Social Sustainability

1. Employee Welfare and Compensation

The Group places great importance on enhancing the quality of life of its employees in all aspects, with particular emphasis on fair wages and compensation. The Company is committed to providing equitable remuneration by ensuring that employees receive wages that are no lower than the statutory minimum wage, thereby supporting an adequate standard of living. In addition to complying with legal requirements, the Company provides a comprehensive range of employee benefits beyond those mandated by law. These benefits are offered equally to all employees, reflecting the Group's commitment to fairness, employee well-being, and fostering a supportive and inclusive workplace.

Employee Wages and Benefits

The Company adopts a compensation policy based on employees' competencies, experience, and job responsibilities, in accordance with the principle of “Equal Pay for Equal Work.” Gender is not considered a factor in determining compensation. The ratio of female-to-male basic salaries within the organization is approximately 1:1, demonstrating the Company's commitment to gender equality and ensuring equal pay for women and men performing work of equal value.

The Company provides a comprehensive employee benefits program based on the principles of fairness, equality, and equal treatment for employees at all levels. Key benefits include:

• Provident Fund
• Health Insurance
• Annual Health Check-up Program
• Statutory leave entitlements, including annual leave, personal leave, maternity leave, and other types of leave as prescribed by law.

The Group provides 100% paid maternity leave for eligible female employees. During the reporting period, female employees who utilized maternity leave represented 4% of the total female workforce. Following the enactment of the Labour Protection Act (No. 9) B.E. 2568 (2025), which became effective on 7 December 2025 and introduced paternity leave for male employees to care for their children, one male employee exercised this entitlement in December 2025.

Employee Recruitment and Turnover

The Company is committed to fair and non-discriminatory employment practices, ensuring equal employment opportunities for all applicants regardless of gender, age, ethnicity, religion, disability, or other personal characteristics. In 2025, Smothong Group Public Company Limited and its subsidiaries employed a total workforce of 240 employees. Of the total number of newly hired employees, 85% were individuals whose domicile was located in Southern Thailand. The average monthly voluntary employee turnover rate was 1.47%. The Company continues to prioritize building strong and positive relationships between employees and the organization by fostering a safe, supportive, and positive working environment that promotes employee well-being, engagement, and long-term retention.

2. Human Rights and Labour Standards

In 2025, the Company announced and reviewed its Human Rights and Labour Standards Policy to strengthen its commitment to organizational sustainability. The policy serves as a guideline for business operations in alignment with the United Nations Guiding Principles on Business and Human Rights (UNGPs).

Workforce Diversity

As of 31 December 2025, Smothong Group Public Company Limited and its subsidiaries employed a total workforce of 778 employees. The workforce profile across the Group, categorized by gender, age, and employee level, is as follows:

• Gender: 532 male employees and 246 female employees
• Age: Under 30 years, 277 employees; 30–50 years, 455 employees; over 50 years, 46 employees
• Employee level: Manager level and above, 25 employees; supervisor level, 79 employees; staff level, 674 employees

The ratio of female to male employees across the Group was 0.46. Male employees accounted for 68% of the Group's total workforce. This reflects the nature of the Group's manufacturing operations, where many production roles require physical labor and specialized technical skills, resulting in a higher proportion of male employees. However, at the corporate headquarters, where no manufacturing activities are carried out, the female-to-male employee ratio was 1.11, demonstrating the Group's commitment to providing equal employment opportunities for women and men and ensuring gender equality in recruitment and employment practices. The workforce profile demonstrates diversity across gender, age, and organizational levels, reflecting the Group's commitment to diversity, equal opportunity, and a workplace free from discrimination.

3. Employee Development

The Company recognizes that its employees are valuable assets and a key driving force behind the organization's sustainable growth. Accordingly, the Company is committed to continuously developing the knowledge, skills, and capabilities of its workforce while promoting effective human resource management. To enhance employees' competencies, the Company regularly provides training and development programs designed to strengthen professional knowledge, technical expertise, leadership capabilities, and other essential skills, enabling employees to perform effectively and contribute to the Group's long-term sustainable success.

The Company is committed to enhancing employees' knowledge, skills, competencies, and attitudes to enable them to perform their duties effectively, adapt to changing business environments, and grow together with the organization. The average training hours per employee across the Group were no less than 8 hours per year.

The Company's training and development framework is divided into three categories: Core Training Programs, Supplementary Training Programs, and Capability Development Programs. In addition, the Company provides upskilling programs and career transition support programs to enhance employees' competencies and support their career development and advancement within the organization.