Human rights

 

Human Rights & Community

Human Rights Policy and Governance

The Company conducts its business by uphold the foundations of human rights and corporate governance under a framework of good corporate governance, with a focus on managing stakeholders throughout the value chain in a transparent, fair, and non-discriminatory manner. This approach aims to create shared economic and social value while driving the Company’s BCG Model policy toward sustainable growth.

Commitment to International Standards

As a member of the United Nations Global Compact (UNGC), the Company is committed to conducting its business in accordance with the Ten Universal Principles, covering human rights, labor standards, environment, and anti-corruption, to support growth aligned with the United Nations Sustainable Development Targets (SDGs). The Company has integrated the UNGC principles into its ESG sustainability policies, risk management framework, Code of Conduct, and Supplier Code of Conduct for procurement and contracting in a comprehensive manner. In addition, the Company adheres to internationally recognized frameworks such as the UNGP, OECD and ILO standards as benchmarks for governing its value chain, including employees, suppliers, customers, and local communities, with strict compliance.

Diversity & Inclusion

The Company emphasizes practices that uphold human dignity, covering issues related to race, religion, gender, age, sexual orientation, disability, and nationality. Employee welfare programs are designed with consideration for diversity, such as promoting the role of women in management positions, as well as employing elderly persons, persons with disabilities, and disadvantaged individuals with limitations in economic status and educational/ professional qualifications. This approach ensures that all employees are treated fairly and without discrimination.

 

Governance Structure and Roles and Responsibilities

The Company has established a Human Rights Working Group to oversee compliance with standards, manage risks, and provide accessible grievance mechanisms, under the supervision of the Sustainability Development Committee and the Risk Management Committee. Human Resources Department serves as the central unit responsible for management. The roles and responsibilities are as follows:

1. Compliance with Standards: Conduct business in alignment with the Company’s policies, labor laws, and the UNGC principles.
2. Risk Management: Conduct Human Rights Risk Assessments covering stakeholders throughout the value chain, and establish proactive mitigation measures to address potential impacts.
3. Governance and Coordination: Monitor and support both internal and external stakeholders to ensure strict compliance with the Company’s policies.
4. Grievance and Remedy Mechanism: Provide accessible grievance channels, verify facts, and ensure fair remediation.
5. Organizational Culture Development: Provide training to raise awareness among employees, suppliers, and contractors throughout the supply chain.
6. Monitoring and Reporting: Report performance results to senior management and relevant committees to support continuous improvement.
7. Transparency and Disclosure: Prepare and disclose the Communication on Progress (CoP) on sustainability performance in accordance with UNGC guidelines on an annual basis.

Management Approach

The Company places importance on protecting and respecting employees’ rights.

The Company recruits employees with equality and fairness, emphasizing equitable and non-discriminatory recruitment processes, without discrimination based on race, religion, gender, age, sexual orientation, disability, or nationality. Equal opportunities are provided for all, with no use of child labor, conscripted labor, or forced labor. The Company also respects Indigenous Rights and ensures that everyone, including persons with disabilities and disadvantaged groups, has equal access to employment opportunities through its Code of Conduct. In addition, the Company continuously reports information related to equality and human rights.

The Company adheres to human resource management based on respect for human rights and international labor standards, aiming to create a safe, equitable working environment and promote sustainable career advancement, under three key strategies as follows:

1. Protection of Labour Rights and Equal Opportunities

The Company places importance on Diversity & Inclusion, covering race, religion, gender, age, sexual orientation, disability, and nationality. Clear implementation measures include:

- Equal Treatment: The Company emphasizes non-discriminatory recruitment and promotion processes, while strictly implementing measures to protect employees’ personal data in compliance with laws.

- Labor Relations: The Company upholds Freedom of Association and the right to Collective Bargaining, providing employees with opportunities to participate through the Welfare Committee and employee representatives.

- Prohibition of Illegal Labor: The Company strictly adheres to practices that prohibit the use of child labor, forced labor, and compulsory labor.

2. Capability Development and Fair Remuneration

   The Company continuously enhances employees’ capabilities and motivation through the following measures:

- Fair Performance Evaluation System: Apply clear performance indicators (KPIs) as benchmarks for determining appropriate compensation and employee benefits based on actual performance.

- Promotion of Continuous Learning: Support training and capacity-building programs aligned with job responsibilities to prepare employees and create career advancement opportunities (Career Path) for employees at all levels.

3. Well-being & Safety

The Company focuses on creating a happy workplace under the Happy Workplace concept and in accordance with international safety standards, including:

- Occupational Health and Environment: Manage the working environment to ensure safety and provide adequate necessary facilities in accordance with occupational health standards.

- Employee Voice: Conduct Employee Engagement Surveys annually to gather feedback from employees. The results are analyzed and used to develop policies aimed at enhancing employee care and well-being with maximum effectiveness.

The Company places importance on protecting and respecting the rights of suppliers

The Company is committed to treating suppliers equally and fairly, with a focus on building a sustainable supply chain through transparent governance processes and comprehensive risk management, as follows:

1. Supplier Code of Conduct and Respect for Human Rights

- Require suppliers to strictly comply with the Supplier Code of Conduct for procurement and contracting.

- Labor Protection: Establish policies prohibiting the use of child labor, conscripted labor, and forced labor throughout the supply chain.

- Occupational Health and Safety: Support and oversee suppliers and contractors to ensure safe working systems and appropriate working environments in accordance with international standards.

2. Transparent and Fair Procurement Process

The Company focuses on establishing a sustainable business partnership system, as follows:

- Equality and Transparency: Ensure fair competition without discrimination, emphasizing transparency at every stage of the procurement process.

- Data Protection: Implement strict measures to protect the personal and business information of suppliers.

3. ESG Risk Assessment

The Company integrates social and environmental considerations into its procurement procedures by conducting an Environmental, Social, and Governance (ESG) Risk Assessment of suppliers on an annual basis. This assessment aims to identify issues that may affect human rights and the stability of the supply chain, and the results are used to enhance the capacity of suppliers to conduct business responsibly alongside the Company.

The Company places importance on protecting and respecting customer rights

The Company is committed to treating customers fairly and responsibly, focusing on delivering products and services that meet international standards, while strictly safeguarding the fundamental rights of customers under the following key principles:

1. Reliable and Safe Service Delivery (Product Responsibility & Safety)

The Company places importance on the production and delivery of stable electricity supply to support energy security and the continuous operations of customers’ businesses. Safety standards in electricity distribution are regarded as a core priority to prevent potential impacts on the lives and property of customers and other stakeholders.

2. Data Privacy & Security

The Company implements strict measures to safeguard customers’ personal data and confidential business information to prevent unauthorized access and misuse of data. These practices are aligned with the Company’s human rights policy and relevant personal data protection laws.

3. Customer Engagement for Continuous Improvement (Customer Engagement & Improvement)

The Company has established systematic communication and feedback mechanisms to enhance customer satisfaction and operational standards, including:

- Proactive Assessment: Conduct customer satisfaction surveys and evaluations for both power plant customers and Refuse-Derived Fuel (RDF) plant customers on a semi-annual basis.

- Product and Service Development: Analyze evaluation results and customer feedback to improve production quality and refine business processes, enabling the Company to effectively and sustainably respond to evolving customer needs.

The Company places importance on protecting and respecting the rights of local communities

The Company adheres to the principle of Creating Shared Value (CSV) to enhance the well-being of communities surrounding the Company’s power plant areas, which are 100% Green Energy power plants, including the power plants and solar power plants in Saraburi Province, as well as the municipal waste power plant of the Songkhla Provincial Administrative Organization, which is a new project, as follows:

1. Community Investment and Development Areas

The Company defines investment areas that cover economic, social, and environmental dimensions to address the actual needs of local communities, including:

- Job Creation and Income Generation: Promote the local grassroots economy through the employment of local workers, with special emphasis on elderly individuals and disadvantaged groups with limited educational qualifications, as well as employing community labor in reforestation and ecological restoration activities.

- Social Participation: Build positive relationships and community engagement by continuously supporting temple and school activities, thereby strengthening the social foundation of the community.

2. Proactive Impact Management

The Company implements systematic monitoring and evaluation processes to reduce concerns and prevent potential impacts from its operations, including:

- Environmental Monitoring: Prepare reports on the implementation of environmental impact prevention and mitigation measures, as well as environmental monitoring measures for power plant projects, including environmental quality monitoring reports (aquatic biological resources) on a semi-annual basis.

- Social Assessment: Prepare economic and social monitoring survey reports, community satisfaction survey summary reports, and reports on the implementation of the Corporate Social Responsibility for Industrial Operators (CSR-DIW) standards on an annual basis, with the results used to continuously improve business operations.

3. Strategic Business Link

The Company integrates community engagement into its business operations to build trust and mutual acceptance from communities in its areas of operation, as follows:

- Risk Reduction: Building relationships with communities and listening to community feedback help reduce the risk of project disruptions and enhance the resilience of value chain

- Socially Responsible Growth: Addressing community concerns and developing proactive mitigation and damage prevention measures help transform communities into strong partners, enabling the Company to grow alongside improvements in the quality of life of people in the area in a stable and sustainable manner.

An example of Concrete Project Implementation

In 2025, the Company continued the Waste Sorting for Electricity Exchange Community Development Project for the fifth consecutive year (budget: Baht 50,000 per year) at Ban Sub Bon Community (within a 800-meter radius from the power plant). The project addresses concerns regarding waste management by implementing proactive waste management at the source, converting household waste into Refuse-Derived Fuel (RDF), and returning organic fertilizer (a product of TPI Polene Group) to the community to help reduce household expenses and promote safe household agriculture. This initiative represents a Strategic Business Link and integrates community engagement into the Company’s value chain (Value Chain Integration), strengthening mutual trust and shared growth. The project is directly connected to the Company’s core business, as the waste sorted by the community is fed back into the green electricity generation process, helping to reduce the risk of fuel shortages.

The project recorded a Social Return on Investment (SROI) of 1.34 times (equivalent to a net social gain of Baht 0.34 for every Baht 1 invested). This reflects the effectiveness of transforming the CSR budget into tangible value for communities surrounding the power plant. The project creates added value across economic dimensions (additional income from the sale of waste and agricultural products), social dimensions (knowledge and hygiene), and environmental dimensions (reduction of landfill waste) in a sustainable manner. In addition, the community reported 100% satisfaction with the activities, reflecting that the management approach effectively addressed community needs and successfully reduced concerns among local residents.

Protection and Respect for Children’s Rights

The Company places importance on respecting children’s rights beyond merely prohibiting child labor. The Company provides child support allowances for employees with children studying at the kindergarten to upper secondary level (Grade 12) or diploma level. The objective is to reduce employees’ child-rearing expenses, promote the stability and quality of life of employees’ families, enhance employee motivation, and promote an organizational culture that values the family institution. In addition, the Company offers academic excellence scholarships to support the education of employees’ children who are studying at the bachelor’s degree level and consistently achieving strong academic performance. The objective is to promote and support access to quality educational opportunities, while encouraging employees’ children to maintain strong academic performance. These initiatives are implemented in accordance with the Children’s Rights and Business Principles.

The Company places importance on protecting the fundamental rights of children and implements business practices aligned with the Children’s Rights and Business Principles (CRBP) of UNICEF as a framework throughout its value chain, ranging from power plant safety management and community care to supplier governance. The approach is divided into four key areas, as follows:

1. Right to Survival

- The Company requires female employees who become aware that they are pregnant to inform the Company. Failure to disclose such information will be considered a violation of the Company’s work regulations.

- The Company will reassign work for pregnant employees to ensure that their duties do not affect the health of the employee or the unborn child, such as changing shift work to daytime work or reassigning tasks that involve heavy lifting to lighter duties, etc.

- The Company allows female employees to take maternity leave without any deduction in ATTENDANCE scores.

- The Company allows male employees to take personal leave to assist their spouse during childbirth, with paid leave of 6 days per year, and from 7 December 2025 onward, the leave entitlement will be extended to 15 days in accordance with the Labour Protection Act (No. 9) B.E. 2568 (2025).

- The Company provides outpatient medical benefits for employees, which also cover their children and spouses.

2. Right to Protection

- The Company does not employ individuals under 18 years of age.

- The Company does not allow contractors to bring workers under 18 years of age to work at the Company.

3. Right to Development

The Company provides child education support scholarships, allowing employees to apply for educational assistance for their children in accordance with the Company’s regulations. In addition, the Company promotes an environment that supports the development of youth in communities surrounding the power plants, including support for education and youth health through allocated budgets in various areas, as follows:

- Promotion of Education and Youth Skills: Companies within TPI Polene Group provide 15 continuing education scholarships up to the bachelor’s degree level, consisting of:

- Kindergarten level: 3 scholarships (Baht 2,500 per scholarship)

- Primary to lower secondary level: 10 scholarships (Baht 2,500 per scholarship)

- Vocational Certificate level: 1 scholarship (Baht 3,500)

- Bachelor’s degree level: 1 scholarship (Baht 7,000)

In addition, the Company supports knowledge exchange activities through the Rak Phong Phrai School Network, as well as recreational activities through the M4 Junior youth football team and Nikhom Sang Ton Eng Liang Kho Nom School, including organizing Christmas celebrations and school sports day activities at Ban Sub Bon School.

- Hygiene and Safety in Educational Institutions: The Company places importance on basic quality of life by supporting the chemical-free agriculture project for the school lunch program at Ban Sub Bon School, and by renovating the cafeteria at Ban Khao Mai Kwian School. Furthermore, the Company allocates budget to enhance transportation safety through a student bus maintenance program, and supports Nano Tech paint products and TPI paint to improve the landscape and buildings of the Saraburi Children and Family Home, as well as Saraburi Kindergarten, ensuring that children can learn and live in a clean and safe environment in a sustainable manner.

4. Right to Participation

- The Company provides opportunities for students to visit, study, and observe the Company’s production processes, and to share their views on the Company’s operations.

 

Human Rights Performance Targets

The Company acknowledges the importance of respecting human rights in its business operations, as evidenced by its commitment reflected in the Company's human rights policy. It has initiated a comprehensive human rights inspection process aimed at assessing risks arising from potential opportunities and impacts related to human rights topics. This process aids the Company in understanding the potential human rights impacts on both internal and external stakeholders, while also facilitating the identification and prioritization of human rights risks at the enterprise level. Such an approach enables the Company to effectively plan and manage the impacts of high-risk human rights topics through additional impact assessments.

The Company is committed to conducting business that respects human rights in accordance with international standards. Strategic targets have been established to create a safe and fair working environment throughout the value chain, as follows:

1. Policy Integration & Human Rights Due Diligence (HRDD)

The Company implements its human rights policy in practice, with the primary objective of conducting comprehensive Human Rights Due Diligence (HRDD) covering stakeholders across the value chain. This process aims to identify and analyze Salient Human Rights Issues arising from both internal and external organizational factors on a continuous annual basis.

2. Risk Mitigation & Impact Management

The Company aims to prioritize risks by applying assessment criteria based on the likelihood of occurrence and the severity of impacts on stakeholders. This approach enables the Company to establish effective preventive measures and impact management plans for high-risk issues. In addition, the Company emphasizes in-depth impact assessments in sensitive operational areas, using the findings to develop remedial measures and improve operational processes in line with international societal expectations.

 

Human Rights Due Diligence (HRDD)

The Company conducts Human Rights Due Diligence (HRDD) as part of its business risk management system to proactively identify risk issues, establish preventive approaches, and implement mitigation measures for potential impacts arising from business operations throughout the value chain. The process adheres to the principles and procedures of human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights (UNGP). The Company applies a five-step Human Rights Due Diligence process, ranging from policy commitment to monitoring and reporting, as follows:

 

 

1. Policy Commitment

The Company has demonstrated a concrete commitment to respecting human rights by establishing policies that cover stakeholders across the entire value chain, including employees, business partners, customers, and local communities, through its management mechanisms and the following key company announcements:

- Code of Conduct: To serve as a fundamental guideline for all personnel.

- Supplier Code of Conduct: To ensure transparent and fair procurement practices.

- Company Announcement No. 006/2559: Universal Human Rights Policy: To reaffirm strict adherence to international standards.

- Company Announcement No. HR 0017/2564: Personal Data Protection Policy (PDPA): To protect the rights and privacy of all stakeholders.

 

 

2. Cultivation through Organizational Policy

The Company is committed to translating its policies into practical implementation by building an organizational culture that respects human rights through the following key processes:

- Knowledge Enhancement: Provide training and disseminate knowledge on human rights to employees at all levels to ensure proper understanding and correct application in their work.

- Awareness Building: Promote respect for human rights as an integral part of the working culture across all functions of the organization.

- Continuous Risk Assessment: Regularly monitor and assess human rights risks to enable the Company to respond promptly and effectively prevent potential impacts in a timely manner.

3. Assessment of Human Rights Risk

The Company is committed to conducting business in accordance with international standards by continuously and regularly integrating the Human Rights Due Diligence (HRDD) process into its business operations (Business Integration). Human rights risks and impacts are assessed annually by the Human Rights Working Group, under the supervision of the Sustainability Development Committee and the Risk Management Committee. This structure ensures that human rights issues are linked with the Company’s strategy and Enterprise Risk Management, as follows:

- Comprehensive and Up-to-Date Assessment: Regularly review risks to ensure that preventive, mitigation, and remediation measures remain aligned with current circumstances and operate with maximum effectiveness.

- Proactive Management: Utilize assessment results to establish clear operational guidelines in high-risk areas, enabling the Company to prepare and prevent potential human rights violations in a timely manner.

- Mitigation of Negative Impacts: Focus on preventing potential harm to all stakeholder groups, thereby maintaining business practice standard in accordance with international human rights standards.

 

3.1 Determination of Inspection Scope

The Company has defined the scope of human rights due diligence to cover all significant activities at its main operational sites, including the Bangkok Office, Saraburi Power Plant, and the municipal waste power plant of the Songkhla Provincial Administrative Organization (a new project). The assessment focuses on analyzing interactions and business activities conducted with four key stakeholder groups throughout the direct value chain, carried out through the routine operations of Company personnel from Human Resources, Procurement, Production, and ESG departments. This process aims to identify human rights risk issues related to the Company’s various stakeholder groups, as follows:

 

                             

3.2 Assessment of Human Rights Risks

The Company identifies and analyzes Salient Human Rights Issues by integrating them into its risk management process in accordance with the international COSO-ERM framework (The Committee of Sponsoring Organizations of the Treadway Commission – Enterprise Risk Management). This approach ensures that human rights risk management is implemented concretely and aligned with the Company’s direction, covering eight key components, as follows:

1. Internal Environment
2. Objective Setting
3. Event Identification
4. Risk Assessment
5. Risk Response
6. Control Activities
7. Information & Communication
8. Monitoring

The evaluation criteria of the Company take into account the severity of impacts and potential opportunities stemming from activities that carry a risk of violating the human rights of stakeholders across the value chain, as outlined in 3.1, in order to identify highly material issues and prepare effective management measures.

3.3 Prioritization of Human Rights Risks

The Company has conducted a comprehensive human rights risk assessment covering its main operational areas, including Bangkok Head Office, Saraburi Power Plant, and the municipal waste power plant of Songkhla Provincial Administrative Organization. The assessment analyzed business activities involving interactions with employees, suppliers, customers, and local communities. Based on the assessment results, among the 12 identified human rights risk issues, there was 1 high-risk issue, 9 medium-risk issues, and 3 low-risk issues, with details as follows:

 

 

 

The Company recognizes that occupational health and safety is a critical human rights issue and a salient human rights risk for the energy generation business. Due to the nature of power plant operations, which involve technical risk factors requiring close supervision, the Company has therefore established proactive operational guidelines and preventive measures in strict alignment with international standards. These measures serve as safeguards to protect the fundamental rights of all stakeholders to work in a safe and healthy environment.

Accordingly, the Company has integrated the ISO 45001 standard to control risks and set a target of zero incidents, supported by comprehensive preventive measures covering engineering safety of machinery, working environment conditions, and awareness-building regarding potential hazards.

In addition, the Company remains committed to stakeholder engagement, actively listening to and consulting with stakeholders through various channels to jointly identify and review these key issues. These include the establishment of the Occupational Safety, Health and Working Environment Committee, monthly management system review meetings, and open channels for feedback, which are used to continuously improve safety management processes in line with legal requirements and current situation.

 

 

The Company has also extended its scope of responsibility to suppliers and contractors, focusing on enhancing awareness of safety rights through continuous practical training programs. This approach ensures that business partners grow alongside the Company under business practices that respect safety and human rights in a sustainable manner. (Further details on management measures and operational practices can be found in the Occupational Health and Safety section of this report.)

 

 

The Company is committed to strict human rights risk management through proactive measures that emphasize avoidance and prevention of violations throughout the value chain. Human rights principles are integrated into business operations, supported by close monitoring mechanisms to ensure that identified risks are addressed in a timely manner. In addition, the Company has established a continuous performance reporting system to oversee that business operations align with the objective of achieving zero incidents of human rights violations.

In cases where risks or incidents that may cause impacts are identified, the Company has established clear mitigation measures and grievance management procedures to ensure that affected parties receive appropriate care and remediation corresponding to the actual damage incurred. The Company also places importance on identifying root causes to establish preventive measures for Guarantee of Non-recurrence, thereby establishing transparent accountability standards and maintaining long-term trust among stakeholders.

 

 

4. Remediation and Mitigation

The Company recognizes the importance of addressing and remedying any potential human rights violations that may occur in the future. The Company has established processes for receiving complaints, reviewing, and investigating grievances in a fair manner, as well as implementing measures to mitigate impacts and provide fair remediation. These measures ensure that affected parties receive appropriate remedies corresponding to the actual damage incurred, including timely preventive actions and guarantees of non-recurrence in cases where the Company is found to have caused or contributed to human rights impacts. However, in 2025, the Company did not receive any reports or complaints regarding human rights violations. The details of the Company’s operational practices are as follows:

1. Accessibility

The Company provides accessible and transparent grievance channels for both internal stakeholders (employees) and external stakeholders (suppliers, customers, communities, and affected parties). Multiple reporting channels are available, encouraging stakeholders to report in good faith when they observe or suspect any human rights violations.

2. Transparency & Timeliness

All complaints supported by clear evidence are handled equally and with due attention, through review and investigation processes with appropriate timelines, ensuring fairness for all parties involved.

3. Non-Retaliation & Confidentiality

The Company provides protection for complainants and information providers, maintaining strict confidentiality to prevent intimidation or negative consequences for those who report concerns.

4. Remediation

For stakeholders who suffer damages arising from human rights violations related to the Company’s business operations, the Company provides fair remediation and compensation measures, with compensation not less than the rates prescribed by law or in accordance with the actual impacts incurred.

In addition, the Company has assigned the Sustainability Development Committee (ESG Committee) and the Risk Management Committee to jointly oversee human rights governance at the policy level, including policy review, risk assessment, and systematic monitoring of preventive and corrective measures. The Human Rights Working Group is responsible for driving implementation in accordance with the policy, including managing the Human Rights Due Diligence (HRDD) process.

To ensure effective management at the operational level, the Company has incorporated human rights responsibilities into the core job duties (Job Description) of Human Resources Department. This includes responsibilities for daily operational oversight, such as monitoring and assessing human rights risks across all dimensions, managing grievances transparently, and providing remediation for potential impacts. This approach supports the integration of human rights practices into the organizational culture and ensures that the fundamental rights of all stakeholder groups are consistently protected in accordance with international standards.

Grievance Mechanism

The Company provides independent grievance channels related to human rights that are easily accessible to all stakeholder groups (including employees, suppliers, communities, and the general public) based on the following operational principles:

- Data Protection and Confidentiality: The Company ensures the safety of complainants through a strict confidentiality system and allows anonymous reporting (Anonymity) to prevent retaliation or negative consequences.

- Impartiality and Transparency: Fact-finding investigations are conducted by an independent working team, with clearly defined timelines, and the progress status is communicated regularly to the complainant.

- Linkage to Management: In cases where human rights violations involving the Company are identified, the information will be forwarded to the remediation process to implement corrective actions and establish concrete preventive measures to avoid recurrence.

Contact

  Stakeholders can report incidents or submit complaints through the following channels:

TPI Polene Power Public Company Limited
No. 26/56 TPI Tower, Chan Tat Mai Road, Thungmahamek, Sathorn, Bangkok 10120
Tel. 02 2131039

     EMAIL:  This email address is being protected from spambots. You need JavaScript enabled to view it.

Performance Results

In 2025, the Company received zero complaints related to human rights violations from employees, suppleirs, customers, or communities. Therefore, no corrective actions or remediation measures were required during the reporting period.

 

5. Monitoring and Reporting

The Company has established a continuous monitoring process to review the implementation of human rights impact mitigation measures, with a focus on reducing and eliminating negative impacts throughout the value chain. Relevant departments are responsible for reviewing action plans and conducting re-assessments to evaluate the effectiveness of corrective approaches. This process also ensures that human rights issues are managed appropriately and transparently, while communicating performance results to stakeholders in accordance with international standards.

 

Human Rights Operations in 2025

The Company is committed to enhancing human rights management throughout the value chain by establishing strategic targets to proactively prevent and mitigate risks. The Company focuses on building an organizational culture that respects human rights, supported by training and knowledge assessments for all employees through the Code of Conduct handbook, along with plans to expand training programs for continuous capacity development. In 2025, the Company’s human rights risk assessment results were at a low level, and no complaints were reported, reflecting the effectiveness of its operational practices and transparent engagement with stakeholders. The key activities undertaken by the Company in 2025 can be summarized as follows:

Overall Stakeholder Engagement

The Company places importance on comprehensive engagement with stakeholders to identify and review Salient Human Rights Issues, integrating them into the normal business operations process through key departments such as Human Resources Department, Purchasing Department, Production Department, and ESG Department, with the following operational approaches:

1. Proactive Listening and Interaction Mechanisms: By continuously building relationships and listening to feedback from employees, suppliers, and communities surrounding the power plants, the Company gathers information to be analyzed together with the results of human rights risk assessments. This ensures alignment with potential impacts that may occur both within and outside the organization.
2. Negotiation and Consultation Channels: For example, the establishment of a Welfare Committee to serve as a representative body for employees in strengthening relationships and safeguarding employee benefits. The Committee holds formal meetings at least four times per year to provide a platform for listening to suggestions and concerns, leading to the continuous improvement of the working environment.
3. Translating Information into Actionable Insights: The Company regularly engages in discussions with stakeholders on human rights issues, with meeting minutes recorded and concerns systematically summarized. The outcomes of these discussions are analyzed to improve preventive measures, mitigate potential impacts, and serve as a key input for the annual human rights risk assessment.

 

Engagement with Internal Stakeholders

1. Employees

-  There were 0 cases of conscripted labor, forced labor, or child labor below the legal working age.

-  The Company has established a Welfare Committee, which serves as a representative body for employees in exercising their rights to collective bargaining and in discussing agreements that affect employees’ well-being. The Committee provides a platform to receive suggestions and continuously improve employee welfare. Human Resources Department acts as the coordinator with the management to drive these suggestions into concrete actions. Meetings to follow up on progress are scheduled every three months, with four meetings held in 2025.

- The Company has also established an Occupational Health and Safety Committee, consisting of employees who serve as Safety Officers, acting as representatives of employees in monitoring and proposing risk management approaches in the workplace. The Committee follows up on the progress of occupational health and safety measures for employees and integrates employees’ feedback into the Company’s safety policies to ensure continuous alignment with the ISO 45001 international standard. Progress review meetings are held once a month, with 12 meetings conducted in 2025.

-  In 2025, the Company strengthened its good corporate governance and human rights management by establishing a Human Rights Working Group under the supervision of the Sustainability Development Committee and the Risk Management Committee, with Human Resources Department serving as the core unit responsible for driving the initiative. The Working Group is responsible for monitoring, tracking, and assessing human rights risks comprehensively, while integrating employees’ suggestions into the Company’s policies. The initiative focuses on protecting employees’ rights and well-being in alignment with international standards, such as the United Nations Guiding Principles (UNGP) and the International Labour Organization (ILO) standards. Follow-up meetings are scheduled every four months, and in 2025 the first meeting was held to establish a systematic operational foundation.

- The Company is committed to promoting equality and reducing social inequality through a non-discriminatory employment policy. In 2025, the Company implemented concrete initiatives to promote employment opportunities for individuals who require additional support in accessing employment opportunities, as follows:

- Employment Opportunity Creation: The Company recruited a total of 105 new employees (98 general employees and 7 elderly employees), including the employment of 198 disadvantaged individuals with limitations in economic status and educational/ professional qualifications.

- Promotion of the Quality of Life for Persons with Disabilities in accordance with the Empowerment of Persons with Disabilities Act B.E. 2550 (2007), totaling 12 persons, representing 1.02% of the total workforce of 1,175 employees, as follows:

1) Direct employment (Section 33): 2 persons

2) Contribution to the Empowerment of Persons with Disabilities Fund (Section 34): 2 persons

3) Sustainable livelihood creation (Section 35): Financial support of more than Baht 984,040 (Baht 123,005 per person) provided to 8 persons with disabilities in Songkhla Province (the location of the Company’s Songkhla Provincial Administrative Organization community waste power plant) and nearby provinces to create sustainable careers through agricultural projects, such as cattle raising, integrated farming, and oil palm cultivation.

-  Continuously manage and develop the potential and skills of personnel, covering safety, specialized job skills, enhancement of management capabilities, and career development. In 2025, the Company provided a total of 28,183 training hours. The average number of training days per employee was 4 days, and the average training hours per employee were 23.99 hours per employee per year, which exceeded the target of no less than 20 hours per employee per year.

 

-       In 2025, the measure of employee satisfaction and engagement revealed an average total score of  83.70%, surpassing the Company's target of  75%. Leveraging the results from the employee opinion survey, the Company has consistently crafted activities aimed at fostering positive relationships with employees to maximize their satisfaction levels.

-       Concerning the occupational health and safety of employees, the Company observed zero work-related fatalities, zero injuries stemming from high-impact work, and zero illnesses due to occupational diseases, all aligning with the Company's established goal of occupational health and safety.

• The Company has established channels for employees to submit complaints, suggestions, and whistleblowing reports, encouraging them to express their opinions or raise concerns about working conditions. These channels are clearly defined and publicly communicated as part of the Company's policy, ensuring that all employees can participate in open and safe communication with management.
• The Company adjusts its base wage rate in accordance with changes to the legally mandated minimum wage, ensuring compliance with relevant standards and regulations.
• The Company provides competitive, above-market compensation along with additional benefits, such as accommodation and travel allowances for employees working in other provinces, to enhance motivation and promote long-term commitment to the organization.

 

Engagement with External Stakeholders

1. 1. Suppliers

-      Suppliers, amounting to 99.11% of a total of 565, have signed to acknowledge the Supplier Code of Conduct concerning human rights practices, which the Company emphasizes for strict compliance by suppliers.

-      The economic risk arising from the Company's suppliers and the ESG Risk (environmental, social, and corporate governance) were assessed with 31 suppliers in Critical Tier 1, accounting for 5.49% of a total of  565 suppliers. The assessment concluded that they met reliable criteria, indicating no economic risk from suppliers and no ESG risk across all assessment topics.

-      The Company enhances the human rights risk management process by focusing on reducing the risk of human rights violations and improving the quality of life in the working environment, which covers labor, health, safety, and well-being. Additionally, it provides knowledge to foster understanding and awareness about the importance of respecting human rights, and conducts random inspections through actual field visits. As a result of these efforts, it was found that suppliers had no cases of human rights violations.

2. 2. Customers

-   Continuously generating and delivering stable electricity and safe in supplying electricity

-      The overall satisfaction assessment from power plant customers, including EGAT and TPI Polene Public Company Limited, averaged 100%. The Company has established a yearly satisfaction goal for these customers of no less than 80%.

-       The overall satisfaction assessment from customers of the waste-fueled power plant and TPI Polene Public Company Limited averaged 91.75%. The Company has established a yearly satisfaction goal for these customers of no less than 80%.

-       The Company utilizes customer satisfaction assessment results to enhance business operations through research and development, technology, innovation, and service improvements. This includes increasing the efficiency, and reliability of electricity production, as well as raising the quality standards of waste fuel production.

-       The Company consistently delivers electricity to all customers while ensuring safety, which is a basic right and promotes a good quality of life for the customers of the Company and its affiliates.

-         Protection of Customer Data Confidentiality

 

3. 3. Local Communities and Children

-      The Company produces high-quality and efficient electricity using modern, environmentally friendly technology that minimizes impacts on the community and society. This aligns with the policy of reducing coal fuel usage, which generates high pollution, by transitioning to renewable energy sources.

-      A survey is conducted to assess community conditions and concerns of communities and society that may be affected by the Company's operations. The following reports have been prepared for 2025: A report on compliance with measures to prevent and mitigate environmental impacts, as well as monitoring and inspection of environmental impacts; A report on the economic and social impact assessment of the Company’s power plant projects; A summary report on community satisfaction with the Company’s power plant projects; A report on operations in accordance with the CSR-DIW continuous social responsibility standards for entrepreneurs. The survey results and collected data on community and societal impacts (if any topics are identified) are analyzed, and appropriate improvements are implemented to mitigate these impacts effectively.

-        The Company supports the local economy by promoting employment in the communities where its factories are located. A total of 1,078 employees are employed at Saraburi plant and the Songkhla Provincial Administrative Organization community waste power plant, representing 91.74% of the total workforce of 1,175 employees. In 2025, the Company also recruited 74 new employees from the local areas where the operations are located, accounting for 70.47% of the total 105 new employees. This reflects the Company’s commitment to strengthening economic stability and promoting sustainable local employment.

-      Throughout 2025, companies under TPI Polene Group have continuously supported natural resource and environmental conservation by collaborating with agencies and communities in Saraburi Province to organize various activities. These efforts include Muak Lek River Conservation Day at Chet Sao Noi Waterfall National Park in partnership with Muak Lek District, tree planting projects to restore forests and expand green spaces in collaboration with the Thap Kwang Research Station, Faculty of Forestry, Kasetsart University, and tree planting activities to honor His Majesty the King’s 6th cycle birthday anniversary. Reforestation efforts have taken place in many areas across community forests, national forest reserves, and educational institutions, with more than 10,667 trees planted, covering a total area of 150 rai. These activities aim to create green spaces, reduce greenhouse gases and air pollution, prevent soil erosion, and restore biodiversity.

-      The Company fosters participation and executes projects aimed at enhancing the quality of life for individuals in communities surrounding the power plants and society at large. These initiatives adhere to principles emphasizing respect for fundamental rights and job security.

-       The Company has supported various public benefit projects and activities, amounting to approximately Baht 94.36 million in total, contributed to legally registered non-profit organizations, benefiting communities, educational institutions, temples, hospitals, and various government agencies. Focusing on support through the Company's product innovations (In-kind Donations) with the goal of developing infrastructure and sanitation, the Company donates health products and products of the TPI Polene Group, including cement, construction materials for the development of public facilities, organic bio-fertilizers to promote sustainable agriculture, drinking water, and health products to prevent pathogens, to tangibly elevate the quality of life and well-being of the people.

-       The Company has supported the voluntary budget to help communities and society surrounding these power plants as follows:

(1) The health insurance fund for communities within a 5-kilometer radius of the power plant has been in operation since 2019 to provide relief for illnesses potentially caused by the project. As of the end of 2025, the fund has accumulated a total of Baht 4,049,639.67.

(2)   The fund for research projects focusing on community career development, natural resource conservation, and environment restoration has been operational since 2020. By the end of 2025, the fund has accumulated a total of Baht 3,206,800.

(3)   The budget supporting personnel quality, medical equipment, and public health research has been operational since 2020. By the end of 2025, this budget had accumulated a total of Baht 8,384,127.85.

(4)   The budget supporting occupational health and safety to be used for supporting the increase of the hospital's potential, promoting sub-district health facilities and public health personnel has been operational since 2019. By the end of 2025, this budget had accumulated a total of Baht 356,273.

(5)   The budget supporting biodiversity for supporting tree planting activities and increasing forest areas for communities and related agencies, has been operational since 2020. By the end of 2025, this budget had accumulated a total of Bath 1,386,000.

- In 2025, companies under TPI Polene Group continuously provided 15 scholarships to children, supporting their education up to the bachelor’s degree level, as follows:

- Kindergarten level: 3 scholarships (Baht 2,500 per scholarship)

- Primary to lower secondary education: 10 scholarships (Baht 2,500 per scholarship)

- Vocational Certificate level: 1 scholarship (Baht 3,500); and

- Bachelor’s degree level: 1 scholarship (Baht 7,000)

In addition, the Company supports knowledge exchange activities under the Rak Phong Phrai School Network, as well as recreational activities through the M4 Junior youth football team and Nikhom Sang Ton Eng Liang Kho Nom School, including organizing Christmas activities and the school sports day at Ban Sap Bon School.

 

The Company continuously collects data and monitors operational performance retrospectively to ensure the effectiveness of the Human Rights Due Diligence (HRDD) process and the grievance management mechanisms described above. The operational statistics over the past three years are summarized as follows: