Human Rights
Target
Performance
The agro-industrial and food business is connected to a large number of people across the entire value chain, from workers in production processes, farmers, and supply-chain partners to communities and end consumers. As a result, it can generate both positive and negative impacts on labor, including employment, labor practices, and working conditions. These impacts may occur within the company’s own operations as well as across its complex supply chain. The sector also plays a direct role in influencing community quality of life and society’s food security.
At the same time, technological advancement, increasing threats, widening inequality gaps, and the escalating climate and environmental crises may further affect work, well-being, food security, and access to natural resources for stakeholders throughout the value chain, both in the present and in the future.
As a fully integrated leader in the agro-industrial and food sector, the Company recognizes its responsibility to respect and promote fundamental rights through decent employment, capacity building, and the promotion of well-being. This commitment includes developing products that prioritize nutrition and food safety, support equitable access to food, while protecting ecosystems and using resources responsibly. In parallel, the Company collaborates with business partners and stakeholders across sectors to strengthen livelihood and income security, enhance resilience and adaptability to change, and maintain environmental balance, contributing to inclusive growth and a sustainable agricultural and food system.
Management Approach
CPF recognizes that every individual possesses equal inherent value and dignity. The Company is committed to conducting its business with respect for human rights for all stakeholder groups throughout the value chain, as set forth in its Code of Conduct and related corporate policies. In addition, the Company strictly complies with all applicable laws, regulations, and regulatory requirements.
CPF Human Rights Management Framework
Governance
The Company requires all business units to manage human rights risks that may arise from its operations. including those within the value chain under their respective areas of responsibility. A Human Rights Working Group at the headquarters level, comprising representatives from Human Resources, Risk Management, Feed Raw Material Procurement, Central Procurement, and Sustainability Management, is responsible for driving implementation across the organization and its supply chain. The Working Group reports performance and progress to the Corporate Governance and Sustainability Development Committee, which provides oversight to ensure that human rights risk management is implemented effectively and in alignment with internationally recognized human rights principles.
Commitment
The Company has clearly stated its commitment in its Human Rights Policy. This policy follows the United Nations Guiding Principles on Business and Human Rights (UNGPs) and aligns with internationally recognized standards, including the Universal Declaration of Human Rights (UDHR) and the ILO Declaration on Fundamental Principles and Rights at Work. Human rights principles are embedded across the Company’s global operations through a range of specific policies, including: Employment and Labor Management Policy, Non-Discrimination and Anti-Harassment Policy, Diversity and Inclusion Policy, Quality Policy, Sustainable Procurement Policy and Supplier Code of Conduct. These frameworks are designed to ensure that all stakeholders are treated with equality and fairness, and are free from all forms of discrimination and harassment throughout the Company’s operations and value chain.
Human Rights Due Diligence: HRDD
Risk and Impact Assessment
Integration and Implementation of Measures
Monitoring and Reporting
Grievance Mechanism and Remediation Process
Since 2016, the Company has conducted a comprehensive Human Rights Due Diligence (HRDD) process every three years, covering 17 countries where the Company has investments. The assessment covers both the Company’s employees and rights holders throughout the supply chain, such as business partners, farmers, and contractors. Key stakeholder groups include employees, suppliers and contractors, customers, and communities and pays special attention to vulnerable groups such as women, pregnant women, children, LGBTQI+ individuals, the elderly, persons with disabilities, migrant workers, third-party employees, and indigenous peoples. Based on the HRDD outcomes, the Company has identified the following Salient Human Rights Risk Issues:
Own Operations (Including subsidiaries and joint ventures over which CPF has management control)
- Employee Working Condition
- Employee Occupational Health and Safety
- Supplier and Contractor Occupational Health and Safety
Tier 1 Suppliers and Contractors
- Occupational Health and Safety
- Working Condition and Labor Practices
Furthermore, at all operational sites where significant human rights issues (Salient Issues) have been identified, the Company has implemented impact mitigation measures and remediation processes covering 100% of such cases.
In addition, the Company conducts Human Rights Impact Assessments (HRIA) on salient Human Rights risk issues. In-depth due diligence across the Company’s operations and supply chain enables the development of effective processes and mitigation measures to prevent, manage, and address human rights risks, while creating positive impacts for employees, business partners, communities, and relevant stakeholders. Furthermore, the Company maintains a process to monitor, review, and publicly disclose its performance on an annual basis.
To ensure alignment with internationally recognized standards, the Company has established a Whistleblowing Policy and provides diverse and accessible grievance channels. These include an online reporting form via the corporate website, a dedicated hotline, facsimile, and a specific whistleblowing email address. All grievance mechanisms are managed and overseen by the Audit and Risk Management Committee to ensure independence, transparency, and effectiveness.
For more details, please refer to: CPF Human Rights Due Diligence Report 2025
Related Documents
Stakeholder Engagement
The Company recognizes the importance of listening to stakeholder feedback and therefore engages employees, business partners, and communities surrounding its operations in the process of identifying and assessing risk and impact issues. This engagement supports the identification of appropriate, effective, and context-specific measures to prevent, address, and mitigate impacts.
Raising Awareness
To foster a culture of respect for human rights throughout the organization and its supply chain, the Company communicated its Human Rights Policy and related policies to employees, workers, contractors, and business partners through various channels, including the intranet, email, posters, and engagement activities. all employees and worker are required to participate in annual Business Ethics and foundational training programs, which cover policies and guidelines for respecting the rights of all stakeholder groups.
The Company also provides training for employees on the requirements of the Thai Labour Standard (TLS 8001-2020) and corporate social responsibility in the workplace, delivered by subject matter experts. Additional training programs are offered in response to customer requirements, such as those aligned with the SMETA 7.0 standard. These initiatives support the continuous enhancement of labour practices, occupational safety, environment management, business ethics, and social responsibility across the Company’s operations and supply chain.
Key Operations and Projects
The Company focuses on strengthening its operations to manage the salient human rights issues in its own operations and across its supply chain. Implementation focuses on three key areas: promoting diversity, equity and inclusion (DEI); strengthening transparent and fair worker voice and grievance mechanisms; and respecting freedom of association and collective bargaining. These efforts aim to create positive impacts for communities, particularly vulnerable groups, based on meaningful stakeholder engagement, reduce social inequality, and foster sustainable economic opportunities.
Diversity, Equity & Inclusion: DEI
The Company believes that diversity in thought, skill, and experience is a key driver of sustainable success. The Company is committed to providing equal opportunities and ensuring fair and equitable treatment for all personnel. It strive to foster a safe and inclusive working environment, free from all forms of harassment, bullying, and discrimination, and grounded in respect for individual differences, including race, nationality, gender, age, or physical ability.
Migrant Worker Welfare
The Company manages migrant workers in strict accordance with Ethical Recruitment principles and the 'Employer Pays Principle' to protect the rights and dignity of workers throughout the recruitment and employment process. The Company is responsible for all recruitment-related expenses from the country of origin, covering recruitment fees, passports, medical examinations, visas, and work permits, as well as travel and meal expenses, without charging or deducting any costs from migrant workers.
The Company continuously implements "Dormitory Meet-and-Greets" throughout the year. These initiatives involve onsite visiting to migrant worker accommodation to gather feedback, suggestions, and expectations regarding living and working conditions. Insights obtained through these engagements are used to refine and strengthen measures that enhance the quality of life for migrant workers and ensure that actions taken are responsive to the actual needs of employees in each location.
In 2025, The Company conducted a total of 13 dormitory site visits, covering operational facilities across multiple provinces nationwide. These discussions are conducted informally in a friendly and supportive environment, helping to build trust between workers and civil society representatives. This approach encourages workers to feel more confident in expressing their views and concerns. It also enables the Company to gain insights that reflect workers’ real experiences, which are valuable for improving measures aimed at enhancing the well-being of migrant workers.
Employment of Persons with Disabilities
The Company prioritizes employment equality and non-discriminatory access to career opportunities for persons with disabilities, in full compliance with legal requirements. In particular, the Company has continuously complied with Sections 33 and 35 of the Empowerment of Persons with Disabilities Act since 2017
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Employment within operational facilities ensures that persons with disabilities have equitable access to appropriate positions, including administrative functions, accounting, and operational support within factories and farms.
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Employment through community and public benefit initiatives promotes social participation by enabling persons with disabilities to engage in activities that serve the public interest. These initiative include projects in schools under the Office of the Basic Education Commission (OBEC), Border Patrol Police schools, government agencies, temples, Sub-district Health Promoting Hospitals, as well as the Company’s community outreach programs.
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Support for self-employment and Income Generating by providing designated areas within factories for persons with disabilities to sell their products, thereby promoting income generation and economic independence.
To ensure that persons with disabilities achieve a good quality of life and receive appropriate support, the Company implements initiatives to strengthen their capacity for stable employment and self-reliance. These initiatives include training in essential areas such as awareness of disability-related rights and benefits, social security, and occupational safety as well as vocational skills development, including layer chicken farming. In addition, the Company conducts regular follow-up visits to monitor and assess living conditions ensuring that support measures are effective and responsive to individual needs.
Creating Career Opportunities for Youth
To support skill development and reduce youth unemployment, the Company implements internship and cooperative education programs. that provide students with hands-on experience across the integrated food Value chain. These programs enable participants to develop practical skills and gain exposure to real-world operations across multiple business functions. In 2025, a total of 233 students participated in these programs across various departments, including Human Resources, Central Engineering, and the Aquaculture, Swine, and Broiler businesses.
In addition, CPF implements the 'Layer Chicken for Student Lunch' project, transfers expertise in poultry husbandry, farm management, and commercial sales to local schools. The program has been enhanced through the integration of Internet of Things (IoT) and Artificial Intelligence (AI) technologies, enabling students to develop skills as “Smart Farmers” By applying IoT systems to monitor and manage farming environments, students can improve food security within their schools while acquiring future-ready competencies in agricultural technology.
Furthermore, the Company promotes the employment of new graduates in fields aligned with its business needs. In 2025, the Company more than 1,000 new graduates to develop a new generation of professionals for the food industry, enhance vocational skills, and contribute to the reduction of youth unemployment.
Developing Transparent and Fair Labor Voice Mechanisms
The Company has partnered with the Labour Protection Network Foundation (LPN), an independent and trusted organization specializing in labor rights, to establish an independent grievance mechanism through the “Labor Voices Hotline by LPN” since 2017. This mechanism serves as an important channel for systematically gathering worker feedback and addressing labor-related concerns.
To ensure equitable and inclusive access, the service is available in multiple languages, including Thai, Myanmar, and Cambodian. The platform enables workers to freely and confidently express opinions, seek advice, or raise grievances, thereby strengthening trust, transparency, and effective remedy within the Company’s operations and supply chain.
Communication Poster: "Labor Voices Hotline by LPN" Employee Feedback Channel
Thai/English language poster
Myanmar/Thai language poster
Cambodian/Thai language poster
All grievances received are recorded and managed by LPN, which coordinates with the company’s relevan internal units to verify facts and implement appropriate remedies. The Company places strong emphasis on maintaining strict confidentiality of complainants to safeguard employee rights and safety throughout the process. In 2025, the Company received a total of five grievances through the “Labour Voices Hotline by LPN,” covering issues related to living conditions, facility management, and compensation systems. All cases were thoroughly investigated and addressed in accordance with established protocols. In addition, internal control measures were strengthened to prevent recurrence and to further enhance a safe, fair, and dignified working environment for all employees.
Furthermore, under this collaborative framework of cooperation, LPN has continuously provided training to CPF employees to raise awareness among both Thai and migrant workers of their rights andresponsibilities , and to enhance understanding of how human rights principles can be applied in daily working practices.
Respect for Freedom of Association and Collective Bargaining
The Company shall respect the employees’ right to join or form any kinds of lawful associations and to participate in any collective bargaining in accordance with legal procedures.
For its operations Thailand, the Company encourages employees participation through Welfare Committee mechanism. which serves as a representative body for employees at all levels. to gather suggestions, opinions, and expectations, which are then presented to and discussed with management. This dialogue aims to continuously improve welfare administration and working conditions, ensuring that all employees benefit from an enhanced quality of life. Furthermore, this mechanism bridges the gap between the workforce and management, fostering a corporate culture of "Listening and Mutual Respect" in the workplace.
The election of the Welfare Committee is conducted with transparency and fairness. The Company designates the number of committee members to exceed the legal minimum of 5, scaling appropriately to the size of each facility with a maximum of 17 members. Additionally, the Company promotes the inclusion of vulnerable groups by requiring that the Welfare Committee reflects diversity in dimensions such as gender, nationality, religion, and disability. If the election results do not fully represent these vulnerable groups, the Company establishes a Welfare Sub-Committee to ensure that the voices and needs of every employee group are thoroughly heard.
In 2025, over
of the workforce benefited from enhancements in welfare and working conditions implemented based on recommendations from the Welfare Committee. Currently, the Company maintains 177 welfare committees, comprising 973 members.
This structure and the operational processes of the Welfare Committee actively promote genuine employee engagement. By establishing a vital two-way communication mechanism within the organization, the Welfare Committee serves as a key driver in enhancing the quality of life for all employee groups equitably and sustainably.
