ThaiBev conducts human rights due diligence to identify, prevent, and mitigate actual or potential human rights impacts that may arise from its activities across the value chain. The process also evaluates how the company responds to these impacts and, when needed, provides appropriate remedies to affected stakeholders.

ThaiBev’s due diligence framework is guided by the United Nations Guiding Principles on Business and Human Rights (UNGPs), which form the core standard for responsible business conduct. Since its launch in 2016, the process has been carried out annually to continually strengthen the company’s human rights management and maintain alignment with international best practices.

ThaiBev is committed to respecting the human rights of all stakeholders. The company operates in alignment with international human rights principles and labor standards, including the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work.

ThaiBev expects all directors, executives, and employees, as well as those in its subsidiaries, joint ventures, new business relationships, suppliers, and business partners, to uphold these principles and ensure that human rights are respected consistently across all operations. Compliance with the company’s Human Rights Policy is mandatory for all stakeholders.

The Human Rights Policy and Statement address key areas such as discrimination and harassment, forced labor, child labor, and all forms of exploitation linked to human trafficking, along with freedom of association, collective bargaining rights, equal remuneration, working conditions, and workplace health and safety. All ThaiBev stakeholders are required to meet these expectations in line with applicable laws and regulations and are encouraged to strive for the highest standards in their implementation. (Human Rights Risk Assessment) The Human Rights Risk Assessment covered 100 percent 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 percent of ThaiBev’s Tier 1 suppliers and Joint Ventures without management control. In the event of a merger or acquisition in the future, an assessment will be conducted to identify any potential human rights issues.

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

• Forced labor
• Human trafficking
• Child labor
• Freedom of association
• Right to collective bargaining
• Equal remuneration
• Discrimination and harassment
• Working conditions and OHS
• 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 people
• Migrant workers
• Third-party employees
• Local communities
• LGBTQI+ individuals
• People with disabilities

1. Human Rights Issue Identification

• Identify all relevant human rights issues to ThaiBev’s own operations, value chain, and new business relations by considering impact to business and potential rights holders affected
• Identify affected groups of stakeholders, including vulnerable people i.e. women, children, indigenous people, migrant labor, third-party employees, local communities, LGBTQI+ and people with disabilities

2. Inherent Risk Ranking

• Rank inherent risks (risks without controls/ measures) of identified human rights issues.

3. Residual Risk Ranking

• For high inherent risk, rank residual risks (risks with existing company’s controls/ measures)

4. Risk Prioritization

• Prioritize salient human rights risks identified as having high residual impact.

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

• Employee occupational health and safety
• Supplier/contractor occupational health and safety

ThaiBev recognizes there is potential for our business activities to 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 2025, ThaiBev received three harassment complaints involving verbal and physical misconduct. The matters were addressed promptly through established procedures, ensuring fairness and support for all parties involved. The guilty employees were relieved from employment immediately after investigations. The Human Capital Business Partners (HCBP) followed up with the affected employees to assess their emotional well-being and address any additional needs to alleviate anxiety, ensuring they could return to work.

2025 Performance Total number of incidents of discrimination and harassment 3 cases

Target 2025 0 cases

The company’s commitment to employee well-being is embodied by the Welfare Committee, which covers 100 percent of employees. Composed of democratically elected employee representatives and the labor union, this structure ensures a healthy, unified employer- employee relationship founded on equality and human dignity. The representatives act as spokespersons, advocating for employee welfare, providing advice to management, and overseeing program implementation. This robust, democratic approach reinforces strong labor relations and mutual understanding, an effectiveness further evidenced by ThaiBev’s continual recognition with outstanding labor awards. The committee formalizes this process by meeting with management at least once per quarter on a clear, predefined schedule.

Meeting agenda focus on improving working conditions and providing comprehensive monetary and non-monetary benefits. This includes tangible workplace improvements such as increasing microwave points, adding cafeteria tables, upgrading staff restrooms, and improving parking cover. Beyond physical infrastructure, the Group consistently funds 12 employee clubs (spanning sports, health, and social activities) annually. This crucial consultation mechanism successfully translates employee needs into concrete welfare improvements, underscoring the company’s commitment to its employees’ high quality of life.

ThaiBev actively promotes the direct employment of People with Disabilities under Section 33 and Section 35 of the relevant law. The company has moved away from financial contributions under Section 34, aiming instead to maximize both direct employment and income support for People with Disabilities.

• Section 33 (Direct Employment):
  81 people employed directly by company operations.
• Section 35 (Vocational Projects for Employee Families):
  45 people who are family members of ThaiBev employees, hired under vocational career projects.
• Section 35 (Vocational Projects):
  31 people hired under various career programs:
  • 11 people in projects such as retail, cattle farming, and clothing sales.
  • 20 people working in public service at external agencies.
• Section 34 (Fund Contribution): 6 positions accounted for by contributions to the People with Disabilities Fund.

• Hiring via Social Innovation Foundations (Section 35):
  240 people hired for various vocational projects and public service roles in external agencies.
  Note: Of this number, 47 visually impaired individuals are employed as traditional Thai masseurs, providing relaxation massage services to ThaiBev employees. In FY2025, this service expanded to other office buildings, including CW Tower and ThaiBev Quarter.
• Hiring via Five for All Foundation (Section 35):
  40 positions hired for various vocational projects and public service roles in external agencies.
• Hiring via Coordination Center for Discharged Disabled Military Personnel and Families (Section 35):
  35 positions hired for public service roles in external agencies.

A cross-functional human rights team has been established, consisting of 29 representatives drawn from the five core value chains: Sourcing, Production, Distribution & Logistics, Marketing & Sales, and Post-consumption Packaging Management.

The team’s primary objective is to build capacity to effectively embed human rights practices and develop skilled trainers within the organization. Their operational tasks cover the entire lifecycle of risk management, including managing the Human Rights Due Diligence (HRDD) process, organizing departmental workshops, collecting data on human rights incidents, conducting risk assessments, developing monitoring systems (such as KPIs), and evaluating the effectiveness of both mitigation and remediation measures.

SABECO continues to place people at the heart of its sustainable growth strategy. The company organized employee dialogue sessions at headquarters and subsidiaries to promote open, two-way communication between employees and management. These sessions provided a platform for sharing ideas, addressing concerns, and discussing company goals, helping to build mutual trust and transparency. Feedback gathered from employees informed decision-making and guided improvements in workplace practices. By encouraging inclusive participation and regular follow-up, the dialogues fostered a culture of respect, engagement, and accountability. This initiative supports SABECO’s ongoing commitment to uphold human rights by ensuring that every employee’s voice is heard and valued.

This Ramadan, F&N and TV3 turned up the heat with Dapur Panas Digital, a platform designed to empower B40 women entrepreneurs to kickstart their F&B businesses. A B40 women entrepreneur refers to a woman who owns or runs a small business and belongs to the bottom 40 percent of household income earners in their country. Through this initiative, aspiring female entrepreneurs had the chance to set up their own stalls at the bustling Bazaar Ramadan, serving up delicious creations made even better with F&N Canned Milk, Ideal, and 100PLUS.

Spanning eight exciting episodes, Dapur Panas Digital followed their journey, capturing the hustle, the passion, and the real stories behind every dish. From perfecting recipes to handling the heat of the Ramadan rush, these women proved that with the right support, anything is possible. More than just a show, the program celebrated resilience, community, and the taste of success.

Grand Royal Group (GRG) is founded on a respectful and diverse work culture, adhering to high legal and ethical standards. GRG’s commitment centers on fairness (preventing discrimination and harassment, offering performance-based pay), health and safety, and investing in professional growth. This foundation ensures that the structure of our governance and communication systems upholds fundamental worker rights.

Supporting Worker Rights Through Integrated Channels
We leverage strategic digital investments to ensure our communication is secure, transparent, and rights-respecting:

• 1. Secure Information (Right to Privacy):
  • SharePoint is used to proactively distribute confidential personal documents (e.g., pay slips, tax certificates) via secure folders, upholding the employee’s right to privacy.
• 2. Transparency & Participation (Right to Information):
  • Monthly town halls, newsletters, and direct email ensure high-level transparency and accountability.
  • Google Forms facilitate secure, user-friendly
  surveys (like annual engagement) to accurately capture employee sentiment and enable their right to participation in shaping the work environment.
  • Viva Engage enhances corporate culture by sharing developments and recognition.
• 3. Governance & Safety (Freedom of Association):
  • The Workplace Coordinating Committee (WCC), composed of independently elected representatives, serves as our formal governance body. The WCC’s mandate to negotiate collective agreements on employment terms and Occupational Health & Safety (OHS) affirms the fundamental rights to freedom of association and collective bargaining, and the right to safety at work

International Beverage UK continues to champion fair labor practices by maintaining accreditation as a Real Living Wage employer. This ensures that all directly employed staff and regular third-party contractors are paid at least the Real Living Wage, reflecting the true cost of living in the UK.

Alongside this, the business has made significant progress in promoting gender equality. Our latest Gender Pay Gap Report, which is a legislative requirement in the UK for businesses of 250+ employees, shows a reduction in the median pay gap at 7.4 percent compared to the previous year’s 8.54 percent, which is also well below the country’s average of 13.1 percent.

At International Beverage we are committed to ensuring equitable compensation for all our employees. We believe that fair pay is fundamental to fostering a diverse and inclusive workplace where everyone has the opportunity to succeed. We pledge to create an environment where every individual feels valued and can contribute their best, knowing their efforts are recognized and rewarded equitably. We believe the above goes a long way to evidence and support this.