[GRI 403-1, 403-2, 403-5, 403-6, 403-8, 403-9, 403-10 (2018)] AboitizPower strives to provide a safe and healthy work environment for our team members and partners. We fulfill this commitment by identifying hazards associated with our operations, processes, and workspaces; assessing the risks; and implementing measures to address them. To deliver on our mission, safety remains a top priority and a shared responsibility. Read our Occupational Safety and Health Policy.
With safety in mind, we continuously enhance our occupational safety and health practices by equipping our people and partners with the knowledge and skills they need through training and workshops. We also provide tools and implement measures to further eliminate our occupational safety and health risks and hazards.
The scope of the company’s Occupational Safety and Health (OSH) management includes the activities of both organic and contracted personnel. Contractors are covered by AP’s “prevailing influence.” Prevailing Influence exists when contractor employees are required to adhere to safety rules and regulations established by the company or to use its prescribed methods, processes, or other techniques. A reportable contractor is one whose activities fall under AP’s prevailing influence regarding safety and health management practices.
In 2025, the company reports the Lost Time Injury Frequency Rate (LTIFR) and Total Recordable Incident Rate (TRIR) performance for its 4,946 organic employees and 10,498 contractors (see notes on transparency, third bullet). The company's Health & Safety Committee has 960 team members, and each operational site has at least one Health and Safety representative.
A total of 2,681 organic employees have completed the 8-hour Mandatory Occupational Safety and Health Training for Workers in 2025. This training is required by the Department of Labor and Employment under Republic Act No. 11058: An Act Strengthening Compliance with Occupational Safety and Health Standards and Providing Penalties. Furthermore, as part of its ISO 45001 Occupational Health & Safety Certification and ISO 14001 Environmental Management Systems Certification, the company ensures that all employees across business units receive adequate training and knowledge.
At AboitizPower, we treat every metric we track as a direct measure of transparency, operational excellence, and, most importantly, the well-being of our workforce. We continuously strive to improve our safety standards through metrics such as Total Recordable Incident Rate (TRIR), Lost Time Injury Frequency Rate (LTIFR), and Fatalities of both our employees and contractors, ensuring that every team member and contractor returns home safely to their families, every single day.
| 2022 | 2023 | 2024 | 2025 | ||
|---|---|---|---|---|---|
| Employees covered | Number | 3,397 | 3,588 | 4,515 | 4,946 |
| Contractors Covered | Number | 6,122 | 7,834 | 9,025 | 10,498 |
| Fatality | 0 | 0 | 1 | 3 | |
| LTI | 1 | 3 | 4 | 1 | |
| Employee | LTIFR | 0.13 | 0.37 | 0.28 | 0.08 |
| TRIR | 0.39 | 0.50 | 0.76 | 0.30 | |
| Fatality | 1 | 0 | 2 | 3 | |
| LTI | 7 | 9 | 16 | 9 | |
| Contractor | LTIFR | 0.46 | 0.45 | 0.61 | 0.32 |
| TRIR | 0.65 | 1.08 | 1.25 | 1.06 | |
| Total Company | LTIFR | 0.35 | 0.42 | 0.49 | 0.25 |
| TRIR | 0.57 | 0.67 | 1.08 | 0.84 |
| Name of Initiative | Brief Description |
| Safety | |
| Permit to Work System | A system of pre-execution checks and balances that ensures non-routine hazardous activities are carried out safely. |
| Task Risk Assessment | A risk-based assessment activity required before the application of any Permit to Work. |
| Contractor Safety Management System |
A management system framework that establishes the Safety, Health, and Environment (SHE) governance requirements for all contractor parties. |
| SHE Cross Audit | A program for auditing AboitizPower facilities for compliance with SHE legal requirements, corporate governance, and program standards, sometimes with participation from various auditors across AboitizPower. |
| Behavior-Based Safety Program | A proactive approach that enables AboitizPower team members, contractors, and visitors to report safety-related observations which is supported by various digital tools, including an AppSheet-based platform, for real-time monitoring, prompt response, and recognition of commendable safety practices. |
| Safety Training and Engagement | An integrated approach to improving workplace safety by fostering safe behaviors, providing targeted training, and engaging all levels of the organization, from contractors to executives. |
| Recognition and Rewards Program | A structured initiative designed to reinforce a strong safety culture by recognizing outstanding SHE performance and proactive safety engagement. |
| Emergency Readiness and Response | A strategic approach to strengthening disaster preparedness and emergency response through hands-on training, drills, and competitive exercises. |
| Safety Alerts | A program for sharing critical incident information and the immediate actions taken across the organization to enhance awareness and prevent recurrence. |
| Visual SHE Program | A program that reinforces learning (i.e., from existing governance documents and past incidents) through animations and posters. |
| Occupational Health | |
| Health and Wellness Program | A program designed to promote overall well-being by addressing key health risks, encouraging a healthy lifestyle among employees, and providing support for mental health concerns through the Employee Assistance Program (EAP). |
AboitizPower recognizes that our people are fundamental to our success. A strategic, intentional, and professional approach to talent management enables us to attract, develop, optimize, and retain key talent, thereby fulfilling our strategic goals aligned with our core values. We are committed to ensuring that talent management is conducted in a professional, systematic, efficient, and effective manner, promoting equality of opportunity.
Our talent management aims to ensure the availability of talent with the competencies needed to sustain AboitizPower’s current operations and champion our long-term strategy.
The following core principles of Talent Management are adopted in AboitizPower:
AboitizPower’s Talent Attraction, Communications, and Engagement play a crucial role in advancing our purpose of transforming energy for a better world. With an integrated scope covering employer branding, talent acquisition, onboarding, internal communications, and engagement, we are uniquely positioned to deliver a holistic talent experience that supports both our people and our business outcomes.
We proactively anticipate and support talent needs—both current and future—to effectively meet demand and ensure alignment with AboitizPower’s long-term strategic goals. This enables us to strengthen our human capital foundation and contribute meaningfully to fulfilling our purpose.
A foundational element of this journey is anchoring our talent experience in a strong and authentic Employee Value Proposition. With our promise to Power Your Future, we engage talent through a seamless path from awareness to long-term advocacy. We captivate interest, inspire connection, and guide candidates through application, selection, and onboarding. This approach ensures that every interaction remains a people-first experience, deeply grounded in our purpose and culture.
Our Talent Integration program enables leaders and teams to immerse new team members in our purpose, values, and business, setting the foundation for long-term success. Through the program, we ensure our team members are equipped with the right resources, fostering an environment that helps them reach their full potential. We also offer tailored onboarding for international hires to support their seamless integration into the organization, the country, and the local culture.
Internally, we foster transparent, proactive communication and meaningful engagement by placing our people and an empowering culture at the heart of every initiative. This ensures team members feel valued, heard, and connected to our shared purpose. Beyond communications, we implement programs that build a dynamic and inclusive workplace—integrating recognition that matters, wellness, DEIB (Diversity, Equity, Inclusion, and Belonging), and engagement programs that reinforce motivation, amplify engagement, and support productivity, collaboration, and retention.
We also prioritize our employees as an integral part of our triple-bottom-line approach. We are committed to implementing fair and beneficial business practices that ensure our team members feel valued and supported. We measure the degree to which our employees feel valued in our company through the Gallup Employee Engagement Survey.
In 2025, all of our employees participated in the Gallup Survey, which revealed a mean employee engagement score of 4.21 (53% employee engagement). These surveys enable us to continually assess and improve our strategies to create a fulfilling work environment for all our valued team members. It included items related to overall satisfaction, internal purpose and motivation, employee well-being, happiness, and stress level.
| 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
| Gallup Engagement Mean Score | 4.27 | 4.33 | 4.35 | 4.24 | 4.21 |
| % of Engaged Employees | 56% | 61% | 65% | 55% | 53% |
| % of Employee Participation | 99% | 100% | 99% | 97% | 97% |
Through meaningful, intentional talent experiences, we empower our team members to become brand ambassadors, fostering a culture of pride, purpose, and advocacy, thereby completing the talent experience journey and ensuring our people are not just employees but empowered champions of our brand and mission.
AboitizPower ensures strict compliance with Philippine labor laws on working hours, salary, and compensation. Team members are encouraged to accomplish their work assignments within their regular working hours. However, when necessary due to the nature of the job, employees may be required to work overtime. In such cases, the total number of working hours—regular hours plus overtime—must not exceed 16 hours per day.
To ensure this is managed responsibly, AboitizPower implements a digital time and attendance management system, moving beyond traditional biometrics toward a trust-based, digitally-governed approach. Through this system, team members can directly file overtime and leave requests, which are then routed through automated approval workflows.
Complementing these measures, we also offer flexible work arrangements, allowing team members to choose telecommuting, alternate work locations, or schedules that best suit their roles and responsibilities. These options enhance engagement, performance, productivity, and retention, ultimately contributing to positive business outcomes.
AboitizPower provides a competitive Total Rewards package that aligns with the organization’s goals, culture, and values, aiming to attract, motivate, and retain top talent.
Compensation is structured to ensure fairness, internal equity, and compliance with labor laws and regulations. Packages are market-aligned and designed to recognize individual contribution, value, and impact. This approach ensures clear differentiation based on performance while supporting business objectives and fostering a high-performance culture. Our compensation standards go beyond what the law requires, ensuring that every team member receives pay and benefits that reflect the value they bring.
As part of our evolving Total Rewards strategy, we conduct regular compensation reviews to ensure alignment with market benchmarks, internal equity, and individual performance. These reviews include an assessment of pay equity across the organization, with findings informing adjustments where material gaps are identified. This strategic approach supports a balanced mix of fixed and variable pay, ensuring we recognize contributions, drive business outcomes, and remain competitive in a dynamic talent landscape.
AboitizPower offers a comprehensive suite of core and competitive benefits to support the safety, well-being, and everyday needs of its team members. From healthcare coverage and paid leave (including parental leave) to breastfeeding facilities across our workplaces, along with financial and emergency assistance, the company ensures these essentials are in place so employees can focus on doing their best work.
AboitizPower invests in the whole person. Team members have access to gym memberships, fitness equipment, health sessions, and allowances for prescription medications and vaccines. Mental health and counseling support is also available, ensuring that care extends beyond the physical. Team engagement is further supported through organized events, such as sportsfests, and through sponsored participation in fun runs and similar wellness activities.
When life gets difficult, the company extends practical support through calamity leave, calamity assistance, loans, and medical cash advances.
Recognizing that needs and priorities shift across life stages, the company offers the AboitizPower Flexible Benefits program. This allows team members to personalize their benefits package to what matters most to them. Employees may convert unused benefits to options such as additional vacation leave, internet allowance, enhanced healthcare coverage, or wellness support.
Incentive and recognition programs are also in place to reward the achievement of individual, team, and organizational goals and to reinforce behaviors that reflect AboitizPower’s values.
At AboitizPower, succession management is a forward-looking process that enables sustainable growth by ensuring leadership readiness for the future. We take pride in honing our team members to reach their highest potential. We offer a range of employee development programs to support ongoing learning and career advancement. We also encourage internal mobility across our business units, and in 2025, 14.59% of our job vacancies were filled internally by our team members. Rather than focusing solely on replacement planning, we anticipate how the business, critical roles, and leadership capabilities will evolve and prepare our talent accordingly.
Integrated with Strategic Workforce Planning, our succession approach aligns talent development with organizational priorities and future growth plans. Senior leaders actively drive the process through annual talent reviews, ensuring robust discussions on leadership potential, readiness, and development.
We continuously strengthen our succession practices through performance metrics and benchmarking against global standards. Our focus on intentional talent mobility further accelerates leadership development, with 61.20% of key talents experiencing vertical moves and 9.80% taking on horizontal opportunities in 2025.
Succession readiness is reviewed annually and remains moderately strong at the executive level, providing confidence in our ability to sustain leadership continuity and organizational success.
When it is time for a team member to leave the company, we ensure their departure is handled through a transparent, lawful, and humane offboarding process. We strictly observe all labor codes, managing every exit with clear communication and deep professional dignity.
[GRI 404-2 (2016)] In 2025, leadership development programs aimed to accelerate the capabilities of critical leaders by fostering strategic thinking, creating safe spaces, and enhancing people handling. These programs equip managers with practical skills to foster collaboration, build trust, and drive continuous team growth.
Our organization is also actively driving digital transformation by embedding Generative AI tools into our daily routines. Through targeted capability-building initiatives, we are empowering team members to enhance process efficiency, streamline workflows, and foster a continuous culture of innovation across all business units.
Through the collective efforts of our learning partners, we have optimized our delivery channels by streamlining our key training programs from individual business groups to organization-wide, allowing greater exposure across business units to foster collaborations:
| Year | Total Training Hours | Average Cost per Learner |
|---|---|---|
| 2023 Overall Total | 138,360 | 37,561 |
| 2024 Overall Total | 149,690 | 18,194 |
| 2025 Overall Total | 127,789 | 24,502 |
*This data includes ARI, DU Corp, VECO, DLPC, CLPC, Hedcor, SNAP, APRI, Enerzone, TBG, and APC.
Our development programs target core, technical, and transformational capabilities, directly tracking the business return on investment (ROI) through succession-readiness upgrades, technology adoption metrics, and risk mitigation. Our key capability achievements include:
The following trainings were conducted in accordance with our strategic organizational goals:
At AboitizPower, all new hires are required to undergo training on our Code of Ethics and Business Conduct (Code). Our Code outlines the company’s fundamental policies, directives, and commitments, including preventing bribery and corruption, conducting business sustainably, and complying with applicable international trade and data privacy laws.
In addition, all team members, including part-time employees and contractors, undergo safety training in all of our plants.
Learning hubs and other online learning platforms are also available to all employees to support personalized development needs aligned with their functions, in addition to targeted training programs offered at the business group level and across AboitizPower. The top skills being self-developed through these learning hubs and platforms are Data Analytics and Visualization, Project Management, and Diversity and Inclusion. There have also been programs that have targeted Psychological Safety, Gender Identity, Gender Equity, and the promotion of the accomplishments of different genders in the workplace.
For more information on our other ESG trainings, see here.
Our performance management system consistently measures and tracks team member performance using various technologies and methodologies to align all team members with the organization’s strategic objectives. It promotes collaboration between managers and team members through the principles of a balanced scorecard (BSC), encouraging joint goal-setting and the definition of performance metrics.
Our Short-Term Bonus (STB) scheme reinforces this approach by emphasizing that bonuses are tied to performance within a specific year and must be re-earned annually based on individual, team, and business outcomes. This system highlights the value of collaboration and collective success by recognizing and rewarding team efforts.
Complementing this framework, our C2Es (Communicate to Engage) and Continuous Performance system promote regular, informal check-ins between team members and managers. These interactions facilitate real-time feedback, support, and timely adjustments, driving continuous improvement.
Additionally, our 360 feedback program offers a well-rounded evaluation from peers, subordinates, supervisors, and self-assessments, fostering continuous development.
[GRI 401-1 (2016)] In 2025, AboitizPower had a total workforce of 5,160 team members, comprising a diverse range of positions, genders, ages, and tenures. Our talent analytics provide valuable insights into the composition of our workforce, enabling us to make informed decisions regarding our human resource strategies.
In 2025, the total turnover rate was 13.1%, with 8.1% attributable to voluntary separations. Within our workforce, 93% are regular and probationary employees, while the remaining 7% are fixed-term and project-based employees.
| Employee Turnover Rate | 2021 | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|---|
| Total Turnover | 9.00% | 14.40% | 13.81% | 13.2% | 13.1% |
| Female | 8.70% | 16.60% | 4.25% | 14.2% | 3.8% |
| Male | 9.10% | 13.50% | 9.56% | 12.7% | 9.3% |
| Voluntary Turnover Rate | - | 11.20% | 9.40% | 7.9% | 8.1% |
| Male | - | 9.70% | 5.83% | 7.1% | 5.4% |
Refer to additional Turnover Metrics based on gender, age, and position here and based on nationality here.
| Nationality Breakdown | Position | Total | |||
|---|---|---|---|---|---|
| Staff | Supervisor | Manager | Executive | ||
| Filipino | 3,063 | 1,097 | 673 | 289 | 5,122 |
| Asian (Non-Filipino) | 2 | 1 | 4 | 8 | 15 |
| European | 0 | 0 | 0 | 5 | 5 |
| Other Nationalities | 0 | 6 | 7 | 5 | 18 |
| Grand Total | 3,065 | 1,104 | 684 | 307 | 5,160 |
| New Hire based on Nationality | Count | Rate |
|---|---|---|
| Filipino | 1,087 | 98.37% |
| Indian | 3 | 0.27% |
| Taiwanese | 1 | 0.09% |
| South African | 6 | 0.54% |
| Australian | 2 | 0.18% |
| German | 1 | 0.09% |
| Polish | 1 | 0.09% |
| Malaysian | 1 | 0.09% |
| Japanese | 3 | 0.27% |
| Total | 1,105 | 100% |
[GRI 405-1 (2016), 406-1 (2016)] AboitizPower is an equal opportunity employer. A diverse and inclusive workforce is crucial to our purpose of transforming energy for a better world. We consider and encourage all applicants without discriminating against any individual based on age, sexual orientation, gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity, or any other status protected by law. Our equal opportunity and non-discrimination policies apply in all aspects of employment, including recruitment, talent management, and team member integration.
The company is dedicated to fostering a culture of inclusivity and support. We actively seek out and value talent from diverse backgrounds, including individuals from non-traditional career paths and those from underprivileged or minority backgrounds.
Moreover, to support and promote team member integration, the company ensures that communication, education, and awareness programs are in place on topics such as diversity and inclusion, as well as the company’s zero-tolerance culture against any acts of discrimination.
In 2019, AboitizPower began formalizing its efforts to promote diversity and inclusion and raise awareness within the company.
AboitizPower’s diversity and inclusion campaign emphasizes the primacy of merit over factors such as gender, sexual orientation, age, religion, or ethnic background. It aims to raise awareness of diversity and inclusion, promote respect, and celebrate individuality, all while practicing a culture of excellence and high performance.
Inspiring stories of high-performing employees from diverse backgrounds and cultures were shared within the company to foster appreciation for the workforce's diversity. These stories featured strong women leaders, members of various Philippine ethnic groups and religions, and members of the LGBTQIA+ community, among others.
In early 2022, the company announced that it would include domestic partners, whether in common-law or same-sex relationships, as beneficiaries in its HMO coverage for team members. This is a milestone for the company, proving its active support for diversity, equity, inclusion, and belonging (DEIB).
In June 2023, the group signed and fully adopted its DEIB policy to promote diversity, equity, inclusivity, and belonging within the organization.
A core pillar of AboitizPower’s DEIB Policy is an unwavering commitment to gender equality and the full empowerment of women within our organization. We recognize that a diverse workforce, particularly one with strong female representation and leadership, is crucial to achieving our purpose. The policy directly addresses this by aiming to drive gender parity across all levels, ensuring that an individual’s gender identity is never a barrier to opportunity or advancement. This focus on equity means promoting fair treatment for all and ensuring that our norms, practices, and policies do not make identity predictive of workplace outcomes.
The policy explicitly states that the company does not condone discrimination against employees based on characteristics that include gender expression, sexual orientation and preference, and family or marital status. Furthermore, the policy is read in conjunction with our Policy on Anti-Sexual Harassment and Safe Spaces Act, which governs the prevention of all forms of sexual harassment and provides a clear procedure for filing, investigating, and resolving complaints. By ensuring a workplace free from harassment, bullying, or unwanted conduct, we protect the right of every team member, regardless of orientation, to work with dignity.
AboitizPower joined the Philippine Financial & Inter-Industry Pride (PFIP) in its pursuit of improving the culture of DEIB. PFIP is a collaborative, voluntary, and non-profit community of Pride/LGBTQIA+ advocates and allies from private organizations in the Philippines. It is the leading voice and champion of LGBTQIA+ workplace inclusion. It promotes safe spaces and inclusive opportunities for all talents regardless of their sexual orientation, gender identity, expression, and characteristics. As an active member, AboitizPower continues to work with PFIP and other private company members to learn and explore ways to improve DEIB in the workplace. In 2024, AboitizPower was recognized by PFIP for providing college educational assistance, training, and internship or on-the-job training opportunities to LGBTQIA+ students through the Rainbow Academy, PFIP’s leadership and mentorship program, which helps prepare LGBTQIA+ students for the professional world.
AboitizPower also forged a partnership with the Philippine Business Coalition for Women Empowerment (PBCWE) in 2024 to advance DEIB in its corporate structure. This strategic alliance aims to enhance AboitizPower's workplace by integrating more inclusive policies and practices, promoting gender equality, and ensuring equitable opportunities for all team members. By collaborating with PBCWE, AboitizPower is taking significant steps to address workplace diversity challenges, demonstrating its resolve to create a more inclusive environment that values and harnesses the potential of every individual. In the same year, AboitizPower’s VP for Talent Attraction, Communications and Engagement, Corinne Patron, spoke about the importance of meritocracy when selecting and promoting team members during the PBCWE’s launch of its initiative titled “Census on Women in Executive Leadership Teams in Philippine Publicly-Listed Companies.”
In 2025, AboitizPower reaffirmed its deep dedication to DEIB through meaningful participation in key events and initiatives, including the Philippine LGBTQ+ Gender Spectrum Forum and Leadership Symposium, followed by an insightful session during Leader Lab Live: Iconic - The New Blueprint for LGBTQ+ Excellence, where inclusive leadership was highlighted. AboitizPower also took an active role in the PFIP Pride Summit 2025, where the company led a breakout session titled "Pride and Progress: Philippine Companies on Their DEIB Journey," sharing its learnings and best practices. Capping off its efforts, AP proudly joined the 2025 Pride March, standing in solidarity with the LGBTQIA+ community and reaffirming its pledge to build a workplace where every voice is valued and everyone belongs.
AboitizPower also has other initiatives that promote Equality and Diversity, such as Hedcor launching a sewing skills training program for the indigenous and tribal communities of Barangay Guihean, Impasugong, Bukidnon, along with Aboitiz Foundation, Inc. There’s also the Elevate AIDA (Artificial Intelligence and Data Annotation) program, done in partnership with Connected Women. The program’s goal is to equip women, including single mothers, with skills in data annotation and AI training, enabling them to pursue AI-related work opportunities.
[GRI 2-23 (2021)] As part of Aboitiz Equity Ventures (AEV), a conglomerate that is a member of the United Nations Global Compact (UNGC) and the Board of Trustees of the Global Compact Network Philippines, and supports the Ten Principles of the UNGC, AboitizPower values and respects fundamental human rights.
We are committed to upholding the principles of respect for human dignity, freedom, and equality across all our business activities, ensuring that the human rights of our stakeholders are safeguarded and potential risks or impacts are addressed.
Our Principles
1. AboitizPower recognizes the fundamental human rights of its team members.
2. AboitizPower is guided by its commitment to human rights in its engagement with external stakeholders, including its host communities, suppliers, contractors, customers, and other business partners.
Anti-Sexual Harassment and Safe Space Act
[GRI 406-1 (2016)] At AboitizPower, we believe that respect for the dignity, safety, and human rights of every team member is fundamental to how we work. We maintain a clear zero-tolerance stance against any form of abuse, harassment, or behavior that compromises the safety, security, and well-being of our people.
To institutionalize this commitment, our enterprise policy on Anti-Sexual Harassment and the Safe Spaces Act serves as an unyielding operational guardrail across our entire footprint. Grounded in the legal mandates of Republic Act No. 7877 and Republic Act No. 11313, this framework acts as an active shield against gender-based misconduct across all physical, remote, and digital work environments.
We meet accountability head-on with transparency and care. This policy establishes clear, dignified decorum standards and embeds a trusted, objective Committee on Decorum and Investigation (CODI). The CODI structurally guarantees a safe, respectful, and strictly confidential process for resolving grievances, ensuring that individual rights are protected and our workplaces remain empowering where all talents can thrive.
Reflecting this rigorous approach to workplace integrity, we recorded zero incidents of discrimination and harassment in 2025. This outcome underscores the strength of our governance and the shared accountability of our leadership teams. Moving forward, we will continually strengthen our preventive frameworks to safeguard our inclusive culture, mitigate enterprise risk, and uphold corporate governance standards.
At AboitizPower, we view our products and our customers as part of a single, interconnected ecosystem. Beyond distributing electricity, we engineer advanced energy solutions that optimize resource efficiency while actively advancing the safety, economic resilience, and digital empowerment of the communities we serve.
We recognize that transparent, continuous engagement with our stakeholders is critical to creating long-term business value. Our Retail business group continues to improve partner sentiment, as highlighted by a 91% Customer Satisfaction Rate at year-end 2025.
| 2022 | 2023 | 2024 | 2025 | |
| Satisfaction Score (%) | 83 | 87.5 | 87.9 | 91 |
| Survey Coverage (%) | 46% | 27% | 66% | 68% |
Delivering top-tier customer care drives both our regulated Distribution Utilities (DUs) and Retail Electricity business.
In our DUs, our MobileAP application serves as a vital tool for consumers across Visayan Electric, Davao Light, Cotabato Light, Subic Enerzone, and LIMA Enerzone.
In our Retail business, customer feedback is heard and taken into account across the business.
Promoting Energy Accessibility: Through our Sitio Electrification Program and the implementation of Energy Regulations No. 1-94 (ER 1-94), we actively expand physical infrastructure into off-grid territories, utilizing dedicated financial shares from generation sales to fund rural electrification and community livelihood projects. Read more about the program here.
Bringing Clean Water to Our Neighbors: Our renewable energy arm, Aboitiz Renewables Inc. (ARI), helped build clean drinking water systems and storage reservoirs for the local communities living right next to our solar and hydropower plants. Know more about this initiative here.
The Innovative Water-Energy Nexus: In a unique team-up with Apo Agua Infrastructura, our renewable energy unit, Hedcor, helps run a water facility in Davao City that supplies 300 million liters of safe drinking water daily to over one million residents. More interestingly, the facility has a smart, closed-loop design in which it doesn't have to draw electricity from the main power grid, and the city doesn't have to pump water from underground reservoirs, keeping the local environment healthy. Know more about this smart facility here.
Customized Energy Solutions
AboitizPower’s Retail Electricity Services (RES) business units have flexible, cost-effective energy supply structures that match distinct client load profiles. In 2025, AdventEnergy and Coca-Cola Europacific Partners Philippines partnered to power critical manufacturing facilities in Mindanao using tailored, flexible energy portfolios by switching to the Retail Competition and Open Access (RCOA) program, which allows the company to choose its electricity supplier and, subsequently, the power source for its operations. See more stories about our customized energy solutions here.
Hybrid Energy Solutions
To minimize system losses and bolster local energy security, we deploy decentralized, behind-the-meter (BTM) storage technologies and energy systems:
Solviva’s Rent-to-Own solar model enables the conversion of standard rooftops into primary assets for clean generation, effectively offsetting traditional transmission losses from centralized sources. This model eliminates steep upfront financial barriers by requiring zero capital expenditure, allowing local schools and homeowners to become clean asset owners while realizing immediate utility bill savings of 30% to 50%.
AboitizPower Distributed Energy, Inc. (APX) specializes in behind-the-meter (BTM) operations. These decentralized microgrids, designed for off-grid, industrial, and commercial customers, integrate localized advanced battery storage with on-site solar generation.
A landmark project inaugurated in September 2025 features a 4.1-MWp solar-battery hybrid project on Balesin Island in Quezon Province. By hybridizing the island’s microgrid, the system captures surplus solar energy during the day and discharges it as required. This initiative saves approximately 1.6 million liters of diesel each year and fulfills 60% of the island's total energy demand.
Our newest hybrid Battery Energy Storage System (BESS) projects are designed to store excess energy when demand is low and release it during periods of constraint. Whether utilized for renewable integration or thermal hybridization to enhance grid stability and lower emissions, these utility-scale networks safeguard rural communities against voltage spikes and ensure power security during extreme weather. Find out more about our BESS projects here.
AboitizPower further extends its Behind-the-Meter (BTM) Distributed Energy Solution paired with an E-Mobility-as-a-Service (eMaaS) commercial framework into the transportation sector through its 1882 Energy Ventures startup, Voltai. By pioneering a business-to-business (B2B) battery-swapping subscription model, the company helps the community reduce lifecycle environmental impacts and foster a low-carbon economy while generating "sustainable revenues." Voltai accomplishes this by introducing the Philippines’ first large-scale electric two-wheel (2W) battery-swapping ecosystem tailored for commercial fleets (such as its active pilot partnership with JRS Express).
Smart Metering/IoT Solutions
We utilize advanced hardware, networks, and digital infrastructure to provide our customers with full visibility and absolute control over their consumption patterns.
AdventEnergy utilizes Advanced Metering Infrastructure (AMI) and localized Internet of Things (IoT) hardware to turn electricity into a real-time data asset. These digital frameworks enable commercial and industrial (C&I) clients to actively monitor and manage their consumption.
One of their major retail agreements was to power 1,642 cell towers for DITO Telecommunity across Greater Manila, South Luzon, and North Luzon. Operating under the Retail Aggregation Program (RAP), AdventEnergy consolidated the energy demands of these scattered towers into a single, synchronized portfolio. This integration guarantees the stable, sustainable 5G power required to keep over 15 million mobile subscribers seamlessly connected, demonstrating that their IoT solutions can handle large-scale, digitally native networks.
[GRI 2-9 (2021)] Guided by our value of integrity, we foster trust and cultivate strong relationships as we engage in meaningful value creation with our internal and external stakeholders, forging cooperation, partnerships, and shared aspirations for a better future.
Our stakeholder engagement process stays current by leveraging the numerous communication channels available today and sharing best practices internally. Team members who work in customer- and community-facing functions undergo training to fully embody the principles and processes of stakeholder relationship management (SRM) and communication. Read our Stakeholder Engagement Policy.
Since its launch in 2023, the Cross-BU Safety, Health, and Environment (SHE) Audit Program has enhanced our approach to managing safety and environmental performance across AboitizPower sites. As of June 2025, we have successfully audited 24 sites, helping teams identify strengths, close gaps, and share best practices.
AboitizPower Chief Human Resources Officer Monette Lasala shared the stage with the Department of Energy and a fellow industry player at Melchor Hall, University of the Philippines Diliman to discuss the development of the power industry workforce in the face of the ever-evolving demands of the energy transition.
AboitizPower was recognized as a sustainability champion by publishing company The Manila Times. The criteria for selection considered initiative, impact, inclusiveness, and integration of “environmental, social and governance initiatives and circular economy efforts”, as well as compliance with the United Nations Sustainable Development Goals or UN SDGs
As one of the Philippines’ largest energy producers, we are committed to providing the nation with reliable, affordable, and sustainable power sources.
Our investment and shareholder relations reports are available online to get a glimpse of how we address people, planet, and profit.
A productive career awaits you at AboitizPower. Look through our job listings and join us in transforming energy for a better world today!
We Are A People-first Organization
AboitizPower owes its success to the dedicated individuals who work behind the scenes to make the world a better place through reliable, reasonable, and responsible energy solutions.
We are only as strong as our bond with the community, and our strength comes from the homes and businesses we power with the energy we provide.
This is why AboitizPower fulfills its social commitment through initiatives and advocacy efforts that contribute to the overall development of our team and the communities we serve.
These activities include nurturing relationships with partner communities, strengthening stakeholder engagements, providing opportunities for employee development, minimizing occupational health and safety risks, and eliminating hazards to ensure a safe and healthy work environment.
Our primary investment begins with our people and communities, building a better tomorrow together.