Our Employee
Challenges and Commitment
GGC places strong emphasis on Employees as a core resource that plays a critical role in driving the organization toward sustainable business performance.
Accordingly, GGC focuses on recruiting qualified personnel, continuously developing Employee capabilities, and ensuring equal and fair treatment to strengthen organizational competitiveness amid rapidly changing economic conditions, while expanding opportunities for stable and sustainable growth. This challenge continues to be an important priority for GGC. In previous years, GGC has emphasized developing Employee knowledge, skills, and competencies in alignment with business strategies, while supporting equal opportunities for career advancement and promoting the well-being of Employees and their families to foster engagement and long-term sustainable growth with GGC.
Key Stakeholders
Employee
Shareholder, Investor and Analyst
Government
Supplier and Business Partner
For additional information on stakeholder engagement: Stakeholder Engagement
Goals
Key Performance in 2025
Management Approach
Employee Management
GGC ensures fair and equitable employee supervision in compliance with applicable laws, rules, and regulations. In addition, GGC has established a comprehensive Capability Building Strategy covering workforce planning aligned with the 3–5-year business strategy, recruiting qualified and suitable personnel, developing Employee competencies, and retaining high-potential Employees to support current business operations and prepare for future business expansion.
Capability Building Strategy
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Recruiting  |
GGC prioritizes attracting high-calibre talent through diverse channels such as the GGC Website, job search platforms, social media, recruitment agencies, and the Employee Referral Program. |
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Developing Employee Competence  |
GGC emphasizes Employee capability development at all levels by promoting learning opportunities and job-related skills enhancement through various projects and platforms. Key initiatives include the Total Productive Maintenance (TPM) program—initially implemented for Operations Employees and planned for expansion company-wide—and the Learning Management System (LMS), which focuses on both Upskilling and Reskilling via the GREEN E-Learning platform encompassing Functional Skills, Soft Skills, and Leadership Skills. GGC also implements a Leadership Competency Development program in collaboration with PTT Global Chemical Public Company Limited (GC Group) to strengthen leadership capabilities for Key Positions, grounded in GC’s People Excellence, Performance Excellence, and Future Excellence leadership framework. |
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Retaining and Engaging Employees  |
GGC places great importance on enhancing Employee engagement to retain high-potential personnel and support sustainable long-term growth. |
Labor Practices Commitment
GGC is committed to enhancing Employee well-being by establishing labor practices applicable to all Employees and Suppliers and Business Partners. These practices ensure that Employees receive the minimum legal rights and benefits required under Thailand’s labor legislation while continuously improving their quality of life and working conditions through various initiatives.
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Living wage |
To ensure a fair and sufficient standard of living, GGC uses labor market survey data to determine compensation levels that meet or exceed cost-of-living benchmarks and peer standards. This ensures Employees can adequately support themselves and their families and retain savings GGC also provides additional benefits beyond statutory requirements, such as health and wellness programs, flexible work arrangements, and extended health insurance coverage GGC regularly monitors and addresses gender pay differences to ensure no significant disparities exist between male and female Employees. Wage determination is based on actual experience and competencies. |
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Working hours & Condition |
GGC establishes working hours in accordance with the Labor Protection Act B.E. 2541 (1998), limiting work to no more than 8 hours per day and 48 hours per week, with a minimum 1-hour break after no more than five consecutive hours. GGC does not encourage overtime or excessive working hours due to potential health impacts Where overtime is necessary, GGC ensures that Employees receive fair compensation based on recorded and supervisor-approved hours. To support a healthy and efficient work environment, GGC conducts annual Employee engagement activities focused on improving working conditions. Employees are also encouraged to provide feedback at any time, which GGC values and uses to continuously enhance the workplace in accordance with ergonomic principles |
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Annual leave |
GGC provides between 6 and 15 days of annual leave depending on years of service, with full salary entitlement during the leave period. Annual leave is separate from sick leave, and Employees may check their remaining balance through the online system at any time. |
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Termination |
In the event of termination, GGC provides advance notice of at least one pay cycle as required under the Labor Protection Act B.E. 2541 (1998). For mass termination, GGC will conduct consultation or provide at least one month’s notice to allow Employees sufficient time to prepare. |
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Training |
GGC supports Employee growth alongside organizational development by providing diverse training programs that strengthen existing skills and build new capabilities, helping Employees respond to industrial changes and climate-related impacts. Examples include:
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Recruiting and Hiring
GGC not only focuses on developing Employee skills through Upskill and Reskill programs to keep pace with change, but also implements a systematic recruitment plan to attract high-potential personnel (Top Talent) in support of business expansion. This approach also prepares successors for critical positions in line with Employee retirement and GGC’s future growth.
For additional information on New Employee Hires Performance are available in Performance Data 2025: Performance Data 2025
Performance Appraisal
GGC has established a standardized Employee performance appraisal framework based on Key Performance Indicators (KPIs), while integrating principles of Corporate Governance and the Business Code of Conduct to ensure alignment across the organization (Employee performance appraisal systems integrates compliance/codes of conduct). The system also serves as a channel for communication and Feedback among Employees within teams, across teams, and among different functions.
The appraisal results are applied to improve performance at all levels and in all lines of work in support of GGC’s strategic objectives. In 2025, GGC implemented the following types of performance appraisal:
| Type of Performance Appraisal | Details of Performance Appraisal |
|---|---|
| Management by Objectives | Employees work with their supervisors to set annual performance goals that are aligned with their position level and line of work. Progress against these goals is monitored and assessed based on criteria and timelines jointly agreed between Employees and supervisors. |
| Multidimensional Performance Appraisal | GGC conducts a comprehensive annual performance appraisal using input from supervisors, peers, and subordinates. The results of this evaluation are used to develop Employee skills and improve work performance in a holistic and effective manner. |
| Team-Based Appraisal | GGC evaluates the performance of each team by using the Key Performance Indicators (KPIs) of team members to analyze and improve both team-level and organizational performance. These team-based appraisal results are used as key indicators for GGC in the future. One example of team-based appraisal is the assessment of Personal Safety performance for each team across various units. This assessment is conducted quarterly (Quarterly) and on an on-going process throughout Employees’ tenure with GGC.[S&P1.1] The objective is to promote a strong culture of personal safety, foster awareness of safe working behaviours among Employees and their teammates, and ensure regular checks of tools and equipment used in operations. This enables Employees to identify and manage safety and occupational health risks related to their work effectively. |
| Agile Conversations | GGC encourages Employees and supervisors in all lines of work to hold Agile Conversations—real-time (Real Time) discussions on work practices, performance results, capability development, and factors affecting Employee goal achievement. The content of these discussions is tailored to the nature of each function, and the meetings are held on a quarterly (Quarterly) basis. Agile Conversations help create career growth opportunities, enhance team performance, and support the achievement of GGC’s business objectives. |
Human Capital Development
GGC continuously implements Human Capital Development programs to enhance overall Employee performance, strengthen job stability, and foster Employee engagement with GGC. These initiatives are delivered through a range of activities and development programs that cover all levels, from Executives to Operations Employees.
| Type | Percent | Average Training Hours (hours/person/year) | Average Training Expenses (THB/person/year) |
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| Technical | 10.46 | 5.01 | 2,936 |
| Leadership | 39.19 | 18.78 | 1,646 |
| Occupational health and safety | 19.44 | 9.32 | 583 |
| Business support and expansion | 30.91 | 14.81 | 95 |
For additional information on Employee Development Performance are available in Performance Data 2025: Performance Data 2025.
Employee Development program
GGC regularly organizes training programs to support Employees in developing knowledge and skills relevant to their roles, covering both job-specific competencies and other key topics. The training framework spans the entire Employee lifecycle, from onboarding new hires to preparing Employees for retirement. GGC delivers training through multiple formats, including Coaching and Mentoring, as well as team-based and network-driven learning approaches.
- Coaching: GGC promotes capability building through Coaching and Mentoring, with a focus on deepening understanding of rapidly changing business contexts, such as the Low-carbon transition and heightened volatility in the global economy. Executives and subject-matter experts act as coaches and advisors, sharing strategic insights on topics such as macroeconomic trend analysis, the implications of international policies (including CBAM and COP29), and preparedness for technological and energy transitions.
- Teams and Networks: Team- and network-based learning is used to encourage knowledge exchange across functions and expert groups, particularly on Sustainability-related topics such as carbon management, investment in clean technologies, and alignment with emerging global market regulations. Cross-functional teams jointly analyze information from various sources, including global economic reports, renewable energy investment trends, and developments in the petrochemical industry, to formulate action plans that support GGC’s strategic goals and Stakeholder expectations.
Output and Benefit
- Support strategic decision-making with timely and relevant insights.
- Enhance business readiness to adapt and remain competitive in global markets.
Leadership Development Program
This program was organized to develop and prepare Employees who have been identified as Successors for 2025, as well as Employees nominated by management as Talent. The program focuses on strengthening leadership capabilities, cultivating a positive mindset, and enhancing Coaching skills. The curriculum included the “Outward Leadership” course held on 6 February 2025 and the “Coaching Essential” course held on 21 February 2025
Output and Benefit
- A total of 38 Employees participated in the program.
- Enhance the capabilities of individuals and teams to foster adaptability, empathy, and increased creativity within the organization. Elevating personnel excellence helps drive greater efficiency and innovation, creating a culture that prioritizes collaboration as a foundation for every project and initiative, thereby promoting team cohesion and a more effective work environment.
- Develop advanced leadership skills to manage teams effectively in growing S-Curve industries, including strategic decision-making and promoting sustainable practices that support future growth.
Pre-Retirement Training Program
GGC organizes Pre-Retirement training to support Employees in planning for life after retirement in a structured way. The program focuses on building financial security and managing future risks. In collaboration with GC, GGC’s parent company, GGC provides training on financial planning, saving, insurance, and investment. The program is open to Employees across all age groups to instill sound financial management practices and enhance readiness for a high-quality life after retirement.
Output and Benefit
- Employees gain knowledge and understanding of financial planning and risk management.
- Promote disciplined saving and investment for long-term financial security.
- Support Employees in preparing mentally and practically for life after retirement with greater confidence.
Digital Transition Program Training
Under the Digital Transition Program Training, the GC/GGC Group conducted three core initiatives to support the digital transition for outsourced workers and contract Employees. The program aims to strengthen digital skills, enhance workplace safety, and promote the use of AI technologies and data analytics across the organization, thereby driving a sustainable Digital Transformation.
- GGC AI Jump Start Held on 13 June 2025 via Microsoft Teams, this session introduced a framework for adopting AI within GGC, covering People, Process, and Technology dimensions. The program included demonstrations of Generative AI and Microsoft Copilot to showcase practical applications in daily work.
- Data DIY Workshop (2 cohorts) Conducted on 22 August and 19 September 2025, these workshops focused on developing Power BI skills from basic to intermediate levels. The training strengthened participants’ capabilities in data analysis and advanced reporting to support effective Data-Driven Decision Making.
Output and Benefit
- More than 80 Employees participated in the first project.
- Enhanced AI and data analytics skills, improving operational efficiency and decision-making quality.
- Supported GGC’s Digital Transformation journey and strengthened a Data-Driven Culture within the organization.
CI Smart motivation and Change Idol Program
This training program was designed to strengthen Employee motivation and positive communication skills, with the goal of improving performance at both the individual and team levels under the “Smart Motivation” concept. The course covered topics such as motivating team members and Customers, using verbal and body language to create positive energy, building an organizational culture that supports motivation, and fostering pride in one’s role and responsibilities. The program aims to drive sustainable organizational growth by energizing Employees from within.
Output and Benefit
- All 22 participating Employees were able to apply motivation techniques to team management and collaboration more effectively.
- Positive communication increased, helping to create a cooperative and energizing team atmosphere.
- Pride in personal roles was strengthened, leading to higher commitment and motivation among Employees.
Employee Well-being GRI 403-6 (2018)
GGC places strong emphasis on enhancing the overall quality of life of Employees and their families by providing competitive compensation, provident fund contributions, and comprehensive welfare and benefits that meet diverse needs. These measures help strengthen satisfaction in both work and personal life and foster stronger Employee engagement with GGC, thereby improving work efficiency.
Sports & Health Initiatives Program
The Sports & Health Initiatives Program was established to promote physical activity and healthy lifestyles among Employees. GGC provides access to a full range of fitness facilities, such as gyms, swimming pools, badminton courts, and football fields. GGC has expanded the number of fitness locations in Bangkok to better serve Employees working under Work From Home (WFH) arrangements. Family members are also allowed to use the facilities, supporting good health across all age groups.
Output and Benefit
- The number of Employees and family members using fitness facilities increased to 20 people, representing a 2.5% increase from the previous year.
- Promotes better health and overall quality of life for Employees.
- Helps create a refreshing work atmosphere and reduces stress.
Project to reduce work stress
GGC established the “Project to Reduce Work Stress” by launching a mental health hotline under the Employee Assistance Program (EAP). The hotline provides psychological counseling and mental health support to Employees at all levels, as well as their families, through qualified specialists. The program focuses on helping Employees cope with work-related stress and everyday life challenges. Consultation is easily accessible via telephone and video calls through the LIGHTPOST application, ensuring timely and holistic support.
Output and Benefit
- Employees receive psychological support that helps reduce stress and anxiety related to work.
- Convenient and accessible counselling channels via phone and video calls.
- Supports a happier work environment and better mental well-being.
Medical Welfare
GGC provides Medical Welfare for Employees at all levels and their families to ensure access to comprehensive and high-quality healthcare. Employees can claim medical expenses within the limits set by GGC, up to 35 visits per policy year. Additional health benefits include dental treatment, maternity benefits, and vaccination for children under 12 years of age, supporting holistic health for Employees and their families.
Output and Benefit
- Employees and their families receive comprehensive medical coverage and entitlements.
- Promotes good health and well-being in both the short and long term.
- Reduces the financial burden of medical expenses and increases peace of mind for Employees.
Special Welfare for Disasters and Earthquakes
The “GGC by Your Side” initiative is a special welfare scheme created by GGC to support Employees affected by the earthquake on 28 March 2025. The objective is to provide assistance related to housing, living conditions, education, and mental health for Employees and their families during a crisis. The project provides several forms of support, including:
- Compensation for damage to housing
- Interest-free loans to repair residences
- Support for temporary accommodation when Employees are unable to stay in their homes
- Education support for Employees’ children
- Psychological counseling for Employees and their families
Output and Benefit
- Financial support for home repair and restoration of up to 100,000 Thai Baht.
- Interest-free loans of up to 100,000 Thai Baht, repayable over a period of up to three years.
- Support for temporary accommodation of up to 20,000 Thai Baht per month (for a maximum of 30 days) and education support for Employees’ children.
Project to Increase Welfare for Unmarried Employees
GGC provides medical welfare benefits for parents of Employees who do not use family medical benefits, to help ease their healthcare cost burden. GGC reimburses actual medical expenses for Employees’ fathers and mothers, without age limit, up to 10,000 Thai Baht per person per year. This initiative promotes security and appropriate care for parents.
Output and Benefit
- A total of 161 Employees participated in the program.
- Helps reduce Employees’ financial burden related to parents’ medical expenses.
- Enhances GGC’s attractiveness to younger generations and supports talent attraction and retention.
For additional information on projects promoting Employee health and Occupational Health can be found at Occupational Health And Safety
GGC has appointed a Welfare Committee to receive comments, suggestions, and complaints from Employees. Committee members are selected from Employee volunteers, and 100% of Employees have the right to nominate and serve as representatives in the selection process.
In 2025, the Welfare Committee comprised 12 members with a two-year term. The Committee meets with GGC management to discuss issues and suggestions, define corrective actions, and monitor progress and outcomes to ensure that all Employees are treated fairly and equitably. Formal meetings are held quarterly in accordance with the Labor Protection Act B.E. 2541 (1998).
In addition, GGC has multiple grievance channels for Employees, including Email, a Whistleblower system, and a fact-finding process to ensure timely response and remediation of unfair practices. GGC also provides a comprehensive set of welfare and benefits that reflect Employee needs, such as:
Paid parental leave for the primary caregiver (female Employees) of up to 98 days, and Breast-feeding/Lactation facilities at the head office (EnCo) to support continued breastfeeding at work.
Paid parental leave for the non-primary caregiver (male Employees) of up to 3 days to support care for their spouses and newborn children
Flexible Hours and Working from Home policies introduced to reduce infection risk during the COVID-19 pandemic and to support work-life balance. Sports & Health Initiatives, including access to swimming pools, fitness rooms, tennis courts, and other sports and wellness activities, to encourage healthy lifestyles.
Childcare facilities or contributions and tuition support for Employees’ children, helping to ease education-related expenses.
A mental health hotline for Employees and their families, operated by specialists, providing telephone and video-call counseling via the LIGHTPOST application as part of the Employee Assistance Program (EAP).
Medical Welfare, allowing reimbursement of medical expenses up to 35 visits per policy year, along with additional benefits such as Dental, Maternity, and Vaccination of Children under 12 years old.
Paid Leave
| Assessment Type | Assessment Details |
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| Paid parental leave for the primary Caregiver | GGC grants paid parental leave to female Employees who have recently given birth for up to 120 days, enabling them to continue caring for their newborns. |
| Paid parental leave for the non-primary caregiver | GGC grants paid parental leave to male Employees who have recently had a child for up to 15 days, so they can support their families and spouse after childbirth. |
| Paid family or care leave beyond parental leave | GGC provides paid family or care leave for Employees to attend to family-related matters for up to 6 days per year. |
Flexible Working Hours Program
GGC implements the Flexible Working Hours Program and Work from Home (WFH) arrangements to support a healthy work-life balance. The Program provides flexibility in working time, work patterns, and work locations to increase happiness and satisfaction at work. It also aims to enhance Employee capabilities and performance, while supporting the retention and long-term growth of Employees together with GGC.
Output and Benefit
- Employees experience greater happiness and better balance between work and personal life.
- Improved work performance and capability among Employees.
- Enhanced retention of high-potential Employees and strengthened long-term organizational growth.
Flexible Benefit Program
In 2025, GGC implemented a Flexible Benefit Program to increase choice and satisfaction for Employees. The Program allows Employees to convert a portion of their annual leave into alternative benefits defined by GGC.
The benefits are categorized into six main groups, covering:
- Additional medical expenses
- Learning and quality-of-life development
- Health promotion
- Life and asset protection
- Support for working outside the office
- Utilities and Work from Home support
The Program is designed to address age-specific and individual needs, ensuring that welfare offerings remain relevant and responsive to diverse Employee lifestyles
Output and Benefit
- Employees have greater flexibility to select benefits that align with their personal needs.
- Quality of life and well-being are enhanced for Employees across all age groups.
- Increased motivation and long-term engagement between Employees and GGC.
Employee Engagement
GGC conducts the Employee Engagement Survey annually. The survey covers four key dimensions:
- Job Satisfaction
- Purpose
- Happiness
- Work-related Stress
Survey results are analyzed in detail and used to refine policies and improve GGC’s operating practices so they better reflect Employee needs. This helps promote happiness at work and strengthens long-term engagement between Employees and GGC.
Sample questions in the four key dimensions
| Job Satisfaction | Purpose | Happiness | Work-related Stress |
|---|---|---|---|
| I am proud to be part of GGC. | My job is a good fit for my abilities and experience. | I truly enjoy the work I do each day. | I can manage the work-related stress associated with my job. |
| My opinions are recognized and valued at work. | I have good opportunities for career advancement. | GGC provides a work environment that is open and accepting of individual differences. | When facing problems or urgent work, my colleagues work well together to resolve the situation. |
For additional information on on the Results of the Employee Engagement Survey are available in Performance Data 2025: Performance Data 2025
The Results of the Employee Engagement Survey
| 2022 | 2023 | 2024 | 2025 | Target for 2025 |
|---|---|---|---|---|
| 46% | 52% | 52% | 67% | 60% |
Diversity and Inclusion
GGC places strong emphasis on Diversity and Inclusion at all organizational levels. GGC has established zero-tolerance policies against all forms of discrimination and harassment (sexual and non-sexual), supported by a defined escalation process for reporting incidents as specified in Whistleblower GGC has also put in place transparent and fair complaint mechanisms, with measures to protect personal data and ensure confidentiality and protection of complainants throughout the reporting and investigation process.
If a complaint is substantiated, GGC will apply remedial action, disciplinary action, dismissal, or legal action, in line with relevant rules, regulations, work instructions, internal guidelines, and applicable laws.
In addition, GGC provides regular training on non-discrimination and anti-harassment in the workplace as part of Business Code of Conduct training from the first day of employment, with periodic refresher courses to reinforce awareness. These efforts aim to foster an inclusive, safe, and equitable organizational culture for everyone. GGC has also implemented a Whistleblower System specifically covering discrimination and harassment issues to ensure appropriate corrective and disciplinary measures are taken where necessary.
For additional information on the number of incidents of discrimination and harassment and corrective actions can be found in Performance Data 2025