Elevating Employee Well-being for Sustainable Organizational Engagement
The company firmly believes that "employees" are our most valuable asset in driving organizational success. We are committed to caring for our employees as members of our own family, guided by the principles of human rights and mutual respect. Our goal is to foster a safe and joyful work environment that empowers everyone to grow alongside the organization with dignity.
The number of hours lost due to labor disputes in 2025 serves as a testament to the harmonious relationship between the organization and its employees.
Average training and development hours per employee in 2025
Total number of employees and staff in 2025, whom the company is committed to nurturing under the 8 Happiness Framework (MAMA Happy Workplace).
Composition of
Management Structure
HR Innovation
The company integrates the "Happy Workplace" framework as a core tool to design our benefits and employee care policies. This approach spans 8 dimensions: Happy Body, Happy Heart, Happy Money, Happy Relax, Happy Society, Happy Brain, Happy Soul, and Happy Family, ensuring a systematic and sustainable enhancement of our employees' quality of life.
Employee Training and Development in 2025
The company is committed to the continuous development of our employees' knowledge, skills, and capabilities through a diverse range of training programs tailored to their specific roles. This includes orientation for new hires, technical skill enhancement, training on quality, environment, and workplace safety (GMP & HACCP), on-the-job training, leadership development, external training programs, and initiatives aligned with corporate policies.
In 2025, the company offered a total of 10 training categories, including new employee orientation, specialized skills development, quality training, environmental training, occupational health and safety training, GMP and HACCP training, on-the-job training, leadership and management development, external training programs, and company policy-related training. A total of 111,437.88 hours or average 2.87 days per employee
Training Course Categories
ครอบคลุมการปฐมนิเทศ การเสริมทักษะ คุณภาพ สิ่งแวดล้อม ความปลอดภัย GMP & HACCP การพัฒนาผู้บริหาร และหลักสูตรตามนโยบายบริษัท
Total training hours for the entire organization
Total annual training and development hours for employees
Average training days per employee
Average training days per employee, reflecting our commitment to continuous learning and professional development.
Operations
The company fosters employee stability and potential through three core pillars:
(1) Continuous Capability Development: Providing Upskill & Reskill training programs aligned with business directions to ensure employees at all levels are prepared for change.
(2) Financial Security: Managing welfare benefits and promoting savings discipline through the Provident Fund (Happy Money) to ensure long-term stability for our employees' families.
(3) Promoting Value for Retired Employees: Implementing a re-employment policy for experienced retirees (65 individuals in 2025) to facilitate knowledge transfer to the next generation.
Performance Achievements (Impact & Results)
Our commitment to fair and inclusive employee care has enabled the company to maintain positive labor relations and achieve tangible progress in human capital development.
"In 2025, the Company recorded no significant cases of non-compliance with applicable laws or labour standards requirements (0 cases). Accordingly, no corrective actions or response measures were required in relation to labour standards non-compliance"
Employee Satisfaction and Engagement, 2025
Employee Survey
The company has conducted an employee survey to assess satisfaction levels and the degree of engagement with the organization.
Survey Results
Next Steps & Development
Communicate survey results and engage with employees at all levels through workshops to co-create initiatives that align with our corporate values.
Sustainable Human Resource Management
Equal and Fair Employment
The Company is committed to providing equal employment opportunities and respecting diversity among its employees. Recruitment and promotion decisions are based on qualifications, competencies, experience, and job performance. The Company also promotes equal opportunities for employees to develop their capabilities and advance their careers, without discrimination based on gender, age, race, religion, disability, sexual orientation, nationality, social status, or any other factors unrelated to job performance.
In 2025, the Company had a total of 6,268 employees and workers, comprising 2,504 males and 3,764 females, representing a diverse workforce across various age groups and educational levels.
Employee Compensation and Benefits
The Company provides fair and market-competitive remuneration. In 2025, the Company paid approximately THB 1,025.66 million in total compensation and benefits, covering salaries, overtime pay, cost-of-living allowances, bonuses, social security contributions, and provident fund contributions. Additional benefits include medical expenses, life insurance, children’s educational scholarships, and discounts on the Company’s products. The Company supports efforts to provide a living wage, with average wages across all factories exceeding the statutory minimum wage.
The Company provides welfare benefits and employee entitlements that take into account the diverse needs of its workforce. To promote gender equality, the Company offers marriage financial assistance to same-sex partners at the same level as that provided to legally married spouses.
In terms of family support, female employees are entitled to 120 days of maternity leave, with 60 days of full pay, while male employees are entitled to up to 15 days of leave to support their spouses before and after childbirth.
In addition, the Company promotes freedom of religion by allowing employees to take leave for Buddhist ordination or other religious ceremonies officially recognized by the government, in accordance with established guidelines. The Company also provides prayer rooms to accommodate Muslim employees.
Working Hours
The Company establishes and manages employees’ regular working hours, overtime work, work on holidays, and overtime work on holidays in compliance with labor laws and relevant regulations. The Company also appropriately monitors and oversees working hours to prevent and reduce excessive overtime and ensure that employees do not work beyond the legally prescribed limits.
Employee Development
The company promotes continuous personnel development through training, seminars, and study visits, categorized into three core groups: Leadership Development Programs, Fundamental Training for all levels, and Individualized Development Programs. In 2025, we set a target of 18.45 training hours per employee per year, successfully achieving an actual average of 23.35 hours per employee.
The Company provides employees of all age groups with opportunities to participate in knowledge and skills development activities without age restrictions. The Company also offers retired employees the opportunity to extend their employment, as appropriate, based on their knowledge, skills, experience, and operational needs. This enables them to continue contributing their expertise and transferring valuable knowledge and experience to the next generation of employees.
Occupational Health and Safety
The company prioritizes safety as a primary commitment through our Occupational Health and Safety policy, which encompasses risk assessment, pre-operation training, workplace improvements, and the promotion of a robust safety culture. In 2025, our Total Case Incident Rate (TCIR) was 0.97, successfully meeting our target of less than 1.0, with zero fatalities or major injuries resulting in the loss of limbs.
Employee Representation and Communication Mechanisms
The company has established a Welfare Committee in accordance with the Labor Protection Act B.E. 2541 (1998) to serve as an employee representative body in discussions with management. This includes overseeing welfare provisions, determining work regulations, addressing grievances, and resolving labor disputes. We conduct regular joint meetings with employees to capture their voices on rights and benefits. These employee suggestions have been implemented, such as increasing medical coverage and adding vision care benefits.
The Company places importance on communicating its labor standards and human rights policies and practices to employees at all levels, ensuring that they are well informed and have equal access to relevant information through internal communication channels, including the dissemination of Welfare Committee meeting outcomes.
To ensure effective communication with employees from diverse racial and national backgrounds, the Company prepares and translates employee handbooks, policies, labor and human rights documents, and internal communication materials into various languages, including English, Burmese, Lao, and Khmer. This enables all employees to have equal access to information regarding their rights, benefits, and workplace practices.
Skills Development and Opportunities for People of Different Ages
The Company supports skills development and creates educational and employment opportunities for people of different age groups, including disadvantaged groups, to promote learning, self-reliance, and equal participation in society and the economy through various activities and initiatives, as follows:
Children and Youth
The Company is committed to respecting and promoting children's rights by supporting age-appropriate learning and development activities that provide children and youth with opportunities to gain diverse experiences and develop a wide range of skills.
In 2026, the Company organized the Thai Underwater Marine Life Youth Camp to promote learning and provide new experiences for children and youth, with a total of 24 participants.
Youth and New Entrants to the Workforce
The Company promotes opportunities for skills development and workforce readiness through internship programs and collaboration with educational institutions, enabling students to gain practical work experience and develop essential skills for their future careers.
In 2025, the Company collaborated with Sattahip Technical College to implement a Dual Vocational Training Program, with 11 students participating in internships. The Company also provided opportunities for interested students who met the established criteria to be considered for future employment with the Company.
Persons with Disabilities
The Company promotes employment and career opportunities for persons with disabilities by supporting activities and income-generating initiatives tailored to their individual skills, abilities, and needs, with the aim of fostering self-reliance and improving their quality of life.
In 2025, the Company provided financial support for occupational development to 39 persons with disabilities, creating income-generating opportunities and supporting continuous improvements in their quality of life.
Annual Performance Appraisal System and Criteria
The company is committed to systematically driving the organization toward sustainability by requiring all employees at every level to (representing 100%) undergo performance evaluation against international standard criteria based on two main dimensions: measuring performance outcomes through KPI (Key Performance Indicator) alongside the evaluation of Competency for the purpose of transparent and fair personnel development.
Exceeds expectations significantly.
Exceeds expectations
Meets expectations
Needs improvement
in accordance with the individual development plan.
Ratio of Compensation: Female Employees / Male Employees
Promoting Diversity, Equity and Inclusion
The Company is committed to strengthening its Diversity, Equity and Inclusion (DEI) practices across its operations and stakeholder groups, including employees, suppliers, business partners, workers, underprivileged groups, and local communities. The Company supports access to employment opportunities, skills development, and income generation for under-privileged groups and people entering the workforce. The Company also carries out social activities and community investment programs that aim to create opportunities, build capabilities, and improve the quality of life of people in the communities where it operates.
- Equal Opportunities and Fair Treatment The Company promotes equal opportunities and respects diversity in the workplace. Recruitment and promotion decisions are based on employees’ knowledge, skills, experience, and performance. The Company also supports employees in developing their capabilities and progressing in their careers, without discrimination based on gender, age, race, religion, disability, sexual orientation, nationality, social status, or other factors unrelated to job performance.The Company is committed to equal pay for equal work and fair remuneration, regardless of gender or other non-job-related factors, in accordance with applicable laws and the Company’s Human Rights Policy.
- Communication The Company promotes equal access to information and internal communication. Company policies and relevant information, such as labor practices and human rights policies, are communicated to all employees and translated into relevant languages, including English, Burmese, Lao, and Khmer, to ensure that employees from different backgrounds can understand and access company information.
- Knowledge and Skills Development The Company provides equal opportunities for employees of all ages to develop their knowledge and skills. Employees can participate in training and development activities based on their roles and responsibilities, without age restrictions. Retired employees may also continue working when appropriate, based on their knowledge, skills, experience, and job requirements. This enables the Company to benefit from their experience and expertise.
Fair and Equal Benefits
The Company provides a range of welfare and benefits to support employees’ needs and well-being. These include:
Marriage Allowance The Company provides a marriage allowance to employees of all genders, including same-sex couples, on the same basis as legally married couples.
Maternity and Paternity Leave Female employees are entitled to 120 days of maternity leave, with full pay for 60 days. Male employees may take up to 15 days of paid leave before and after childbirth to support their spouses.
Ordination Leave Employees are entitled to paid leave for Buddhist ordination in accordance with the Company’s criteria. Leave is also provided for other religious practices recognized by the relevant authorities. The Company provides a prayer room for Muslim employees.
Employee Product Benefits Employees at all levels can purchase the Company’s products at special prices.
Skills Development and Opportunities for People of Different Ages
The Company supports skills development and provides opportunities for underprivileged groups, including people from disadvantaged backgrounds, to promote learning, personal development, and participation in society and the economy.
Children and Youth The Company respects and promotes children’s rights and provides activities that support children’s development, learning, and access to different experiences in a fair and inclusive environment. In 2026, the Company organized For Sea Youth Camp #11 – Waves for Change, which provided children and youth with opportunities to learn and gain new experiences. The camp was attended by 24 participants and organized in collaboration with the For Sea Foundation.
Young People The Company supports young people in preparing for employment through internship and dual vocational training programmes. In 2025, 11 trainees from Sattahip Technical College participated in the programme, gaining practical work experience and essential job skills. The Company also provides employment opportunities for qualified trainees interested in working with the Company after completing the programme.
Persons with Disabilities The Company promotes employment opportunities for persons with disabilities by supporting employment and livelihood opportunities that match their skills, abilities, and individual needs. This support helps promote income generation, independence, and a better quality of life. In 2025, the Company provided funding support to 39 persons with disabilities for career and income-generating opportunities.
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Collaboration and Engagement on Human Rights and Labor Standards
The Company participates in human rights and labor standards activities and initiatives in collaboration with government agencies and external organizations to exchange knowledge, experiences, and best practices. The insights gained from these collaborations are applied to support the continuous development and improvement of the Company's human rights and labor standards practices.
Participation in the Human Rights Awards 2026 Event
On September 24, 2026, the Company participated in the Human Rights Awards 2026 event under the theme “Elevating Thai Organizations to Human Rights Standards,” organized by the Rights and Liberties Protection Department, Ministry of Justice, to promote knowledge sharing and enhance organizational practices in human rights.
On this occasion, the Company received the Gold-level Human Rights Awards 2026 in the Large Business Organization category, reflecting the Company's commitment to human rights practices.
Long-term Targets (Commitment)
The company is committed to continuously elevating labor standards to an international level, with a goal of maintaining zero labor disputes while advancing welfare and working conditions. We aim to become an "Employer of Choice"—a workplace where employees are happiest and most engaged—ready to grow alongside our personnel in every step of our business journey.
Towards a Sustainable and Happy Workplace
Advancing Labor Standards and Human Capital Development