SAPPE recognises the importance of respecting human rights and promoting fair labour practices across all stakeholder groups. The Company has established a Human Rights and Labour Policy based on principles of respect, dignity, fairness, and equality, ensuring consistent application across its operations and value chain. The Company implements ongoing Human Rights Due Diligence (HRDD) processes to systematically identify, assess, prevent, mitigate, and manage potential human rights risks and impacts arising from its business activities. This covers employees, business partners, and stakeholders across the entire value chain.
These practices ensure compliance with applicable laws and relevant international standards, while reflecting the Company’s commitment to responsible business conduct and sustainable development. SAPPE aims to maintain a value chain that is free from human rights violations, promotes well-being, and strengthens trust among all stakeholders.
Human Rights and Labour Target
– Zero cases of human rights violations arising from the Company’s operations (0 incidents)
– Zero cases of non-compliance with labour standards and zero labour disputes arising from the Company’s operations (0 cases).
Human Rights Due Diligence: HRDD
SAPPE conducts its business under the purpose statement “We better people’s lives through our innovative spirit” guided by principles of respect, fairness, and equality. The Company has established a Human Rights Due Diligence (HRDD) process to identify, prevent, and manage human rights impacts across its value chain. This is implemented through six strategic steps in accordance with the Human Rights and Laboure Policy, as follows:
1. Policy Commitment
The Company requires the Board of Directors, management, and employees at all levels and of all nationalities to be responsible for respecting and strictly complying with the Company’s rules and regulations, as well as applicable national and international laws and regulations. This Human Rights and Laboure Policy also extends to the promotion and encouragement of business partners, suppliers, contractors, and relevant stakeholders to adopt the same standards and practices to safeguard human rights across all activities related to the Company throughout the entire value chain.
2. Assessing Impacts and Risks
The Company conducts regular human rights risk analysis to screen and identify material issues that may be impacted by its business operations. The assessment focuses on critical human rights risks, including the prevention and assurance of no use of child labour under the age of 18, forced labour, bonded labour, or prison labour in any form. In addition, the assessment covers working conditions to ensure a safe and hygienic workplace environment, with the objective of preventing occupational accidents and minimizing potential health impacts to the highest extent possible.
3. Integrating and Acting
The Company implements human rights risk mitigation measures at the operational level to reduce the likelihood of human rights violations, as follows:
Fair Employment and Compensation
The Company treats all employees equally without discrimination based on race, religion, gender, age, or physical condition. Working hours, rest days, and compensation are strictly managed in compliance with applicable laws and regulations.
Freedom of Expression
The Company promotes employee participation and collective representation through the establishment of welfare committees, providing a channel for employees to contribute feedback and suggestions for improving working conditions and employee welfare.
Supplier Governance
The Company communicates its human rights policies and standards to suppliers and business partners to promote fair labour practices and ensure consistent human rights standards across the supply chain.
4. Monitoring
The Company establishes internal audits and continuous monitoring processes to ensure the effective implementation of human rights management measures. Relevant data, including accident statistics, labour-related reports, and employee satisfaction survey results, are systematically analysed to support process improvements. These findings are used to enhance operational practices in alignment with international standards and evolving circumstances.
5. Communicating and Reporting
The Company emphasizes transparent and open communication of its human rights performance through its annual Sustainability Report, demonstrating its commitment as an organization dedicated to creating happiness and sustainability for society in line with its corporate purpose. This disclosure is intended to inform stakeholders of the Company’s progress in managing human rights-related issues and to reinforce accountability across all stakeholder groups.
6. Grievance and Remediation
To ensure a complete and transparent human rights due diligence process, the Company has established a robust grievance mechanism and remediation process, as follows:
Accessible Reporting Channels
Employees and external stakeholders can report complaints or suspected human rights violations through the following channels:
Telephone: (+66) 2 319 4949
Email: compliance@sappe.com
or contact@sappe.com
Whistleblower Protection (Non-Retaliation)
The Company guarantees strict confidentiality and enforces a non-retaliation policy for whistleblowers acting in good faith. Individuals who report concerns will not be subject to harassment, termination, or any adverse consequences, thereby safeguarding the independence and integrity of the reporting system.
Investigation and Remediation Process
In the event that a violation is confirmed, the Company will conduct a prompt, fair, and impartial investigation. Disciplinary actions will be applied in accordance with internal regulations. Appropriate and fair remediation measures will be provided to affected individuals in all cases, including compensation for damages or restoration of lost rights.
Labour
SAPPE places strong emphasis on responsible labour management, recognizing employees as key stakeholders in driving the Company’s sustainable growth. The Company has established labour policies and practices that are aligned with Thai labour laws and the United Nations Guiding Principles on Business and Human Rights (UNGPs).
Fair Remuneration, Working Hours and Benefits
SAPPE strictly complies with applicable labour laws and regulations governing wages, working hours, and overtime. The Company establishes fair remuneration and compensation practices that are not lower than statutory requirements, in order to promote employee motivation and job security.
The compensation structure includes salary, overtime pay, social security contributions, provident fund contributions, and other relevant benefits such as group health insurance, child education support, annual leave, public holiday leave, and family care leave. These provisions are designed to support appropriate living standards and strengthen employee engagement and commitment to the organization.
Provident fund
participation rate
in 2025
0
[%]
SAPPE established a provident fund effective 1 January 2010 under the management of UOB Asset Management (Thailand) Co., Ltd., to promote savings and provide financial security for employees and their families in cases of retirement, death, or termination of employment.
The Company has contributed to the fund since January 2010 and revised the benefit structure in 2017 by increasing the employer’s contribution rate based on employees’ length of service, in comparison with peers in the same or similar industries.
The Company has implemented the Employee Joint Investment Program (EJIP) to promote employee and management participation in investment and co-ownership of the organization. In 2025, the Board of Directors approved the third phase of the EJIP scheme, which is administered by Phillip Securities (Thailand) Public Company Limited, consistent with previous phases. Under the programmer, share purchases are conducted through the Stock Exchange of Thailand in accordance with the Company’s specified timeframe. The scheme serves as a key long-term incentive mechanism, aligning employee interests with the Company’s sustainable growth and long-term value creation.
Prevention of Illegal Laboure Practices
SAPPE operates its business in accordance with human rights and laboure principles, with zero tolerance for child laboure, forced laboure, or any form of coercion, intimidation, or exploitation, as defined in the Company’s Human Rights and Laboure Policy.
Grievance and Whistleblowing Channels
Stakeholders may submit complaints or whistleblowing reports through the Company’s Legal and Compliance function via designated channels. The Company is committed to conducting investigations in a fair, transparent, and impartial manner, and will implement appropriate corrective actions. Follow-up monitoring is carried out on an ongoing basis to prevent recurrence.
Hotline :
02-319-4949
