ThaiBev is committed to implementing high-quality safety management systems, with 38 facilities currently certified to the ISO 45001 standard. To maintain compliance, the corporate safety team conducts periodic onsite safety inspections at all facilities, both in Thailand and overseas. The company implements comprehensive emergency response measures, which include mandatory training across a wide range of high-risk scenarios, such as fire, confined spaces, forklift operation, and chemical leaks (e.g., chlorine and ammonia). The company actively fosters a strong safety culture through multiple channels and forums. Monthly safety meetings are held at each workplace, bringing together management and employee representatives to collaboratively determine safety activities, address suggestions, and follow up on corrective actions. To build awareness, daily safety briefings are conducted in all production plants. Furthermore, ThaiBev has established safety clinics with volunteer teams and uses a variety of accessible OHS communication channels, including a complaints system, phone, email, and a two-way interactive platform on the LINE application. Communication effectiveness is proactively measured using pre- and post-activity questionnaires to gauge employee understanding. All employees are required to undergo comprehensive safety training, covering foundational safety knowledge, relevant laws, fire safety, road safety, and ISO 45001 standards. To ensure continuous operational excellence, specialized training is provided to safety officers across all business units to enhance their skills and expertise. This robust training framework ensures a high level of safety awareness and competency across the entire organization.

ThaiBev has set up the Workplace Safety Inspection and Natural Disaster Mitigation Program, which is a crucial, bi-annual initiative designed to proactively manage workplace safety and mitigate the impact of natural disasters. The core objectives are to prevent incidents and unsafe conditions, collect essential data for the continuous improvement and development of the working environment, and utilize this information to effectively inform and manage the organization’s natural disaster response plans. Inspections will be conducted twice a year (every six months), with the inaugural check commencing in FY2025.

Accountability for the inspection is distributed across the organization. The process requires coordination among the company’s Safety Officer, Senior Managers or their delegates, and the Central Internal Audit Team. Specifically, Safety Officers are responsible for performing Self-Audits in their supervised operation areas, while Senior Managers manage inspections at nationwide sales offices.

The Internal Audit Team handles the restaurant locations. To ensure consistent standards, all inspecting representatives from the Sales Offices and Internal Audit Team will be required to undergo additional safety knowledge training. To ensure compliance and streamlined reporting, the Occupational Health, Safety, and Working Environment Checklist is meticulously structured. It is based on all statutory legal requirements and is customized according to the specific operational characteristics of each ThaiBev business group. The checklist is administered via a Microsoft Forms Link, allowing inspectors to digitally submit their results directly to the Central Office, which is responsible for the collection, summarization, and reporting of all audit findings.

ThaiBev actively promotes a flexible working environment tailored to employee roles and needs. For in-the-field employees like sales representatives, flexible hours are provided as a tool to support effective time management and enhance their productivity, given their performance-based job nature. Other staff can arrange flexible hours through the internal Time Management System with supervisor approval. To further enhance agility and safeguard employee health, we have established virtual workstations in multiple locations, enabling seamless remote work across local and international markets and empowering staff to “work from anywhere.” The arrangements are designed to enhance productivity, morale, and agility while safeguarding employee health. Our remote support is comprehensive, backed by detailed guidelines, training, and necessary equipment. To ensure holistic well-being, we offer updated wellness programs focused on exercise, ergonomics, and stress management. Additionally, we actively support disabled employees by providing alternative workspaces and necessary accommodations. ThaiBev also provides part-time working options to meet diverse employee needs. Employees coordinate their schedules and conditions directly with their supervisors, and requests are submitted through the Time Management System within the BeverestLife app. These part-time arrangements are commonly utilized by our retail employees, particularly staff at QSA (KFC) and Oishi restaurants. ThaiBev is committed to creating a family-friendly environment through several initiatives at its facilities. These include providing playgrounds for children accompanying parents at production sites, private breastfeeding rooms at all offices and plants, and expanded childcare facilities offering classes and activities during school vacations. The company also hosts an annual Children’s Day event featuring activities, field trips, and CSR initiatives. For primary caregivers, the company offers up to 33 weeks of paid leave (including maternity leave for prenatal and postnatal care), and up to 13 weeks of paid leave for non-primary caregivers. The employee handbook further supports staff by outlining provisions for extended leave to care for ill or deceased family members, subject to supervisor approval.

Beyond family and illness support, ThaiBev offers various other types of personal leave. These include leave for sterilization, training or knowledge development, and leave without pay. Notably, the company formally stipulates a comprehensive Ordination Leave provision, recognizing its cultural and religious significance. This allows eligible male employees up to 120 days of fully paid leave to temporarily dedicate themselves to studying dharma, practicing religious teachings, and fulfilling family obligations, thereby preserving Buddhist traditions and making merit. Furthermore, in accordance with the Military Service Act, ThaiBev grants paid Military Service Leave for male employees required to attend mobilization checks, military training, or readiness tests. This paid leave is formally mandated in the company’s employment regulations and covers up to 60 days per year.

ThaiBev prioritizes the education of employees’ children by awarding scholarships for students at all levels, up to university, and providing academic support through lectures, such as guidance on the TCAS university admission system. This commitment eases financial burdens, with 1,437 scholarships (9.7 million Baht) granted in 2025 alone. The cumulative impact over the past 16 years totals 18,396 scholarships, valued at over 115.8 million Baht.

ThaiBev hosted a crucial workshop aimed at Enhancing Capacity for Sustainable Public Disaster Management and Workplace Safety. The program’s core objectives were to proactively identify, assess, and analyze risks across the organization, strengthen staff knowledge, and build resilience in risk management across all Business Units (BUs). The ultimate goal is to reduce workplace risks, enhance workplace safety, and minimize the potential loss of life and property. The workshop targeted 60 employees from nine Business Units, including Safety Officers and emergency response personnel.

The expected outcomes focused on driving measurable implementation. Participants defined practical risk management guidelines, ensured active involvement in developing Emergency Response Plans and continuous drills, and drove the implementation of Business Continuity Planning (BCP). A key focus was to foster a proactive safety culture and ensure cooperation with surrounding communities for enhanced preparedness. This was supported by a dedicated panel discussion covering policy, employee capacity development, and Occupational Health and Safety (OHS) standards.

A central element of the event was the Declaration of Intent for Building Sustainable Organizational Workplace Safety led by Pramote Hassamontr, Senior Vice President - Office of Spirit Production, and product groups’ executives.

This declaration defines a clear management framework, ensures legal compliance, and is committed to elevating employee quality of life. Its core principles affirm the Group’s dedication to establishing a sustainable and effective safety culture, promoting disaster resilience and BCP, instilling a Proactive culture (supporting non-punitive Near Miss reporting), and adhering to international standards to achieve the “Zero Accident” goal.

ThaiBev organizes an annual training program and retirement ceremony to express gratitude to long-serving, retiring employees. The 2025 training covered four key content areas: Retirement Benefits (including social security), Financial Planning, Community and Support (via a dedicated Line group), and Health and Well-being (physical and mental care). A total of 586 senior employees from ThaiBev and its subsidiaries participated in the program, which concluded with a farewell ceremony featuring a certificate and a commemorative gold pin presented by the company’s Group CEO.

ThaiBev successfully hosted the grand ThaiBev Sports Day 2025 “ONENESS: Uniting as One Power,” a long-running initiative dedicated to promoting the physical and mental well-being of its employees and strengthening cross-functional relationships. The 2025 activities were held between June and August across eight regions nationwide, ensuring comprehensive participation from staff in all regions: Nakhon Ratchasima, Nakhon Sawan, Khon Kaen, Chiang Mai, Nakhon Pathom, Chachoengsao, Surat Thani, and Bangkok. The “ONENESS” concept underscores the unification of ThaiBev staff from all units and levels. This event not only serves as a sports competition but is also a critical platform for building a community of physical and mental wellness, allowing employees to express themselves, maximize their potential, and foster teamwork. This unity is essential for a healthy work-life balance and strengthening the company’s long-term corporate culture. The program further extends the reach of the existing ThaiBev Club, which features 12 employee clubs (including ASEAN, Bowling, Running, Football, and Cycling), with future plans to expand club coverage across all eight sales regions.

Fraser & Neave Holdings Bhd (F&N) believes that true well-being is realized when individuals feel a sense of purpose, belonging, and connection. F&N’s recent partnership with Bursa Malaysia for the annual Rewang Ramadan program exemplifies this philosophy. For the second consecutive year, our people came together to spread joy during this blessed month, reinforcing our brand promise of “Pure Enjoyment, Pure Goodness.” This year, 40 passionate colleagues from various offices—even as far as Gemas—joined forces to pack over 2,000 goodie bags for families at PPR Cochrane Perkasa, Cheras. Working in two energetic shifts, the team demonstrated resilience, collaboration, and empathy, ensuring that the festive spirit reached those who needed it most.

Such initiatives are more than charitable acts— they nurture emotional well-being among employees. By engaging in meaningful community work, our people experience a sense of purpose that strengthens personal fulfillment, connection and belonging that fosters camaraderie, and positive mental health through acts of kindness and gratitude that reduce stress and boost happiness.

In line with SABECO’s commitment to care for its people and communities, the company provided comprehensive support to employees and their families impacted by the 2025 typhoon, demonstrating solidarity and compassion across the organization. Assistance included emergency financial aid, temporary housing, counseling services, and flexible work arrangements to ensure safety and stability during recovery. Subsidiaries and colleagues collaborated to deliver relief supplies and emotional support, reflecting a strong spirit of unity and mutual care. Through these collective efforts, SABECO reinforced its dedication to employee well-being and community resilience, ensuring that empathy and responsibility remain at the core of its corporate culture.

Following the devastating earthquake in Myanmar, Grand Royal Group International (GRG) mobilized quickly to support communities and stakeholders.

We provided vital aid to over 2,500 households across five affected regions—Nay Pyi Taw, Mandalay, Sagaing, Yemethin/Pyawbwe, and Inle—supplying essential items like food, medicine, and care. Upholding our core values of Creating Value, Collaboration, and Caring for Stakeholders, we also prioritized our personnel, distributing over 600 relief packages and 136 rebuilding kits to affected employees in the Mandalay, Nay Pyi Taw, and Sagaing regions. Additionally, GRG extended support to our value chain by assisting trade partners in Mandalay with relief packages to help them recover from inventory losses and promptly resume operations.

Despite continued seismic activity, GRG’s actions demonstrate its unwavering commitment to the collective well-being of its employees, partners, and the wider community.

International Beverage UK was once again accredited as a Great Place to Work, reflecting our ongoing commitment to fostering a positive, inclusive, and supportive workplace culture. This recognition was further reinforced by awards such as “Best Workplace for Women” and “Best Workplace for Transportation, Manufacturing & Production,” highlighting our dedication to gender equality, operational excellence, and employee empowerment across all areas of the business.

Our well-being strategy is holistic and proactive. We run targeted health campaigns throughout the year, including our widely praised Endometriosis Awareness campaign that took place during 2025, which raised understanding and support for women’s health issues across the business. We also champion men’s health through regular awareness initiatives and are currently working on a men’s health policy to support this. Our Employee Assistance Program (EAP) provides confidential support for all staff, covering mental health, financial advice, and personal well-being. These efforts are complemented by flexible working policies, regular engagement interactions, and a culture of open communication.