Labor Standards

Employee Development Plan

The Company places continuous importance on developing the potential of employees at all levels, recognizing that human resources are a crucial factor in driving the organization to compete and grow sustainably in a rapidly changing business environment. Therefore, the Company aims to promote the development of necessary knowledge, skills, and competencies to enhance operational capabilities, increase work efficiency, and prepare personnel to confidently adapt to future changes.

Objectives

• To enhance employees' knowledge, skills, and potential in line with business changes.
• To promote employees' ability to perform effectively and achieve company goals.

Goals

• To increase average training hours per employee by at least 10 hours/person/year.
• To promote learning aligned with employees' duties and career paths (Job-Based Training).

Guidelines and Implementation Measures

• To promote learning through online systems (E-Learning).
• To develop curricula aligned with the needs at each level, such as foundational courses, specialized skills, and leadership programs.
• To establish a learning outcome tracking system to evaluate results and plan further development.

Personnel Development

The Company recognizes the value of human resources, believing that employees are crucial assets for the organization to achieve its goals. The Company plans training and development programs to enhance personnel knowledge, expertise, and ability to successfully perform their duties. The Company provides all employees with access to self-learning and development through its online E-Learning system, which offers over 400 courses. The Human Resources Department organizes both internal and external training, designing courses appropriate for various job functions and performance levels, such as Effective Communication, Leader as a Coach, and Growth Mindset. This approach to personnel development aligns with the organization's Core Value: "Be Better, Move Faster, Think of Other," which focuses on employees improving themselves daily to enhance work efficiency and support others, including colleagues, supervisors, and clients, to achieve collective success.

The average training hours per employee per year from 2022 to 2025 are as follows:

• 2022: Average training hours were 2.30 hours/person/year.
• 2023: Average training hours were 10.00 hours/person/year.
• 2024: Average training hours were 5.63 hours/person/year.
• 2025: Average training hours were 10.13 hours/person/year.

Employee and labor management: Employee training and development

Employee Compensation and Benefits

The Company adheres to the principle of equality in compensation management, considering employee abilities and performance to ensure fair remuneration aligned with their duties. It also efficiently manages employee welfare benefits to create a good quality of life and a sense of security within the organization. Furthermore, it aims to motivate employees and make them feel valued within the organization, which are crucial factors in fostering satisfaction and long-term employee retention.

In terms of employee retention, the Company emphasizes analyzing the Employee Turnover Rate to identify reasons for departure and develop effective measures to reduce it. The Company conducts exit interviews to gather data and feedback that can be used to improve and develop the working environment, such as enhancing welfare benefits and fostering good relationships with all employees, to ensure employee satisfaction and readiness to further develop their work potential.

Compensation Management and Employee Retention Plan

The Company has a policy for fair, appropriate, and competitive compensation in the labor market, determined in alignment with the duties, responsibilities, and performance of employees in each position. The Company designs its compensation system based on principles of fairness, transparency, and non-discrimination, regardless of department, age, gender, or any other status, adhering to the principle of equity management to ensure equality for employees performing comparable work in terms of position level, responsibilities, and job complexity.

In addition, the Company emphasizes reviewing its compensation structure to a level that can attract and retain quality personnel, aligning with labor market conditions and organizational growth. It also systematically defines performance and competency evaluation systems to use evaluation results in determining appropriate, fair compensation that aligns with each employee's potential and responsibilities.

Objectives

• To manage compensation and benefits fairly, transparently, and in line with employees' abilities and performance.
• To reduce employee turnover and retain high-potential personnel within the organization in the long term.

Goals

• To reduce the employee turnover rate to no more than 50% by 2025.
• To increase employee satisfaction with compensation and benefits.

Guidelines and Implementation Measures

• To provide basic and supplementary welfare benefits that cover employee needs.
• To organize activities that foster relationships between employees and management, such as Townhalls.
• To prepare turnover rate analysis reports to utilize data for developing employee retention policies.
• To create an Engagement Survey to measure employee satisfaction levels.

Employee Turnover Rate

The Company has set human resource management goals aimed at reducing employee turnover to an appropriate level to retain high-potential personnel and ensure business continuity. The goals and performance regarding the employee turnover rate from 2022 to 2025 are presented as follows: The goals and performance regarding the employee turnover rate from 2022 to 2025 are detailed below.

Goals : Employee turnover rate not exceeding 50% in 2025.

Operational Performance :

• 2022: Employee turnover rate was 58.58%.
• 2023: Employee turnover rate was 66.1%.
• 2024: Employee turnover rate was 42.14%.
• 2025: Employee turnover rate was 47.36%.

* Turnover rate calculation method = Number of voluntary resignations / Average number of employees per year

Based on the above data, in 2025, the employee turnover rate slightly increased from 2024. The overall turnover is attributed to changes in the working environment and competition in the labor market. The Company will use this analysis to continuously review its human resource policies and define employee retention strategies to strengthen human resource stability and support the organization's long-term sustainable growth.

Additionally, in 2025, the Company conducted an Employee Engagement Survey to gather feedback and utilize the survey results to further improve the working environment, personnel development, and welfare benefits to better align with employee needs. The survey results for 2025 were at the level of 3.5 out of 5 points (equivalent to 70%) reflecting a generally good level of overall satisfaction and engagement with the organization. The Company has continuously used these evaluation results to review and improve human resource management. In the past year, the Company has regularly organized activities to promote employee engagement, such as:

• Town Hall activities twice a year To communicate the vision, organizational direction, and operational performance, providing employees with opportunities to express opinions and exchange ideas, fostering a transparent and participatory organizational culture. Additionally, to recognize and commend outstanding employee achievements, convey inspiration, and promote behaviors aligned with organizational values.

• Valentine: Token of Love activity on February 14, 2025, to promote a friendly work environment, strengthen employee engagement, and support mental well-being in the workplace.

• Uncensored Voices activity to provide a platform for employees to openly express their opinions, feelings, and suggestions, fostering an open, transparent, and employee-listening organizational culture, and strengthening confidence in internal communication.

• PRTR Open House on Friday, March 14, 2025: Operational performance update, Meet & Greet with the management team, opportunity to connect with colleagues from all business units (Crossed BU), Q&A Session with executives to address all inquiries.

• The "This is Us. This is PRTR" campaign aims to promote employee engagement and reflect the organizational identity by inviting employees to share their stories and perspectives in short captions, linking them to one of the four core organizational values: Playful, Result, Trust, and Respect. This helps foster a shared understanding of organizational values, builds pride, and promotes a work culture that respects diversity and openness, also reflecting 'how we work'.

  P - Playful: We are dedicated and fully enjoy our work.

  R - Result: Effort to achieve the best possible outcome.

  T - Trust: We work as a team with trust, not control.

  R - Respect: Valuing every voice and prioritizing everyone.

• Halloween activity under the theme "International Ghosts 2025" on October 31, 2025, to foster good relationships among employees and create a friendly and creative work atmosphere. The event included a creative costume contest, thrilling photo booth corners, a mysterious puzzle room, and fortune-telling, with prizes totaling over 5,000 Baht. This activity helped promote relaxation, unity, and a sense of belonging to the organization, contributing to positive employee engagement and organizational culture.

• PRTR Star Crew This campaign was organized to concretely promote the application of the organizational value "Think of Others" in the workplace. It began with an Open House activity to build understanding of the concept and its practical application in the work context. Subsequently, a platform was provided for employees to propose ideas and projects through teamwork, emphasizing stakeholder considerations. The campaign aims to encourage employees to participate in presenting ideas and developing innovations that enhance work efficiency and service quality, with awards given to outstanding and implementable works totaling over 100,000 Baht.

• Activities “Healing Card” The "Healing Card" activity was organized to promote employees' mental well-being by providing a safe space to take a break from daily stress and reflect through conversations with professional listeners. The activity helped foster relaxation, boost morale, and support work efficiency, taking place on November 26, 2025.

• Activities “Listen with Ears, See with Heart (Deep Listening)” On the occasion of the National Month of Listening, the organization held an activity to promote deep listening skills and empathetic communication for employees at all levels. This activity supported effective collaboration and fostered a positive organizational culture, taking place on November 26, 2025.

• Survey and assistance for those affected by the flood situation on November 26, 2025, by providing 10,000 Baht per person to alleviate hardship and support urgent quality of life recovery.

• Activities Staff Party "PRTR GALA NIGHT 2025" under the concept "Let's Shine and Celebrate Together" was held to promote employee engagement, foster a friendly work atmosphere, and provide an opportunity for all employees and executives to celebrate successes together. The event included "PRTR Got Talents" activities to offer a platform for employees to showcase their special abilities, creating participation and pride in the organization. The event took place on December 12, 2025.

Employee Compensation and Benefits

The Company adheres to the principle of equality in compensation management, considering employee abilities and performance to ensure fair remuneration aligned with their duties. It also efficiently manages employee welfare benefits to create a good quality of life and a sense of security within the organization. Furthermore, it aims to motivate employees and make them feel valued within the organization, which are crucial factors in fostering satisfaction and long-term employee retention.

In terms of employee retention, the Company emphasizes analyzing the Employee Turnover Rate to identify reasons for departure and develop effective measures to reduce it. The Company conducts exit interviews to gather data and feedback that can be used to improve and develop the working environment, such as enhancing welfare benefits and fostering good relationships with all employees, to ensure employee satisfaction and readiness to further develop their work potential.

The Company has established a welfare committee to allocate beneficial welfare benefits for employees, including:

• Provident Fund: Employees can apply for the provident fund, with contribution rates ranging from 3% to a maximum of 15%.
• Annual Leave: Leave days are divided into:
  1. Sick leave: 30 days/year
  2. Annual leave as stipulated by company regulations, not less than legally mandated, and a maximum of 20 days.
  3. Personal leave: 3 days
  4. Employer-Employee Joint Investment Program (EJIP)
  5. Financial assistance for various occasions
  6. Life insurance and group health insurance
  7. Discounts on products from partners
  8. GH Bank Home Loan

Employee and labor management: Employee engagement and internal employee groups

Employee engagement