Labor Practices
Our Commitment
Osotspa recognizes that employees are one of the most valuable elements of the Company’s sustainable growth and successes. Osotspa’s labor practices are guided by internationally recognized standards, including International Labour Organization (ILO) Core Conventions, the UN Guiding Principles on Business and Human Rights, and the Universal Declaration of Human Rights.
Osotspa is committed to fostering a safe, fair, and inclusive workplace for all employees, contractors, and supply chain workers. It emphasizes dignity, equity, and well-being across the employment lifecycle. The Company is also committed to promoting continuous development through training, career progression, and leadership cultivation, while fostering a collaborative and respectful working culture. In line with responsible labor practices, Osotspa ensures that minimum consultation or notice periods are observed prior to any mass termination or workforce restructuring.
The labor standards are extended to contractors, suppliers and business partners through the OSP Supplier Sustainability Code of Conduct, ensuring labor practices and worker welfare across the value chain.
Equal Opportunity
Osotspa enforces non-discrimination policy across all employment practices. Appointment and transfer a based on merit, qualifications, job suitability, without bias regarding race, gender, nationality, religion, disability or marital status.
Health and Safety in Work Environment
Osotspa shall provide a safe, hygienic and health-promoting work environment that is maintained through proactive risk management and compliance with occupational health and safety standards. The Company shall implement measures to prevent unsafe circumstances and to promote good health and well-being for all employees.
Privacy Protection for Employees
Osotspa respects employees’ privacy. Employees’ personal information – including compensation, medical history, and family status – is protected and disclosed only when legally required.
Remuneration
Osotspa enforces a remuneration policy which ensures payment of a living wage that meets or exceeds legal minimums in all operational locations. Equal renumeration is provided to each gender for work of equal value, and full pay is granted for annual leave and statutory holidays.
Working Hours
Osotspa enforces compliance with legal requirements regarding maximum working hours and rest periods. Measures are in place to avoid excessive overtime, and employees are entitled to appropriate breaks and weekly rest days.
No Child Labor or Forced Labor
Osotspa upholds the rights of workers to freely choose employment and maintains zero tolerance for forced labor, child labor, or any form of coercion, violence, or abuse.
Highlight Performance
Workforce Breakdown: Gender 2024
| Diversity Indicator | Percentage (0 - 100 %) | Public Target |
|---|---|---|
| Share of women in total workforce (as % of total workforce) | 44.61 | 40 |
| Share of women in all management positions, including junior, middle and top management (as % of total management positions) | 54.00 | 50 |
| Share of women in junior management positions, i.e. first level of management (as % of total junior management positions) | 55.67 | 50 |
| Share of women in top management positions, i.e. maximum two levels away from the CEO or comparable positions (as % of total top management positions) | 44.44 | 50 |
| Share of women in management positions in revenue-generating functions (e.g. sales) as % of all such managers (i.e. excluding support functions such as HR, IT, Legal, etc.) | 43.40 | 50 |
| Share of women in STEM-related positions (as % of total STEM positions) | 52.52 | 50 |
Gender Pay Indicators 2024
| Employee Level | Average Women Salary | Average Men Salary |
|---|---|---|
| Executive level (base salary only) | 858,050 | 832,393 |
| Executive level (base salary + other cash incentives) | 887,217 | 864,893 |
| Management level (base salary only) | 176,202 | 205,474 |
| Management level (base salary + other cash incentives) | 183,423 | 213,920 |
| Non-management level (base salary only) | 30,151 | 22,929 |
Total Workforce Breakdown by Nationality 2024
| Breakdown based on Nationality | Share in total workforce (as % of total workforce) | Share in all management positions, including junior, middle and senior management (as % of total management workforce) |
|---|---|---|
| Thai | 90.4 | 95.33 |
| Myanmar | 7.81 | 2 |
| Indonesia | 1.6 | 1 |
| Others (Japan, Malaysia, UK, Ireland, Italy) | 0.19 | 1.67 |
Fair Compensation
Compensation plays a crucial role in motivating and retaining talented employees, significantly impacting their performance. Therefore, Osotspa analyzes and reviews its employee compensation and benefits strategy annually to ensure competitiveness with other leading companies. The Company also analyzes wages and compensation against the average costs of living, inflation rates and industry benchmarks to ensure adequate wages and compensation.
The Company continuously monitors and manages compensation through the following key processes:
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Minimum Wage Monitoring
Osotspa strictly complies with labor laws by applying minimum wage requirements to all employee levels and by assessing the potential impacts of minimum wage adjustments. This ensures that all employees receive wages that are legally compliant and sufficient to support their livelihoods.
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Market Survey
The Company regularly conducts market surveys to assess and compare its salary structure against labor market standards. This process helps evaluate the competitiveness of compensation packages and ensures alignment with industry benchmarks and other leading companies.
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Annual Salary Structure Review and Approval
Every March, the Company reviews and considers the annual salary structure in collaboration with senior management and the relevant committees. Once approved, the Company implements salary adjustments (Salary Raise) in line with the approved structure and communicates the changes to line managers, with guidance to consider individual adjustments as appropriate. This process ensures fairness and alignment with the Company’s overall compensation policy.
The Company offers a wide range of employee benefits, including salary, bonuses, provident funds, health and life insurance, education allowances for employees’ children, marriage and childbirth support, funeral assistance for employees and family members, gifts for firstborn children, and various leave entitlements.
Osotspa is committed to providing fair compensation to all employees in the Company and its subsidiaries in every market with operations. The Company adheres to legal requirements on welfare and benefits with standards that have been established for renumeration management, performance management and internal promotion. The Company utilizes various tools to regularly analyze and monitor payment rates for different genders to ensure equal renumeration.
Work Hours, Overtime Management and Leaves
Osotspa enforces compliance with legal requirements regarding maximum working hours and rest periods. Measures are in place to avoid excessive overtime, and employees and entitles to appropriate breaks and weekly rest days. The Company regularly monitors employees’ work hours including overtime management. The key purpose is to ensure that there is no excessive overtime than specified by labor laws. Osotspa has mechanisms to monitor and manage overtime at all sites, which are the following.
- Line Managers – Trained and regularly communicated about overtime management for their team members.
- Human Resource Business Partners (HRBP) – Regularly communicate to overtime entitled employees directly about effective overtime management
- Human Rights and Labor Rights Training – provided to all employees, particularly those who are entitled to overtime work schemes.
Osotspa monitors and manages employee salary payments, including compensation for overtime work, through tools and tracking processes to ensure that all employees are compensated by the 25th of each month in accordance with the Company’s policy.
In addition, Osotspa monitors employees’ leave management and ensures that the employees take leaves that they are entitled to on a regular basis. Line managers have been trained to communicate and encourage taking entitled leaves. At the same time, a reminder shall be sent to all employees regularly.
Establishment of the Employee Welfare Committee
Osotspa promotes employees’ freedom of association by establishing a Welfare Committee, which serves as a representative body for 100% of employees across the organization. The Committee’s primary role is to communicate with and negotiate on behalf of employees with the Company on matters related to the improvement of welfare, benefits, and the development of measures that ensure workplace safety, inclusivity, and equitable treatment. These efforts aim to enhance employee engagement and overall workplace experience as well as to ensure that the Company, as an employer, regularly engage with the employees’ representatives on working conditions.
The Welfare Committee members are elected by employees and serve a two-year term. The current Welfare Committee, for the 2024–2025 term, consists of 67 members, elected through both online and physical polling stations, representing employees from offices, manufacturing sites, and key subsidiaries—such as the Huamak Headquarters, Ayutthaya Office, Greensville Plant, and Siam Glass Ayutthaya Plant.
In 2024, the Committee convened four quarterly meetings to gather feedback, concerns, and suggestions from employees. As a result, several company-wide improvements were implemented, benefiting all employees across the organization. Key highlights include:
- Expanded equal benefits for LGBTQI+ and diverse employees, including marriage allowance and funeral support for family members—promoting workplace equality and inclusiveness.
- Provision of influenza vaccination for all employees, in addition to regular healthcare benefits.
Employee Well-being & Social Protection
Osotspa is committed to enhancing the quality of life and security of our employees by providing welfare and benefits that go beyond legal requirements. Our initiatives are designed to ensure the physical, mental, and financial well-being of employees and their families.
1. Leave Benefits
- Maternity Leave: By law, employees are entitled to 98 days of maternity leave with 45 days paid by the company. Osotspa enhances this benefit by paying 60 days.
- Monkhood Leave: Support for male employees wishing to be ordained in line with Thai tradition.
- Personal Leave: Increased from the legal 3 days to 7 days per year.
- Sick Leave: Entitled to 30 days per year as required by law, with an additional 30 days granted for serious illnesses.
- Parental Leave: Support for employees adopting or caring for a new child.
2. Medical care & Well-being
- Medical expense coverage includes mental health treatment.
- Access to telephone consultations with doctors for both physical and mental health every Wednesday.
- Onsite medical clinic with rotating specialist doctors on different days.
- Annual health check-ups and seasonal flu vaccinations provided to all employees.
3. Onsite Facilities
- Nursing rooms for breastfeeding mothers.
- Prayer rooms to support religious diversity.
4. Employee Savings Cooperative
Osotspa promotes financial security through an employee savings cooperative based on mutual support. Services include High-interest savings deposits, Emergency loans, Special loans and other financial assistance for members in need
5. Employee Club
A space to encourage recreational activities, sports, and social engagement among employees.
6. Employee Children Education Support
Since 1976, Osotspa has provided scholarships for employees’ children from primary school through university, helping to ease the financial burden of education and foster learning opportunities.
7. Disaster Relief Assistance
Financial aid and essential goods for employees affected by natural disasters or emergencies such as floods or fires.
8. Marriage Assistance
Financial support for employees entering marriage, inclusive of both opposite-sex and same-sex couples, promoting equality and diversity.