Labor Practices
Performance
2025 Target
Work-related fatalities
2025 Target
Work-related ill health
2025 Target
Employees completed the Environmental Management Standards training through the SHE e-Learning platform
Osotspa's Commitment to Fair Labor Practices
Osotspa recognizes that fair labor practices and respect for human rights are fundamental to sustainable growth. The Company conducts its operations in accordance with internationally recognized labor standards, including the International Labor Organization (ILO) Core Conventions, the United Nations Guiding Principles on Business and Human Rights (UNGPs), and the Universal Declaration of Human Rights (UDHR). These principles guide the Company's commitment to conducting business responsibly, transparently, and with respect for the rights of all workers throughout its operations. Discrimination on the basis of race, religion, gender, age, or disability is strictly prohibited, and labor policies and practices are communicated comprehensively to all employees.
The Company is committed to providing a safe, fair, and inclusive working environment for employees, contract workers, contractors, and workers throughout its value chain. Osotspa values dignity, equality, quality of life, and equal opportunities for continuous development through training, career advancement, and leadership development programs. At the same time, the Company fosters a collaborative and respectful workplace culture to reinforce responsible labor practices. Employees also have access to company representatives and relevant specialists for consultation. In the event of large-scale workforce reductions, affected employees will be notified in advance in accordance with applicable legal requirements.
Equal Opportunity
Osotspa implements a non-discrimination policy across all human resource management processes and provides equal opportunities in recruitment, appointment, promotion, job transfer, and fair termination of employment. Employment-related decisions are based solely on individuals' qualifications, competencies, performance, and suitability for the position, without discrimination based on race, gender, nationality, religion, disability, or marital status.
Occupational Health and Safety in the Workplace
Osotspa is committed to providing a safe, healthy, and supportive working environment for all employees. The Company adopts a proactive approach to occupational health and safety (OHS) risk management and systematically implements internationally recognized OHS management practices in accordance with the requirements of ISO 45001 across its operations.
Employee Privacy Protection
Osotspa respects the privacy of its employees and is committed to protecting their personal data. The Company does not disclose employees' personal information, including salary information, health records, or family status, without the individual's consent.
Compensation and Benefits
Osotspa has established a remuneration policy to ensure that employees receive fair and adequate compensation that supports their livelihoods, complies with applicable legal minimum wage requirements, and enables the Company to attract and retain qualified talent. The Company is committed to providing equal pay for work of equal value, regardless of gender. Employees are also entitled to receive full pay during annual leave and public holidays in accordance with applicable laws and the Company's policies.
Working Hours
Osotspa complies with applicable labor laws and regulations governing working hours, overtime, and rest periods. The Company implements measures to prevent excessive overtime and ensures that employees receive weekly rest days, annual leave, and adequate rest periods in accordance with or exceeding applicable legal requirements.
Prevention of Child Labor and Forced Labor
Osotspa is committed to respecting workers' rights by ensuring that all employment is freely chosen and by strictly prohibiting forced labor, child labor, and all forms of coercion, harassment, abuse, or violence in the workplace.
The Company places strong emphasis on preventing child labor and protecting children's rights throughout its operations and supply chain. All suppliers are required to comply with Osotspa's Supplier Sustainability Code of Conduct, which explicitly prohibits the use of child labor. Suppliers are required to acknowledge and sign the Code before commencing business with the Company to help ensure responsible labor practices throughout the supply chain.
Beyond its supply chain, Osotspa promotes the well-being of employees' children and families through employee welfare and social support initiatives, including educational scholarships for employees' children and lactation rooms to support nursing mothers. These initiatives reflect the Company's commitment to protecting children's rights and promoting work-life balance.
The Company is also committed to protecting consumer rights through responsible and transparent communication. Product labels and marketing materials clearly state that energy drinks are not suitable for children or pregnant women to help protect consumer health and safety.
Occupational Health and Safety Management
Osotspa is committed to managing occupational health and safety in a systematic and continuous manner in accordance with the ISO 45001:2018 framework. The Company places strong emphasis on proactive risk prevention through the establishment of policies, targets, performance indicators, and ongoing monitoring systems covering employees, contractors, and all relevant stakeholders. Appropriate control measures are implemented based on the nature of work and associated risks. The Company monitors safety performance through key indicators, including the Injury Rate (IR) and Lost Time Injury Frequency Rate (LTIFR), while promoting the reporting of near-miss incidents and strengthening preparedness for a range of emergency situations. In addition, Osotspa continuously enhances employees' capabilities through both online and practical training programs, including the SHE e-Learning platform, to foster safety awareness, knowledge, and accountability among employees at all levels across the organization.
As of 2025, six manufacturing facilities within the Osotspa Group have been certified to ISO 45001:2018, including:
- Osotspa Public Company Limited - Beverage Production and Packaging Plant, Ayutthaya
- Greensville Company Limited - Personal Care Product Production Plant (Powder Factory)
- Greensville Company Limited - Personal Care Product Production Plant (Liquid Factory)
- Siam Glass Ayutthaya Company Limited
- Siam Glass Industry Company Limited
Total Injury Rate (IR)
(Cases/Million man-hours)
| 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
| Employee | 3.61 | 2.48 | 2.08 | 2.05 | 1.75 |
| Contractor | 2.20 | 1.39 | 0.59 | 0.20 | 1.00 |
Lost Time Injury Frequency Rate (LTIFR) (Cases/Million man-hours)
| 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
| Employee | 0.45 | 0.35 | 0.49 | 0.15 | 0.18 |
| Contractor | 0.79 | 0.62 | 0 | 0 | 0.25 |
Work-related Fatality
| 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
| Employee | 0 | 0 | 0 | 0 | 0 |
| Contractor | 0 | 0 | 0 | 0 | 0 |
Osotspa places the highest priority on providing a safe and healthy working environment for employees, contractors, and all individuals working with or on behalf of the Company. The Company is committed to preventing work-related injuries and illnesses by promoting employee well-being through a range of health and safety initiatives, continuously improving workplace conditions in accordance with Thai legislation and internationally recognized safety standards, providing regular training, and maintaining multiple communication channels to strengthen awareness and foster a sustainable safety culture.
To ensure effective occupational health and safety (OHS) management, the Company has established a clear governance structure with defined roles, responsibilities, and accountabilities at every level of the organization, from senior management to operational personnel. Osotspa has established an Occupational Safety, Health and Working Environment Committee comprising representatives from across the organization. The Committee is responsible for establishing OHS directions, overseeing implementation, and regularly monitoring safety performance to ensure compliance with applicable legal requirements and relevant international standards.
Osotspa requires all manufacturing facilities to systematically identify workplace hazards and conduct occupational health and safety (OHS) risk assessments covering routine operations, high-risk activities, as well as new activities or processes prior to implementation. Risk assessments are reviewed at least annually or whenever significant changes occur to ensure that appropriate risk control measures remain effective and are aligned with applicable legal requirements and the requirements of ISO 45001.
The Company prioritizes risks based on their level of severity to establish appropriate preventive and mitigation measures. All workplace accidents and near-miss incidents are investigated to identify root causes and implement systematic corrective and preventive actions to prevent recurrence.
To support occupational safety management, Osotspa has operated its Safety, Health and Environment Management System (SHE-MS) since 2019. The system facilitates the integration and sharing of Safety, Health and Environment (SHE) data across the organization, enabling each business unit to conveniently access and monitor up-to-date information through the SHE-MS Portal. This enhances the effectiveness of performance monitoring, risk management, and safety governance across the Company.
In 2025, the Company further enhanced the SHE-MS Software by:
- Upgrading the Risk Assessment Module to align with the requirements of ISO 45001.
- Enhancing the approval workflow and reporting functions to comply with applicable legal requirements, helping reduce the time required for statutory reporting by site safety officers.
- Expanding the organizational structure within the system to extend its implementation to Osotspa Rojana Company Limited.
In addition, Osotspa places strong emphasis on fostering a positive safety culture throughout the organization. The Company focuses on strengthening emergency preparedness and response, promoting employee health and well-being, enhancing preparedness for infectious disease outbreaks and public health emergencies, and providing continuous safety training to strengthen employees' safety awareness and competencies.
Osotspa requires all business units to review and update their emergency response plans annually. These plans cover potential events that may affect occupational safety, including fire and evacuation, chemical spill response, flood prevention, earthquake emergency response, infectious disease outbreaks, and combustible dust explosion incidents. Each business unit is required to clearly define the roles and responsibilities of relevant personnel and conduct emergency drills in accordance with established plans to strengthen preparedness and minimize potential impacts.
To support effective emergency response, the Company also conducts regular inspections and maintenance of emergency equipment to ensure operational readiness at all times. This includes firefighting equipment, chemical spill response and containment equipment, and flood protection equipment, enabling timely and effective responses to emergency situations.
In addition to emergency management, Osotspa promotes employee health and well-being through a preventive and risk-based approach that supports both physical and mental well-being while strengthening preparedness for public health risks that may affect business operations. The Company provides occupational health services through on-site medical personnel or occupational health nurses, as well as annual health examinations and job-specific health surveillance based on workplace risk factors.
The Company also closely monitors the spread of infectious and emerging diseases to enable the timely and effective implementation of control measures when necessary. Disease prevention and response plans are regularly reviewed and updated across all business units, supported by simulation exercises to strengthen preparedness for public health emergencies. These include response drills for monkeypox outbreaks and tabletop exercises designed to enhance employees' understanding of their roles and responsibilities, as well as emergency response procedures, ensuring a systematic and effective response to emergency situations.
Supporting these efforts, Osotspa provides continuous safety and environmental training for employees and contractors, covering both legally required training programs and Company-standard training. These programs are designed to strengthen understanding of occupational health and safety principles, enhance safety awareness, promote safe working practices, and foster a strong safety culture throughout the organization.
Total Employees and Contractors Trained in 2025
Total Training Hours in 2025
Note: Some employees and contractors participated in more than one training program
| Courses | Total Hours of Training | Total Employees and ContractorsTrained |
|---|---|---|
|
Legally Required Training Programs
|
8,546 | 1,890 |
|
Safety and Environmental Standard Training Programs
|
1,795 | 676 |
| Osotspa Group Safety and Environmental Standard Training Programs | 27,974 hours | 2,890 persons |
| SHE-MS Software User Training / Personal Protective Equipment (PPE) Issuance System User Training | 208 | 132 |
|
Health and Other Training Programs
|
2,361 | 516 |
| Total | 40,884 | 6,104 |
Fair Compensation
Osotspa is committed to ensuring that all employees across the Company and its subsidiaries operating in all markets receive fair compensation. The Company complies with applicable legal requirements relating to employee benefits and welfare and has established standardized practices for compensation management, performance management, and career advancement. In addition, Osotspa regularly monitors and analyzes compensation levels across genders using various assessment tools to help ensure equitable pay practices.
Compensation plays a vital role in motivating employees, retaining talent, and enhancing overall workforce performance. To remain competitive and provide appropriate remuneration, Osotspa reviews and evaluates its compensation and benefits strategy annually, benchmarking against leading companies as well as considering factors such as cost of living, inflation rates, and industry standards. This approach helps ensure that employees receive fair and adequate wages and benefits.
The Company continuously monitors and manages its compensation practices through the following key processes:
- Minimum Wage Monitoring – The Company strictly complies with applicable labor laws by monitoring and implementing statutory minimum wage requirements. The Company also assesses the potential impact of minimum wage adjustments to help ensure that employees receive compensation that complies with legal requirements and adequately supports their livelihoods.
- Market Survey – The Company regularly conducts market salary surveys to assess the competitiveness of its compensation structure and align remuneration practices with industry standards and leading companies.
- Annual Salary Structure Review and Approval – The Company conducts an annual review of its salary structure in March in consultation with senior management and the relevant committees. Following approval, salary adjustments are implemented in accordance with the approved salary structure. The approved salary adjustment framework is then communicated to line managers, who are guided to consider individual salary increases based on each employee's performance and role requirements. This process helps ensure fairness, consistency, and alignment with the Company's compensation policy.
In addition to competitive compensation, Osotspa provides a comprehensive range of employee benefits, including bonuses, provident fund contributions, health and life insurance, educational scholarships for employees' children, marriage and childbirth allowances, funeral assistance for employees and their families, first-child gifts, and various types of paid leave.
Osotspa is committed to promoting pay equity by establishing salary structures based on job level, responsibilities, competencies, and individual performance, without gender discrimination. The Company regularly monitors gender pay ratios for employees in comparable positions to identify potential pay gaps and continuously improve its compensation management practices.
The ratio of women's to men's base salary and remuneration in 2025 is presented below.
| Employee Level | Average FemaleRemuneration | Average MaleRemuneration | Women's-to-Men'sRemuneration Ratio |
|---|---|---|---|
| Executive Level (Base Salary Only) | 1,078,000 | 1,221,800 | 0.88 |
| Executive Level (Base Salary + Other Cash Incentives) | 1,108,000 | 1,221,800 | 0.91 |
| Management Level (Base Salary Only) | 197,100 | 213,200 | 0.92 |
| Management Level (Base Salary + Other Cash Incentives) | 206,200 | 223,100 | 0.92 |
| Non-Management Level (Base Salary Only) | 33,000 | 23,700 | 1.39 |
Working Hours Management
Overtime Management
Osotspa strictly complies with applicable labor laws governing working hours, overtime, and rest periods. The Company has established controls to prevent excessive overtime and ensures that employees receive adequate rest periods and weekly days off in accordance with legal requirements.
The Company regularly monitors and manages employees' working hours and overtime through a comprehensive management system implemented across all business units. Key measures include:
- Line managers receive ongoing training and communication on the effective management and monitoring of team overtime.
- Human Resources Business Partners (HRBPs) directly engage with employees eligible for overtime work to promote understanding and support effective working hour management.
- Human rights and labor rights training is provided to all employees, particularly those participating in overtime programs, to enhance awareness of their rights and responsibilities in the workplace.
Leave Management
Osotspa recognizes the importance of employees' leave entitlements and actively monitors and encourages employees to utilize their leave benefits on a regular basis. Line managers are trained to communicate and support the appropriate use of leave within their teams, while periodic reminder emails are sent to all employees to promote awareness and utilization of available leave entitlements.
Social Protection
Osotspa is committed to enhancing employees' quality of life and well-being by providing comprehensive welfare and benefits that go beyond legal requirements. The Company aims to promote long-term security for employees and their families across health, financial, and social dimensions. To support this commitment, Osotspa offers a range of benefits and protection measures, including:
1. Leave Benefits
- Maternity Leave: Female employees are entitled to 120 days of maternity leave in accordance with applicable laws. The Company provides 60 days of fully paid maternity leave to support the health and well-being of both mother and child during this important period.
- Paternity Leave: Male employees are entitled to up to 15 days of fully paid leave to support their spouses before and after childbirth, promoting shared family responsibilities in childcare.
- Leave to Care for Children with Disabilities or Special Needs: Female employees may take up to 15 consecutive days of leave to care for children with disabilities or special needs, with compensation provided at 50% of salary throughout the leave period.
- Ordination Leave: – Male employees are entitled to leave for Buddhist ordination, in recognition of Thai cultural and religious traditions.
- Personal Leave: Employees are entitled to 7 days of personal leave per year, exceeding the statutory requirement, to enable them to manage personal matters and family responsibilities.
- Sick Leave: Employees are entitled to up to 30 days of paid sick leave per year in accordance with applicable labor laws. In cases of serious illness, the Company provides an additional 30 days of leave.
2. Medical care & Well-being
- Access to medical benefits that include mental health care coverage
- Telephone-based health consultation services for physical and mental well-being, available by appointment every Wednesday
- On-site medical clinic with specialist physicians available on a rotating schedule
- Annual health screenings and seasonal influenza vaccination programs to promote preventive healthcare and disease prevention
3. Onsite Facilities
- Dedicated lactation rooms for nursing mothers
- Prayer rooms that support religious diversity and inclusion in the workplace
- On-site fitness facilities that encourage healthy lifestyles and employee well-being
4. Employee Savings Cooperative
Osotspa supports employees' financial well-being and resilience through an employee savings cooperative founded on the principles of mutual assistance. The cooperative provides savings opportunities, emergency and special-purpose loans, and financial assistance to help employees strengthen their financial security and resilience.
5. Employee Club
A dedicated space for promoting creative activities, physical exercise, and relationship-building among employees.
6. Employee Children Education Support
Since 1976, Osotspa has provided educational scholarships for employees’ children, from primary school through undergraduate studies, to help alleviate education-related expenses and promote access to educational opportunities.
7. Disaster Relief Assistance
Provides financial and in-kind assistance to employees affected by disasters, such as floods, fires, or other emergency situations.
8. Marriage Assistance
Supports employees of all genders by providing financial assistance to both heterosexual and same-sex spouses, promoting equality and respect for diversity and inclusion.
Welfare Committee
Osotspa promotes employee representation and engagement through the Employee Welfare Committee, which represents 100% of employees and serves as a formal channel for dialogue with the Company on employee welfare, benefits, and workplace improvements. In 2025, the Committee held quarterly meetings with Company representatives to gather employee feedback, discuss employee needs, and identify opportunities for improvement. These discussions led to initiatives such as improvements to workplace facilities, employee engagement activities, seasonal influenza vaccination services, and enhanced mental health benefits. In addition, Osotspa organized employee engagement activities, including sports competitions, to foster a positive workplace culture and strengthen relationships among employees. These initiatives benefited 100% of employees across the Company.
Non-Discrimination and Equal Opportunity
By 2030, Osotspa aims to achieve at least 50% women representation across its total workforce, while promoting equal opportunities for career development and advancement across all levels of the organization
Workforce Breakdown by Gender
| Gender Diversity Indicator | 2025 | Target |
|---|---|---|
| Percentage Of Women in the Workforce | 45% | N/A |
| Percentage Of Women in Management Positions (Including Junior, Middle, and Senior Management) (% Of Total Management Positions) | 57% | N/A |
| Percentage Of Women in Management Positions (% Of Total Junior Management Positions) | 57% | N/A |
| Percentage Of Women in Top Management Positions, I.E. Maximum Two Levels Away from the CEO or Comparable Positions (% Of Total Top Management Positions) | 48% | N/A |
| Percentage Of Women in Management Positions in Revenue-Generating Functions (E.G., Sales) As % Of All Such Managers (Excluding Support Functions such as HR, IT, Legal, Etc.) | 38% | N/A |
| Percentage Of Women in STEM-Related Functions (As % Of Total STEM Positions) | 75% | N/A |
Osotspa is committed to creating an inclusive, safe, and supportive workplace that enables employees of all genders to thrive and reach their full potential. The Company will continuously enhance employee benefits, workplace facilities, and people practices to better reflect the diverse needs of its workforce, with particular attention to the needs of women throughout different stages of their careers and lives.
Key priorities include strengthening gender-responsive welfare and benefits, promoting a safe and respectful working environment, and addressing workplace safety and well-being considerations that may affect women and employees of different genders. The Company will also continue to foster equal opportunities in recruitment, career development, succession planning, and leadership, while maintaining a workplace culture free from discrimination, harassment, and violence.
Through these efforts, Osotspa aims to strengthen its ability to attract, retain, and develop diverse talent and build a workplace where employees feel respected, supported, and empowered to contribute and grow.
Workforce Breakdown by Nationality
| Nationality | Percentage of Total Workforce (as % of total workforce) | Percentage of Total Management Positions (as % of total management workforce) |
|---|---|---|
| Thai | 87% | 95% |
| Myanmar | 11% | 3% |
| Indonesia | 1% | 0% |
| Others (Japan, Malaysia, the United Kingdom, and Italy) | 1% | 2% |
Employment of Persons with Disabilities and Other Disadvantaged Groups in Compliance with Thai Labor Law
| 2023 | 2024 | 2025 | |
|---|---|---|---|
| Total Persons with Disabilities Employed | 31 | 28 | 30 |
| Employees with Disabilities | 4 | 3 | 3 |
| Contract Workers with Disabilities | 27 | 25 | 27 |