Human Resource and Labor Practice

Fair Employment and Compensation

The Company has established clear regulations and guidelines for employee recruitment and hiring, requiring all employees to be at least 18 years of age and prohibiting the use of forced labor, in compliance with child labor prevention principles and applicable labor laws. Candidates are evaluated based on qualifications, knowledge, capabilities, and experience relevant to the designated position. The Company adheres to the principles of fair recruitment, equal opportunity, and non-discrimination on the basis of gender, skin color, ethnicity, religion, or social status, and places strong importance on diversity and mutual respect in the workplace.

With regard to wages and compensation, the Company establishes appropriate and fair remuneration by considering employees' roles and responsibilities, knowledge, capabilities, and experience, to attract and retain high-potential personnel and remain competitive in the labor market. Throughout the recruitment and hiring process, the Company places strong emphasis on transparency, equality, and good governance principles.

Good Labour Practices: GLP

The Company places strong emphasis on fair labor management, respect for labor rights, and the promotion of quality of working life in compliance with applicable laws and standards, with the aim of elevating employment practices and working conditions in alignment with sustainable development principles. On July 3, 2025, Saha Group Industrial Park received the Good Labour Practices (GLP) emblem and certificate of recognition for implementing GLP in its labor management from relevant government agencies, reflecting the Company's commitment to responsible labor operations.

Retirement Policy and Post-Retirement Employment

The Company recognizes the value and potential of retired employees who remain in good health and possess knowledge, capabilities, and experience that continue to benefit the organization, and who can effectively transfer their expertise to the next generation of personnel. The Company therefore provides opportunities for post-retirement employment, considered on the basis of position requirements, organizational necessity, and the Company's discretion within the defined regulatory framework. Clear retirement regulations and retirement compensation criteria have been established.

Employees who reach the age of 60 (as recorded on their national identification card) are considered retired from the Company. Where an employee reaches the age of 60 during any given year, the Company will allow the employee to continue working until the last day of that year, with employment status ending on January 1 of the following year. Where an employee reaches the age of 60 on any day within a month and wishes to end employment within that month, the Company will allow the employee to continue working until the last day of that month, with employment status ending on the 1st of the following month. Retirement compensation is calculated based on the length of service up to the last working day, including other applicable remuneration and entitlements, prorated in proportion to the working period in that year, in accordance with the conditions, dates, and timelines defined by the Company

Employee Compensation, Benefits, and Entitlements

In addition to monetary compensation, the Company provides supplementary benefits and entitlements to all employees equally and without discrimination, based on the nature of work, responsibilities, and position level. These benefits exceed the minimum statutory requirements, with the aim of promoting employee quality of life, financial security, and work motivation.

The Company also considers payment of an annual bonus to employees based on the Company's financial performance and individual work performance, to reflect employees' contributions, dedication, and participation in driving the organization toward its sustainable goals. In fiscal year 2025, total employee compensation expenditure — comprising salaries, meeting allowances, subsidies, overtime pay, and per diems — amounted to 338,797,904.34 baht.

The Company has established a Provident Fund in partnership with Land and Houses Fund Management Company Limited to promote long-term savings and financial security for employees. As of December 31, 2025, 196 employees are fund members, representing 83.76 percent of total employees. The Company contributes at a rate of 3–8 percent of wages, with total contributions amounting to 16,128,858 baht. Fund members may choose to contribute at a rate of 3–15 percent of wages, and upon termination of membership, will receive their accumulated savings, the Company's contributions, and net investment returns in accordance with fund conditions, to support long-term post-retirement financial security.

To further support employees' long-term financial security, the Company encourages employees to join the Saha Group Employee Savings Cooperative, which serves as a key mechanism for promoting savings, access to funds at appropriate interest rates, and disciplined financial management. Currently, 116 employees are members, representing 50 percent of the total employees.

Promoting Employee Well-being

The Company places strong emphasis on comprehensive employee health care — covering physical, mental, and financial wellbeing — to promote Work-Life Balance, which is a key factor in enhancing work efficiency and employee engagement.

To this end, the Company has established the "SPI Mindfulness in Workplace 2025" program, focusing on holistic employee wellbeing through activities promoting physical health, mental health, and financial health, to enable employees to effectively manage stress, care for themselves appropriately, and maintain readiness for productive work. This program reflects the Company's commitment to enhancing employee quality of working life and supporting sustainable human resource management, while creating long-term shared value for the organization.

Employee Mental Health Care

The Company places strong emphasis on employee Mental Well-being alongside physical health, to support quality of working life, reduce stress, and enhance readiness for effective work performance. In fiscal year 2025, the Company partnered with an external organization (Vulcan Coalition: May We) to provide employees with a stress and mental health screening system as a tool for initial stress level assessment and mental health monitoring. The system applies Artificial Intelligence (AI) to process results in conjunction with the standardized Hamilton Rating Scale for Depression (HAM-D), developed by psychiatric specialists, to ensure reliable and academically grounded assessments. Employees may register and access the MayWe system exclusively through their Company email, with each assessment session taking approximately 15 minutes, and a maximum of 2 sessions per year. The Company has established support channels and usage guidance to ensure convenient and secure employee access to the system.

The Company also provides a Safe Space service by organizational psychologists from Knowing Mind Center, as a systematic channel for employee mental health support, creating a safe environment for listening, consultation, and addressing mental health issues that may arise from work or personal life. Participation is entirely voluntary, and the Company places strict importance on maintaining employee confidentiality and privacy. The service is available in both on-site and online formats.

Promoting Disease Prevention and Employee Health Care

The Company promotes convenient and modern employee access to healthcare services by providing a Telemedicine (online doctor consultation) service for employees covered under the group insurance scheme, to support continuous physical and mental health care. Employees may access medical consultation services through the following channels:

• Line Official: Health at Work for health information and service access.
• Application: MTL Click for online doctor consultations under group insurance conditions.

Telemedicine service forms part of the Company's promotion of employee well-being, reducing time and location barriers to healthcare access and supporting sustainable human resource management.

Promoting Financial Well-being and Retirement Preparedness

The Company places strong emphasis on comprehensive employee care, encompassing physical health, mental health, and Financial Well-being, to enhance quality of life and long-term financial security. In fiscal year 2025, the Company conducted an activity under the SPI Mindfulness in Workplace 2025 program on the topic of "Happy Retirement — How to Plan Your Taxes: Pay Less, Stay Compliant", to strengthen employees' financial planning knowledge, understanding, and skills. The activity focused on retirement savings management, effective utilization of the Provident Fund (PVD), personal income tax knowledge, tax entitlements, and options for managing savings upon separation from employment — both at retirement and in cases of early departure

Performance Evaluation Process

The performance evaluation of employees and executives is a key mechanism enabling the Company to comprehensively assess individual work performance and use evaluation results to inform development planning, training, and capability enhancement aligned with employees' roles and the organization's business direction. The Company provides all employees with the opportunity to participate in developing Individual Development Plans (IDP) together with their supervisors through a Two-way Communication process, to promote mutual understanding, identify opportunities for operational improvement, and systematically align employee and departmental goals with the Company's strategic objectives.

Employee Capability Development and Learning

The Company places strong emphasis on developing the capabilities and knowledge of employees across diverse professional fields, in alignment with the organization's strategy and human resources management plan — a mission critical to strengthening the organization's long-term competitive capabilities. The Company strives to build a "Learning Organization" by preparing and developing essential skills for personnel to meet the directions, opportunities, and challenges of future business operations. Employee development operates under a human resources management strategy grounded in creating "Value", by providing employees with continuous opportunities for capability development. The Company treats all employees at every level with equality and without discrimination, ensuring that all have equitable and fair access to learning, development, and career growth opportunities.

Succession Planning

The Company recognizes the importance of proactive human resource management to support business continuity and long-term growth, and therefore continuously conducts succession planning for key positions to mitigate the risk of personnel shortages — particularly for key executive positions, strategically critical roles, or employees approaching retirement that may affect business continuity. The Company prioritizes Internal Recruitment to provide career advancement opportunities and retain high-potential personnel, with clearly defined qualifications and competencies for each position and appropriate assessment tools to support selection decisions. The Company continuously develops the capabilities of junior and middle management in strategically critical positions by selecting high-potential internal personnel to participate in development processes, preparing them to succeed executives expected to retire within three years. Individual Development Plans (IDP) are developed for target executives to build the knowledge, skills, and experience necessary for future responsibilities, ensuring management continuity and sustainable organizational growth.

Employee Engagement Survey and Enhancement

The Company conducts Employee Engagement Surveys on a regular basis, with a defined survey frequency of every two years to assess employee engagement levels, alongside an annual Employee Satisfaction Survey to measure employees' positive feelings toward the organization, their work, management, colleagues, and the overall work environment. These are key factors reflecting the "quality of human resource management" and directly impact organizational efficiency, engagement, and sustainability. Survey results are compared across periods, analyzed for trends, and used to inform human resources strategy and planning — to strengthen positive relations between employees and management, and promote a sense of organizational belonging and effective collaboration.

Employee Retention

The Company recognizes the importance of retaining employees for the long term as a key mechanism for enhancing operational efficiency and supporting sustainable business growth. The recruitment and development process involves multiple steps that require significant Company resources — from recruitment and selection through interviewing, training, and capability development. Employee departures therefore represent not only direct financial costs, but also non-monetary losses including knowledge, experience, specialized skills, and operational continuity. High employee turnover rates also require the Company to expend additional resources recruiting replacement personnel, which may impact overall operational efficiency and long-term sustainable growth potential.