This Handbook sets out the minimum terms and conditions of employment at Pure Eats Sdn. Bhd. ("PESB", "the Company"), a private company limited by shares incorporated in Malaysia on 26 September 2025 under the Companies Act 2016. It reflects the requirements of the Employment Act 1955 (as amended by the Employment (Amendment) Act 2022) and related Malaysian legislation, and applies to all employees of the Company in Peninsular Malaysia and the Federal Territory of Labuan.

PESB's mission is to improve lives through clean, delicious, low-carb food that empowers people to live healthier, longer and more fulfilling lives, guided by three core values: food with purpose, obsessing over quality, and overdelivering in every customer interaction.

No term of employment may be less favourable than the Employment Act 1955; any such term is void to that extent and the statutory minimum applies.

2.1 Contract of employment. Every employee engaged for more than one month will receive a written contract of service stating, among other things, the wage rate, wage period and the terms for termination of the contract.

2.2 Probation and confirmation. All new employees serve a probationary period of 3 months. Confirmation is subject to a performance evaluation, and the probationary period may be extended to a total of 6 months where necessary. The employee will be informed in writing of the outcome. During probation, employees enjoy all statutory entitlements under the Employment Act 1955.

2.3 Food safety and hygiene. In line with the Food Hygiene Regulations 2009, all staff who handle food (raw or cooked) must:

• Undergo a hygiene (anti-typhoid) vaccination every year, arranged by the Company with proof kept on record;
• Complete the Food Handler Training Course at an institute recognised by the Ministry of Health before commencing food handling duties;
• Not handle food while suffering from, or suspected of carrying, a food-borne communicable disease.

2.4 Minimum retirement age. In accordance with the Minimum Retirement Age Act 2012, the minimum retirement age is 60 years.

2.5 Foreign employees. The Company will only employ foreign employees with the prior approval of the Director General of Labour (section 60K, Employment Act 1955).

• Minimum wage: RM1,700 per month (Minimum Wages Order 2024) — basic wages alone must meet this minimum; allowances, bonuses and commissions do not count towards it.
• Wages are paid no later than 7 days after the end of each wage period, with an itemised pay slip for every wage period.
• Only deductions permitted under section 24 of the Employment Act 1955 will be made.

4.1 Normal hours. Maximum 45 hours per week and 8 hours per day (excluding meal breaks), within a spread of not more than 10 hours per day, and no more than 5 consecutive hours without a rest break of at least 30 minutes. PESB operates office (5 days, Mon–Fri), operations (6 days with 1 rest day, which may rotate) and shift/roster arrangements within these limits, as stated in each employee's contract.

4.2 Rest days. Every employee is entitled to at least 1 whole rest day per week (section 59). For shift employees, any continuous period of at least 30 hours counts as a rest day.

4.3 Overtime. For employees earning RM4,000 per month and below, and manual workers:

• Overtime on a normal working day: not less than 1.5× the hourly rate.
• Work on a rest day within normal hours: half a day's wages (up to half the normal hours) or a full day's wages (more than half); overtime beyond normal hours at 2× the hourly rate.
• Work on a paid public holiday: 2 additional days' wages at the ordinary rate, with overtime at 3× the hourly rate.
• Maximum overtime: 104 hours per month.

4.4 Authorisation of overtime. All overtime must be authorised in advance by the employee's manager, except in an emergency, in which case it must be reported as soon as possible on the next working day. Overtime worked without authorisation may not be compensated.

4.5 Employees earning above RM4,000 per month. The statutory overtime rates in clause 4.3 do not apply (other than to manual workers). For these employees, the monthly salary is inclusive of a reasonable amount of overtime, and where the Company requires work on a substantial part of a rest day or public holiday, the Company will grant one day of paid replacement leave, to be taken within 3 months. The 45-hour weekly limit and the rest day and public holiday entitlements continue to apply to all employees.

Every employee is entitled to paid holiday on 11 gazetted public holidays each calendar year, of which 5 are compulsory: National Day, the Birthday of the Yang di-Pertuan Agong, the Birthday of the Ruler/Yang di-Pertua Negeri or Federal Territory Day, Workers' Day and Malaysia Day. The remaining 6 will be nominated by the Company and notified to employees at the start of each calendar year.

Employees are also entitled to any day declared a public holiday under section 8 of the Holidays Act 1951. If a public holiday falls on a rest day, the next working day is a paid holiday.

6.1 Annual leave (section 60E)

6.2 Sick leave and hospitalisation (section 60F)

Plus up to 60 days' paid hospitalisation leave per calendar year where hospitalisation is necessary. Sick leave must be certified by a registered medical practitioner and the Company informed within 48 hours.

6.3 Maternity leave (sections 37–44A). Female employees are entitled to 98 consecutive days of paid maternity leave for each confinement, subject to the eligibility conditions in the Act. It is an offence to terminate a female employee during pregnancy or maternity leave except in the limited circumstances allowed by the Act.

6.4 Paternity leave (section 60FA). Married male employees with at least 12 months' service are entitled to 7 consecutive days of paid paternity leave for each confinement, up to 5 confinements, with at least 30 days' notice of the expected confinement.

The Company registers and contributes for all eligible employees at the prescribed rates: EPF (Employees Provident Fund), SOCSO/PERKESO (Employment Injury and Invalidity Schemes), EIS (Employment Insurance System) and Monthly Tax Deduction (PCB).

Under sections 60P and 60Q of the Employment Act 1955, an employee may apply in writing to vary their hours, days or place of work. The Company will respond in writing within 60 days, stating the grounds for any refusal.

PESB does not tolerate sexual harassment in any form. Every complaint will be inquired into in line with sections 81A–81H of the Employment Act 1955, with disciplinary action where proven. A sexual harassment awareness notice is exhibited at the workplace. Employees may also bring claims before the Tribunal for Anti-Sexual Harassment under the Anti-Sexual Harassment Act 2022.

10.1 Notice (section 12). Unless the contract provides a longer period, minimum notice is:

• 4 weeks — less than 2 years' service;
• 6 weeks — 2 to less than 5 years' service;
• 8 weeks — 5 years' service or more.

Either party may pay wages in lieu of notice. Termination without notice is permitted only in the circumstances allowed by the Act, including dismissal for misconduct after due inquiry (section 14).

10.2 Termination and lay-off benefits. Employees covered by the Employment (Termination and Lay-Off Benefits) Regulations 1980 with 12 months' service or more are entitled to not less than 10 days' wages per year of service (less than 2 years), 15 days (2 to less than 5 years) or 20 days (5 years or more), subject to the statutory exceptions.

10.3 Final payment. All wages and payments due will be paid no later than the day the contract terminates or, where the employee resigns without due notice, within 3 days of the termination date.

PESB processes personal data in accordance with the Personal Data Protection Act 2010, as amended by the Personal Data Protection (Amendment) Act 2024. Employee personal data is used only for purposes connected with employment (payroll, statutory contributions, leave, insurance, performance and legal compliance). Sensitive personal data, including health and biometric data, is processed only with explicit consent or as otherwise permitted.

Employees have the right to access and correct their personal data through the Company's designated data protection contact. Employees who handle personal data of customers, suppliers or colleagues must use it only for authorised business purposes, and must report any suspected loss or unauthorised disclosure to management immediately, as the Company must notify the Commissioner of significant breaches within 72 hours and affected individuals within 7 days thereafter. Misuse of personal data may result in disciplinary action and can attract personal criminal liability under the PDPA.

12.1 Confidentiality. Employees must not, during or after employment, use or disclose any confidential information of the Company, including recipes, formulations, production methods, supplier and customer lists, pricing, business plans, financial information and personal data. This obligation continues after employment ends. All Company property must be returned on termination.

12.2 During employment. Employees must devote their working time to the Company and must not, without prior written consent, be engaged or interested in any business that competes with the Company. Any actual or potential conflict of interest must be declared in writing.

12.3 After employment. Employees remain bound by the confidentiality obligations above and by the PDPA after leaving the Company. Under section 28 of the Contracts Act 1950, a restraint on carrying on a lawful profession, trade or business after employment ends is generally void in Malaysia; the Company accordingly relies on the confidentiality and personal data obligations, which do survive termination, to protect its legitimate business interests.

Any employee with a question or dispute regarding their statutory entitlements may raise it with management, lodge a complaint with the nearest office of the Department of Labour Peninsular Malaysia (JTKSM), or file a claim under section 69 of the Employment Act 1955.

Integrity is how our three core values — Food with Purpose, Obsess Over Quality, and Overdeliver, Always — are lived day to day. Every PESB employee is expected to uphold the following standards of conduct:

14.1 Act with integrity. Be honest in every dealing with customers, colleagues, suppliers and regulators. Do the right thing even when no one is watching. Never falsify records — including temperature logs, hygiene checklists, timesheets, expense claims or quality documentation.

14.2 Integrity of our food. Represent our food truthfully. Ingredients, macros, allergen information and health claims must always be accurate — we never overstate what our food is or hide what is in it. If a dish does not meet our published standard, it does not go out.

14.3 Accountability. Own your mistakes and raise problems early. Reporting an error — a mislabelled meal, a broken cold-chain, a wrong charge to a customer — is always the right call and will never be punished when made in good faith.

14.4 Respect for people. Treat every colleague, customer and partner with fairness, courtesy and dignity. Harassment, bullying, discrimination or victimisation of any kind is not tolerated (see also Section 9).

14.5 No bribery or improper advantage. Never offer, request or accept bribes, kickbacks or gifts intended to improperly influence a business decision, in line with the Malaysian Anti-Corruption Commission Act 2009 (including corporate liability under section 17A). Modest customary gifts must be declared to management.

14.6 Protect what is entrusted to us. Safeguard Company property, funds, recipes, confidential information and personal data (see Sections 11 and 12). Use them only for authorised business purposes.

14.7 Speak up. If you see conduct that conflicts with this Code, report it to your manager or directly to the Founder. Reports made in good faith will be handled confidentially and without retaliation.

Breaches of this Code may result in disciplinary action, up to and including dismissal after due inquiry under section 14 of the Employment Act 1955.