Employee Welfare and Well-being
Commitment
To ensure a happy workplace and quality life by promoting employee welfare, ensuring safety and occupational health, and strengthening relationship with the Bank.
Materiality
The Bank believes that treating employees with equality and fairness, respecting their dignity, providing remuneration sufficient for a decent standard of living, offering appropriate and adequate employee welfare and benefits, ensuring occupational health and safety, and promoting employee wellbeing with both physical and mental health, strong morale and the ability to perform at their full potential. These factors are essential to the Bank’s sustainable growth. On the contrary, discriminatory practices, neglect of employees’ quality of life, physical and mental health, and workplace safety may undermine employees’ morale and motivation, leading to lower productivity, higher turnover, increased illness and work- related injuries. Such outcomes would result in higher operating costs and reduced competitiveness. In recognition of these impacts, the Bank has identified employee welfare and wellbeing as a key sustainability priority and is firmly committed to supporting related initiatives in a consistent and sustainable manner.
Management
The Bank respects the rights of employees and treats all employees equally without discrimination on the grounds of gender, race, religion, education, skin color or sexual orientation. We strictly comply with labor laws and internal rules and regulations including those relating to employment, working conditions, compensation, welfare, and occupational health and safety in the workplace. We also reject all forms of harassment whether verbal, physical or sexual, which could lead to psychological or physical damage. The Bank places importance on promoting gender equality by providing equal and fair opportunities for skills and knowledge development and career advancement.
We provide appropriate and fair remuneration, welfare and benefits to employees, without discrimination regarding gender, age, religion or ethnicity. Furthermore, provision of remuneration, welfare, and benefits is aligned with prevailing economic conditions, cost of living (living wage), and at a rate commensurate with other leading commercial banks in Thailand. We regularly review our remuneration, welfare and other benefits to ensure that employees have a good quality of life, are motivated to work at their highest potential, and are engaged in contributing to the Bank’s long-term success.
We provide appropriate and fair remuneration, welfare and benefits to employees, without discrimination regarding gender, age, religion or ethnicity. Furthermore, provision of remuneration, welfare, and benefits is aligned with prevailing economic conditions, cost of living (living wage), and at a rate commensurate with other leading commercial banks in Thailand. We regularly review our remuneration, welfare and other benefits to ensure that employees have a good quality of life, are motivated to work at their highest potential, and are engaged in contributing to the Bank’s long-term success.
Employment, Remuneration Welfare and Other Benefits
Employment, Remuneration, Welfare and Other Benefits
recruit and hire employees without discrimination based on gender, age, religion or ethnicity. We provide fair and equitable remuneration, welfare and other benefits to employees in compliance with labor laws, and a living wage that keeps up with the cost of living and is competitive with those offered by other leading banks in Thailand. In addition, we regularly review our remuneration, welfare and other employee benefits to ensure that employees have a good quality life and are motivated to perform at their full potential, thereby supporting the Bank in achieving its strategic objectives.
Employment
The Bank sets normal working and overtime hours which are aligned with national labor laws and do not exceed limits prescribed by labor laws2. Procedures have been set up to control and monitor overtime hours to ensure the number of overtime hours worked and overtime pay are in accordance with labor laws. The Bank also promotes work-life balance by limiting unnecessary overtime. In addition, the Bank places importance on recruiting and hiring local employees to work in both provincial and overseas branches. For its overseas branches, the Bank has designated several positions to be filled exclusively by local employees, ensuring a deeper understanding of local markets and more effective responses to the needs of customers in each country. The Bank adheres to the principles of fair termination of employment and does not engage in mass termination. In the event of any employment termination, the Bank will pay severance pay and give a notice period to employees in accordance with labor law.
Remuneration
The Bank determines employee remuneration based on the principle of a living wage that supports a good quality of life, while upholding fairness and non-discrimination regardless of gender, age, religion or ethnicity. Remuneration is determined by individual performance, skills, experience, duties and responsibilities, with the objective of motivating employees to continuously develop their capabilities and performance. The Bank monitors and analyzes the gender pay gap on an annual basis to ensure that any differences are not attributable to gender discrimination. In addition, the Bank places importance on employee morale and motivation for those assigned to work in high-risk areas, such as the southern border provinces, by providing special allowances to all employees working in such areas.
Employee Loans
The Bank provides employee loans with special interest rates and flexible repayment terms to promote financial security and enhance employees’ quality of life, while helping to ease financial concerns and burdens for employees and their families. These employee loans cover housing purchases; home repair, extension and renovation; purchases of automobiles or motorcycles; children’s education; medical expenses for family members; essential living expenses; postgraduate studies at the master’s degree level; repayment of debts borrowed from external sources; and emergency relief due to natural disasters. In 2025 the Bank introduced an interest-free employee loan program for employees affected by severe flooding in the southern region, in order to support them and alleviate hardship.
Other Benefits
The Bank provides a comprehensive range of employee benefits, covering statutory benefits, as well as those which are more than that required by law, with the aim of enhancing the quality of life of employees and their families.
For all types of leave, employees are free to exercise their leave entitlements and entitled to paid leave in accordance with the Bank’s regulations. Unused annual/vacation leave days may be carried forward and accumulated for use in the following year, enabling employees to utilize their annual leave entitlements, up to the approved carryover period.
Flexible and Efficient Work Practices
The Bank adapts to technological advancements and evolving work behaviors by applying digital technologies, big data storage and analytics, and Robotic Process Automation (RPA) to enhance operational efficiency. The Bank embraces flexible working practices by allowing employees in certain functions to adopt flexible working hours subject to agreement with their supervisors, and permitting part-time work in selected positions, such as advisors and healthcare professionals in healthcare units. In addition, the Bank allows employees to wear casual attire on Fridays to foster a more relaxed working environment. The Bank has also launched a new online feature, “SAIBUA” which serves as a digital assistant to facilitate employees’ access to human resources information, including benefits, leave entitlements and training programs. The platform also provides 24/7 services, such as requests for certificates, checking for internal positions and submitting transfer requests, and conducting transactions related to the provident fund, among others.
Healthcare Unit
The Bank has established a Healthcare Unit to serve as a central hub for comprehensive employee healthcare, providing the following services:
- Medical Examination and Medical Reimbursement Services
- On-site Healthcare Services The Bank provides access to general practitioners, medical specialists and nurses, for medical examinations, treatment, medication dispensing and health advice to employees at no cost at the Healthcare Unit on the 4th Floor of the Silom head office building.
- Annual Health Check-up Service The Bank provides annual health check-ups for employees, covering complete blood count, fasting blood sugar and lipid profile, liver and kidney function, electrocardiograms (ECG), chest X-rays, and hepatitis B immunity testing every three years. Male employees aged 50 and above are eligible for prostate cancer risk screening, while female employees may undergo cervical cancer and breast cancer screening, with expenses reimbursed in accordance with the rates prescribed by the Bank.
- Quadrivalent Influenza Vaccine The Bank provides annual influenza vaccination services for employees at designated service points.
- Medical and Dental Reimbursement and Referral Service for Treatment Employees who receive medical treatment at external healthcare facilities or dental services can claim reimbursement for medical and medication expenses through the Healthcare Unit in accordance with the rates prescribed by the Bank. In cases where hospitalization is required, employees may request a referral letter from the Healthcare Unit. The Bank will cover the related expenses in accordance with the Bank’s criteria and conditions.
- Counselling Services for Mental Health Issues and Stress Management
Stress and mental health issues are increasingly prevalent in Thai society. The Bank places strong emphasis on supporting employees who may be at risk of such challenges. Through the Healthcare Unit, a psychiatrist is available once a week at no cost to employees. In cases where employees seek mental health services from external healthcare providers, medical expenses can be reimbursed in accordance with the rates prescribed by the Bank. In addition, the Healthcare Unit provides access to iSTRONG Mental Health, an online platform that enables employees nationwide to communicate with and consult with experienced psychologists and psychotherapists, as well as to jointly find the best solutions. This service is considered as a safe zone for employees as all information shared during consultations is kept confidential and is not disclosed or reported to the Bank. - Healthcare Knowledge-sharing
The Healthcare Unit continuously produces and disseminates educational materials on illnesses, seasonal epidemics, and guidance on maintaining physical and mental wellbeing through the Bank’s internal communication channels. In addition, external experts from the other medical institutions are invited to deliver health-related lectures, providing employees with knowledge about health care and practical guidance on preventing various illnesses.
Employee Engagement Survey
The Bank conducts employee engagement surveys across its various business units, covering questions related to purpose and inspiration at work, job satisfaction, learning opportunities, happiness, work-related stress and remuneration. In 2025 the Bank conducted an employee engagement survey among employees in the Credit Management, Accounting and Finance, and Credit Card divisions, with a target engagement score of 70 percent. The survey results indicated an engagement level of 65 percent. The Bank will analyze these findings to identify opportunities and ways to further improve its human resource management strategies.
Occupational Health, Safety and Environment in the Workplace
The Bank places strong emphasis on workplace safety and occupational health, as well as on the wellbeing of all related parties, including customers, visitors and external personnel performing work on the Bank’s premises. The Bank has established an Occupational Health and Safety Policy as an operational framework, and ensures that working conditions are appropriate and in compliance with applicable laws and regulations.
Occupational Health, Safety and Environment in the Workplace Operations
The operational structure for occupational health, safety and environment in the workplace comprises the Occupational Health and Safety Panel as well as an Occupational Health and Safety Committee for each bank building.
- Occupational Health and Safety Panel (OHS Panel)
The Occupational Health and Safety Panel (OHS Panel) comprises representatives from various units, including Compliance, Human Resources, the Healthcare Unit, Property Management Department, Employee Relations, and the Sustainability team. The OHS panel is responsible for ensuring compliance with the Occupational Health and Safety Policy; identifying and assessing workplace risks and hazards; establishing appropriate risk prevention and mitigation measures; setting action plans and quantitative targets; and regularly communicating and engaging with employees or representatives of employee groups on working conditions. In addition, the OHS panel drives and monitors the implementation of action plans and oversees the operations of the Occupational Health and Safety Committee (OHS Committee) in each bank building to ensure compliance with legal requirements. The OHS panel meets on a quarterly basis and duly reports the outcomes of its meetings to the responsible senior executives for acknowledgement and/or decision as appropriate. - Occupational Health and Safety Committee (OHS Committee)
The Occupational Health and Safety Committee (OHS Committee) established for each bank building is responsible for driving, overseeing and promoting workplace safety within the Bank’s premises in order to prevent accidents, injuries and work-related illnesses, as well as performing other duties as required by law. The Committee reports its performance results to the Occupational Health and Safety Panel (OHS Panel) for acknowledgment or recommendation on the next actions, and also reports to the responsible senior executives in cases where employees experience work- related injuries or work-related illnesses, or whenever any indication of risks and hazards in the workplace have been identified.
Risk Management of Occupational Health, Safety and Environment in the Workplace
The Bank conducts regular risk assessments of occupational health, safety and environment in the workplace to identify and evaluate significant risks and hazards, establish appropriate control and mitigation measures, set action plans and quantitative targets, and monitor progress and performance. Over the years, the Bank has continuously worked to enhance workplace safety and create an environment conducive to effective work. This includes regularly cleaning workplaces, upgrading equipment to ensure safety and suitability for various tasks, separating photocopying and shredding rooms from workstations, regularly maintaining buildings’ air-conditioning systems, and establishing fire prevention and suppression plans. In the event of work-related injuries or illnesses arising from working conditions or the work environment, the Bank conducts investigations and root- cause analysis, implements corrective actions, and defines appropriate control measures. In addition, the Bank engages qualified contractors and independent external inspectors to conduct annual assessments of the working environment. These assessments cover building safety, electrical systems, noise levels, and indoor air quality in work areas, in compliance with applicable laws and national standards, as well as international standards such as Singapore Standard SS 544: 2009 Code of Practice for Indoor Air Quality for Air-Conditioned Buildings.
Preparation and Response to Emergency Situations
The Bank has established emergency response plans and ensures that essential equipment is readily available at all times, to enable timely and effective responses to emergency situations, thereby minimizing potential loss of life and property. Also, the Bank conducts annual fire drills and evacuation exercises at its office buildings and branches nationwide.
Training on Occupational Health and Safety
The Bank provides basic fire safety training to all new employees, covering the use of different types of firefighting equipment, evacuation procedures, and channels for reporting fire incidents. Moreover, the Bank offers safety officer training programs to ensure that employees understand the roles, duties and responsibilities of the Bank’s safety officers, as well as applicable safety related laws and regulations.
Employee Retirement Preparation and Post-retirement
Employee Skill Development for Retirement Preparation and Post-retirement Care Pre-retirement Preparation
The Bank regularly organizes financial education sessions to help employees prepare for a secure and fulfilling retirement. These sessions cover topics such as provident fund planning and management, selection of investment policies, maintaining provident fund membership, options for receiving provident fund benefits, tax benefits of provident funds for retirees, and post-retirement financial management. Furthermore, the Bank holds annual pre-retirement seminars that provide practical knowledge and guidance for life after retirement. These programs address a wide range of topics, including living a happy and balanced life, the Bank’s medical benefits, universal healthcare coverage, old-age pensions, senior citizen allowances, other government welfare programs, and the benefits and welfare arrangements provided by the Bank for retired employees.
Post-retirement Care
The Bank recognizes and values the dedication and contributions of employees who have devoted themselves to serving the Bank throughout their careers, and is committed to supporting their wellbeing after retirement. Accordingly, the Bank provided a one-time financial allowance of Baht 200,000 per person to employees retiring in 2025 who commenced employment prior to January 1, 1989. In addition, retired employees with more than 30 years of service are entitled to receive medical treatment and medication at the Healthcare Unit free of charge, helping reduce expenses and promote a good quality of life after retirement. The Bank also supports the Bua Yai Club, which was established to enable retired employees to gather and socialize on important occasions such as New Year celebrations, Songkran Festival, and Royal Kathin ceremonies, as well as to provide mutual assistance to fellow members and their families as appropriate. Members of the Bua Yai Club receive various benefits from the Bank, including free medical treatment and
medication at the Healthcare Unit and funeral assistance. In addition, the Bank has established the Chatri Sophonpanich Fund to support retired employees facing financial hardship by providing financial assistance in cases of serious illness or death, as well as educational scholarships for their children.
The Bank regularly organizes financial education sessions to help employees prepare for a secure and fulfilling retirement. These sessions cover topics such as provident fund planning and management, selection of investment policies, maintaining provident fund membership, options for receiving provident fund benefits, tax benefits of provident funds for retirees, and post-retirement financial management. Furthermore, the Bank holds annual pre-retirement seminars that provide practical knowledge and guidance for life after retirement. These programs address a wide range of topics, including living a happy and balanced life, the Bank’s medical benefits, universal healthcare coverage, old-age pensions, senior citizen allowances, other government welfare programs, and the benefits and welfare arrangements provided by the Bank for retired employees.
Post-retirement Care
The Bank recognizes and values the dedication and contributions of employees who have devoted themselves to serving the Bank throughout their careers, and is committed to supporting their wellbeing after retirement. Accordingly, the Bank provided a one-time financial allowance of Baht 200,000 per person to employees retiring in 2025 who commenced employment prior to January 1, 1989. In addition, retired employees with more than 30 years of service are entitled to receive medical treatment and medication at the Healthcare Unit free of charge, helping reduce expenses and promote a good quality of life after retirement. The Bank also supports the Bua Yai Club, which was established to enable retired employees to gather and socialize on important occasions such as New Year celebrations, Songkran Festival, and Royal Kathin ceremonies, as well as to provide mutual assistance to fellow members and their families as appropriate. Members of the Bua Yai Club receive various benefits from the Bank, including free medical treatment and
medication at the Healthcare Unit and funeral assistance. In addition, the Bank has established the Chatri Sophonpanich Fund to support retired employees facing financial hardship by providing financial assistance in cases of serious illness or death, as well as educational scholarships for their children.
Data of Employees
Diversity
|
Employees Data |
Percentage |
|
Age groups |
|
|
<30 years old |
17.22 |
|
30-50 years old |
57.76 |
|
>50 years old |
25.02 |
|
Gender |
|
|
Female in total workforce |
66.89 |
|
Female in all management positions |
55.34 |
|
Female in top management positions |
36.51 |
|
Female in junior management positions |
57.16 |
|
Female in management positions in revenue-generating functions |
53.60 |
|
Female in STEM-related positions |
46.20 |
|
Nationality |
|
|
Thai nationality in total workforce |
99.68 |
|
Thai nationality in all management positions |
97.52 |
Compensation and Welfare
|
Ratio of compensation of male to female employees |
|
|
Executive level (base salary only) |
1:0.60 |
|
Executive level (base salary + other cash incentives) |
1:0.59 |
|
Management level (base salary only) |
1:0.94 |
|
Management level (base salary + other cash incentives) |
1:0.94 |
|
Non-management level (base salary only) |
1:0.92 |
|
Mean annual compensation of all employees, except the CEO (Baht) |
|
|
816,921 |
|
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