Wynn Resorts : 2025 Environmental, Social, and Governance Report
WYNN
Published on 04/28/2026 at 01:18 pm EDT
2 0 2 5 W Y N N R E S O R T S , L T D
Environmental, Social, and Governance Report
TABLE OF CONTENTS
A B O UT T H I S R E P O R T 3
Company Commitments
O U R PE O PL E 6
Employee Training and Education Employee Community
Labor Practices
Employee Benefits
Workplace and Guest Safety Workplace Security Program
O UR C O M MUN I T Y 17
Charitable Corporate Giving
Wynn Resorts Foundation Donations and Grants Dollars for Doers
Giving Season 2025
Nonprofit Community Engagement Programming
O U R P L A N ET 21
Energy
Green Building Certifications Greenhouse Gas Emissions
Water Waste
Goldleaf Sustainability Program Guest Wellness and Air Quality Green Meetings
Commitment to the Humane Care of Animals Cage- Free Egg Commitment
G O V E R N AN C E 30
Responsible Gaming and Marketing Corporate Governance
Board Role in Risk Oversight
Code of Business Conduct and Ethics Anti- Corruption
Anti- Money Laundering
Facilitation of Non- Compliance Reporting and Whistleblower Protections
Human Rights
Preventing Harassment and Discrimination Approach to Tax
Political Activity
Data Protection and Information Security
G L OB A L R E P OR T I NG
I N I TI ATI V E I N D E X 38
S U S TA I NAB I L I T Y A C C O U N T I N G
S TAN D AR D S B O AR D I N D E X 42
ABOUT THIS REPORT
The Wynn Resorts 2025 Environmental, Social, and Governance (ESG) Report contains information from January 1, 2025, through December 31, 2025, except where otherwise specified. This aligns with the reporting period used for Wynn Resorts, Limited financial filings, including Form 10-K, proxy report, and annual report.
Wynn Resorts discloses information in this ESG Report with reference to the Global Reporting Initiative (GRI) universal standards and the Sustainability Accounting Standards Board (SASB) standards maintained by the International Sustainability Standards Board (ISSB). This document presents disclosure indexes within these frameworks and includes additional details on the Company's programs. Wynn Resorts supports the United Nations Sustainable Development Goals (SDGs) and presents related goals in the 2025 Executive Overview. Wynn Resorts' operations spanned the following industries and sectors in 2025:
Hospitality and Travel
Gaming, including Sports Betting
Food and Beverage
Nightlife and Entertainment
Development and Construction
Any questions or comments regarding this report can be directed to:
Erik Hansen
Chief Sustainability and Government Affairs Officer Wynn Resorts, Limited [email protected]
ESG REPORTING PROGRAM
Wynn Resorts publishes voluntary disclosures on responsibility practices annually. The most recent publication on 2024 activity was released in April 2025.
Reporting is organized into three documents to reflect the Company's operational regions, audiences, stakeholders, and regulated disclosures. Additional information on Wynn Resorts' financial ownership, entities, and acquisitions can be found in the Company's financial filings.
The Wynn Resorts ESG Report consolidates disclosures for the operations of Wynn and Encore Las Vegas, Wynn Design and Development, Wynn Aviation, and Encore Boston Harbor.
The Wynn Resorts Executive Overview to the ESG Report presents highlights of the Company's programs and milestones from the calendar year.
Wynn Resorts' Asia-based operations-Wynn Macau and Wynn Palace-are covered in the Wynn Macau,
Limited Sustainability Report, in accordance with Hong Kong Stock Exchange requirements. For reporting indexes and disclosures specific to operations in Macau, please see the annual Wynn Macau, Limited Sustainability Report here.
COMPANY COMMITMENTS
Wynn Resorts' commitments exceed customary business practices. The Company continues to lead through the challenges of an evolving climate and an ever-changing world. Wynn pursues programs that enrich and connect communities, strengthen resilience to long-term environmental risks, and reduce the carbon footprint of operations.
WYNN RESORTS CHARITABLE GIVING PILLARS
Through the Wynn Resorts Foundation, the Company provides monetary donations and in-kind support to nonprofits throughout North America that align with its key pillars of education, cultural enrichment, and vibrant communities.
E DU CATI O N
Innovation in education
Workforce preparedness
Opportunities for at-risk youth
C U LTUR AL E N R I C H M E NT
Support for the arts
Support for cultural events
Engaged citizenship
V I B R ANT C O M MUN ITI E S
Environmental preservation
Support for community programs
Neighborhood and community development
WYNN RESORTS SUSTAINABILITY GOALS
Wynn Resorts has established three goals to address climate change. By prioritizing decarbonization, the Company reduces contributions toward the adverse effects of climate change. These commitments benefit the environment, guests, employees, and the communities in which the Company serves.
NET-ZERO BY 2050 :
Reduce or offset all carbon dioxide (CO2) produced by our operations no later than 2050.
CARBON DIOXIDE EMISSIONS PEAK BY 2030 :
Stop and reverse year-over-year growth of operational carbon dioxide (CO2) emissions by 2030.
50 PERCENT RENEWABLE ENERGY PROCUREMENT BY 2030 :
Increase the Company's supply of renewable energy produced or procured to at least 50 percent of total consumption by 2030.
Wynn Resorts' sustainability goals apply to North American operations. Wynn Macau, Limited has established a set of sustainability goals that reflect regional targets and alignment with national goals. Details on the Wynn Macau, Limited goals are in their Sustainability Report here.
OUR PEOPLE
EMPLOYEE TRAINING AND EDUCATION
Behind Wynn's five-star service is five-star training. To build a strong workplace, the Company requires all employees to attend two days of orientation before they start work. New Hire Orientation immerses employees in Wynn Resorts' culture and
service standards through training on values, behaviors, and actions. Company policies, including code of business conduct and ethics (anti-corruption); ethical business standards; personal conduct; harassment and discrimination prevention; responsible gaming; inappropriate guest behavior; personal relationships at work; and other compliance-related topics are emphasized during New Hire Orientation.
Employees are also required to complete specialized training based on their specific job duties, including:
Cyber, Data, and Information Security
Computer, Intranet, and Email Use
Anti-Money Laundering
Alcohol Service
Hazard Communication
All employees are required to complete annual training on compliance policies. In 2025, 99 percent of Wynn Resorts employees in North America completed compliance training.
The small percentage of employees who had not completed training was because of leaves of absence, seasonal gaps, or the timing of infrequent seasonal event staff work. In these cases, the employees were required to complete compliance training before their next shift.
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LEADERSHIP DEVELOPMENT
Wynn Resorts is committed to cultivating leaders within our workforce through comprehensive leadership training programs. Offerings include the Foundations of Leadership, a two-day training program designed for supervisors, assistant managers, and managers, in partnership with the William F. Harrah College of Hospitality at the University of Nevada, Las Vegas.
This program covers essential topics such as the impact of leadership on culture, transitioning from a contributor to a leader, facilitating difficult conversations, managing time, and motivating employees.
The Company also offers curated lessons and workshops to provide leaders and aspiring leaders with the tools and knowledge they need to advance in their careers. These classes include training such as Preshift Excellence, Crucial Conversations for Supervisors, Gratitude in Leadership, Teamwork: Succeeding in Teams, and Communicating Change.
The Company's conversations with Leaders program features live, virtual discussions among leaders on leadership philosophies and trending management topics. The Company uses the Myers-Briggs Type Indicator (MBTI) course to help leaders understand individual differences and improve communication, employee engagement, and performance development. Additionally, an Emotional Intelligence (EQ) course enhances leaders' skills in providing effective feedback and in managing themselves and
their teams.
WYNN UNIVERSITY
Wynn University is an in-house learning program that offers a wide range of educational resources and opportunities for all employees. This initiative aims to maintain and improve employee retention, performance, and culture. Wynn University provides on-demand learning resources, including new-hire training, department-specific academies, skills-development training,
life-enrichment courses, webinars, in-person speakers, and long-form leadership-development workshops.
To complement Leadership Development programs, Wynn University collaborates with accredited institutions, including the College of Southern Nevada, the University of Nevada, Las Vegas, and the Boston University School of Hospitality Administration. The Company also leverages third-party technology-based resources to offer educational experiences that enhance both professional and personal growth.
By investing in employees through Wynn University, the Company provides pathways for employees to become top performers in their current positions, pursue growth within the organization, and invest in their personal development.
CLIMB PROGRAM
CLIMB, a high-potential development program for manager-level leaders, graduated with a cohort of 22 participants in 2025.
In partnership with the William F. Harrah College of Hospitality at UNLV, the eight-month program cultivates excellence in personal, interpersonal, and business leadership competencies learned through education, experience, and on-the-job practice. The program expanded in 2025 at Encore Boston Harbor in partnership with Boston University with 10 participants.
EMPLOYEE COMMUNITY
Wynn Resorts is an innovator and trailblazer in the hospitality industry-leading with purpose and guided by a deep commitment to uplift every employee. The greatest strength of the Company's workforce lies in the different perspectives of our employees. The Company is dedicated to cultivating an employee community where every voice is heard, every perspective is valued,
and every opportunity is accessible. The Employee Community Plan, a comprehensive three-pillar framework grounded in the Company's core value, "Treat Everyone with Dignity and Respect," reinforces this commitment. The Plan provides clear direction for a culture of respect, delivering meaningful employee experiences, and engaging authentically with the communities we serve. In 2025, consistent with the pillars of the Employee Community Plan, Wynn Resorts continued to strengthen its workplace, bringing together people from a broad range of identities, backgrounds, and lived experiences. Employees participated in programs and events that reflect the Company's unwavering commitment to a welcoming and respectful workplace.
Signature initiatives include the following:
HBCU GRADUATE MANAGEMENT TRAINING PROGRAM
Wynn Resorts partners with hospitality and tourism programs at Historically Black Colleges and Universities to recruit qualified candidates for the Company's HBCU Graduate Management Training Program. The program aims to build a broad and
well-rounded pipeline for senior-level positions. In 2023, the Company's HBCU Management Training Program welcomed its first cohort of graduates from Tennessee State University, Morgan State University, and Delaware State University. Through this program, the graduates began rotations through the food and beverage, hotel operations, and finance departments.
These employees also engaged with executives to observe the qualities and characteristics of the Company's leaders and had access to Wynn University training and the Foundations of Leadership management training program. Every graduate of
the training program accepted a full-time position offer at Wynn Las Vegas. In 2025, Wynn Resorts brought a third cohort of graduates into the program.
EMPLOYEE COMMUNITY AMBASSADOR PROGRAM
Launched at Wynn Las Vegas and Encore Boston Harbor in 2024, the Ambassador Program identifies mid-management to director-level employees who collaborate with the Employee Community team and their departmental colleagues to support employee-focused programs and events and uphold the Company's commitment to an open and respectful workplace culture.
EMPLOYEE COMMUNITY SUMMIT
In 2025, the Employee Community team hosted an Employee Community Summit at Encore Boston Harbor to engage employees with the three pillars of the Employee Community Strategy: workplace, marketplace, and community. The Summit included a luncheon featuring an executive from the Boston Celtics Shamrock Foundation, a town hall featuring a three-time Super Bowl champion, and a Unity in the Community service project.
2025 WYNN NORTH AMERICA ETHNIC DIVERSITY AT ORGANIZATIONAL LEVELS
ETHNICITY
PERCENTAGE OF EMPLOYEES IN TIER
Leadership
2 or More
4.5%
American Indian
0.5%
Asian
16.0%
Black
3.5%
Hawaiian
1.5%
Hispanic
9.5%
White
64.0%
Other/declined
0.5%
Manager
2 or More
4.0%
American Indian
0.5%
Asian
24.0%
Black
6.0%
Hawaiian
2.0%
Hispanic
23.0%
White
37.5%
Other/declined
3.0%
Line Level
2 or More
4.0%
American Indian
0.5%
Asian
22.0%
Black
9.0%
Hawaiian
1.5%
Hispanic
37.5%
White
21.5%
Other/declined
4.0%
EMPLOYEE COMMUNITY LUNCHEON SERIES
Launched in 2025, the Employee Community Luncheon Series celebrates the varied employee cultures and communities
at Wynn Resorts. Boasting nine luncheons during the year, the Luncheon Series aligns with monthly commemorations, including Martin Luther King Jr. Day, Black History Month, Women's History Month, Asian American and Pacific Islander Month, LGBTQ Pride Month, Disability Awareness Month, Hispanic Heritage Month, Native American Heritage Month, and Veterans Day. During each luncheon, employees enjoy
inspirational guest speakers and a special employee giveaway. At the end of the year, employees who attend all nine luncheons are eligible for a raffle to win a grand prize.
EMPLOYEE COMMUNITY HBCU DAY AT ENCORE BOSTON HARBOR
Launched in 2025, the Employee Community team partnered with Delaware State University to create an immersive learning opportunity for its hospitality students. The objective was to give the students insight into what it is like to work at a
five-star resort. The hospitality students engaged with senior leaders to understand food and beverage and hotel operations. It was a learning opportunity that earned the students credit toward their final classroom grade.
2025 WYNN NORTH AMERICA GENDER AT ORGANIZATIONAL LEVELS
Leadership
Male
63%
Female
37%
Manager
Male
56%
Female
44%
Line Level
Male
53%
Female
47%
2025 WYNN NORTH AMERICA EMPLOYEE AGE DISTRIBUTION
Under 30
15%
30-50
51%
Over 50
34%
2025 WYNN NORTH AMERICA EMPLOYEES
Employee Contract
Male
Female
Full-Time
5,818
4,820
Part-Time
2,564
2,487
Permanent
8,382
7,307
Temporary
521
270
LABOR PRACTICES
Wynn Resorts aims to be an employer of choice. In 2025, approximately 19 percent of full-time employees were proud to be employees since the opening day of Wynn Resorts' first property. The average hourly wage for the Company's North American employees was $42.03, and 100 percent of employees earned above minimum wage.
2025 WYNN NORTH AMERICA TURNOVER RATE
Voluntary Turnover Rate
9%
Involuntary Turnover Rate
7%
EMPLOYEE BENEFITS
Wynn Resorts' core behavior "care about everyone and everything" is dedicated to investing in our most precious resource: people. Comprehensive and thoughtful benefits packages go a long way toward ensuring every employee's quality of life.
The Company has developed innovative options that prioritize health and financial security, both short- and long-term.
HEALTH
FINANCIAL
LIFESTYLE
Medical
Dental
Vision
Telemedicine
VIP Service
Accident Coverage
Illness Coverage
Hospitalization Coverage
Employee Scholarship Program
Complimentary 24/7 Dining
Financial Academy
Travel Protection
401(k) Matching
Employee Assistance Program
Flexible Spending Accounts
Wynn Employee Discounts
Lifestyle Discounts
Prescription Savings
Life and Disability Insurance
Tuition Reimbursement
Legal Benefits
Pet Insurance
Paid Holiday
Vacation Time
Paid Maternity and Paternity Leave
Citizenship Classes
ESOL Classes
Leadership Programs
Skills Development Programs
HEALTH BENEFITS
HEALTH CARE COVERAGE
Wynn Las Vegas and Encore Boston Harbor offer comprehensive health care benefits to employees who work an average of 30 hours per week. Insurance benefits include medical, prescription, dental, and vision coverage. Employees may also opt for additional voluntary benefits such as life insurance and disability coverage.
The Company prioritizes an employee-centric workplace and offers health care plans that focus on quality care and long-term employee and family wellness. Wynn Resorts operates a self-funded health plan. Self-funding benefits the Company and employees by offering overall cost savings, greater flexibility in health care options, and readily available data to support informed decision-making.
In addition to the Wynn Health Care Plan, the Company offers a Well Portal Plan that provides better access to higher-quality health care. The plan features VIP service from a network of primary care physicians in the Las Vegas Valley, a dedicated employee helpline, expedited appointments, and same-
day visits. The plan emphasizes quality care over patient quotas, with physicians adhering to time metrics: Patients are seen within 15 minutes of check-in, and physicians must spend quality time with patients during visits. Health plan
administrators solicit feedback on service standards, and that input is shared to improve care.
In 2025, Wynn Las Vegas continued to raise the bar on employee care with a comprehensive choice of wellness initiatives designed to support its team members at every stage of life. The resort introduced a Maternity Care Program and free on-site mammograms, extending critical preventive care to more than 900 employees. Benefit advocacy consultants visited twice monthly to help employees fully understand and maximize their benefits. Wellness messaging was woven into the daily rhythm of operations through back-of-house digital screens and pre-shift communications, featuring rotating monthly topics focused on physical, mental, and financial well-being. Both Wynn Las Vegas and Encore Boston Harbor hosted wellness fairs that brought trusted third-party vendors on property, offering safe, work-approved footwear, breast cancer awareness resources, and strength and cardio training, among other support. Employees were also able to recharge with mini massages, specially crafted immunity-boosting juice shots, and health-forward menu options
at the Le Staff Café. Additional on-site services included mobile clinics for dental and eye exams. Complementing these offerings, the Company launched a dependent audit to ensure ongoing compliance with health plan regulations and to steward health care resources responsibly-underscoring Wynn Resorts' commitment to going above and beyond in caring for its employees.
DEPENDENT AND SPECIAL LEAVE
Wynn Resorts offers programs that support work-life balance for employees with dependents and families. As a covered employer under the Family and Medical Leave Act (FMLA), Wynn provides eligible employees with unpaid, job-protected leave of up to 12 work weeks in 12 months for qualifying reasons under the FMLA. Employees also have access to formal leave options for illness, mandatory education-related events, and school-related emergencies.
In Nevada, employees with growing families may take up to six weeks of paid parental leave following the birth, adoption, or foster placement of a child. For Wynn employees in Massachusetts, the Company offers up to six weeks of paid parental leave. For eligible employees, parental leave runs concurrently with leave to bond with a child under the state's Paid Family and Medical Leave (PFML) program and the federal FMLA, as applicable. The Company's parental leave pay supplements PFML benefits and covers the difference between an employee's average weekly wage and the PFML weekly benefit amount.
To be eligible for company-provided parental leave, employees must be full-time, part-time, or regular employees; have at least 12 consecutive months of service; and have a minimum of 1,250 hours worked during the 12 months immediately preceding the start of leave. To qualify for PFML in Massachusetts, employees must also be approved for continuous leave to bond with a child within 12 months of birth or placement through adoption or foster care. Employees in Massachusetts who do not meet eligibility requirements may receive up to 12 weeks of paid parental leave through PFML at a portion of their regular wage, capped at
$1,170.64 per week in 2025.
FINANCIAL BENEFITS
RETIREMENT BENEFITS: 401(K) MATCHING
Wynn Resorts offers a 401(k) matching program to support long-term retirement planning. The Company matches 50 percent of each dollar an employee contributes, up to six percent of their annual salary. To be eligible for the match, employees must have been employed for one year. In 2025, the Company matched more than $11.4 million in contributions from participating employees in North America.
STOCK MATCHING FOR 20TH ANNIVERSARY
As Wynn Las Vegas celebrated its 20th anniversary in 2025, the Company reaffirmed its commitment to employees as its most valuable asset and the foundation for long-term success. In recognition of this milestone and the role employees have played in building the Wynn Las Vegas legacy, the Company announced a one-time equity award for eligible regular full-time and part-time employees hired before January 1, 2025.
Award values are tiered by years of continuous service, ensuring broad-based, equitable recognition of tenure and long-term contributions. This program reinforced Wynn Resorts' commitment to shared value creation, workforce retention, and inclusive recognition across roles and departments. The equity awards were delivered through structured Restricted Stock Units with defined vesting schedules, supporting transparency, responsible compensation practices, and alignment between employees and the Company's long-term performance. By extending ownership opportunities to its workforce, this program strengthens employee engagement while reinforcing accountability and governance.
WYNN RESORTS FOUNDATION SCHOLARSHIP PROGRAM
The Wynn Resorts Foundation Scholarship Program was established in 2018 for the purpose of investing in educational opportunities and their dependents. In 2025, the program awarded 15 new scholarships. Since the program's inception in 2018, Wynn Resorts has provided more than $1.4 million in scholarship funding to more than 110 students.
Scholarship students are eligible to receive up to $7,500 per academic year for a maximum of four years. In alignment with Wynn Resorts' commitment to community engagement, the program requires scholarship recipients to complete 20 hours of volunteer service, emphasizing the importance of giving back and community leadership.
LIFESTYLE BENEFITS
TUITION REIMBURSEMENT
Wynn Resorts' tuition reimbursement program was developed to encourage employees to enhance and refine skills to support their current positions and allow them to qualify for additional opportunities within the Company. This program provides financial assistance to employees pursuing college credits in a hospitality-related field. In 2025, 15 employees were approved
for tuition reimbursement.
ENGLISH FOR SPEAKERS OF OTHER LANGUAGES
The Company's English for Speakers of Other Languages (ESOL) training program continues to make a meaningful impact by offering three levels of instruction-beginner, intermediate, and advanced-to support English language learners in their journey toward fluency.
In 2025, at Encore Boston Harbor, 32 employees graduated from the program, completing 576 hours of language training and demonstrating significant gains in English proficiency.
In partnership with JVS Boston, an 80-year-old organization dedicated to helping individuals gain financial independence through training programs and education, Encore Boston Harbor revised its classes and curriculum to better meet learners' needs and strengthen the program's effectiveness. Employees participated in courses including Foundational Workplace Communication, Effective Dialogue and Language Skills, and Professional Writing and Communication.
Participants showed measurable improvement across all areas. For example, Foundational Workplace Communication scores increased an average of 12 points on the BEST Plus 3.0 assessment administered by JVS staff.
As part of continuing employee development in 2025, Wynn Las Vegas' 55 participants completed 108 hours of language training in its ESOL classes. These free classes were available to eligible employees and were held twice weekly for 12 weeks.
Through structured instruction, supportive learning environments, and measurable outcomes, the ESOL programs continue to transform lives by breaking language barriers and
fostering a more inclusive community.
U. S. CITIZENSHIP CLASSES
Wynn Las Vegas continued to offer U.S. citizenship classes.
These 12-week courses are free to eligible employees
and provide instruction to prepare them for the citizenship test. Employees are reimbursed for the test upon passing. Thirty-eight people completed the Company's citizenship program in 2025.
UNION EMPLOYEE BENEFITS
Approximately 53 percent of Wynn Resorts' North American employees are represented by labor unions under the terms of respective collective bargaining agreements in 2025. These unions include the Culinary Workers Union and Bartenders Union in Nevada; the Teamsters Union in Nevada and Massachusetts; the United Auto Workers Union (UAW) in Nevada; and UNITE HERE, the International Brotherhood of Electrical Workers, and the United Government Security Officers of America in Massachusetts.
defined benefit
In 2025, Wynn Las Vegas contributed $18.4 million, and Encore Boston Harbor contributed $5 million to various multiemployer pension plans on behalf of certain union employees.
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WORKPLACE AND GUEST SAFETY
The Company is committed to maintaining the highest safety standards and is continually striving for excellence in workplace safety. Wynn Resorts' Workplace Safety Program ensures the safety and well-being of employees and guests.
This comprehensive program encompasses a range of key elements, including:
Mandatory Employee Safety Training: Prioritizing workforce safety through comprehensive training that equips employees with the knowledge and skills to navigate potential hazards effectively.
Hazard Identification and Control: Identification and mitigation of potential risks within the Company's facilities to create a safe environment.
Accident Reporting and Corrective Action: In the event of an accident, the Company's policy includes a systematic reporting mechanism, followed by swift corrective actions to prevent recurrences.
Accident Prevention Strategies: The Company proactively develops and implements strategies to prevent accidents, focusing on improving safety and operational measures.
Employee Committee Programs: The Company engages employees through committee programs to educate and promote safe workplace practices.
The Company's Workplace Safety Program aligns with and often surpasses the principles and criteria outlined in the federal Occupational Safety and Health and ISO (International Organization for Standardization) 45001 standards. The primary objective of safety education and accountability is to advance safety, mitigate property risks, and preserve the trust and confidence of the Company's stakeholders.
In upholding a commitment to employee and guest safety, Wynn Resorts steadfastly pledges to:
Provide a Safe Workplace: The Company collaborates at all organizational levels to ensure that workplaces are free from unsafe conditions and recognized hazards, prioritizing the well-being of all individuals within the Company's facilities.
Compliance with Regulations: The Company adheres to federal and state Occupational Safety and Health Administration standards and regulations, state and local ordinances, and manufacturer guidelines, ensuring the highest safety standards are maintained.
Administration and Enforcement: The Company rigorously and regularly administers and enforces Occupational Safety and Health Administration programs to maintain a safe and secure environment.
Proper Training: Employees receive training in the safe use of equipment and machinery, proper use of personal protective equipment, hazard recognition, and emergency procedures-equipping them to respond confidently to any situation.
Safety Communication: All employees are informed about safety standards, regulations, and expectations relevant to their respective duties, fostering a culture of awareness and responsibility.
WYNN LAS VEGAS OSHA EMPLOYEE WORK-RELATED INJURY
Work-Related Injury
2023
2024
2025
Recordable injuries not resulting in restrictions or
lost time
28
26
27
Recordable injuries resulting in restricted work or transfer to
another job
185
123
148
Recordable injuries resulting in lost time
151
133
154
Total OSHA recordable injuries
364
282
329
ENCORE BOSTON HARBOR OSHA EMPLOYEE WORK-RELATED INJURY
Work-Related Injury
2023
2024
2025
Recordable injuries not resulting in restrictions or
lost time
7
5
6
Recordable injuries resulting in restricted work or transfer to
another job
0
0
0
Recordable injuries resulting in lost time
58
35
45
Total OSHA recordable injuries
65
40
51
WORKPLACE SECURITY PROGRAM
Wynn Resorts prioritizes guest safety and workplace security as essential to providing exemplary service.
The Company's security programs consist of a comprehensive, multilayered system responsible for deterring, detecting, and responding to any threat at our resorts. The Security Departments include specialized teams to address crisis management and tactical response, as well as a full complement of security officers and K-9 units. Preventative measures include weapon-detection equipment and other technologies.
Upon being hired, Security Department employees are required to participate in an extended training program that includes topics such as de-escalation techniques, appropriate use of force, and human use of force and human trafficking awareness. Training is reinforced through drills for emergency evacuations, tests of emergency communications systems, and simulated critical incidents. Wynn Resorts considers all foundational laws that uphold human and civil rights in every procedure and policy. Internal policies and training include overviews of all local laws, methods to ensure lawful detainment, the terms of detainment, and de-escalation and preservation of life processes.
At Wynn Las Vegas, the Corporate Investigation team routinely liaises with external law enforcement agencies regarding events involving our resorts, guests, and employees. Additionally, the Las Vegas Metropolitan Police Department is present at Wynn Las Vegas during all major special events. At Encore Boston Harbor, state and local law enforcement maintain a continuous presence at the resort. Wynn Resorts enforces a strict no-weapons policy.
The Surveillance Department observes and reports any illegal or suspicious activity viewed through the closed-circuit television (CCTV) camera system. This department performs detailed live casino observations and monitors the integrity of all gaming areas to prepare evaluations, procedural audits, and concise reports. The Surveillance Department also protects assets by monitoring for cheating, fraud, theft, and suspicious activity. Any such activity identified is reported to the appropriate authorities.
All resorts are designed to exceed the fire safety standards required by applicable building codes. Each resort has a centralized fire command system staffed by employees around the clock who monitor the status of every smoke alarm and sprinkler within and surrounding the resort.
Business Continuity and Emergency Response Plans ensure a safe, responsible, and rapid return to business operations following natural or human-caused disasters or disturbances.
To promote workplace security, year-round educational security campaigns are held for all employees. Educational training includes preventing planned attacks through See Something, Say Something, Human Trafficking Prevention Awareness Training, a Speak Up campaign, and Health and Safety Guidance. The Company conducts security and safety briefings before all major holidays and significant events. Employees can communicate directly with security officers at any time through various internal communication channels.
SAFETY BUTTON PROGRAM
Employees who work in more isolated or potentially vulnerable locations are required to carry safety buttons. These personal alert devices can be used to notify the Security Department of critical response situations such as medical emergencies, altercations, or inappropriate conduct. Since the launch of this program at Wynn Las Vegas and Encore Boston Harbor, all employees with safety buttons have completed training on their use and purpose. Security Department employees have also been trained in response procedures. Safety button incidents are monitored and overseen by the Security Department to improve procedural training and workplace security protocols.
HUMAN TRAFFICKING PREVENTION
Wynn Resorts is an industry leader in promoting awareness of human trafficking prevention programs, ensuring the highest safety and security standards for our guests, employees, and the community. In 2025, the Company strengthened its commitment to anti-human trafficking initiatives by hosting an educational summit for the resort industry, conducting ongoing employee training, and deepening community partnerships.
EDUCATIONAL SUMMIT
In September, Wynn Las Vegas hosted the third annual Nevada Resort Association Human Trafficking Awareness and Education Summit. This event is designed to strengthen the industry's efforts to combat human trafficking by emphasizing awareness and education. More than 160 professionals from across the resort sector attended the summit.
EMPLOYEE TRAINING
To combat and prevent human trafficking, Wynn Resorts trains employees to increase awareness and uphold comprehensive security procedures on our premises.
These procedures and standards are detailed in the Anti-Human Trafficking Policy, underpinned by the Wynn Human Rights Statement and Policy. Wynn Las Vegas and Encore Boston Harbor train all new employees on the Company's Human Trafficking Prevention Policy and security response procedures using a curriculum developed in partnership with organizations that aim to eradicate human exploitation. Security employees and management undergo additional training to ensure that company procedures are used with
a victim-centric and empathetic approach.
COMMUNITY PARTNERSHIPS
Wynn partners with mission-aligned organizations to support efforts in the broader community and provides financial support to those raising awareness and assisting trafficking victims. Wynn Las Vegas was a leader among the gaming industry in Las Vegas piloting the Resources and Integration for Survivor Empowerment (RISE) program in partnership with the Las Vegas Metropolitan Police Department and Signs of Hope. This program continued in 2025 to provide timely and trauma-informed responses to potential victims of human trafficking and ensured a victim advocate was present onsite within 45 minutes of a request.
WYNN RESORTS TOTAL CASH AND IN-KIND DONATIONS IN NORTH AMERICA (USD)
Year
2023
2024
2025
Cash
$6,389,982
$5,561,892
$20,624,254
In-Kind
$2,418,264
$2,533,711
$2,659,444
Total
$8,808,246
$8,095,603
$23,283,698
OUR COMMUNITY
CHARITABLE CORPORATE GIVING
In 2025, Wynn Resorts gave more than $20.6 million in
cash and more than $2.7 million of in-kind donations to North American nonprofit organizations within the Company's corporate-giving pillars of Education, Vibrant Communities, and Cultural Enrichment. Wynn Las Vegas and Encore Boston Harbor worked closely with nonprofits throughout the year to understand community needs and strategically address financial and resource gaps.
WYNN RESORTS FOUNDATION DONATIONS AND GRANTS
Wynn Resorts nurtures a culture of giving, which our employees echo through their actions. The Wynn Resorts Foundation is an organization that provides a pathway to philanthropy for employees to donate to their favorite causes. Wynn Resorts supports employees' passions by contributing the highest corporate match in the hospitality industry, matching dollar for dollar up to
$75,000 per employee, annually.
To further inspire employee giving, the Foundation doubled the match in November, offering $2 for every $1 donated by employees. Wynn Resorts Foundation had a historic fundraising year in 2025, receiving donations from more than 2,600 employees. Employee donations and additional special fundraising events raised more than $1.4 million for the Foundation which was used to support more than 300 nonprofit organizations and causes.
The funds in the Wynn Resorts Community Grant Fund are distributed based on the recommendations of Wynn Resorts Foundation's Employee Advisory Council, which reviews grant applications and recommends potential grantees to the Wynn Resorts Foundation Board of Directors. The Council also evaluates scholarship applications and recommends potential recipients to an independent selection committee. Eighteen employees serve on the Council in an advisory capacity, representing the Company's workforce.
SPECIALTY FUNDRAISING AND EMPLOYEE GIVING TO THE WYNN RESORTS FOUNDATION IN NORTH AMERICA (USD)
$1,400,000
$1,200,000
$1,000,000
$800,000
$1,440,778
$1,318,159
$1,184,724
2023 2024 2025
DONATIONS MADE THROUGH DOLLARS FOR DOERS (USD)
2023
2024
2025
$36,750
$34,000
$35,500
DOLLARS FOR DOERS
Wynn Resorts supports a community-service initiative that matches employee volunteer hours with cash grants. Employees can earn grants for their favorite approved nonprofits based
WYNN EMPLOYEE VOLUNTEER HOURS IN NORTH AMERICA
35,014
37,690 38,514
COMBINED TOTAL COMBINED TOTAL COMBINED TOTAL
40,000
26,575
27,763
23,656
20,000
0
11,358
11,115
10,751
2023
WYNN LAS VEGAS
2024 2025
ENCORE BOSTON HARBOR
on the number of volunteer hours they complete. Employees can request $250 in grants for 25 hours of volunteer time, up to $1,000 for 100 hours. Each grant directly supports the organization where the employee volunteers and is given in honor of their service to the community.
In 2025, 41 organizations received $35,500 in grants through the Dollars for Doers program. In 2026, the program will have an even greater impact as grants increase to $500 per 25 hours of volunteer service.
GIVING SEASON 2025
Each year, Wynn Resorts participates in Giving Tuesday, a global movement that promotes charitable giving and volunteerism. In 2025, Giving Tuesday was accompanied
by various activities to maximize the Company's assets and resources for the community's benefit. These events engaged employees through philanthropy and provided resources to combat hunger, poverty, and homelessness, among other social causes. Across North America,
REPORTING ACCU RATE VOLU NTEER HOU RS
Transparency and accuracy i n t imekeeping are essential for quantif y i ng the impact of Wynn's
i n i t i atives . The Communit y Relations team verif i es a l l volunteer hours .
Wynn Resorts employees turned out for the following Giving Season activities:
GIVING SEASON WYNN LAS VEGAS
Zo's Bravehearts Foundation was the nonprofit beneficiary for Giving Season 2025 at Wynn Las Vegas. Zo's Bravehearts Foundation offers comfort, relief,
and a compassionate presence to families facing childhood cancer. Easing daily burdens, the organization creates space for families to focus on what matters most: their child's healing. Special fundraising events, matching corporate dollars, and Giving Tuesday Wynn Golf Benefit proceeds raised a total of $112,900.
Wynn Las Vegas employees served a warm holiday meal to more than 400 guests at Catholic Charities of Southern Nevada.
GIVING SEASON ENCORE BOSTON HARBOR
For the second year, Encore Boston Harbor hosted a Winter Holiday Market Sale featuring surplus merchandise and gifts. Open to employees and the community, the
sale raised $155,794 for the Wynn Resorts Foundation Community Grant Fund.
WYNN RE SOR T S 202 5 ENVIR ONMENT AL , SO CIAL , AND GO VERNANCE REP OR T
BACK TO TABLE OF CONTENTS 18
NONPROFIT COMMUNITY ENGAGEMENT PROGRAMMING
Wynn Resorts designs its community engagement programs to create meaningful, sustained partnerships between employees and nonprofit organizations. Wynn Resorts also serves as a conduit and catalyst, identifying ways to make an impact and helping nonprofits collaborate more efficiently.
Wynn Resorts was the first Company to introduce The Pack Shack's Feed the Funnel events to both Nevada and Massachusetts. Through these large-scale volunteer initiatives, employees and community partners package shelf-stable meals for distribution by local nonprofit organizations to individuals and families experiencing food insecurity. Since the partnership began in 2018, Wynn Resorts has donated more than 8 million meals for communities in need.
In 2025, more than 5,700 employees, families, friends, and community partners packed more than 2.2 million meals. Wynn Las Vegas' beneficiaries included Three Square food bank, Catholic Charities of Southern Nevada, Helping Hands of Vegas Valley, and Communities in Schools of Southern Nevada. Encore Boston Harbor had more than a dozen meal beneficiaries, including the Greater Boston Food Bank, American Red Cross, Spoonfuls, and Catholic Charities Boston.
In 2025, Encore Boston Harbor continued a culinary partnership launched the previous year with the Ronald McDonald House. Once a month throughout the year, the culinary team from one of Encore Boston Harbor's restaurants led a kitchen takeover at the Ronald McDonald House. They prepared a full restaurant-quality menu for families staying there while their children received hospital care.
NONPROFIT LEADERSHIP RETREAT
In 2025, Wynn Las Vegas and Encore Boston Harbor hosted separate leadership retreats for the nonprofits in their communities. Steering committees from nonprofits helped customize and curate programming to meet their specific needs and preferences.
Events at Encore Boston Harbor featured a panel discussion on corporate structures for nonprofit organizations, led by Wynn Resorts' Executive Vice President and General Counsel, Jacqui Krum, with representatives from Eastern Bank Foundation,
Triangle Inc., Suffolk Construction, and Wynn Resorts Community Relations. The retreat at Wynn Las Vegas included a fireside chat with Chief Executive Officer Craig Billings and a separate discussion with Miles Dickson, CEO and founder of Nevada GrantLab, about the changing landscape for nonprofits in the state.
Both resorts featured sessions with Erin Krug, senior director of business integration for Microsoft, titled "AI for Good: Unlocking the Power of Artificial Intelligence for Nonprofits." Executives and senior leaders from both resorts led roundtable discussions on
shared challenges, emerging opportunities, and strategies to deepen community partnerships and development. Breakout sessions covered board management, donor relations, change management, leadership style, and communication strategies.
The Nonprofit Leadership Retreat at Wynn Las Vegas brought together 489 nonprofit representatives from more than 120 organizations, and the Encore Boston Harbor's Nonprofit Leadership Retreat brought together more than 180 nonprofit leaders from more than 75 Boston-based organizations. Participants at both retreats had opportunities to engage with Wynn Las Vegas and Encore Boston Harbor executives as well as external collaborators to learn about the management of business operations through conversations and shared experiences. Fifty-six senior executives participated in the Wynn Las Vegas Retreat, and 30 executives participated in the Encore Boston Harbor Retreat.
NONPROFIT LEADERSHIP FELLOWS PROGRAM
The Nonprofit Leadership Fellows Program fosters collaboration and growth among nonprofit leaders in Southern Nevada, strengthening leadership capacity and organizational effectiveness across many sectors. This unique 12-18-month fellowship brings together a small cohort of nonprofit leaders
for roundtable discussions facilitated by Wynn executives. They create a trusted environment to share ideas, address common challenges, and discuss operational best practices. Through internal training sessions focused on marketing strategy, human resources management, and communications, participants gain valuable expertise to enhance individual leadership capabilities and organizational performance.
The 2024-2025 cohort included 13 leaders representing 12 nonprofit organizations with missions aligned with the Company's corporate giving pillars of Education, Vibrant
" TH E W YN N FE LLOWSH I P PRO G R AM WAS TH E PRO G R AM I N E VE R KN E W I N E E D E D U NTI L I B ECAM E A PART O F
TH I S AUS PI C I O US G RO U P,"
said Scott Rosenzweig, CEO of Make-A-Wish. Peter Guidry, chief visionary officer and co-founder of Forgotten Not Gone, noted that Wynn's support significantly expanded his organization's ability to serve veterans, demonstrating how intentional partnerships between business and community can drive meaningful change.
Communities, and Cultural Enrichment: After-School All-Stars Las Vegas, CORE Academy, Girl Scouts of Southern Nevada, Aid for AIDS of Nevada, Forgotten Not Gone, Make-A-Wish Nevada, Once Upon a Room, Three Square food bank, Nathan Adelson Hospice Foundation, The Ability Center of Southern Nevada, Inspiring Children Foundation, and the Neon Museum. Fellows receive executive guidance and meaningful networking opportunities that strengthen professional connections and promote cross-sector collaboration.
Testimonials underscore the program's powerful impact on nonprofit leadership and organizational capacity. The program's
trusted setting enabled participants to openly exchange ideas, navigate shared challenges, and grow stronger as leaders.
Collectively, participants expressed the enduring value of Wynn Resorts' investment in nonprofit leaders. They cited strengthened leadership skills, deeper collaboration, and new approaches to operational excellence that will continue to strengthen nonprofit organizations and the communities they serve. The Nonprofit Leadership Fellows Program stands as a model for executive development in the nonprofit sector-cultivating strong leaders, expanding networks, deepening cross-sector collaboration, and driving sustainable impact across Southern Nevada.
JO D I MAN ZE LLA , E XEC UTIVE D I RECTO R O F AF TE R- SC H O O L ALL- STARS LAS VEG AS,
D ESCRI BE D TH E FE LLOWSH I P AS
"a truly transformative experience, both personally and professionally." She said she appreciated the value of learning alongside fellow nonprofit leaders across Southern Nevada and emphasized the importance of intentional, strategic leadership and cross-sector collaboration
Disclaimer
Wynn Resorts Limited published this content on April 28, 2026, and is solely responsible for the information contained herein. Distributed via Public Technologies (PUBT), unedited and unaltered, on April 28, 2026 at 17:17 UTC.