Employee Well-being
GC is committed to becoming a Happy and Zero Accident Organization by providing a work environment and workspace that exceed legal safety requirements. At the same time, various projects have been organized to uplift employee’s happiness and well-being based on the principles of sustainability, which includes both their well-being while working with the company and after retirement
GC has incorporated labor protection laws and internationally recognized human rights principles as guiding frameworks for employee care, placing the well-being and quality of life of its employees at the core of its approach. This encompasses several key dimensions: ensuring compensation sufficient to cover the cost of living for employees and their families; and providing equal remuneration and benefits for male and female employees alike. Furthermore, to promote a healthy balance between work and personal life, the Company sets a maximum working week of 48 hours and seeks to avoid or minimize overtime and excessive working hours except where strictly necessary. Employees are also entitled to paid annual leave in accordance with applicable legal requirements. In the event that termination becomes unavoidable, the Company commits to notifying affected employees of the termination date and clearly communicating the reasons in all circumstances.
Furthermore, the Company has incorporated labor protection laws and internationally recognized human rights principles as guiding frameworks for employee care. GC has established a Welfare Committee in the workplace to oversee labor rights, employee welfare, and working conditions, as well as to listen to employees’ opinions and suggestions.
The company expresses its intention to apply this commitment throughout GC business and operations across supply chain. It also promotes the adoption of commitment by suppliers, contractors, and other key business partners to be aware of and committed to ensuring the well-being and sustainable quality of life for their employees.
In the past year, GC realizes the need to care for employees’ health and well-being. GC has supported the well-being of employees during such a time of crisis through various healthcare projects, with emphasis on ergonomics and stress management.
Employee Health & Well-Being Program
GC is aware of the changes in the current business sphere. In addition to developing employee skills and capabilities, GC also cares for their well-being and good working experience. GC has conducted many programs that support wide-range benefits as required by law and beyond legal requirements e.g., life insurance, health care, disability, parental leave, retirement provision, stockownership, etc., including a work from home procedure. Moreover, GC adjusts to new work formats quickly and sustainably in line with GC’s business operations.
Work from Home: WFH
GC has defined its work arrangements to foster greater flexibility and agility in its operations, including the adoption of a Work from Home (WFH) policy for office-based employees. In addition, the Company regularly conducts employee opinion surveys covering topics such as work practices, well-being, work-life balance, and personal development. At the same time, the Company continues to place importance on in-office presence as a means of elevating collaboration and strengthening organizational culture.
Flexible Working Operations
We have policy to offer and support flexible working hours and to allow employees to work at home, so long as this can be done in a way that meets the needs of the business and there is continued compliance with the needs of employees and changes in circumstances.
Family Support
The company policies are also extended to cover the well-being of our employees and their families as well.
- GC provides 10 breast-feeding rooms in all company sites and support employees who are pregnant or recently have children.
- GC provides health insurance for employees and their families, with flexible healthcare benefits, allowing employees to choose medical coverage for their spouse, children, or parents.
- GC is considering expanding vaccine coverage for employees' children under 12 years of age to include the BCG vaccine for tuberculosis prevention, the HPV vaccine for cervical cancer prevention, and the Rotavirus vaccine (ROTA).
- GC also provide health assurance for employees and their families i.e. spouse and children. We also support tuition fees for employees’ children from kindergarten school to university (age not over 22 years old).
Paid Parental Leave
- Female employees are entitled to maternity leave of up to 120 days, with paid leave for a maximum of 70 days, which exceeds the requirements set out under Thai labor law. Should a pregnant employee present a first-class medical certificate confirming that she is unable to perform her duties as normal, she is entitled to request a temporary reassignment of duties from her employer, either before or after delivery.
- Male employees are entitled to paid parental leave of up to 15 days in the event that their spouse gives birth.
- Employees can apply for additional personal leave or annual leave to care for family members (i.e., children, spouse, parents). The company will consider the suitability on a case-by-case basis.
- Employees are entitled to 15 days of annual leave each year. During the annual leave, employees will continue to receive their regular wages. This annual leave entitlement is separate from sick leave as required by law.
Compensation and Welfare Management
As a policy, GC offers competitive remuneration and benefits to its employees compared to leading companies in the same industry. The Company participates in the remuneration survey specifically for the petrochemical industry, which is GC’s benchmark, conducted by the benefit and compensation consultants every year, to obtain information and maintain competitiveness. The Company uses the survey data to determine employee compensation to ensure that all employees receive living wages that are at or above the cost-of-living estimates or relevant benchmarks, and sufficient to support both themselves and their families.
In addition, the appropriate remuneration is determined in accordance with the performance and duties to create utmost efficiency and effectiveness for both the Company and the employees. The salary structure is determined according to job level and position, taking into account fair remuneration regardless of gender. The Company also routinely monitors the gender pay gap to ensure equal remuneration for men and women. The Company provides various employee welfare benefits as required by law and beyond legal requirements. The Company also continuously improves its welfare and benefits to create a positive experience for employees within the organization, catering to the diverse needs of different employee groups through welfare programs designed to accommodate the specific needs of each group, such as Flexible Benefits, Flexible OPD Plan, and parental medical expense benefits, among others.
Working Hours Practices
GC oversees and monitors employees' working hours in compliance with regulations, rules, and applicable laws, setting the working hours to exceed do not exceed 48 hours per week, with employee health and occupational safety being the top priorities.
Moreover, GC does not encourage overtime work, work on holidays, or overtime on holidays, except in necessary cases. In such cases, total overtime hours must not exceed 36 hours per week. The Company ensures that employees are fairly compensated for overtime work based on the actual number of hours worked, which are accurately recorded in the system.
Employee Leave Practices
GC recognizes the importance of rest and work-life balance in promoting employee health and productivity. To ensure that employees make full use of their annual leave entitlements, the Company has implemented the following measures:
- Annual Leave Entitlement: Employees are entitled to a starting annual leave allocation of 6 to 15 days, depending on their length of service. Employees continue to receive their normal pay during annual leave. This entitlement is separate from statutory sick leave.
- Annual Leave Utilization: Employees may accumulate annual leave of up to 20 to 30 days per year, depending on their length of service. The Company offers a Flexible Benefits Programme, under which employees may convert accrued annual leave days into points redeemable for a variety of benefits of their choosing — including medical expenses beyond the Company's standard coverage, health and wellness expenses, utility and work-from-home support costs, and personal development and quality-of-life expenses, among others. Following any such conversion, employees must retain a minimum of 6 days of usable annual leave, in compliance with statutory requirements, thereby ensuring adherence to the legally mandated minimum leave threshold.
- Managerial Oversight: Managers monitor employees' remaining leave balances and engage in discussions with their team members to plan annual leave in advance.
- Automated Reminders: The Company's HR system sends periodic reminders to both employees and managers to facilitate the planning and utilization of outstanding leave balances.
These measures reflect the Company's commitment to employee well-being and compliance with labor standards, ensuring that annual leave is not merely an entitlement on paper, but is actively and meaningfully utilized.
Additionally, GC has projects aimed at enhancing the work environment and atmosphere, These projects also aim to support well-being by promoting a happy working environment, focusing on health, mindfulness, and wealth. Examples include the Go Fie Together 2025, Happy Life, Well-Being, Medical Treatment Support, and NCD Clinic Plus.
Go Fit Together 2025
GC has implemented the “Go Fit Together” program to promote the physical and mental well-being of employees. Good health not only enhances employees’ quality of life, strengthens their bodies, reduces stress, and lowers long-term health risks, but also improves work performance and contributes to the overall success of the organization.
The “Go Fit Together” program features activities designed to encourage employees to exercise regularly, including a calorie-counting competition. This initiative not only motivates employees to care for their own health, but also fosters team engagement, strengthens relationships among colleagues, and supports effective collaboration. The Company is committed to building a strong foundation for employee wellness, promoting good health and happiness in both personal and professional life.
Happy Life
GC conducts Happy Life, which is one of the workplace stress management projects, to promote quality of life and EQ helps counseling employees with personal issues that may affect performance in areas such as anxiety, stress at work, conflict in the workplace and financial or legal anxiety by providing professional, confidential counseling on social and mental health issues. Participation is voluntary and typically self-referred.
GC’s Happy Life Service consists of three types; 1) Consulting by 24 hours telephone for promptly personal advice 2) Privately consulting on diverse stress management programs such as stress awareness, stop smoking, crisis management, etc. 3) Annual booth activity, to create awareness of their own mental state.
Well Being
GC has conducted numerous employee physical and mental health care programs by offering various special benefits, arranging activities to talk with medical personnel, and building fitness facilities (Sport & Health Initiatives) in Bangkok and Rayong areas to ensure employees’ happiness and well-being while they work with the organization. Examples of projects in the past year include:
Flexible Benefits
Employees can exchange their vacation days for points which can be used to redeem a variety of benefits according to each employee’s needs, such as medical expenses that are beyond the company’s coverage, health promotion expenses, utilities expenses and support for work-from-home, and costs related to knowledge development and quality of life promotion, etc. Also, GC has expanded options to support remote work and to accommodate different generations.
Health Talk
GC organized health knowledge sessions covering trending diseases and current health topics of relevance to modern society — including sleep apnea and the importance of undergoing a Sleep Test, as well as techniques for maintaining a youthful and healthy body. The sessions featured lectures by qualified medical professionals, alongside practical guidance on adopting appropriate lifestyle habits to promote long-term health and reduce the risk of illness.
"Know Yourself to Understand Others" Activity
GC organized a knowledge-sharing session and workshop designed to encourage employees to develop greater self-awareness and a deeper understanding of others, with the aim of enhancing communication and fostering more effective collaboration in the workplace.
GC Well Being Day 2025
Organizing activities to foster good relationships between executive management and employees through meetings and collaborative events. At the same time, the company promotes and supports employees in gaining holistic health knowledge covering physical health, mindfulness, and wealth. The focus is on encouraging behavioral changes related to consumption habits, exercise to prevent and address health issues, stress management, and effective financial management.
Fitness Center Project
GC has established a fitness centre and exercise facility for employees, with the aim of enabling them to exercise more easily and effectively through enhanced access to equipment and spaces that are conducive to physical activity.
Medical Treatment Support
The Medical Treatment Assistance initiative has been carried out in conjunction with the annual employee health check-up program. Through this project, GC works to ensure that employees receive appropriate medical care in an effort to reduce their health risks, financial burden and treatment time. The Medical Treatment Assistance project is carried out under the following steps.
Heart Care Project
Continuous analysis of employee health data has revealed a year-on-year increase in the proportion of employees at risk of developing Non-Communicable Diseases (NCDs), particularly cardiovascular disease. In response, the Company has conducted a comprehensive health risk assessment for all employees and classified them into risk tiers, enabling the design of targeted, in-depth health care programmes tailored to each risk level — ensuring that health interventions are allocated appropriately and effectively. Employees are categorized into three risk groups as follows: High Risk, Moderate Risk, and Low Risk.
| Risk Group | Care Measures |
|---|---|
| High Risk | GC, in collaboration with a medical team, closely monitors employees' health conditions, while conducting periodic training sessions and behaviour modification programmes. |
| Moderate Risk | Health promotion activities are organized to provide guidance on appropriate nutrition and exercise, alongside the establishment of a Club House to facilitate knowledge sharing and inspire a health-conscious lifestyle. |
| Low Risk | A Club House is established to facilitate knowledge sharing and inspire a health-conscious lifestyle. |
Empowering Persons with Disabilities in the Workforce
The Company has fulfilled its obligations in supporting persons with disabilities in accordance with statutory requirements under the Empowerment of Persons with Disabilities Act B.E. 2550 (2007). In 2025, the Company employed a total of 40 persons with disabilities — 3 of whom were engaged as permanent employees under Section 33, and 37 under Section 35, which provides for concession arrangements and income-generating support for persons with disabilities. Of these, 19 individuals with disabilities from 5 municipalities surrounding the Company's Rayong Office received targeted assistance, including vocational promotion, income assessments, and coordination with subject-matter experts to provide occupational knowledge and guidance. As a result, the average income of supported individuals increased by 60% compared to their pre-support baseline — contributing to meaningful improvements in quality of life, greater self-reliance, reduced burden on families and society, and positioning persons with disabilities as productive contributors to household and national economic development, particularly among those of working age.
In addition, the Company assigned 5 persons with disabilities to assist in various internal departments, resulting in a reduction of 365 working hours per month. The Company also partnered with the Alumni Association of the Vocational Training and Rehabilitation Centre for the Blind to provide 13 visually impaired massage therapists offering complimentary traditional Thai massage services (focusing on the neck, shoulders, and upper back) to office-based employees at both the Bangkok and Rayong offices. This initiative contributed to measurable improvements in employees' physical well-being, with an overall employee satisfaction score of 97.5%.
Financial Wellness Activities (Wealth)
In line with GC strategy to promote financial literacy among targeted employee groups and address diverse financial needs, the Company organized knowledge-sharing activities and sessions through various online channels, featuring guest speakers with specialized expertise, including prominent financial experts and Financial Coaches. Topics were tailored to three distinct employee groups:
- Employees: Savings and investment strategies for wealth building across all generations; managing the maturity of Long-Term Equity Funds (LTF); the "Money Exercise" programme for year-round and lifelong financial health; and understanding the benefits and importance of the Provident Fund and the Employee Welfare Fund.
- Retiring Employees: Post-retirement financial management for the golden years; retirement-stage tax planning; and member benefits and welfare provided by the Gas Cooperative and Oil Cooperative.
- Financially At-Risk Employees: Financial planning before taking on debt; the Smart Debt Project — a Debt Management Clinic supported by the Government Savings Bank with its "Debt Management" curriculum, and the SAM Institute's "Debt Management Techniques: Restructuring to Overcome Crisis" course — along with individual financial counselling provided by the Government Savings Bank and Sukhumvit Asset Management Co., Ltd. (SAM).
In line with GC’s commitment to promoting financial security and safeguarding employee benefits, the Company has expanded the range of investment policies available within the Provident Fund, including the introduction of a DIY Investment Plan that allows employees to allocate their own investment proportions according to their individual risk appetite, supplementing the existing 12 standard investment plans. As a result of these efforts, the Company received two awards at the Outstanding Provident Fund Competition organized by the Association of Provident Fund (AOP):
- The First Runner-Up Award in the Single Fund category for provident funds in the private sector group with fund assets exceeding 1,000 million baht, receiving a trophy from the Ministry of Finance.
- The Outstanding Employer Promotion Award is a specialized outstanding award in the private sector category, receiving a trophy from the Securities and Exchange Commission (SEC).
Receiving this award demonstrates that the GC's provident fund consistently develops new benefits for employees, promotes and supports the creation of wealth and sustainable retirement savings for employees in the long term, caters to all employee groups, and aligns with the rapidly changing current economic conditions for the maximum benefit of employees.
Furthermore, to deliver personalised benefits and foster long-term employee loyalty, the Company has introduced an option for employees to receive commemorative awards for long service and retirement in the form of gold bullion or savings lottery bonds, at their discretion.
Employee Engagement
In addition to ongoing employee well-being programs, GC also monitors the implementation results of such programs through employee satisfaction and employee engagement surveys. The surveys were prepared and developed according to the Mercer Model which is a comprehensive multi-dimensional evaluation model. In the 7 Core Experience Elements, there are factors such as enabling tools and work processes, managing and support from supervisors, developing personnel, connecting internal relationships, recognizing through evaluation and rewards, leading by senior executives, and performing in company efficiency.
GC conducts an annual employee survey. The details of employee metrics used to measure employee engagement as well as examples of the assessment results in some dimensions are as follows:
| Dimension | Job Satisfaction |
|---|---|
| Sample of Metrics: |
|
| Result of Survey | 87% of respondents satisfied with the job. |
| Actions to Improve the Job Satisfaction Rate | Communication by senior management through CEO Townhall activities and senior executive communications at each business unit's Townhall to convey the Company's direction and explain its strategies, motivating employees to drive operations toward the organization's goals. |
| Dimension | Purpose |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 72% of respondents has a sense of purpose. |
| Action to Improve the Purpose Rate | Corporate culture promotion programs that focus on fostering professional collaboration among employees and sustainable growth alongside the organization, such as the GC Standout program, which encourages employees to deliver new ideas, ignite creativity, and think outside the box to build an Innovation Culture within the organization, as well as the Change Agent of the Year program, which recognizes and appreciates employees who are dedicated to creating change and serve as role models in driving a positive corporate culture. |
| Dimension | Happiness |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 66% of the respondents feeling happy in the workplace. |
| Action to Improve the Happiness Rate |
|
| Dimension | Stress |
|---|---|
| Metrics |
|
| Result of Survey | 71% of respondents feel capable of managing stress at work. |
| Actions to Improve the Stress Rate |
|
Performance Summary
Based on the abovementioned performance and assessment results, employee engagement level in 2025 stood at 76%.
Employee Engagement Survey Result
Performance
Target
| Performance | Target 2025 |
||||
|---|---|---|---|---|---|
| 2022 | 2023 | 2024 | 2025 | ||
| Employee engagement Survey Result (%) | 65 | 65 | 77 | 76 | 80 |
| Employees who Responded to the Survey Ratio (%) | 97 | 98 | 99 | 97 | |
(%)