Fundamental of Sustainable Development

Human Rights in Business Operation

Human Rights in Business Operation

Risk Opportunity
The Company manages large urban-scale areas and is connected to a broad range of stakeholders. Where risk assessment, governance, and operational control mechanisms are not sufficiently comprehensive or effective, the Company may be exposed to the risk of causing, contributing to, or being directly linked to adverse human rights impacts through its own operations and through the operations of suppliers and contractors. This may in turn adversely affect stakeholders, corporate reputation, and investor confidence at both domestic and international levels. The development of a comprehensive human rights management system contributes to strengthening the Company's operational standards across its own operations and the value chain, enhances transparency and business accountability, and supports stakeholder confidence as well as preparedness in meeting evolving international standards and expectations.

Management Approach

The Company recognizes the impact of human rights on stakeholders throughout the value chain, guided by the 'ALL WIN' philosophy. Its business operations play a crucial role in promoting positive human rights impacts by contributing to the local economy, creating employment opportunities, and enhancing community well-being through provisions such as education, public health services, public utilities, and essential services. However, the development of industrial estates also has the potential to violate stakeholders' human rights through environmental pollution that disrupts community well-being or unsafe working conditions that could harm employees, workers, or community members. Neglecting these impacts on stakeholders' rights may lead to a loss of trust from other stakeholder groups and societal opposition, which could adversely affect the Company's operations and future performance.

As a result, the Company has established human rights management procedures to demonstrate its commitment and accountability in monitoring and conducting comprehensive Human Rights Due Diligence (HRDD) as outlined below:

Human Rights Due Diligence Progress

The Company has established the “Human Rights and Fair Treatment of Labor Policy” to ensure fair and appropriate treatment of all stakeholder groups across every activity throughout the value chain. The policy reflects the Company’s commitment and accountability in complying with applicable laws in Thailand and in all countries where it operates, and in aligning business practices with both national and international standards on human rights and labor rights. These include the humanitarian and labor rights principles of the International Labor Organization (ILO), the Universal Declaration of Human Rights (UDHR), the United Nations Global Compact (UNGC), the UN Guiding Principles on Business and Human Rights (UNGPs), and the Declaration on Fundamental Principles and Rights at Work of the ILO. The Company also adheres to its ALL WIN philosophy, corporate governance principles, and code of conduct, while emphasizing the importance of human rights issues relevant to employees and all stakeholders within the value chain. To this end, the Company performs Human Rights Due Diligence to assess and monitor risks and impacts in a comprehensive manner.

This policy covers operational guidelines for engaging all stakeholders, both internal and external, with respect for human dignity, diversity, equity, and inclusion. It ensures the protection of Labor rights, including the prohibition of child Labor and all forms of forced or compulsory Labor, and the promotion of freedom of peaceful assembly, association, and participation in collective bargaining. Furthermore, the Company has introduced other relevant environmental and social policies to cover its business operations and value chain activities, aiming to mitigate potential risks and impacts on stakeholder health, safety, and well-being—both physical and mental. All policies are reviewed annually and communicated regularly to employees, business partners, and all relevant stakeholders’ to ensure shared understanding

See more details about our Human Rights and Fair Treatment of Labour Policy.

Human Rights Policy and Fair Treatment of Labour

The Board of Directors has assigned the Corporate Governance and Sustainable Development Committee to oversee the establishment and periodic review of the Company’s Human Rights and Fair Treatment of Labor Policy. The Committee is also responsible for overseeing the alignment of the Company’s business conduct with applicable laws, relevant regulations, and recognized standards, monitoring related risks, performance, and urgent issues, and supporting the effective implementation of these policies across the organization. Management and relevant functions are responsible for implementing the policies in practice. This includes developing appropriate criteria, measures, and procedures, establishing responsible functions and governance arrangements, setting targets and action plans, integrating risk management and internal control processes, communicating the policies and raising awareness, providing accessible grievance channels, and reporting implementation progress and performance outcomes to the Board of Directors at least annually.

The Company requires the Board of Directors, executives, and all levels of employees to recognize the importance and respect of human rights in every aspect of all individuals, whether employees, customers, suppliers, and contractors, as well as in communities and in society, according to the laws of each country where the Company runs business. The Company is committed to support the treaty that each country has obligations to comply with and to avoid actions and participation in human rights violations that negatively impact human rights.

Human Rights Risks and Impact Assessment

The Company conducts a human rights risk assessment every two years and reviews potential risk issues annually. The identification and assessment of risks related to human rights violations are integrated into various risk assessment processes that each department is responsible for, covering both current operations and newly developed projects. These include, for example, Environmental Impact Assessments (EIA) for project development, environmental issue assessments, and hazard and occupational health and safety risk assessments in accordance with ISO standards, as well as other risk management processes relevant to the business activities of each function.

In 2025, the Company did not conduct a full-scale assessment of its material sustainability topics. However, the Company conducted a review of the materiality level of the topics identified in 2024 by considering impact materiality and financial materiality, together with information and the risk context relevant to the Company’s business activities during the reporting year. The review was also carried out alongside the assessment of human rights risks across the value chain. This process covered all operational areas of the Company and all business activities across the value chain, equivalent to 100% coverage. It included activities undertaken directly by the Company, as well as activities linked to the Company through its business relationships across the value chain. 

The risk assessment covered issues that may cause or contribute to adverse human rights impacts on different stakeholder groups connected to the Company’s business activities. It was undertaken in line with the United Nations Guiding Principles on Business and Human Rights and the OECD Due Diligence Guidance for Responsible Business Conduct, in order to support the systematic identification, prevention, mitigation, and management of human rights risks and impacts.

Areas assessed for human rights risk Proportion of areas identified as having human rights risks Proportion of risk-identified areas with human rights mitigation and prevention measures in place
All activities within the Company's operational areas 100% 100% 100%
Activities carried out by tier-1 suppliers 100% 100% 100%

Salient Human Rights Issues

The Company has identified 14 human rights risks across its own operations and value chain. These risks were evaluated based on two key dimensions: the severity of impact, measured by scale, scope, and irremediability, and the likelihood of occurrence. The prioritization of these risks is presented in a 4x4 Human Rights Risk Matrix, categorizing them into three levels: high risk, moderate risk, and low risk.

High-risk - Human rights risks that are critical and require immediate resolution with additional preventive or mitigating measures.

Moderate-risk – Human rights risks that currently have management measures in place, which partially mitigate impacts but still require more effective interventions.

Low-risk – Human rights risks that are sufficiently controlled or mitigated by existing preventive measures but require continuous monitoring for potential changes.

Human Rights Risk Management

1st Boundary: Activities in AMATA’s Operation

Impsacted StakeholdersSignificant Human
Rights Issues		Company’s actions for correction, prevention, and remedy
Employees

Labor rights

  • Employee health and safety (A1)
  • Providing occupational health and safety supervision in accordance with the safety, occupational health, and work environment policy.
  • Workforce Employment Condition (A2)
  • Workplace Discrimination and Inequality (A3)
  • Treating employees with respect for human rights and labor rights principles in accordance with the labor laws of the country where the Company operates, as well as international human rights principles. This includes ensuring treatment for all employees with equity, equality, and non-discrimination in all aspects.
  • Freedom of Association and Collective
    Bargaining (A4)
  • Establishing a welfare committee with employees as members
    • Providing effective complaint channels and grievance handling processes, as well as appropriate remedies 
    Local communities

    Community rights

    • Community Health and Safety (A5)
    • Environmental Impacts on Communities (A6)
    • Welcoming opinions and monitoring the impact of the Company's operations on surrounding communities
    • Implementing projects and activities to prevent and mitigate impacts from the Company’s operations on the environment, the health and safety of people, and property in the community.
    • Empowering community members to express their opinions or file complaints through various channels and encouraging their involvement in committees to collectively oversee the well-being and environmental concerns of the community.
    • Strictly complying with environmental and safety laws and regulations and preparing an effective emergency and crisis management plan
    • Establishing appropriate remediation measures in cases where the Company is responsible for human rights violations in communities
    Customers

    Customer/Consumer Rights

    • Quality of Products and Services (A7)
    • Delivering safe products and services with quality standards and traceability
      • Providing customer complaint channels and a complaint management procedure
      • Customer Health and Safety (A8)
      • Strictly complying with the laws and safety regulations
      • Establishing an effective emergency plan and crisis management plan
      • Design buildings and facilities in accordance with Universal Design principles, to ensure accessibility and usability for all individuals, including the elderly and persons with disabilities, within the AMATA City Chonburi office buildings, common areas, and newly constructed factories.
      Employees, Customers, Shareholders, and Business Partners

      Data Privacy and Security

      • Data Privacy and Security (A9)
      • Enforcing the Personal Data Protection Policy as a management standard and good practice
      • Providing process control over personal data protection and business data privacy in accordance with laws and the Company’s policies
      • Announcing an Information Security & Data Policy and practice guidelines to prevent information leakage, unauthorized access, usage, disclosure, or data modification.
      • Training and regularly monitoring the employees to make them aware of the importance of personal data protection
      Supplier and Contractor

      Supplier and contractor rights

      • Occupational Health and Safety of
        Suppliers and Contractors (A10)
      • Treating suppliers and contractors with equity, fairness, transparency, and non-discrimination
      • Maintaining the workplace's safety and security
      • Ensuring strict compliance with safety regulations among suppliers and contractors.
      • Providing effective complaint channels and grievance handling processes, as well as appropriate remedies

      2nd Boundary: Activities in supply chain done by AMATA’s suppliers, contractors, and customers

      Impsacted StakeholdersSignificant Human
      Rights Issues      		Company’s actions for correction, prevention, and remedy
      Employees of Suppliers and Contractors

      Labor rights

      • Health and Safety of Workers in the
        Supply Chain (S1)
      • Employment Conditions of Workers
        in the Supply Chain (S2)
      • Informing AMATA's suppliers and contractors to acknowledge AMATA’s Supplier Code of Conduct and act in accordance with the intentions and guidelines of the Company on environmental management and labor practices.
      • Assessing the risk of labor practices and occupational health and safety with critical and new suppliers and contractors before doing business
      • Monitoring suppliers' and contractors' operations to prevent human rights violations against various stakeholder groups by ensuring compliance with labor practices and environmental management.
      • Require suppliers to have prevention and remediation measures for human rights risks.
      Local communities

      Community rights

      • Community Health and Safety (S3)
      • Environmental Impacts on Communities (S4)
      • Monitoring and welcoming communities’ opinions on any operational impacts caused by the Company's suppliers and contractors.
      • Providing effective complaint channels and grievance handling processes, as well as appropriate remedies
      • Demanding that suppliers and contractors implement preventive measures and take responsibility for any human rights violations that may occur.
      • Monitoring suppliers’ and contractors’ operations on labor practices and environmental management in order to prevent human rights violations against various stakeholder groups.
      • Conducting regular audits of supplier social and environmental practices.
      • Ensuring that suppliers and contractors have appropriate remedial measures in place in the event that their actions lead to human rights violations affecting the communities.

      Monitoring and Evaluation

      To monitor the implementation of measures to prevent human rights violations, the Company has established a 'Whistleblowing Policy' and provided various communication channels for employees, business partners, contractors, communities, and other internal and external stakeholders to report any signs or complaints of human rights violations. The Company places strong emphasis on confidentiality, the protection of whistleblowers, and non‑retaliation. The Company has set up a process to review and handle these complaints prudently, fairly, and transparently. Where it is identified that the Company has caused or contributed to adverse human rights impacts, the Company will take appropriate actions to mitigate, correct, and provide remedy to affected parties, and will continue to monitor the effectiveness of corrective actions. Employees found to violate human rights are considered unethical and are subject to disciplinary action according to established regulations. Legal penalties may also be imposed if their actions are illegal. In the event of human rights violations, the responsible department is required to take immediate action to mitigate the impact and provide fair reparation for those affected.

      See more details on our Whistleblowing Policy

      Whistleblowing Policy

      Framework on Children’s Rights Management

      Throughout its business operation, the Company has strictly abided by “ALL WIN” philosophy with the objective of providing benefits to those related to the Company’s value chain and allowing them to grow with the Company sustainably in every dimension. Although the topic of children’s rights had not been elevated as a material sustainability topic, the expansion of the industrial estates operated by the Company in every area undoubtedly relates both directly and indirectly to the quality of life, opportunity and growth of the children living around both AMATA City industrial estates. Additionally, children’s rights have become an important concern internationally at present. Therefore, business operation must take into consideration children’s rights throughout the entire business value chain.

      In addition to the children’s rights provisions outlined in the Company’s Human Rights and Fair Labor Practices Policy, the Company has adopted the "Children's Rights and Business Principles" (CRBP), established by the United Nations Children's Fund (UNICEF), as guidelines for conducting business operations that respect children's rights. These principles encompass four key areas in which businesses can impact children: 1) Support for children's survival; 2) Protection of children from violence; 3) Appropriate development; and 4) Opportunity for children to participate. The operational framework was established with a goal of creating the perfect city that provides opportunities for children and adheres to the CRBP principles, as follows:

      Safety City

      To create a society that jointly protects and supports a safe survival, the Company has announced its policy and code of conduct for suppliers, which strictly prohibits the use of child labor. All suppliers and contractors are required to formally acknowledge and comply with these requirements prior to commencing business operations with the Company. In addition, the Company promotes business practices that seek to minimize environmental impacts on communities where children live, such as the development of smart environments to reduce greenhouse gas emissions, efficient waste management, and a commitment to zero waste to landfill.

      Opportunities City

      The Company has developed various infrastructure and facilities to provide equal opportunities for the children in the surrounding community to access utilities and services such as schools, hospitals, and shopping centers.

      Edu-town

      The Company cooperated with the business strategic partners in developing diversified learning and educational space in both industrial estates, e.g., a water management learning center, a smart classroom, and recreational public parks.

      Performance

      Human Rights Training Program

      On 14 November 2025, the Company organized a human rights training program for executives and employees entitled “Building a Responsible Business: Human Rights Due Diligence in Action.” The training was delivered by expert speakers from the United Nations Global Compact. The program aimed to strengthen understanding of human rights due diligence, explore key challenges and potential human rights impacts associated with business operations, and introduce practical tools and approaches for establishing effective, transparent, and fair grievance mechanisms. The training also addressed the roles and responsibilities of executives and supervisors in receiving and handling complaints appropriately, ensuring confidentiality, preventing retaliation, and escalating cases related to threats, harassment, abuse, or workplace bullying in accordance with the Company’s established processes. A total of 83 participants, comprising executives and employee representatives from all departments, attended the training, representing approximately 27.85% of the Company’s total workforce.

      Human Rights Due Diligence: HRDD

      Download

      Design with Consideration for Human Rights and Inclusive Access

      The Company recognizes the right of all user groups to equitable access to and use of its facilities. In line with this approach, Universal Design principles were incorporated into the design of the new ready-built factory and warehouse for lease at AMATA City Rayong Industrial Estate, which were completed in October 2025, in order to support use by everyone, including older persons and persons with disabilities. The facilities are currently being used by customers for business operations, demonstrating the project’s readiness to support inclusive business activities while taking into account the accessibility needs of all user groups.

      Promoting Collaboration and Participation to Strengthen Labor Standards

      Across AMATA’s industrial estates in Thailand, more than 310,000 workers are employed by companies operating in the industrial estates. The Company recognizes that effective improvement of labor standards across the industrial estates requires coordinated action among relevant stakeholders, including government agencies, business operators within the industrial estates, educational institutions, and related networks. As an industrial estate developer and operator, the Company uses its role to support engagement, knowledge sharing, the monitoring of labor law trends and developments, and the promotion of practices that are appropriate to the context of industrial areas. In 2025, the Company participated in the following initiatives and activities:

      1. Participation in and Organization of Training on Occupational Safety, Health, and Labor Standards

      The Company has contributed the organization of training programs and seminars related to labor standards, with a particular focus on occupational safety, health, and working environment practices, for business operators and workers within the industrial estates.

      • In collaboration with the Chonburi Provincial Labor Protection and Welfare Office and the Regional Occupational Safety Center Region 11, the Company co‑organized a seminar entitled “Compliance with the Ministerial Regulation on the Licensing of Occupational Safety, Health, and Working Environment Professionals B.E. 2567” on 16 February 2025 for business operators in AMATA City Chonburi Industrial Estate.
      • The Company also extended its efforts to promote labor standards to contractors and workers involved in its operations. In May and June 2025, AMATA Facility Services Co., Ltd. conducted training programs on workplace safety and risk awareness, as well as spill response drills for solid waste leakage, for employees of waste management contractors. These activities aimed to enhance operational safety, ensure compliance with applicable regulations, and promote the well‑being of contractor workers.

      2. Supporting Dedicated Programs and Mechanisms to Enhance Workforce Capabilities within Industrial Estates

      In its role as an industrial estate developer and operator, the Company extends its contribution beyond its own workforce by supporting the development of knowledge and skills among workers across the industrial ecosystem through continuous training initiatives. The Company has established an industrial fire‑fighting training school to provide both theoretical and practical training for factories located in AMATA City Chonburi and AMATA City Rayong Industrial Estates. The training programs cover occupational safety and health, working environment conditions, and fire prevention and fire‑fighting preparedness at the workplace. In 2025, a total of 145,881 factory employees participated in basic firefighting training, fire drills, evacuation drills, and other related safety courses.

      3. Participation in Networks and Collaboration on Human Resources Management

      The Company supports the development of collaborative networks among companies operating in the industrial estates as a platform for the exchange of knowledge and good practices in human resources and labor management.

      • The Human Resources Association of AMATA City Chonburi (HRA) serves as a central platform for the exchange of professional and academic knowledge on human resources management among factory operators in AMATA City Chonburi Industrial Estate. It promotes education, study, research, and seminars aimed at strengthening skills and knowledge through professional speakers, as well as meetings for exchanging information on labor laws, strategic human resources management, and labor relations management within organizations.
      • The AMATA City Rayong Management Group (ACMG) supports the exchange of information and knowledge on human resources management, including key future trends such as the application of artificial intelligence (AI) in human resources, coaching, and workforce capability development.

      4. Building a Collaborative Network on Workplace Safety at the Industrial Estate Level

      In collaboration with the Industrial Estate Authority of Thailand (IEAT), through the AMATA City Chonburi Industrial Estate Office, the Company supported the establishment of the Occupational Safety Officers Club of AMATA City Chonburi Industrial Estate. The club serves as a collaborative platform for the exchange of knowledge, experience, and good practices related to occupational safety, health, and working environment management among business operators within the industrial estate. As part of its establishment, the Company invited selected business operators within the industrial estate to serve on the Club’s executive committee in order to encourage operator participation and support the joint development of safety standards at the area level.

      5. Promoting Collaboration to Develop the Labor Market and Access to Employment Opportunities

      In collaboration with companies operating in AMATA industrial estates, the Chonburi Provincial Employment Office, the Department of Employment, and Don Hua Lo Municipality, the Company has continuously organized the AMATA City Chonburi Job Expo on an annual basis to promote local people’s access to employment opportunities and to connect workers with companies that maintain appropriate labour standards, with several thousand job vacancies available. In 2025, the Company changed the format from an on-site event to support for online job search channels in order to enhance convenience and broaden public access to job vacancy information. The Company plans to resume the event in its regular format in 2026.

      Monitoring Human Rights Violations and Labor Practices in the Supply Chain

      In 2025, the Company received no complaints through its designated grievance channels concerning human rights violations, non-compliance with labour standards, or the use of child labour or forced labour, either in the Company’s own operations or across its supply chain. The Company also received no complaints from communities or other stakeholders regarding health, safety, or environmental impacts arising from the Company’s operations or from the operations of its suppliers and contractors. The Company nevertheless remains committed to continuously monitoring, reviewing, and improving its grievance channels and mechanisms to ensure that all stakeholder groups are able to raise concerns in a convenient, transparent, and fair manner.

      Human rights risks arising from the operations of suppliers and contractors have been identified as among the Company’s salient human rights issues. The Company has therefore established a Supplier Code of Conduct to require suppliers and contractors across the supply chain to conduct business in line with the Company’s principles, expectations, and practices in respecting the rights of all stakeholder groups. The Code also serves as a framework for communicating the Company’s expectations and guiding, monitoring, and assessing supplier and contractor practices in labor-related matters, particularly the strict prohibition of child labor and forced labor, as well as respect for human rights, occupational health and safety, and the environment. These issues form part of the Company’s annual supplier assessment process, including both risk assessments and on-site audits. The Company reviews the list of contractors that do not comply with the Supplier Code of Conduct and conducts on-site audits of suppliers and contractors identified as being at high risk of human rights violations. Where deficiencies are identified during the audit, the relevant suppliers or contractors are required to prepare corrective action plans to address the findings, and the Company follows up on corrective actions within the specified timeframe.

      In 2025, the Company assessed 53 critical tier-1 suppliers, representing 100% of its critical tier-1 suppliers. Based on the Company’s assessment criteria, no supplier was identified as presenting high human rights risk. For suppliers that had been identified as having high social and environmental risk in 2024, the Company conducted additional on-site assessments at their premises, provided recommendations, and closely monitored corrective actions. In 2025, these suppliers fully completed the required improvements in accordance with the agreed plans, and the assessment results confirmed that the risks had been reduced to an acceptable level. The Company continues to place importance on the ongoing monitoring and assessment of human rights risks among suppliers and contractors in order to strengthen responsibility across the supply chain and support sustainable business practices over the long term.

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      (+66) 38 939 007

      Vietnam

      (+84) 251 3991 007 (South)
      (+84) 203 3567 007 (North)

      Myanmar

      (+95) 1 230 5627

      Laos

      (+856) 21 810007
      (+856) 20 5710007 (Chinese)
      (+856) 20 57550007 (English)

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