มาตรฐานแรงงาน
Labour Standards

Human Resource Management Governance

To ensure fairness and transparency in human resource management, the Company has established a clear governance structure, including a Human Resources Committee comprising senior management and representatives from relevant functions. The committee considers, approves, provides opinions, and makes recommendations on overall human resource management for employees at all levels on an equitable basis and in accordance with the principle of non-discrimination.

The Company also established a Welfare Committee comprising elected employee representatives to enable employee participation in providing feedback and co-managing welfare arrangements, ensuring that welfare programs reflect employees’ actual needs. This structure supports effective, transparent, and inclusive human resource management while considering the interests of employees across all groups.

Human Resource Management Action Plan

The Company has established a human resource management action plan for FY2027 to continuously strengthen organizational and workforce capabilities. Key initiatives include succession planning for key positions, cost optimization through reducing overtime (OT) hours and effective contractor workforce management, and the use of digital technologies to enhance operational efficiency, including automated systems for overtime calculation and payment.

The Company also develops employee capabilities at all levels through skill development plans covering technical, functional, and future skills, leadership development, and knowledge sharing across regional operations to enhance performance in line with Group best practices. Regular employee satisfaction surveys are conducted to analyze results and improve human resource management in alignment with employees’ needs, supporting sustainable organizational growth.

Targets and Goals

Highlighted Implementation and Activities

Fair Labor Practices

The Company promotes human resource management based on equality and fairness, with non-discriminatory employment practices and recruitment based on capability and integrity. The Company does not discriminate based on race, religion, gender identity, age, sexual orientation, disability, or nationality, and ensures appropriate and safe working conditions for all employees, including vulnerable groups such as persons with disabilities, in accordance with their individual capabilities. The Company maintains a fair and equitable compensation structure between male and female employees, with no significant gender pay differences at each level. Child labor and all forms of forced or involuntary labor are strictly prohibited, with measures to monitor compliance with human rights principles and applicable laws across the Company’s operations and supply chain.

The Company regularly monitors working hours and overtime payments to ensure legal compliance, with reporting to management at each site level, and implements measures to reduce excessive and unnecessary overtime. Employees and stakeholders can safely and confidentially report concerns or inappropriate conduct through grievance channels, including the TCoC Helpline. The Company also respects employees’ freedom of association and collective bargaining rights in accordance with applicable labor laws, providing opportunities for employees to express opinions, provide feedback, and engage in dialogue with management through employee committees and internal communication channels. These practices promote constructive participation, transparency, fairness, and positive and sustainable relationships between employees and the organization.

Diversity, Equity, and Inclusion (DE&I)

The Company promotes diversity, equity, and inclusion through employee engagement mechanisms at multiple levels. Committees, including the Welfare Committee, Employee Committee, Women’s Committees at each plant, and Human Resources Committee, provide platforms for exchanging views, discussing key issues, and systematically communicating employee feedback to management, supporting human resource management that considers the needs of employees across all groups.

The Company continuously improves initiatives and welfare programs based on employee feedback, particularly for female employees, including self-defense training, lactation rooms, and health benefits such as breast cancer screening, supporting employee well-being. The proportion of female employees, including at the management level, continues to increase, reflecting the Company’s commitment to equal opportunities and sustainable inclusion.

Employee Capability and Development

The Company systematically develops employee capabilities through a skills and competency development framework aligned with business needs and future changes. The framework covers core knowledge, functional skills, business knowledge, leadership development, and new skills in digital technologies, automation systems, and artificial intelligence (AI), enabling employees to perform effectively and respond to future challenges.

Employee development follows the 70-20-10 learning approach, emphasizing on-the-job learning, knowledge sharing, and internal and external training. The Company fosters a learning culture through cross-functional knowledge sharing, internal trainer development, and experience sharing by management and employees. Employees are also encouraged to participate in innovation and process improvement through initiatives such as Kaizen and the application of AI and data analytics in daily work to enhance efficiency and create organizational value.

The Company targets continuous development for all employees, with average training of at least 7 days per person per year, and aims to build a learning organization that supports sustainable long-term growth. Examples of employee development initiatives include:

Train the Trainer Program

The Company promotes the development of internal trainers through the “Train the Trainer” program to enhance their capability in delivering knowledge and
specialized skills to employees. The program focuses on developing communication skills, course design, and knowledge transfer aligned with business operations. As a result, the Company has developed 20 internal trainers capable of delivering 25 training courses, improving the effectiveness of internal knowledge transfer.

Kaizen Award and Recognition Day

The Company implements the Kaizen Award and Recognition Day programs to encourage employees to participate in continuous improvement of work
processes. Employees are provided with opportunities to propose ideas to enhance efficiency, reduce waste, and create value for the organization. This has resulted
in 1,147 improvement initiatives and generated estimated cost savings of approximately THB 640 million per year.

TSTH – Steel AI & Analytics Minds Program

The Company implements the “TSTH – Steel AI & Analytics Minds” program to promote the application of artificial intelligence (AI) and data analytics in work
processes. Employees are encouraged to develop ideas and digital solutions to improve efficiency and reduce costs. During the past year, a total of 85 AI
and analytics projects were implemented, generating significant business outcomes in terms of productivity improvement and cost reduction, with total potential
savings of approximately THB 22 million.

Performance Management

The Company continuously develops its performance management system by integrating sustainability goals into key performance indicators (KPIs) for supervisory, managerial, and senior management levels, aligning performance with business direction and the Company’s sustainability objectives.

All supervisory and management employees are required to establish a Performance Contract covering KPIs and targets across three key areas: (1) performance linked to business and sustainability objectives; (2) project and committee participation, including working behavior and attitudes aligned with Company policies; and (3) other responsibilities aligned with the Company’s direction. The system promotes two-way communication, ongoing monitoring, and continuous feedback to support systematic employee development.

Performance evaluation results are used for compensation decisions, annual bonus payments, employee development, and career progression, helping motivate employees, encourage continuous self-development, and support the Company’s long-term success.

Workforce Compensation Management

The Company emphasizes appropriate, fair, and competitive compensation management by aligning its compensation policy with short-term and long-term Company performance and individual performance at each level. Compensation is determined based on internal equity, market competitiveness, and individual performance to support sustainable value creation.

The Company links compensation and bonuses to performance and sustainability performance, with oversight by the Board and senior management to ensure transparency and effectiveness. It also promotes equal opportunity and equitable compensation. Female employees represent 18.5% of the total workforce and account for 20.4% of total compensation, reflecting the Company’s commitment to fairness and diversity in compensation management.

The Company adheres to equal pay and non-discrimination principles in full compliance with applicable labor laws and is committed to reducing unjustified pay gaps to promote fairness and transparency across all levels of the organization.

Employee Engagement

The Company emphasizes strengthening employee engagement through structured participation and open communication between the Human Resources function,
supervisors, and employees at all levels. This is supported by formal feedback mechanisms, including quarterly engagement sessions between senior management and employees, as well as reverse feedback processes that allow employees to provide input to their supervisors, thereby enhancing working relationships. Additionally, the Company supports flexible working arrangements through the Virtual Office policy and promotes employee well-being through initiatives such as Mental Health Talks. These efforts are aimed at improving employees’ quality of life and overall well-being.

Welfare and Benefits

The Company places importance on enhancing employees’ quality of life throughout all stages of employment by providing comprehensive welfare
and benefits covering health, security, and well-being for employees and their families. The Company also provides opportunities for employees to share
feedback and suggestions through various channels, such as the Welfare Committee, Employee Committee, and direct communication with management. Such
feedback is used to continuously improve the working environment, facilities, and overall quality of life, ensuring alignment with employees’ needs and enhancing overall satisfaction.

Employee Relations Activities

The Company continuously promotes positive relationships among employees, their families, and the organization by prioritizing employee care at all stages of
life. This includes activities such as celebrating important occasions of employees, supporting education for employees’ children, and providing support during times
of illness or loss. In addition, the Company systematically implements well-being programs covering physical health, mental health, financial well-being, and overall
quality of life, such as sports activities, recreational activities, CSR activities, and knowledge sharing on financial planning and health. These initiatives aim to
enhance work-life balance and strengthen long-term employee engagement. Examples of activities include

Scholarship Support for Employees’ Children

The Company recognizes the importance of education and provides scholarship support for employees’ children. The “Petch Nam Nueng” scholarship has been awarded continuously for 13 years to recognize and support high-performing students among employees’ children. In addition, the Company has introduced a
new scholarship program, “Prakai Dao,” to support and promote the development of specialized talents among employees’ children. In 2025, the Company awarded 75 Petch Nam Nueng scholarships, 5 Prakai Dao scholarships, and provided educational support for textbooks to 65 recipients.

Health Promotion Activities

The Company organizes various health-related activities. For officebased employees at the headquarters, activities such as “Chair
Yoga: Small Moves to Prevent Office Syndrome” are conducted to address risks associated with office work. At plant locations, programs such as “Stay Away from NCDs” are organized to raise awareness of cardiovascular health risks, including factors such as cholesterol, blood pressure, and blood sugar levels. In addition,
the “Move for Health 2025” program encourages employees to exercise and manage their diet, with a point-based reward system to promote participation. These initiatives aim to enhance employees’ health awareness and overall well-being.

Rewards and Recognitions

The Company provides various forms of rewards and recognition to reflect the value and contributions of employees at both individual and team levels. These include recognizing and rewarding role model and outstanding employees, acknowledging the achievements of working groups that create positive outcomes,
and organizing competitions to promote continuous improvement, innovation, and safety, such as the Kaizen Award, DMAIC Competition, and Customer Smile initiatives, as well as providing performance-based incentive payments. These practices help enhance employee morale, strengthen engagement, and foster
a performance-driven and collaborative work culture, which are key factors contributing to the Company’s long-term sustainability and success.

FY26 Performance