ThaiBev Sustainability

Human Rights Due Diligence Process

ThaiBev conducts human rights due diligence with the objective of identifying, preventing, and mitigating actual and potential adverse human rights impacts arising from our business activities across the value chain. The process also includes assessing how the company responds to these impacts and provides remedy to affected stakeholders, where appropriate.

The company’s human rights due diligence framework is guided by the United Nations Guiding Principles on Business and Human Rights (UNGPs), which serve as the foundational standard for responsible business conduct.

Since its inception in 2016, this due diligence process has been conducted on an annual basis to continuously strengthen ThaiBev’s human rights management and ensure alignment with international best practices.

Policy Commitment

ThaiBev is committed to respecting the human rights of all stakeholders. As such, the company operates in line with international human rights principles and labour standards, including the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGP), and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work. ThaiBev expects all Directors, Executives and Employees in its businesses, including those in its subsidiaries, joint ventures, and new business relations (i.e. through mergers and acquisitions), as well as suppliers and business partners, to respect the human rights of all stakeholders to ensure that all are respected equally. In doing so, strict compliance with the company’s Human Rights Policy is compulsory for all stakeholders.

Key human rights aspects covered in the company’s Human Rights Policy and Statement include discrimination and harassment, forced labour, child labour, and all other forms of exploitation that are linked to human trafficking, freedom of association, rights to collective bargaining, equal remuneration, working conditions, and workplace safety and health. All ThaiBev stakeholders must comply with these aspects according to laws and regulations and aim to satisfy them with the highest possible standards.

1. Assess Actual and Potential Impacts

HUMAN RIGHTS RISK ASSESSMENT

The Human Rights Risk Assessment covered 100% of ThaiBev’s operational sites (both in Thailand and overseas), categorized by business activities as follows:

Main business activities: Sourcing, Production, Distribution and Logistics, Marketing and Sales, and Post-consumption Packaging Management
Supporting business activity: Human Resources

In addition, the assessment covered 100% of ThaiBev’s Tier 1 suppliers and Joint Ventures without management control.

The assessment addressed both actual and potential human rights issues, including:

Forced labour
Human trafficking
Child labour
Freedom of association
Right to collective bargaining
Equal remuneration
Discrimination and harassment
Working conditions and occupational health and safety
Related issues (e.g., data privacy, land acquisition and forced resettlement, customer health and safety)

The human rights risk assessment covered employees, suppliers, contractors, communities, and customers/consumers, as well as at-risk and vulnerable groups.

Vulnerable groups considered in the assessment include:

Women
Children
Indigenous peoples
Migrant workers
Third-party employees
Local communities
LGBTQI+ individuals
Persons with disabilities

HUMAN RIGHTS RISK ASSESSMENT : METHODOLOGY

Step 1 of Methodology: Human Rights Issues Identification

The identification of relevant human rights issues related to ThaiBev’s own operations—across all business activities, the value chain, and business relationships (e.g., joint ventures)—was conducted through peer benchmarking within the food and beverage sector, a review of previously identified salient human rights issues, and an update on global human rights trends. The scope of ThaiBev’s relevant human rights are shown below.

Step 2 & 3 of Methodology: Risk Ranking

Step 4 of Methodology: Risk Prioritization

HUMAN RIGHTS RISK ASSESSMENT : RESULTS FOR OWN OPERATIONS

100% of ThaiBev operational sites (total of 1,104 sites) were assessed human rights risk and impact.
ThaiBev operational sites consist of subsidiaries and joint ventures (with management control).

18.84% of ThaiBev operational sites (208 out of 1,104 sites) have been identified to have high human rights risks level (salient issues).
ThaiBev has a total of two salient human rights issues, including:
- Employee occupational health and safety
- Supplier/contractor occupational health and safety

100% of ThaiBev operational sites (208 out of 208 sites identified with high human rights risks) which identified with human rights risks, have mitigation measures and remediation process implemented.
However, the company has mitigation measures and keeps monitoring risk that may occur to prevent human rights violation to all operational sites.

HUMAN RIGHTS RISK ASSESSMENT : RESULTS FOR TIER 1 SUPPLIERS

ThaiBev had been assessing 100% of active tier-1 suppliers using Supplier Sustainability Assessment through Supplier Life Cycle Management (SLCM) platform.

Note: total number of tier-1 suppliers is more than 2,900

In FY2024, 2.31% of total active tier-1 suppliers had been identified as having high Human Rights Risks. ThaiBev collaborates with these suppliers to implement the corrective action by outlining the details of the key area for improvement from the supplier assessment.

100% of ThaiBev active tier-1 suppliers identified with high human rights risks, have mitigation measures and remediation process implemented.

HUMAN RIGHTS RISK ASSESSMENT : RESULTS FOR JVS WITHOUT MANNAGEMENT CONTROL

100% of ThaiBev joint ventures (total of 10 joint ventures) were assessed human rights risk and impact

0% of ThaiBev’s joint ventures (0 out of 10) have been identified as having high human rights risks or salient human rights issues.

0% of ThaiBev’s joint ventures (0 out of 10) have been identified as having high human rights risk levels; therefore, no mitigation actions were required.
However, the company has established mitigation measures and continues to monitor risks to prevent potential human rights violations across all joint ventures.

ThaiBev has communicated the importance of upholding human rights to all joint ventures, emphasizing the need to respect the rights of all rights holders and comply with ThaiBev’s Human Rights Policy, Corporate Governance and Business Ethics, Non-Discrimination and Anti-Harassment Policy, and other relevant guidelines. The company actively oversees joint venture operations through its appointed executives to ensure alignment with human rights standards and the implementation of risk mitigation measures. In addition, ThaiBev provides guidance on applicable human rights regulations and follows a comprehensive human rights due diligence process in line with international standards.

2. Integrate Findings and Potential Impacts

Once the human rights risks and impacts have been assessed, ThaiBev will implement appropriate management measures, with particular focus on salient issues that carry high levels of risk. Following implementation, ThaiBev will continue to monitor and review performance to ensure continuous improvement and maximize efficiency.

In 2025, ThaiBev has identified the following two salient human rights issues:

Employee Occupational Health And Safety
Supplier/Contractor Occupational Health And Safety

2025 Human Rights Salient Issue I : Employee Occupational Health And Safety

2025 Human Rights Salient Issue II. : Supplier/Contractor Occupational Health And Safety

3. Track and Communicate Performance

ThaiBev is committed to regularly reviewing our human rights due diligence process and reporting on human rights performance annually through the Sustainability Report or the ThaiBev website. The company monitors potential human rights violations experienced by stakeholders via designated communication channels. To help prevent adverse impacts and ensure appropriate remedies, all stakeholders are encouraged to report any violations through the communication channels provided below.

4. Remediate Adverse Impacts

ThaiBev recognizes that our business activities may potentially cause, contribute to, or be linked with human rights violations involving relevant stakeholders. We are committed to identifying and mitigating such risks through regular assessments and preventive measures.

In 2024, ThaiBev received one report of a harassment case involving verbal and physical misconduct. Upon learning of the incident, the company quickly established a third-party investigation committee to ensure fairness in the fact-finding process. Both parties were given the opportunity to present relevant facts without bias, and stakeholders were regularly updated on the proceedings. The disciplinary decision was communicated, and employees had 15 days to appeal. Senior management expressed confidence in the process and encouraged employees to report any future incidents of distress, mental harm, or harassment. The Human Resources department followed up with the affected employee to assess their emotional well-being and address any additional needs to alleviate anxiety, ensuring they could return to work as usual

“During 2024–2025, no incidents were determined to constitute human rights violations requiring remediation. Therefore, no remediation action was taken.“

However, ThaiBev maintains a proactive approach to human rights, ensuring any concerns are promptly and effectively addressed to protect the rights and dignity of all stakeholders.

Freedom of Association

100% of our employees are covered by a Welfare Committee elected by the employees themselves, as well as by labor unions and employee representatives. This ensures a healthy employer- employee relationship and fosters solidarity among employees based on equality and human dignity. The employee representatives act as spokespersons, negotiating and advocating for employee welfare within the organization. They provide advice, suggestions, and feedback to management on employee welfare matters, and oversee the implementation of welfare programs. This approach promotes strong labor relations and mutual understanding between employers and employees, paving the way for improvements in employee welfare and working conditions. It also reinforces democratic principles and boosts employee morale. The effectiveness of these labor relations initiatives is evident through ThaiBev’s continual recognition with outstanding labor relations awards.

Achievements

100% of ThaiBev operational sites (total of 1,104 sites) were assessed human rights risk and impact. ThaiBev operational sites consist of subsidiaries and joint ventures (with management control).
18.84% of ThaiBev's operational sites (208 out of 1,104) have been identified as having high human rights risks (salient issues). This year, the two salient human rights issues identified were employee occupational health and safety, and supplier/contractor occupational health and safety, with no additional issues.
Mitigation measures and remediation processes have been implemented at 100% of ThaiBev's operational sites (208 out of 208) identified with high human rights risks. Additionally, the company maintains mitigation measures and continuously monitors for potential risks to prevent human rights violations across all operational sites
100% of ThaiBev joint ventures (total of 10 joint ventures) were assessed human rights risk and impact
0% of ThaiBev’s joint ventures (0 out of 10) have been identified as having high human rights risks or salient human rights issues; therefore, no mitigation actions were required.
However, the company has established mitigation measures and continues to monitor risks to prevent potential human rights violations across all joint ventures.

Click For Employee Rulebook

Paying a Living Wage

<Translation of of Remuneration and Benefits Policy>
The company places great importance on every employee, regardless of their role, and is committed to fostering a non-discriminatory working environment. We focus on creating a safe and positive workplace, offering fair compensation that reflects the nature of the work, and providing comprehensive employee benefits. In addition, we continuously invest in new innovations and technologies to support our employees’ work, as a way to recognize their contributions toward the company’s success. This policy also extends to the operations of our subsidiaries and affiliates. The key details are as follows:

The company ensures fair employment conditions and offers equal opportunities for career advancement within the organization.
The company promotes and supports job security by offering promotions and position advancements. Priority is given to internal candidates who meet the required qualifications before considering external applicants.
The company encourages all employees to reach their full potential by offering fair compensation and performance-based incentives. This includes salaries, bonuses, and appropriate operational expenses in accordance with company regulations. Compensation is benchmarked against industry standards and the company’s performance. In the short term, compensation is linked to annual profitability, while in the long term, employees may be rewarded through company stock (Long-Term Incentive Plan), subject to review and approval by the company’s Board of Directors.
The company ensures fair employment rights, including leave entitlements, transfers, and open communication channels between employees and senior management. These channels aim to foster understanding of employee concerns and allow direct feedback from employees to management.
The company provides a range of employee benefits designed to meet the diverse needs of its workforce. These include medical expenses, a provident fund, accident insurance, educational support for employees, uniforms, and various forms of employee assistance.
The company allocates necessary resources, labor, workplace facilities, and tools to support employees in performing their duties efficiently. These resources must be used strictly for work-related purposes or for welfare entitlements as permitted, and not for any unrelated or unauthorized use.

Avoiding or reducing overtime or excessive working hours & Setting maximum working hours

<Translation of Employee Rulebook, Section 4, item 1, and Section 2>
Section 4: Overtime and Holiday Work Compensation Principles

If the nature of the work requires continuous operation (where stopping would cause damage), is emergency work, or falls under other categories specified by ministerial regulations, the company may require employees to work overtime and/or on holidays as necessary. Employee consent isn't required for this, provided the total combined overtime or excessive working hours don't exceed 36 hours per week.

Section 2: Normal Working Hours

Head Office and other Offices: Monday-Friday (7.5 hours/day)
Factories: Monday-Saturday (8 hours/day)

Equal remuneration for men and women

ThaiBev strives to cultivate an environment where everyone has equal opportunities to thrive and succeed, and firmly prohibits discrimination of any kind. ThaiBev recognizes that a diverse and inclusive workforce is crucial to our success. This includes initiative that creates a way for boosting work-life balance.

The majority of our workforce is employed across the value chain—particularly in production, sales, supply chain and warehouse functions. These roles tend to be male-dominated due to the physical and operational requirements inherent to the industry. As a result, the overall number of male employees and the cumulative annual compensation base for male employees are higher than those for female employees.

Nevertheless, ThaiBev is committed to ensuring equitable compensation practices for all employees, regardless of gender. Our salary and wage management policies are guided by principles of fairness and competitiveness. Compensation is determined based on job level, role and responsibilities, relevant experience, and educational background. The structure is aligned with internal grading systems and benchmarked against comparable positions in the external labor market to ensure fairness and competitiveness.

Annual salary increases are determined through a merit-based process approved by the Chief Executive Officer. Performance evaluations from the prior year are the key criteria in determining adjustments. This process helps maintain equity, transparency, and consistency across the organization.

3 Components form foundation of HC Management, Job grade structure is group of positions within a range of job value, which reflects expected role and responsibility of employee at a particular grade/level

Paying workers for annual leave

<Translation of Employee Rulebook, Section 3, item 3.1>
Section 3: Holidays, Leave, and Principles for Taking Leave
Clause 3 - Annual Leave
Item 3.1 Employees are entitled to annual vacation with pay, determined by their job level and years of service, as follows:
3.1.1 First Year of Employment: Employees who have passed probation and been appointed as permanent staff are entitled to annual vacation leave proportionate to the rights outlined in Clause 3.1.2. The leave days will be calculated based on the actual length of service from the start date until the end of the accounting year (fractions of a day are rounded down).
3.1.2 Annual Leave Entitlement based on Job Level and Years of Service:

Levels 1-9:
- Less than 5 years of service: 6 working days
- 5 years of service or more: 8 working days
Levels 10-12:
- Less than 5 years of service: 8 working days
- 5 years of service or more: 10 working days
Levels 13 and above:
- Less than 5 years of service: 10 working days
- 5 years of service or more: 12 working days

Setting minimum consultation or notice periods before mass terminations

<Translation of Employee Rulebook, Section 8, item 3.1>
Section 8: Termination of Employment
Clause 3: Special Severance Pay
3.1 The Company will pay special severance pay in accordance with the law to employees whose employment is terminated due to restructuring of the organization, production processes, sales, or services resulting from the introduction or alteration of machinery or technology, which necessitates a reduction in the number of employees. The Company will notify the labor inspector and the affected employees of the termination date, the reason for termination, and their names at least sixty days prior to the termination date.
Should the Company fail to provide the aforementioned advance notice, or provide less notice than stipulated, the Company will pay special severance pay in lieu of notice. This amount will be equivalent to sixty days of the employee's last wage rate, or the wages for the last sixty days of work for employees paid on a piece-rate basis.
In cases where special severance pay in lieu of notice has been paid, it shall also be considered as payment in lieu of notice under the Civil and Commercial Code.

Ensure adequate wages at or above cost-of-living estimates or benchmarks

ThaiBev ensures adequate wages by regularly reviewing compensation structures and comparing them to national and regional cost-of-living indices and industry benchmarks. We engage adjust salaries accordingly to ensure that all staff can maintain a decent standard of living. This is part of our commitment to employee well-being and sustainable development.

Example of other allowances are payments provided to employees in addition to their basic salary, designed to help cover employment-related costs based on their job.

Monitor working hours including overtime management

ThaiBev committed to promoting employee well-being by avoiding or reducing overtime and excessive working hours. We have implemented internal policies that set clear maximum working hours in compliance with labor laws, encourage work planning and time management, and monitor working hours regularly through the "Time Management System". Managers are trained to distribute workloads effectively, and employees are encouraged to raise concerns when workloads become unmanageable. These efforts support a healthy work-life balance and sustainable productivity. Recognizing the importance of work-life balance, the company has consistently valued a harmonious work-life integration such as 12 employee clubs, catering to diverse interests, namely football, badminton, running, cycling, tennis, golf, bowling, off-roading, healthcare, photography, music, and ASEAN. Fostering a supportive work environment that prioritizes the physical and emotional well-being of its employees.

Ensure employees are paid for overtime work

The company has established clear policies to set maximum working hours in line with labor laws. Regular working hours do not exceed 8 hours per day or 48 hours per week, with overtime strictly controlled and subject to approval from line manager in Time Management System. The purpose of this policy is to ensure employee well-being, prevent fatigue, and promote a healthy work-life balance.
<Translation of Employee Rulebook, Section 4>
Section 4: Overtime and Holiday Work Compensation Principles

If the nature of the work requires continuous operation (where stopping would cause damage), is emergency work, or falls under other categories specified by ministerial regulations, the company may require employees to work overtime and/or on holidays as necessary. Employee consent isn't required for this, provided the total combined hours don't exceed 36 hours per week.
Employees ordered by their supervisor to work overtime or on holidays will receive overtime pay and holiday pay according to the following criteria:

2.1 Employees working overtime on a normal working day will receive one-and-a-half times their normal hourly wage rate for the hours worked. If working overtime on a holiday, they will receive three times their normal hourly wage rate for the actual hours worked. If overtime work immediately follows normal working hours for at least 2 hours, employees must be given a break of at least 20 minutes before continuing overtime. This break can be waived if the work's nature requires continuous operation with the employee's consent, or if it's emergency work.
2.2 Employees working on a holiday who already receive wages for holidays will receive an additional one times their normal working day wage rate for the hours worked. Employees working on a holiday who do not receive wages for holidays will receive two times their normal working day wage rate for the hours worked on the holiday.

Routinely monitor the gender pay gap to achieve equal remuneration for men and women

ThaiBev is committed to the principles of fairness and equality by determining compensation and evaluating job value based on the nature of the work and employee performance. This approach ensures that all employees are fairly rewarded in alignment with their skills, capabilities, and contributions, while also fostering a workplace culture driven by performance and embracing diversity and inclusions as following

Recruitment and Selection, ThaiBev focuses on the qualifications, competencies, and suitability of candidates, regardless of gender, to promote equality and provide fair opportunities for all.
Job Evaluation involves analyzing and assessing the value of each job position by considering various factors such as responsibilities, job complexity, required skills, and the overall impact of the job. This helps appropriately rank the importance of different positions.
Compensation management refers to determining salaries or rewards that correspond to the job’s value and align with the labor market, while also taking into account employee performance, abilities, and experience. This process aims to motivate employees and maintain fairness within the organization.

Both processes are important tools for promoting transparency, equality, and sustainable employee development.

To align with its principles of sustainability and social responsibility, ThaiBev actively monitors the gender pay gap as part of its commitment to equal remuneration. We achieve this by systematically collecting and analyzing compensation data, which helps us ensure accountability and drive continuous improvement.
We implement various corrective measures to close any identified gaps, including:

Conducting regular pay equity audits (for independent assurance, please refer to the LRQA Independent Assurance Statement, PDF page 1, "Terms of engagement" section, 3rd bullet point – "GRI 405-2 Ratio of basic salary and remuneration of women to men").
Revising compensation policies.
Promoting inclusive talent development programs.

Expand social protection coverage for workers beyond public programs

Provident Fund
Medical Welfare
Social Security
Employees’ Children’s Scholarships
Retirement Benefits
Loan for Disaster Relief
Company Medical Room
Mobile Mammography
Happy Relax (massage by visually impaired people)
Day Care for ThaiBev Kids
Employee Education Scholarships
Mobile Dental Services
Employee Shuttle Service
Influenza Vaccine
Corporate Hotel Benefits
Annual Health Check

Ensure employees are taking their paid annual leave entitlements

ThaiBev ensures employees utilize their annual leave entitlements by requiring them to submit annual leave forms at the beginning of each year. This proactive approach allows the company to plan its continuous operations effectively.
Furthermore, Section 3, Item 3.2 of the Employee Rulebook stipulates that employees wishing to take annual vacation must submit a leave request to their supervisor at least three working days in advance. Written approval from the supervisor is mandatory before leave can be taken. In instances of business necessity, the company reserves the right to pre-determine employees' annual vacation dates.

Provide training or reskilling to mitigate negative effects of industrial or climate transition changes

Example of courses

Awareness Building for Energy Conservation
Sustainability Course (Understanding ESG or GHG Reduction Management)
Sustainable Green Concept: Aiming for Zero Waste to Landfill (Philosophy for reducing waste to landfills)
Greenhouse Gas Reduction with Employee Participation
Awareness Building for Energy Conservation
Product Carbon Footprint (CFP) Assessment
Basic Knowledge of Green Industry
Green Industry Related Laws and Regulations

Workforce Breakdown

Women in
The total workforce Target
42%
By 2030

Women in
All Management Positions

(as% of all management workforce)

Target
45%
By 2030

Women in
Junior Management Positions

(as% of all junior management workforce)

Target
50%
By 2030

Women in
Top Management Positions

(as% of all senior management workforce)

Target
40%
By 2030

All management positions Women in
Revenue-Generating Positions

(as% of all management in Revenue-Generating Positions)

Target
50%
By 2030

Women in
Stem-Related Positions

(as% of all management in Stem-Related Positions)

Target
50%
By 2030

Nationality

Nationality	% of Total Workforce	% of Total Management Workforce
Thai	84.94	60.42
British	0.66	2.65
Burmese	3.83	16.15
Vietnamese	5.22	4.57
Other Asian Nationality	5.30	15.75
Other Non-Asian Nationality	0.05	0.47

Remark:

Other Asian Nationality includes Cambodian, Chinese, Malaysian, Singaporean, Hong Kong, Filipino, Indonesian and Nepalese.

Other Non-Asian Nationality includes Mexican, Reunion, Portuguese, Polish, New Zealander, French, Russian, Spanish, American, Australian, Irish, and Lebanese.

GENDER PAY GAP (Full-Time Employees Only)

Indicator	Difference between men and women employees (%)
Mean gender pay gap	-8.31
Median gender pay gap	21.39
Mean bonus gap	-3.64
Median bonus gap	-30.17

GENDER PAY GAP (Full-Time + Part-Time + Temporary Employees)

Indicator	Difference between men and women employees (%)
Mean gender pay gap	0.42
Median gender pay gap	73.24
Mean bonus gap	5.54
Median bonus gap	-9.95

ThaiBev aims to set the standard as a leader in best practices by both safeguarding and advancing the human rights of all our stakeholders. To further this aim, we are committed to running our Human Rights Due Diligence program every year at all of our operations. We have also set ourselves long-term targets of reducing incidents of discrimination and of human rights violation to zero.


Read More Information about Human Rights in Sustainability Report 2024