Labor Practices
People > Labor Practices
Labor Practices
Policy & Commitment
Banpu is committed to promoting fair, equitable, and inclusive labor standards that support worker well-being and sustainable business performance across all operations. Guided by our Human Resource Management Policy, the Company upholds non-discrimination, anti-harassment, fair employment practices, and respect for labor rights in alignment with applicable laws and international labor standards, including ILO conventions, the UN Guiding Principles on Business and Human Rights, and the UN Global Compact. Banpu is also committed to maintaining fair, transparent, and competitive compensation and benefits, paying a living wage, and monitoring gender pay gaps, while fostering respectful employee relations through capable and accountable line managers.
Management Approach
The Company manages labor practices through fair and transparent human resource processes across the employee lifecycle, from recruitment, development, and performance management to compensation, transfer, and exit. Compensation and benefits are designed to be equitable, legally compliant, market-competitive, and aligned with the principle of equal pay for work of equal value, regardless of gender or personal characteristics. To strengthen equal remuneration, Banpu routinely monitors the gender pay gap and reviews compensation practices to identify and address potential disparities between men and women. This performance-based remuneration is applied consistently across employees at all levels, including contractual or part-time employees in the Company’s own workforce.
Working conditions are managed to support employee well-being, workplace safety, and work-life balance. Working hours are monitored to ensure compliance with legal requirements and prevent excessive working hours, while overtime is permitted only when necessary and compensated appropriately. The Company also provides advance notice, consultation, and support in cases of significant organizational change affecting employment, in line with legal requirements.
Banpu strengthens labor rights management through regular engagement with employees and their representatives on workplace conditions and employment matters. Labor rights risks are assessed as part of the human rights risk assessment process across operations and relevant parts of the value chain, including risks related to child labor and forced labor. Banpu also monitors compliance through our grievance mechanism, which enables employees and relevant stakeholders to raise concerns related to discrimination, harassment, or labor standards. To cultivate fair and respectful employee relations, the Company strengthens line managers’ capability to communicate transparently, manage employee issues responsibly, and uphold inclusive workplace practices.
Employee Voice
Banpu fosters a culture of open and inclusive communication by providing diverse and effective employee feedback channels. These platforms support transparent dialogue, address concerns, strengthen trust, and improve workplace practices based on employee input. Key channels include:
• Employee Engagement Survey: Conducted annually to measure employee satisfaction and engagement levels. Survey results are analyzed to guide improvement initiatives and strategy formulation.
• Focus Group Discussion: In-depth discussions designed to engage employees in meaningful conversations, allowing them to share their opinions, diverse perspectives, and experiences.
• Welfare Committee Meeting: Serving as a formal communication channel between employees and management, enabling the submission and review of proposals related to employee welfare and benefits.
• Open Dialogue: Encouraging employees to freely express their opinions on crucial matters, fostering a culture of openness and mutual respect.
Performance Management System
To promote fairness and support alignment between individual efforts and organizational goals, Banpu has implemented a structured performance management system. This system ensures that performance-based remuneration reflects each employee’s contributions and responsibilities. Performance evaluations are conducted twice a year and are categorized into four types: management by objectives, multidimensional performance appraisal, team-based performance appraisal, and agile conversations.
Management by Objectives for Employees
The Company’s performance management system consists of two sets of KPIs: work-related KPIs, which account for 80%, and behavior-based KPIs, which account for 20%. The behavior-based KPIs are measured by actions that demonstrate the corporate culture, “Banpu Heart”. The Company promotes employees’ involvement in developing their own plans and KPIs by aligning their goals with those of the Company and their teams. The employees can initiate cross-functional KPIs to enhance employee experience and fully utilize their skills and knowledge through a project-based approach. Besides, the Company specifically assigned leadership KPIs to middle management and above.
Management by Objectives for Senior Management
The Company applied KPI measures for senior management to link their performance with business performance and build collaboration across the Group. These KPIs include financial KPIs, functional KPIs directly linked to the Company’s goals and targets, cross-functional KPIs, people development KPIs, and leadership KPIs.
Multidimensional Performance Appraisal
The Company provides a 360-degree feedback process where colleagues, subordinates, and direct supervisors can evaluate work-related behaviors. The outcomes gained from these evaluations are used to identify opportunities to enhance knowledge and skills.
Team-Based Performance Appraisal
The Company has adopted a calibration process across the organization. This approach is designed to ensure that performance outcomes are accurately aligned with the goals of respective departments and contribute to the broader organizational strategy.
Agile Conversations
The Company encourages employees to hold discussion sessions with their supervisors at least twice annually to share opinions about performance, goals, and self-development strategies.
Mentoring Program
The Company enhances employee development through a voluntary mentoring program where employees at division manager level and below can gain experiences from senior management on topics of their choice. This supports learning, experience sharing, and practical application in daily work.
Year in Review
Banpu promotes equal opportunity and an inclusive workplace through initiatives that support fair access to employment. Since 2017, the Company has partnered with the Social Innovation Foundation to support community-based employment for people with disabilities and contributed to the Empowerment of Persons with Disabilities Fund. Since 2018, Banpu has further extended this commitment internally through the “Healing Hands: Office Syndrome Relief Massage” project, which employs visually impaired therapists to provide wellness services for employees at the head office.
The Company conducts human rights due diligence, including human rights risk and impact assessments, to identify and manage labor rights risks, such as child labor and forced labor. This process is supported by monitoring, grievance channels, and whistleblowing mechanisms, and remediation is provided when adverse impacts are identified.
In line with our commitment to inclusive employment, Banpu aims to increase the proportion of women in our total workforce, in management positions, and STEM (Science, Technology, Engineering, and Mathematics)-related positions. In 2025, women represented 17.2% of the total workforce and 29.7% of management positions.
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