Human Rights

Importance

(GRI 3-3a., GRI 3-3b.)

Businesses faced heightened expectations regarding human rights, particularly through global developments in laws and operational standards. These include the European Union Corporate Sustainability Due Diligence Directive (CSDDD), which mandates businesses operating in the European Union to assess the social and human rights impacts throughout their supply chains. In parallel, the European Union Forced Labour Regulation (EU FLR) reflects a global trend toward more stringent enforcement of international regulations on businesses worldwide. This is complemented by Thailand’s National Action Plan on Business and Human Rights (NAP) Phase 2 (2023–2027) (Link), which promotes business operations that respect human rights alongside balanced economic development, with the aim of building confidence and achieving sustainable growth.
OR recognizes that the activities of business and suppliers may be associated with negative impacts across multiple dimensions, including labor rights of employees, the rights related to adequate living standards of communities in operational areas, and consumers’ data privacy rights arising from the collection and use of personal data in business operations. Accordingly, OR is committed to conducting business in line with internationally recognized human rights principles by establishing human rights practices that cover both employees and suppliers, implementing a personal data protection policy, and providing independent and transparent grievance mechanisms. These measures enable stakeholders to report violations with confidence, while the information received is used as an integral part of the continuous improvement of operational processes and business relationships.

To systematically identify and manage these risks, OR has established a comprehensive Human Rights Due Diligence (HRDD) framework aligned with the United Nations Guiding Principles on Business and Human Rights (UNGPs). The framework enables OR to identify, assess, prevent, mitigate, and address actual and potential adverse human rights impacts across its operations, value chain, and business relationships, while supporting continuous improvement in human rights performance and stakeholder engagement.

Human Rights Target and Performance 2025

Key Performance Indicators	2025 Targets	2025 Performance
1. % of business activities throughout both products and services value chain of OR and OR group that were assessed for human rights risks	100%	100%
2. % of strategic/significant/critical suppliers that acknowledged and signed off OR’s human rights expectations through the PTTOR Suppliers Sustainable Code of Conduct (SSCoC)	100%	100%

Management Approach

(GRI 3-3c., GRI 3-3d., GRI 3-3e., GRI 3-3f)

Human Rights Policy
OR is committed to conducting business with integrity and respect for human rights. In 2022, OR has announced a Human Rights Policy expressing our commitment to act in accordance with the principles of international human rights, international laws, and local laws of the country where OR conducts business. The Policy is aligned with accepted international human rights standards and practices, such as the United Nations Universal Declaration of Human Rights (UNHDR) and the Core Conventions of the International Labor Organization (ILO Core Conventions). OR is committed to promoting equality and prohibiting discrimination on the basis of gender, ethnicity, race, religion, or any other status. We uphold employees’ labor rights and strongly oppose the use of child labor and forced labor. The scope of the Policy covers all OR’s business operations, including OR group and business partners that is contractors, suppliers, agents and service providers, as well as any new business relations or joint ventures with diverse forms of business relationships.

The Policy applies across all OR Group companies, subsidiaries, business partners, contractors, suppliers, agents, service providers, and new business relationships, including mergers, acquisitions, and joint ventures. OR expects all business partners to uphold the principles of this Policy. The Policy covers key human rights issues throughout the value chain, including the prohibition of child labor, forced labor, and human trafficking; non-discrimination, diversity, and equal opportunity; prevention of harassment and violence; freedom of association and collective bargaining; fair working conditions and remuneration; occupational health and safety; protection of vulnerable groups; community rights; customer rights; and personal data privacy.

OR communicates the Human Rights Policy to employees and stakeholders by integrating the Policy into training programs for new employees and new dealers. The contents of the Policy are passed on to OR group through the OR Group Way of Conduct, and to suppliers and contractors through the PTTOR Suppliers Sustainable Code of Conduct (SSCoC). In 2023, OR also published the ‘OR Group Human Rights Handbook‘, which defines work processes and standards that support compliance with the Human Rights Policy of OR and OR subsidiaries.
OR assigns the Sustainability, Quality, Safety, Occupational Health and Environment Department to oversee all human rights matters across the entire process regarding day-to-day responsibilities. These responsibilities include reviewing policies, conducting human rights due diligence (HRDD) and human rights risk assessment at least every 3 years, monitoring human rights and reporting on the results, determining corrective actions and remediation for incidents of human rights violations, organizing training on human rights, and communicating with other relevant departments to cooperate on human rights management. The results are expected to ensure that all human rights working processes have been operated efficiently and achieve the goals. The OR Corporate Governance and Sustainability Committee holds the highest oversight responsibility to ensure that respect for human rights is embedded across OR Group’s operations and value chain. Its roles include reviewing human rights performance, approving relevant policies, and ensuring alignment with international standards.

Labor Practices
OR takes responsibility for respecting the rights of employees and workers throughout the supply chain, therefore, has established operations in accordance with international labor rights principles. The details are presented below:

Freedom of Association(GRI 407-1)
OR respects employees’ right to form associations and/or participate in collective bargaining to negotiate their working conditions and environment. OR seeks to support employees and workers in accessing this right by refraining from interfering in employee participation or membership of associations or groups. OR has also supported the establishment of welfare committees in all operational sites. These committees are groups of employees elected to represent employee interests in collective bargaining about working conditions that affect employees. Furthermore, to support access to this right for workers in our supply chain, OR has also included specific clauses on freedom of association, and the freedom of employees and workers to either participate or abstain in associations, unions, and federations, in the “OR Supplier Sustainable Code of Conduct (SSCoC)”. This information is communicated to all suppliers for their acknowledgement and strict compliance. As of 2025, OR and our suppliers do not have any risks with regards to freedom of association and collective bargaining.

Child Labor and Forced Labor(GRI 408-1, GRI 409-1)
The use of child labor and/or forced labor is a grave violation of human rights. OR takes serious action to ensure that all OR’s businesses throughout the value chain are free from child labor and forced labor. OR is committed to compliance with laws, regulations, and international standards. Combatting and eliminating child labor and forced labor is embedded in our Human Rights Policy and the OR Suppliers Sustainable Code of Conduct (SSCoC). To that end, we have maintained child labor and forced labor as one of the human rights issues that must be closely monitored through human rights due diligence. In 2025, OR and suppliers did not have child labor and forced labor risks.
OR places great importance on respecting and promoting children’s rights in alignment with the Children’s Rights and Business Principles (CRBP). This commitment encompasses children’s rights to education, health, safety, and equal opportunities for development. OR has implemented initiatives that support children’s rights, such as scholarship programs, youth development activities, and community-based safe-space projects. In addition, labor-related matters are identified as one of OR’s material issues, with established principles, assessment approaches, performance indicators, and examples of practices set out in the OR Group Sustainability Management Guideline
In addition, OR is committed to respecting the rights of Indigenous Peoples in accordance with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP). OR requires that any business activity that may affect the land, resources, livelihoods, or cultural heritage of Indigenous Peoples undergo a Free, Prior and Informed Consultation process and may proceed only upon receiving Free, Prior and Informed Consent (FPIC) from the community. OR also provides accessible, transparent, and equitable grievance and remediation mechanisms to ensure that its operations are conducted responsibly and in alignment with international human rights standards. Further information on supplier standards can be found in the section “Supply Chain Management”

Human Rights Due Diligence (HRDD) ^{(GRI 406-1., GRI 411-1)}

OR prioritizes human rights management and conducts the Human Rights Due Diligence (HRDD) assessments at least once every three years in accordance with standard reporting frameworks. The latest assessment, completed in 2026, covered 100% of OR’s business operations, including Contractors, Tier-1 Suppliers, and Joint Ventures. This process involved representatives from responsible departments engaging with Rights Holders to review activities across the value chain and to evaluate the severity and likelihood of potential human rights risks associated with the aforementioned business activities.

Human Rights Due Diligence Process OR has established a human rights due diligence process including the following components:

Establish Policy Commitment: OR has established a Human Rights Policy that covers all OR’s business operations (business activities, products, and services), OR’s subsidiaries, and joint ventures with business involving mergers and joint ventures.
Assess Actual and Potential Impacts: OR identifies and assesses human rights risks and impacts through the value chain and associated with production of products and services of OR, Or group, and joint ventures with business relationships (OR companies from mergers and joint ventures). OR also identify stakeholders whose human rights may be affected.
Integrate Findings and Take Appropriate Action: OR integrates findings through defining mitigation and remediation measures for human rights salient issues in order to effectively prevent and minimize human rights risks and impacts.
Track and Communicate Performance: The department responsible for overseeing human rights will track and monitor the implementation and effectiveness of measures designed to prevent and mitigate human rights impacts. This process assesses whether the measures effectively prevent or minimize human rights risks or identify areas for improvement. The results will be reported to management and related departments for acknowledgment.
Remediate Adverse Impacts: OR recognizes that human rights violations may affect the Company’s stakeholders. This may occur anywhere through the value chain and activities associated with the production of the products and services of OR and OR group. Thus, OR has put in place procedures to ensure access to remediation, including the establishment of complaint channels and identification of forms of compensation. Compensation may take the form of monetary compensation such as compensation for damages, as well as non-monetary forms, such as the creation of a Customer Relations Centre via telephone or website channels to take feedback, provide advice, enact corrective actions, and provide preliminary remediation to maintain the relationships between OR and all OR’s stakeholders.

Human Rights Risk Assessment Process

1 Human Rights Issues Identification	2 Inherent Risk Rating	3 Residual Risk Rating	4 Risk Prioritization
Identify all relevant human rights issues to OR’s own operations, value chain, and new business relations by considering impact to business and potential rights holders effected. Identify affected groups of stakeholders, including vulnerable people i.e. women, children, indigenous people, migrant labor, third-party employee, local communities, LGBTQI+ and people with disabilities.	Assess the inherent risks associated with the identified human rights issues, referring to the level of risk that exists without any controls or mitigation measures.	Assess the residual risks associated with the identified human rights issues, meaning the risks that remain after OR’s existing controls and measures have been applied.	Prioritize human rights salient issues, referring to identified human rights issues with very high residual risk.

The assessment of human rights risks factors: impact and likelihood.

The assessment of human rights risks factors: impact

Severity Level	Scale	Scope	Remediability
Critical (4)	Significant impact to health and safety: physical disability or fatality	Impact to all stakeholders in the group e.g., all of people in community, all of employee, all of supplier	Impossible to restore
High (3)	Moderate impact to health and safety: serious injury that needs rehabilitation (loss time injury more than 1 month)	Impact to most stakeholders in particular stakeholder group	Take more than 1 year to restore the impact
Medium (2)	Slight impact to health and safety: minor injury or illness (loss time injury less than 1 month)	Impact to some stakeholders in particular stakeholder group	Take 6 months -1 year to restore the impact
Low (1)	Minor impact to health and safety: first aid case	No negative impact to stakeholder	Take less than 6 months (<6 months) to restore the impact

The assessment of human rights risks factors: impact

Likelihood Level	Likelihood	Frequency
Very likely (4)	Very likely to occur within the next 3 years (more than 90%)	Occurs 12 times within 3 years or every month
Likely (3)	Likely to occur within the next 3 years (50-90%)	Occurs 7-11 times within 3 years
Unlikely (2)	Unlikely to occur within the next 3 years (10-50%)	Occurs 2-6 times within 3 years
Very unlikely (1)	Very unlikely to occur within the next 3 years (less than 10%)	Almost never or 1 time within 3 years

Remark: Number of times occurred are counted on a yearly basis, during the 3 years period.

Human Rights Risk Assessment Criteria
OR evaluates human rights risks based on inherent risks, considering global trends in human rights and the practices of companies with similar business operations (peers). Assessment criteria are established by categorizing risks into two dimensions: the level of impact and the likelihood of occurrence. The details are as follows:

Meaning of risk

1) Severity of risk or impact is determined by Scale, Scope, and Irremediability

Scale refers to the gravity or seriousness of the risk and impact such as violations to the right to live or safety of employees, customers, and communities.
Scope refers to the number of individuals affected by the risk such as impact to the livelihoods of an entire community or the impact on the collective bargaining rights of all employees.
Remediability refers to the feasibility or difficulty of restoring affected individuals to their original state before the violation occurred. For example, employees who suffer from depression due to verbal abuse during performance evaluations, which affects their mental health, may require more time and support to recover compared to individuals who are not affected.

The severity level is related to the risk or impact on human rights that occurs without considering the aggregate value (focusing on the worst-case scenario).
2) Likelihood refers to the likelihood of a risk or impact occurring, which depends on the context or environment in which the risk or impact takes place. The risk level for certain issues may be higher in operational areas, and it can be divided into the frequency of past occurrences and/or the probability of occurrence

Human Rights Issues and Relevant Rights Holders
OR reviews global human rights trends and updates from various sources, such as reports by Human Rights Watch and the Business and Human Rights Resource Center. Combined with findings on human rights issues identified among industry peers, OR has identified 6 salient human rights issues related to relevant rights holders: employees, suppliers and contractors, communities, and consumers and customers. The details are as follows:

Rights holder	Employee	Community	Consumers and Customers	Suppliers and Contractors
	Vulnerable groups: women, pregnant people, children, the elderly, migrant workers, contractors, local communities, ethnic and indigenous minorities, LGBTQ+ people, people with disabilities
Rights holder Issue	Working conditions Living Wage Occupational health and safety Freedom of association and collective bargaining Illegal forms of labor (e.g. child labor, forced labor, human trafficking) Discrimination and harassment (Equal compensation) Data Privacy	Health and safety Standard of living Land acquisition and forced resettlement Security forces	Health and safety Data privacy Discrimination and harassment	Working conditions Occupational health and safety Discrimination and harassment Vendor discrimination

Human Rights Risk Assessment Results and Mitigation Measures
From the Human Rights Due-Diligence assessment, which covers 100% of the operational areas, including contractors, Tier 1 suppliers, and joint ventures, it was found that from 2024 to 2026, OR had six salient human rights issues. These salient issues are present in 25% of OR’s own operations, 0.1% for contractors and Tier 1 suppliers, and 0% of joint ventures. Additionally, risk mitigation measures were implemented in all areas where risks were identified (100% of risk with mitigation actions taken):

Assessment Category	A. Percentage of total assessed in last three years	B. Percentage of total assessed (column A) where risks have been identified	C. Percentage of risk (column B) with mitigation actions taken
Own Operations (Products)	100	25 Key risk issues: Employee: Occupational Health and Safety Supplier and Contractor: Occupational Health and Safety Customer: Health and Safety Community: Health and Safety	100
Contractors / Tier-1 Suppliers	100	0.1	100
Joint Ventures	100	0	100

Assessment Category

A. Percentage of total assessed in last three years

B. Percentage of total assessed (column A) where risks have been identified

C. Percentage of risk (column B) with mitigation actions taken

Own Operations (Products)

100

Key risk issues:

Employee: Occupational Health and Safety
Supplier and Contractor: Occupational Health and Safety
Customer: Health and Safety
Community: Health and Safety

100

Contractors / Tier-1 Suppliers

100

0.1

100

Joint Ventures

100

For more details about human rights risks assessment and human rights performance.

Integration of Findings and Potential Impacts

Salient Human Rights Issue	Process implemented to mitigate human rights risks
Rights Holder: Employee Human rights issues: Occupational health and safety (Risk: Fatal machinery-related accident caused by failure to follow machine isolation procedures, inadequate safeguarding, and human error during palletizing robot maintenance.) Related business activities: Mobility – Lubricant (1 site)	Implement the QSHE Policy, Good Corporate Governance Policy, Code of Conduct, and ISO 45001 Occupational Health and Safety Management System. Maintain safety governance through the Safety Committee, annual health examinations, International SOS (ISOS) support, and corporate safety performance targets (e.g., fatalities, LTA, TRIR, vehicle accidents, and Zero Accident). Promote a strong safety culture through Stop Work Authority (SWA), Safety Leadership, Safety Coaching, QSHE Talks, QSHE Tours, and Management Walks. Provide occupational health and safety training, including risk assessment, machinery safety, scaffolding, crane operations, confined space entry, first aid, and CPR. Strengthen transportation safety through vehicle safety guidelines and employees’ right to refuse unsafe work. Enhance employee well-being through health promotion and mental wellness programmes. Following the incident, implement Back to Basic Safety Training, install additional safety sensors and machine guarding, and redesign workstations with appropriate Safety Tools to prevent recurrence.
Rights Holder: Supplier and Contractor Human rights issues: Occupational health and safety (Risk: Transportation accidents involves injuries and fatalities involving contractor drivers, accompanying personnel, and third-party road users resulting from accidents during petroleum transportation.) Related business activities: Mobility – Oil for Commercial (18 sites)	Maintain the Incident/Substandard Reporting System and enhance it to analyse accident trends and root causes. Investigate incidents and follow up on identified causes and corrective actions. Implement Transportation Safety Audit Program with PTT Group. Communicate safety announcements and accident investigation lessons to employees and relevant departments. Review transportation routes and communicate approved routes and the Stop Work Policy to drivers. Review work planning and job allocation for drivers. Strengthen pre-operation checks of driver fitness and readiness. Establish and communicate disciplinary measures for violations of work procedures. Review penalties to ensure they reflect the nature and severity of each accident.
Rights Holder: Supplier and Contractor Human rights issues: Occupational Health and Safety (Risk: Fatal operational accident resulting from work-at-height activities during solar panel installation.) Related business activities: Mobility – Solar rooftop (All sites associated with the product)	A Quality, Security, Safety, Health and Environment (QSHE) Policy sets out the company’s overall approach to contractor health and safety. Contractor Safety Compliance Requirements apply throughout contractor operations, supported by pre-qualification safety assessments and site-specific safety induction. Contractors are required to use appropriate Personal Protective Equipment (PPE) and follow safe work procedures and the permit-to-work system. Contractor personnel receive safety training, including scaffolding, crane operations, confined-space entry, safety risk assessment, first aid, and CPR. Stop Work Authority (SWA) applies to all workers, including contractors, when unsafe conditions are identified.
Rights Holder: Supplier and Contractor Human rights issues: Occupational Health and Safety (Risk: 1. Transportation accident: Contractor fatalities or serious injuries resulting from vehicle or motorcycle accidents during operations. and 2. Operational accident: Contractor fatalities, disabilities, or serious injuries resulting from machinery-related accidents or unsafe work practices.) Related business activities: Lifestyles – Beverage, Food and Bakery (4 site)	A Quality, Security, Safety, Health and Environment (QSHE) Policy sets out the company’s overall approach to contractor health and safety. Contractor Safety Compliance Requirements are applied throughout contractor operations. Contractors undergo pre-qualification safety assessments and receive site-specific safety induction and training before starting work. Contractors are required to use appropriate Personal Protective Equipment (PPE) and follow safe work procedures and the permit-to-work system. Contractor personnel receive safety training, including safety risk assessment, scaffolding, crane operations, confined-space entry, first aid, and CPR. Contractor safety performance is regularly monitored and reviewed. Stop Work Authority (SWA) applies to all workers, including contractors, when unsafe conditions are identified. Conduct regular reviews and risk assessments of transportation routes. Strengthen pre-trip driver fitness and readiness checks. Review and optimize driver work schedules and job allocation to prevent fatigue and excessive workloads. Communicate safety information and lessons learned from accidents to relevant workers and departments. Strengthen disciplinary procedures for non-compliance with safety requirements. Upgrade machine guarding and safety interlock systems. Install additional safety warning signs in relevant work areas. Strengthen routine machine safety inspections and preventive maintenance.
Rights Holder: Customer Human rights issues: Health and Safety (Risk: Service station Highway Sign (HWS) accident: Customer fatality resulting from the collapse of a PTT Station highway sign (HWS).) Related business activities: PTT Station (236 sites)	The Good Corporate Governance Policy, Sustainability Policy and Strategy, Human Rights Policy, and QSHE Policy provide the overall framework for protecting customer health and safety. The Good Corporate Governance Committee, Safety Committee, and Accident and Incident Investigation Committee oversee safety performance and follow-up actions. Conduct root cause investigations for all incidents and address identified design deficiencies at their source. Strengthen construction quality control, particularly for high-risk signage structures. Design and reinforce signage structures to exceed minimum legal and safety requirements. Review and strengthen fire and explosion prevention controls and emergency response procedures.
Rights Holder: Communities Human rights issues: Health and Safety (Risk: Transportation Accidents: fatalities, injuries and property damage affecting external road users resulting from collisions including incidents where oil transport truck struck third parties and company vehicles collied with the motorcycle.) Related business activities: Mobility – Oil for Commercial (18 sites)	Safety Sharing are conducted to reinforce safe practices among employees and contractors. The Incident/Substandard Reporting System is used to report unsafe conditions, incidents, and near misses. The 2026 Safety Audit Program is implemented to assess safety compliance and identify areas for improvement. The reporting system is being enhanced to support analysis of accident trends and root causes. Safe motorcycle riding practices are promoted among employees. Review and assess transportation routes regularly. Strengthen pre-trip driver fitness and readiness checks. Review and optimize driver work schedules and job allocation to minimize fatigue-related risks. Communicate safety information and lessons learned from incidents to relevant employees and departments. Strengthen disciplinary procedures for violations of safety requirements. Upgrade machine-guarding and safety-interlock systems. Install additional warning signs in relevant work areas. Strengthen routine machine safety inspections. Provide refresher training on defensive-driving practices.

As part of the human rights due diligence, OR incorporates evaluations of the opportunities and risks associated with launching or expanding new businesses (New Business Relations) and covering into the joint ventures, to prevent any adverse human rights impacts on either rights holders or any vulnerable groups. View Human Rights Risk Assessment Results: Human Rights Due-Diligence Summary Report

Remediation Actions Taken
OR is committed to conducting human rights risk assessment with a systematic periodic review process aligned with its risk management
system and mitigation measures. The Company regularly reviews and updates its Human Rights Policy and commitments to ensure alignment with applicable laws, regulations, and international standards, thereby strengthening its Human Rights Management System.

In case of violations including discriminatory behavior or harassment, OR will ensure that proper and effective remediation actions are implemented with continuous tracking, monitoring, and performance reporting. OR recognizes the importance of considering different forms of remedy to ensure that affected rights holders receive effective remedy. These may include compensation and other measures to address the harm caused, as well as measures to prevent recurrence, such as injunctions or guarantees of non-repetition.

Nonetheless, in 2024 – 2026, there were no confirmed case of human right violation case in OR’s operation. Therefore, no remediation actions were required.

Communication and Complaint Channel
Adhering to OR’s Human Rights Policy, the Company commits to reviewing and conducting the Human Rights Due Diligence (HRDD) process every three years. OR also continuously monitors, evaluates, and strengthens its existing measures, actions, and practices to enhance effectiveness and prevent potential human rights impacts on rights holders and vulnerable groups across its operations, value chain, and future business relationships, including mergers, acquisitions, and joint ventures. These ongoing efforts include strengthening stakeholder engagement, enhancing whistleblowing and grievance mechanisms, and implementing appropriate management systems, mitigation measures, and remediation actions.

Effective communication and grievance mechanisms play a critical role in identifying, assessing, and addressing human rights risks and impacts. They provide stakeholders, rights holders, and vulnerable groups with accessible channels to raise concerns, submit complaints, and share feedback regarding actual or potential human rights violations related to the Company’s operations and business activities. In addition, these mechanisms support the validation of human rights risk assessment results by helping to identify issues that may not have been fully captured through the assessment process.

To ensure accessibility and transparency, OR has established multiple communication channels and grievance mechanisms through which concerns related to human rights issues can be reported, either anonymously or with identification, as follows:

Internal Grievance Channels: Employees and internal rights-holders can submit grievances directly through the following channels:

- - Leadership and Talent Management Department – Oversees compliance with regulations and investigates complaints received through submission to supervisors or through complaint letters to the department.
  - Welfare Committee, Human Resources Service Department – Receives suggestions for the development of employee welfare.
  - Corporate Governance Department – Receive complaints and investigate corruption in the organization and good governance.

External Grievance Channels: OR Customers and external rights holders can submit grievances or reports related to human rights issues through the OR Contact Center as follows:

- - PTT Oil and Retail Business Public Company Limited (Phra Khanong Office)
  - Address: 555 At Narong Road, Khlong Toei Subdistrict, Khlong Toei District, Bangkok 10260
  - Contact Center 1365 (available daily from 6:00 m. – 10:00 p.m.)
  - E-mail: 1365@pttor.com
  - LINE Official Account: @contact1365
  - Website: https://www.pttor.com/th/contact_center

To ensure the protection of complainants, complaints will be treated confidentially, with information shared only with the relevant department. Individuals who do not wish to disclose their personal information to the relevant departments for problem resolution can notify OR, and OR will anonymize the complainant’s identity to protect them from retaliation or any unfair treatment resulting from the complaint.
OR will adhere to good corporate governance principles by committing to listen to every complaint consistently, transparently, and empathetically, ensuring fairness to all parties involved. A timeframe will be set for investigating complaints, and improvement guidelines will be communicated to complainants appropriately.
Furthermore, OR values the integration of customer feedback and stakeholder input into the complaint-handling process. Surveys will be conducted to measure satisfaction levels after complaints have been addressed to customers and rights holders, which will be used to enhance the complaint-handling process and further develop services.
OR has announced ‘Rules on Complaints and Whistleblowing against Fraud and Non-Compliance with Laws or Organizational Regulations’. The aim is to establish clear, transparent, fair, accountable, and responsible to all stakeholder guidelines and practices for whistleblowing, in line with the principles of good corporate governance and OR’s philosophy. These regulation ensures an appropriate timeframe for investigations. The whistleblower’s identity will be kept confidential, and they will be protected from retaliation both during and after the investigation. OR’s Corporate Governance Department will monitor the progress of corruption and non-compliance investigations and report to the Chief Executive Officer and the Corporate Governance and Sustainability Committee at least twice a year. Additionally, reports will be submitted to the Audit Committee at least once a year.
For further details on the corporate regulations regarding complaints, whistleblowing on corruption, and non-compliance with laws and regulations, applicable to both employees and external parties, please visit: https://www.pttor.com/wp-content/uploads/2024/10/20240125_132040_1261.pdf.

Performance

Human Rights Complaint Incident in 2025

In 2025, from all OR complaint channels, it was found that no incidents of human rights violations were reported.

Human Rights Awareness

OR continuously promotes human rights awareness across the organization by developing internal communication materials distributed through e-mail and printed media at operational sites. These efforts aim to enhance employees’ understanding of the importance of human rights, risk prevention and mitigation, and emerging trends at both national and global levels. PTTOR also organizes knowledge-testing quiz activities and provides opportunities for employees to contribute suggestions to improve communication materials to better meet their needs.
For external stakeholders, OR has created PR materials to educate the general public through the OR Academy Facebook page and organized activities that foster engagement between OR, suppliers, contractors, and communities through human rights education, as part of the OASYS CSR Showcase 2025, held on 17 September 2025.

Human Rights Training

Human Rights Training and Informing
In 2025, OR conducted training and communicated information related to human rights to promote understanding and enhance employees’ capacity to comply with the company’s human rights policy. OR developed and distributed an online e-learning course, “Human Rights for OR Business” covering topics such as the fundamental principles of human rights in business, OR’s human rights policy, human rights risks in business operations, relevant human rights case studies in business, the human rights complaints process for OR employees and external individuals, as well as the organization’s practices for preventing human rights violations. Additionally, OR also provided basic human rights and business principles training to the OR group in the country.

Discrimination and Harassment Training
As the “Discrimination and Harassment” is one of the salient human rights issues, OR has developed an online e-learning course on discrimination and harassment in which employees are required to complete training. The training course aims to provide participants with knowledge and understanding of key principles of equality, discrimination, harassment, bullying in the workplace, and relevant Thai laws. Additionally, the course covers preventive measures and guidelines for addressing issues related to discrimination, harassment, or intimidation in the workplace.

Training on Respect for Human Rights in Security Operations
Contractors providing security personnel at OR’s operational sites must receive communication regarding OR’s Human Rights Policy. Furthermore, it is specified in the contract that they must undergo training on human rights, with 100% security personnel and subcontracted security personnel acknowledging OR’s Human Rights Policy. This is in alignment with the UN Guiding Principles on Business and Human Rights (UNGPs), to ensure that the deployment of security services adheres to international human rights standards. Additionally, OR communicates the human rights specifications to its suppliers and ensures that they acknowledge and sign the OR Suppliers Sustainable Code of Conduct (SSCoC).

Human Rights Support

OR demonstrates its commitment to responsible business conduct and respect for human rights through its investment in Brighter Energy Company Limited (BE), initiated in 2019, during a period when Myanmar remained politically stable. However, following the 2021 military coup, which resulted in escalating violence and international sanctions, OR closely monitored the situation and reaffirmed its commitment to human rights by suspending terminal construction and additional capital investments in the project starting October 2022, despite having no controlling authority over BE as a minority shareholder.
OR has established preventive risk-management measures by strengthening oversight mechanisms for joint-venture companies through ESG-based sustainability assessments, covering human rights and labor issues, and by implementing governance practices under the OR Group Way of Conduct. OR also governs its suppliers through the OR Suppliers Sustainable Code of Conduct (SSCoC) and maintains accessible grievance channels for stakeholders to ensure that OR is not involved in human rights violations across its supply chain.
To reaffirm its social responsibility and commitment to good governance, OR has reviewed its governance policies to encompass trade and economic sanctions measures and has issued a Third-Party Screening Manual, which incorporates World Check Screening and a Due Diligence Questionnaire as pre-transaction evaluation tools for international business activities. In addition, OR, together with PTT Group, donated USD 250,000 to the Myanmar Red Cross Society to support victims of the 2025 earthquake, underscoring its genuine commitment to sustainable and human-rights–respectful business practices.
To further study the details regarding OR’s stance on not supporting human rights violations in operations in the Republic of the Union of Myanmar, investors and shareholders can refer to the disclosure document on the Clarification of Investment News in Myanmar, submitted to the President of the Stock Exchange of Thailand on December 22, 2022 and the Management Discussion and Analysis for Q2/2023

Human Rights Awards

OR participated in the 2025 Human Rights Model Organization competition, organized by the Rights and Liberties Protection Department, Ministry of Justice, for the 2nd consecutive year in the state enterprise category. OR received an evaluation rating of ‘Excellent’. This emphasized OR’s commitment to conducting business with respect for human rights, transparency, accountability, and promoting income generation and social opportunities for OR’s stakeholders in a tangible manner.

Human Rights Performance 2025

Rights of Indigenous Peoples

Required Data	2022	2023	2024	2025
Total number of identified incidents of violations involving the rights of indigenous peoples during the reporting period Unit: number of incidents	0	0	0	0