along with the process of expanding operational scale and participating in many key projects, the Group continuously improves the working environment and enhances the material and spiritual quality of life for employees.

Meal support policy for Minh Duc Group employees.

Currently, Minh Duc Group possesses a team of over 200 employees across the entire ecosystem. Notably, the rate of personnel with over 5 years of seniority has reached 35%, reflecting the level of engagement and the trust employees have in the enterprise. This is also one of the important foundations helping Minh Duc Group maintain resource stability in an increasingly competitive labor market.

To continue enhancing the ability to attract talent and increase the engagement of the personnel team, from Q3/2026, Minh Duc Group is implementing a comprehensive restructuring of the Total Rewards System. The new system is built in a more comprehensive direction, focusing not only on income but also expanding welfare, social security, and career development policies.

Annual company trip for Minh Duc Group staff.

Accordingly, the Group has issued a clear salary, bonus, and welfare roadmap for each group of personnel. Every year, Minh Duc Group conducts periodic salary reviews and adjustments in April to ensure competitiveness compared to the labor market. In 2026, the Group is implementing an extraordinary salary adjustment across the entire system to update income levels according to market trends. For specific positions such as site engineers, machine operators, and highly specialized technical personnel, the adjustment level can be up to 20%.

In addition to fixed income, employees are entitled to monthly performance bonuses and revenue-based bonuses according to performance results. Average bonuses range from 1–2 months of actual salary per year, while positions in sales, bidding, and project development can receive extraordinary bonuses of up to 5–10 months' salary for excellent achievements.

Expanding a series of welfare policies to increase competitive advantage

In parallel, the Group continues to expand practical support policies such as travel allowances, lunch allowances, fuel subsidies, phone allowances, and other work-related support. These policies contribute to helping employees reduce living cost pressure, allowing them to focus on work and career development.

The difference in Minh Duc Group's remuneration policy lies in the long-term social security policies for employees. Accordingly, personnel with 2 years of seniority or more are supported with costs for learning and taking driving license exams to serve work needs. For employees with 5 years of seniority or more, the Group implements a preferential interest rate loan support program to address legitimate personal needs such as buying a house, buying a car, or stabilizing life. Support limits can be up to 10–15 months' salary depending on the job position and actual needs.

Minh Duc Group implements housing and vehicle support policy for senior personnel.

It is not just about focusing on remuneration; Minh Duc Group also builds a transparent career development roadmap with clear evaluation criteria. Many current managers have grown from the Group's own internal personnel. This affirms the orientation of prioritizing internal resource development, while also creating motivation for each individual to strive to improve their professional capacity and management skills.

Speaking at the car handover ceremony, Mr. Pham Van Tai - Director of Minh Duc SE shared: "I joined Minh Duc from the very early days when the business still faced many difficulties and I never thought there would be a day I would receive the vehicle purchase support policy from the Group. Looking back at the journey passed, I clearly feel the strong development of Minh Duc Group as well as the Board of Directors' care for employees. What I treasure most is that all efforts and contributions are recognized through transparent, clear, and fair policies. This is not only an encouragement for me personally but also motivation for every employee to continue to strive, engage, and dedicate themselves to the common development of the Group."

In the new development phase, as Minh Duc Group continues to expand its operations into high-tech infrastructure fields and prepares resources for future high-speed railway projects, high-quality human resources will continue to be a core competitive advantage. The restructuring of salary, bonus, and welfare policies not only demonstrates a long-term commitment to investing in employees but is also a strategic move to build an elite personnel team, accompanying the business.

This is also one of the core factors helping the Group build a strong personnel team, ready to accompany large-scale projects and strategic areas such as transport infrastructure and high-speed railways in the coming time.