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This is not an easy task. But every challenge is a calling, a steppingstone towards our goal. Each one a chance to grow, to bring your unique perspective, to shake things up, and push forward with fresh thinking and innovative new ideas.

To do this takes a certain energy. One that comes from deep within. Driving our aspirations, supporting a bigger vision, in a collaborative place. Side-by-side with brilliant, creative, resilient people that define who we are. Taking things into our own hands, harnessing our power as a global business to enable positive change. To make an impact on the world for generations to come. The challenge to write the unwritten future.

Our world is changing and ÌÇÐÄÊÓƵis transforming.

Find out more about our journey to build A Better Tomorrowâ„¢.Ìý

Listening to our people

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Working at ÌÇÐÄÊÓƵmeans being listened to and feeling valued.

Employee Listening at ÌÇÐÄÊÓƵis designed to provide frequent opportunities for employees to share feedback through short surveys. Through our Employee listening framework, we conduct two core surveys for all employees each year, gathering input on topics such as engagement, advocacy and inclusion, as well as key moments such as onboarding.Ìý

To address specific focus areas, we run targeted pulse surveys at both global and local levels. Through continuous listening and actions, we strive to create an amazing people experience and support our A Better Tomorrow(tm) purpose.

Inclusion Survey (2025) Key Metrics:

• Response rate: 89%
• Inclusion Index: 85%
• Benchmark: +7 percentage points above the FMCG comparator group

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The 2025 Inclusion Survey results indicate strong belonging across the organisation; with near universal participation and an Inclusion Index at 85%, employees are not only engaged but consistently positive about our culture. Outperforming the FMCG comparator group by seven percentage points suggests our inclusion initiatives are translating into a differentiated employee experience.

Engagement Survey (2025) Key Metrics:

• Participation rate: 90%
• Engagement Score: 85%
• Benchmark: +5 percentage points above the FMCG comparator group

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Engagement remained strong in 2025; a 90% participation rate with an 85% engagement score (up one-point year-on-year) signals sustained energy and confidence in leadership and ways of working. Being five points ahead of the FMCG comparator group indicates our momentum is competitive and recent actions are resonating with our people.

Find out how we are building A Better Tomorrowâ„¢ for our employees in our Combined Annual and Sustainability Report.

Benefits of working at BAT

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We recognise that attracting and retaining a diverse workforce, and providing aÌýwelcoming, inclusive working environmentÌýare key drivers in supporting and enabling our ambitious transformation journey.

Employee health and wellbeing

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We offerÌýPhysical, Emotional, Financial and SocialÌýwellbeing benefits and programmes which support the ‘whole’ person by catering to their total wellbeing and diverse needs.

Some examples from selected markets include¹:

• ComprehensiveÌýhealth insurance, health screenings, andÌývaccination programmes
• Initiatives to promote fitness, such asÌýhealth centres, discountedÌýgym memberships, sporting clubs/events, andÌýcycle to workÌýschemes
• Employee Assistance ProgrammesÌýofferingÌýfree, confidential emotional supportÌýandÌýshort-term counselling
• Core benefit provision in the form ofÌýpensionÌýand life insurance
• Volunteering initiatives to promote strong connections with the local community
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Support for families

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We pride ourselves on having aÌýfamily-friendly work environment. No one at ÌÇÐÄÊÓƵshould have to choose between their career and their family.

OurÌýParents@BATÌýplatform provides our employees with accessible assistance, particularly when welcoming new members to the family. This initiative allows all new mothers and adoptive parents to take aÌýminimum of 16 weeks’ fully paid maternity leave, regardless of location, going beyond many local requirements.

The platform also hosts extensive support materials, along with a 24-hr coaching service, to help ensure a successful transition into the workplace for returning parents and carers.

OurÌýReturn-to-WorkÌýguarantee means that all new mothers who are on maternity leave (or parents who are on adoption leave) for 12 months or less, will beÌýguaranteedÌýto return to their previous job, or to a suitable alternative wherever reasonably practicable. The first year after the child arrival, parents/carers are also able to request forÌýflexible working.

Some of our markets also provide further childcare-related benefits, including on-siteÌýbreast-feeding facilitiesÌýandÌýchildcare facilities, orÌýchildcare vouchers¹.

Flexibility

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We aim to help support improvedÌýwork-life integrationÌýto create aÌýmore productiveÌýandÌýempowered workforce.

Across our business, a hybrid remote working model is considered normal practice.

Many of our locations supplement their hybrid working arrangements even further, with some affording their employeesÌýautonomy to flexibly scheduleÌýworking from home time, the ability toÌýwork from anywhereÌýfor an agreed period, orÌýpart-time workingÌýsolutions depending on the type of role preformed.Ìý

Total Rewards

Our remuneration principles strongly support BAT's strategy to deliver A Better Tomorrowâ„¢ by helping to enable us to attract and retain our talent, compete externally, motivate performance, transform and reinforce our values.

We’ve earned global recognition from Living Wage and Pay Equity for our Total Reward initiatives, and we continue to evolve our offer with holistic approach with wellbeing.