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Human Rights Human Rights

Human Rights

Commitment, Challenge and Opportunity

Given that stakeholders are engaged throughout the value chain, the company acknowledges the critical role of its employees in guiding strategic direction and driving projects forward. Employees are responsible for managing the construction and development of infrastructure projects commissioned by clients and business partners.

Contractors execute construction activities in accordance with assigned plans to ensure value creation for customers. Concurrently, communities located in project areas may experience direct and indirect impacts from construction activities. To uphold responsible business practices, the company is committed to engaging with all stakeholders to identify and safeguard the fundamental rights of throughout its operations as well as remedy to affected parties. It is imperative that contractor employees, business partners, clients, and local communities are treated with fairness and equality. Inadequate management of human rights risks—such as child labor, forced labor, or discriminatory procurement practices—could result in significant operational, legal, and reputational risks for the company.

Supporting the SDGs Goals

Goal 1:
No Poverty
Goal 3:
Good Health and Well-being

Stakeholders Directly Impacted

Shareholders, investors, and analysts
serve a vital function in ensuring corporate accountability by monitoring and overseeing business operations. Furthermore, shareholders have the right to participate in general meetings, where they can provide input and contribute to decision-making on significant corporate matters. To uphold principles of transparency and good governance, all shareholders are entitled to equal access to accurate, comprehensive, and timely information, supporting their ability to make informed investment decisions in alignment with sustainable development and responsible investment principles.
Employees
are a crucial driver of the company’s strategic initiatives. To ensure responsible business conduct, the company is committed to implementing clear and comprehensive internal human rights policies that promote fundamental human rights and align with internationally recognized labor standards. These policies aim to cultivate a safe, just, and inclusive working environment, free from all forms of discrimination, in accordance with global best practices in sustainability and corporate governance.
Clients
must be treated with fairness and equity, adhering to the highest standards of service excellence. Their confidentiality must be rigorously safeguarded, ensuring the provision of accurate, comprehensive, and transparent information. Furthermore, an effective and responsive framework must be established to facilitate timely issue resolution, fostering trust and accountability within the service process.
Business Partners and Contractors
Business partners and contractors are integral to the supply chain, providing essential materials and labor to support seamless operational continuity. In adherence to corporate governance principles and fair competition standards, the company upholds a transparent and equitable procurement process that promotes shared value and sustainable business development. Standardized contractual frameworks are established to ensure consistency, while stringent data protection measures safeguard the confidentiality of business partners.
Community and Society
Recognizing that the company operates in close proximity to local communities, any operational shortcomings could result in substantial socioeconomic and environmental consequences. The company upholds the principle that active community participation is essential to achieving sustainable development. Therefore, it is committed to conducting its business with transparency, in alignment with corporate governance best practices, while carefully assessing potential impacts and promoting inclusive employment opportunities to drive long-term socioeconomic growth.

Goals and Performance Highlights

Performance Highlights
In 2025, there were
cases of human rights violations.
ESG Performance Data

Management and Operational Approach

CH. Karnchang is dedicated to upholding human rights policy standards with utmost diligence. The company aims to prevent and mitigate any potential human rights violations across its entire value chain, encompassing and communicated to all stakeholders, including employees, business partners, suppliers, contractors, customers, and local communities. This proactive approach is undertaken to safeguard the company’s reputation and ensure the integrity of its business operations.

The company embeds human rights expectations into supplier and contractor contracts via a Supplier Code of Conduct, requiring compliance with our policy on non discrimination, prohibition of child/forced labour and safe working conditions. Business partners receive policy briefings, and suppliers undergo Human Rights Due Diligence (HRDD) reviews.

The company's human rights policy adheres to internationally recognized frameworks, ensuring compliance with global human rights principles. These include the Universal Declaration of Human Rights (UDHR) under the United Nations, the UN Guiding Principles on Business and Human Rights (UNGP), and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. This alignment reflects the company’s commitment to upholding human rights in business operations, in accordance with Sustainable Development Goals (SDGs) and Environmental, Social, and Governance (ESG) criteria, reinforcing responsible corporate governance and ethical labor practices.

CH. Karnchang undertook a comprehensive review of its human rights policy, reaffirming its commitment to upholding human rights principles throughout its value chain. The policy revision enhances its alignment with internationally recognized labor standards, incorporating provisions that safeguard employees' right to fair and reasonable working hours, protect children's rights, uphold workers' freedom of association and collective bargaining, and ensure full compliance with national labor laws.

CH. Karnchang Public Company Limited is in the process of conducting a thorough Human Rights Due Diligence (HRDD) assessment to evaluate potential risks, identify mitigation strategies, and establish remedial frameworks in alignment with international human rights standards. This initiative underscores the company’s commitment to responsible business practices and sustainable development, ensuring compliance with ESG principles and SDG objectives.

The company mandates that all executives and employees adhere to this policy with diligence and continuity, reinforcing transparent business practices that uphold corporate social responsibility and contribute to long-term sustainability.

CH. Karnchang Public Company Limited’s Approach to Human Rights Governance
CH. Karnchang Public Company Limited’s Approach to Human Rights Governance Click to Enlarge

Human Rights Governance Structure & Responsibilities

1. Human Rights at a Board of Director Level

The Board of Directors plays an important role in ensuring that the company respects human rights across its operations and value chain. Specifically, the Board is responsible for:

  • Human rights strategy and policy approval to ensure that the company’s human rights strategy and policies align with international standards, such as the UN Guiding Principles on Business and Human Rights (UNGPs).
  • Oversight of the human rights program to ensure consistent implementation of the program throughout the organization.
  • Review of key human rights risks as part of the company’s overall risk management and strategic decision-making processes.
2. Human Right at a Working Team Level

The Human Resources and Corporate Risk Departments are responsible for implementing Human Rights Due Diligence (HRDD) and supporting the organization in systematically applying human rights policies and procedures. This includes coordinating across functions to identify risks, implement mitigation and management measures, and address human rights issues. The teams are also responsible for reporting and escalating human rights issues, incidents, or emerging risks to the relevant management committees. Furthermore, the Human Resources team conducts training and builds capacity to enhance awareness and competency in managing human rights issues.

3. Workplace Welfare Committee

The Workplace Welfare Committee is responsible for overseeing and enhancing employee welfare standards through structured engagements with employers. Its key functions include consulting with employers on welfare provisions, offering expert recommendations to optimize welfare policies, monitoring and ensuring compliance with employer-implemented welfare measures, and submitting policy recommendations to the Labor Welfare Committee. These engagements occur annually to uphold employee rights, ensure equitable access to benefits, and maintain full compliance with labor laws and international labor standards in alignment with ESG and SDG frameworks.

In addition to its role in overseeing employee welfare, the committee serves as a key mechanism for enhancing employee-company relations, representing employees' perspectives, and collaboratively addressing workplace challenges. This initiative aligns with Section 96 of the Labor Protection Act B.E. 2541 (1998), which mandates the establishment of employee welfare committees to oversee and enhance workplace well-being. In compliance with legal requirements and best practices in corporate sustainability, the committee holds regular annual meetings to assess and improve employee welfare policies, reinforcing the company’s commitment to fair labor practices and corporate social responsibility.

Human Rights Due Diligence

CH. Karnchang implements a comprehensive Human Rights Due Diligence (HRDD) process aligned with international good practice, including the UN Guiding Principles on Business and Human Rights (UNGPs). Through the HRDD framework, the company conducts Human Rights Risk and Impact Assessments across its operations and value chain. These assessments identify actual and potential human rights issues, evaluate their impact on stakeholders including employees, suppliers, contractors, customers, and communities and pay special attention to vulnerable groups such as women, pregnant women, children, LGBTQI+ individuals, the elderly, people with disabilities, migrant workers, third-party employees, and indigenous peoples.

Key issues assessed include working conditions, living wages, occupational health and safety, discrimination and harassment, illegal labor, freedom of association and collective bargaining, data privacy, security management, and community rights. Through the HRDD, the Company has identified salient human rights risks and prioritized the following areas as high/very-high residual risks requiring strengthened controls

Human Rights Risk and Impact Assessment with Mitigation Measures

CH. Karnchang has implemented a human rights risk and impact assessment plan, including the designation of a dedicated committee and responsible units. This initiative aligns with the United Nations Guiding Principles on Business and Human Rights (UNGPs) and comprises the following steps:

Human Rights Risk Assessment and Impact Mitigation Click to Enlarge
  1. Defining the scope of relevant human rights issues
  2. Assessing human rights risks
  3. Mitigating risks and establishing preventive mechanisms
  4. Monitoring and reviewing human rights risks
  5. Implementing remedial mechanisms for human rights violations

Through the Human Rights Risk and Impact Assessment, the Company identified salient human rights risks and prioritized three areas as high/very-high residual risks requiring strengthened controls:”

  • Employee working conditions: Risks related to workplace environment and air quality are managed through enforcement of the Human Rights Policy and Code of Conduct, provision of appropriate personal protective equipment, guidance for safe commuting, and enhancement of welfare facilities.
  • Employee occupational health and safety (OHS): Safety risks in operations are addressed through supervision, field-safety procedures, and targeted training. Statutory compensation and company support are provided as required.
  • Supplier/contractor occupational health and safety (OHS): Contractors are required to follow safety procedures and risk management measures, including hazard assessments and permit-to-work controls. Appropriate compensation, insurance, and social security provisions are applied

Grievance Mechanisms: Whistleblowing Mechanism for Human Rights Violations Reporting on Human Rights Violations

The company has instituted a formal whistleblowing system to enable both internal and external stakeholders to report human rights violations. The whistleblowing mechanism explicitly covers human rights grievances and is accessible to employees, contractors, suppliers and community members via e mail, postal address and online forms. Reports can be made anonymously, and all cases are investigated by the Audit Committee. In alignment with principles of transparency and fairness, comprehensive whistleblower protection measures have been established. Individuals submitting reports or cooperating in investigative procedures are granted the option of anonymity to safeguard their security and uphold the confidentiality of their personal data. These measures reinforce the company’s commitment to ethical business practices and responsible corporate governance, in accordance with internationally recognized human rights standards and sustainability frameworks.

Reporting Human Rights Violations
CH. Karnchang Public Company Limited (Head Office)
587 Viriyathavorn Building, Sutthisarnvinijchai Rd., Ratchadaphisek Subdistrict, Dindaeng District, Bangkok 10400, Thailand (For correspondence)

Incidents Human Rights Violations in 2025

In 2025 there were no reported human rights violations. Should any incidents occur, the company will disclose them in the sustainability report together with corrective actions and lessons learned, to ensure transparency and continuous improvement.

Remark: The incidents human rights violations include labor practice violation

Human Rights Remediation

In alignment with its commitment to human rights and responsible business conduct, CK commits to provide remedy to affected parties, such as compensation, medical support, reinstatement or correction of adverse actions. Through fair and appropriate processes, the company seeks to mitigate harm and uphold equitable treatment for all stakeholders in compliance with international standards. Furthermore, proactive preventive measures have been implemented to minimize the likelihood of recurrence, reinforcing the company’s dedication to sustainable and ethical business practices.

The company has implemented inclusive and systematic policies to enhance labor rights and promote diversity within the organization. Key initiatives include the elimination of child labor and the eradication of forced labor, fostering employee participation in human rights governance, regulating and reducing excessive working hours, and ensuring fair and equitable compensation. These measures align with international labor standards and contribute to the company’s broader commitment to sustainable and ethical business practices.

In alignment with ESG and SDG principles, the company is committed to fostering workplace diversity, equity, and inclusion (DEI). It upholds a strict non-discrimination policy, ensuring equal treatment for employees regardless of race, ethnicity, religion, gender, age, gender identity, disability, or nationality. To promote fair employment practices and career development, the company has implemented structured initiatives, including regular training and capacity-building programs on workplace equity, ensuring all staff trained on human rights policy. These efforts contribute to cultivating an inclusive corporate culture that respects individual differences and enhances organizational sustainability.

Human Rights Communication & Training

CK integrates human rights into business practices via the annual employee orientation sessions. In this session, all employees, including new hires and existing staff, receive human rights and business ethics training. Orientation sessions emphasise the importance of respecting human rights and conducting business ethically, as fundamental to organisational sustainability. The training covers non discrimination, collaboration and respect among colleagues, proper voting and gender equality, safe and diverse working environments, and environmental protection. Employees receive a Business Ethics Handbook and are reminded of whistleblowing channels. In 2025 all employees (100%) completed human rights training, and departments such as HR, procurement and site management received additional workshops to integrate human rights considerations into their work.

Human Right Policy communication to CK stakeholders
100%
Human Right Training to CK employees
100%