Labor Standards
LABOR PRACTICES
Good labor practices are fundamental to workforce management and workplace well-being across our operations and supply chain. While compliance with applicable labor laws serves as our baseline standard, we further ensure ethical practices by implementing the Business Social Compliance Initiative (BSCI) monitoring system, guided by our Code of Conduct.
To systematically identify, prevent, and mitigate potential risks, we have established a Human Rights Policy and Human Rights Due Diligence (HRDD) processes aligned with the UNGPs and relevant ILO conventions. As outlined in our Sustainability Policy, this framework is anchored by explicit commitments to uphold human rights across our operations and supply chain:
- Zero Tolerance for Exploitation: We maintain a strict commitment to the prevention and prohibition of both child labor and forced labor throughout our entire value chain.
- Equal Opportunity and Non-Discrimination: We foster an inclusive environment built on respect. We ensure fair and equal treatment for all employees, strictly prohibiting any form of discrimination based on race, religion, gender identity, age, sexual orientation, disability, or nationality.
LABOR RELATIONS AND EMPLOYEE ENGAGEMENT
Employee Engagement and Representation: We place a significant emphasis on fostering employee engagement and actively listening to feedback to build organizational commitment and enhance workplace well-being. To systematically achieve this, we have established Workplace Welfare Committees across 100% of our operating sites. While our Bangkok, Chonburi, and Rayong sites meet the statutory employee headcount requirements for these committees, we proactively established a committee at our Phitsanulok site as well, despite it remaining below the legal threshold. This ensures the well-being and voices of all employees are supported equitably. These committees meet with management representatives at least once a quarter to hear opinions, gather suggestions, and closely monitor issues related to our employees' quality of life.
Freedom of Association and Open Communication: While we do not currently have formalized labor unions at our sites, we strictly respect and uphold our employees' rights to freedom of association and collective bargaining. Our Workplace Welfare Committees serve as practical, alternative platforms for collective representation. This ensures sound labor management by providing a space where employees can freely raise concerns, negotiate workplace improvements, and participate in decision-making processes without fear of retaliation.
Furthermore, we empower our workforce through diverse communication and feedback channels, ensuring employees can express their opinions, suggestions, or grievances continuously and appropriately. These channels include our Human Resources Information System (HRIS), physical suggestion boxes, dedicated internal grievance procedures, regular employee engagement surveys utilizing the Employee Net Promoter Score (eNPS), and direct, open-door communication avenues with management.
2025 PERFORMANCE
Zero labor violations and related grievances recorded across the Company's operations.
MEASURING EMPLOYEE ENGAGEMENT
We continuously listen to our employees through the Employee Net Promoter Score (eNPS) and Employee Engagement Survey (EES) to gauge engagement, trust, and readiness to grow with the organization. To ensure these insights drive meaningful change, we conduct these surveys on a biennial basis. This strategic cycle provides a dedicated gap year, allowing us the necessary time to thoroughly analyze the feedback, develop actionable solutions, and execute targeted improvement plans before the next assessment.
Our results reflect a consistently positive trend in workplace satisfaction. In our most recent cycle, we achieved an impressive eNPS of 86.88% and an EES of 87.52%, surpassing our internal targets. This high level of engagement demonstrates our employees' strong commitment to "Say, Stay, and Strive" alongside the company to their fullest potential. The details of our recent survey results are as follows:
| Year | Target | Employee Net Promoter Score (eNPS) | Employee Engagement Survey (EES) |
|---|---|---|---|
| 2022 | 80.00% | 84.41% | 81.80% |
| 2023 | 82.00% | 82.95% | 85.13% |
| 2025 | 82.00% | 86.88% | 87.52% |
FAIR COMPENSATION AND EMPLOYEE WELL-BEING
Supporting a Living Wage: We are committed to equitable compensation that reflects our employees' knowledge, competencies, responsibilities, and performance. Beyond competitive pay, we ensure that our compensation actively supports a good quality of life. To achieve this, we conduct Living Wage assessments based on regional cost-of-living data across all our operating sites (Bangkok, Chonburi, Rayong, and Phitsanulok). These assessments comprehensively account for the essential living expenses of our employees and their families—including food, housing, transportation, education, and other daily necessities—ensuring our wage rates are truly sufficient to sustain a fundamental standard of living.
Comprehensive Welfare and Benefits: In addition to a living wage, we provide a robust suite of supplemental benefits designed to alleviate the burden of living costs and further enhance overall well-being. Our benefits package includes transportation and food allowances, attendance bonuses, housing allowances, group insurance, a provident fund, and child scholarships, alongside other quality-of-life initiatives. These offerings reflect our strong commitment to caring for our employees in strict alignment with best practices in human rights, labor standards, and our overarching sustainability framework.