Talent Attraction and Personal Retention

Employee and Labor Management Plan

As of 31 December 2025, the Company had a total of 1,693 employees. The Company’s workforce structure primarily consists of medical and nursing personnel, who represent the majority of total employees. Support and administrative personnel also play an important role in supporting operational efficiency in areas such as operation a systems, information technology, management, and governance. This ensures that medical services are delivered in accordance with standards of quality, safety, and professional ethics. In terms of age structure, employees are appropriately distributed across age groups, with the 30–50 age group serving as the core workforce of the organization.

This age group represents a stage characterized by experience, expertise, and the potential for further knowledge development. The Company has established Strategic Workforce Planning to address risks related to shortages of medical personnel, the aging society trend, as well as future expansion of medical services and investments in new technologies. The Company regularly monitors, analyzes, and reviews its workforce structure to ensure alignment with the Company’s strategic plan, business growth, and Workforce Sustainability objectives. The Company aims to maintain a balance between operational efficiency, employee engagement, and long-term competitiveness.

Fair Employment and Remuneration

The Company manages employment and remuneration based on the principles of fairness, transparency, and nondiscrimination. The Company adheres to international standards, Thai labor laws, and international labor standards under the ILO Core Conventions on equal remuneration, non-discrimination, gender equality, and the elimination of forced labor. The Company also follows the principles of the United Nations Guiding Principles on Business and Human Rights (UNGP) and the OECD Guidelines for Multinational Enterprises. The Company places importance on Equal Employment Opportunity and on treating employees at all levels with respect for human dignity, with consideration based primarily on knowledge, capability, and performance. The Company pays wages above the legally required minimum wage and strives toward providing a Living Wage, while managing working conditions to eliminate excessive working hours to support employees’ quality of life.

Systematic and Continuously Reviewed Remuneration Structure

In 2025, the Company managed its remuneration structure based on a Job Evaluation system and Job Grade classification, which have been continuously developed and improved to ensure Internal Equity within the organization and to reflect job responsibilities, job complexity, and the impact on service quality. The Company’s policy does not allow discrimination and ensures fairness in pay for work of equal value.

In addition, the Company regularly reviews its salary structure to align with labor market conditions in the private hospital industry (External Competitiveness) and to maintain competitiveness in Talent Attraction and Retention. The Company provides Fair Wages, which are not lower than the legally required minimum wage and aims to provide a Living Wage in accordance with the cost of living in the area of operation.

Performance-Based Compensation Adjustment

Annual compensation adjustments are based on the Performance Management System, which is linked to Corporate KPIs, Patient Service Quality, Department Performance, and Behavioral Competencies aligned with the Company's core values. This system encourages employees to continuously develop their capabilities and improve service standards. Employees with strong performance receive salary increases and bonuses at rates higher than the average.

Employee Benefits and Well-being

In addition to base compensation, the Company provides comprehensive and equitable benefits for all employees without discrimination based on employment contract type (except for legal limitations), including the following:

• Health : medical benefits for employees, spouses, and children; annual health check-ups; and preventive vaccinations
• Financial : provident fund (maximum contribution rate of 5 percent), employee welfare loans, and attendance incentives
• Family : maternity leave of 120 days (with salary for the first 60 days), paternity leave of 15 days with full pay to support the spouse after childbirth, and other statutory leave entitlements
• Development : support for further education and professional development programs
• Well-being : mental health promotion program (“Talk to Me”), exercise activities, and BMI Challenge

Governance Mechanisms

The Company has established independent, confidential, and accessible grievance channels for labor and remuneration matters through the Company’s website (Whistleblowing Channel) and the “Talk to Me” channel for employees. These channels are supported by whistleblower protection measures to prevent retaliation and promote a corporate culture that is transparent, accountable, and respectful of labor rights.

Employee Engagement

The Company conducts an Employee Engagement Survey annually to assess employee satisfaction, organizational pride, and employees’ intention to remain with the Company. In 2025, the average engagement score was 79.25, slightly below the target of 80.00. Nevertheless, the survey results reflected employees’ confidence in the Company’s direction and overall management quality. The Company conducted an in-depth analysis across dimensions to identify areas for improvement, particularly in internal communication and recognition. Improvement plans have been developed at both the organizational and departmental levels to enhance engagement scores in the following year.