Human Rights 

With a strong commitment to operating in accordance with human rights principles, respecting human dignity, and safeguarding all stakeholder groups, EGAT was recognized as a Model Organization on Human Rights 2025 by the Rights and Liberties Protection Department, Ministry of Justice, at the Outstanding Level in the State Enterprise category. This recognition reflects EGAT’s integration of human rights principles as a foundation for its management and operational practices.

Target for 2025	Performance
● The proportion of contracts or agreements with suppliers that include human rights provisions or have undergone human rights assessment (for projects with a value of 500 million baht or more) to reach 100%	● The proportion of contracts or agreements with suppliers that include human rights provisions or have undergone human rights assessment (for projects with a value of THB 500 million or more) reached 100%.
● Human Rights Policy and Human Rights Practices to be reviewed at least once annually to ensure alignment with the Second National Action Plan on Business and Human Rights (2023–2027)	● The Human Rights Policy and Human Rights Practices were reviewed once to ensure alignment with the Second National Action Plan on Business and Human Rights (2023–2027).
● Awareness of the Human Rights Policy and Human Rights Practices to be maintained at no less than 80%	● The level of awareness of the Human Rights Policy and Human Rights Practices reached 91.92%.
● At least 90% of EGAT security personnel to receive human rights training	● The proportion of EGAT security personnel who received human rights training reached 97.07%.

Policy and Commitment

EGAT has established and implemented a Human Rights Policy and related practices covering four key areas, including labor, land and community, natural resources and the environment, human rights defenders, and international investment and multinational enterprises.

In addition, the Chairman of the EGAT Board approved the EGAT Code of Ethics and Conduct, while the Chairman of the Law and Regulation Compliance Committee issued the Compliance Policy, which requires EGAT to conduct its business with respect for human dignity, human rights, freedoms, and equality. The policy also ensures labor protection and serves as a guiding principle for directors, executives, and employees in performing their duties.

Furthermore, EGAT requires regular reporting on the management of complaints and whistleblowing cases to the Board committees, including the Governance and Sustainability Committee and the Law and Regulation Compliance Committee, on a quarterly basis.

Operational Structure

EGAT has established a dedicated Human Rights Steering Committee to drive the implementation of human rights practices across the organization. The committee is chaired by the Deputy Governor – Administration, with the Assistant Governor – Legal Affairs and Corporate Governance and the Assistant Governor – Sustainability Management serving as Vice Chairpersons. The committee members consist of director-level representatives from relevant divisions.

The committee is responsible for formulating human rights policies and operational guidelines for EGAT, as well as developing implementation plans to ensure alignment with the organization’s human rights policy. It also plays a key role in driving human rights initiatives to achieve established objectives, while overseeing, monitoring, and directing related units to report performance results. In addition, the committee is required to report progress and performance outcomes to the Governor of EGAT on a semi-annual basis.

Management Approach

EGAT conducts its human rights operations in alignment with the Second National Action Plan on Business and Human Rights (2023–2027) and the United Nations Guiding Principles on Business and Human Rights (UNGPs).

Promotion of human rights awareness

EGAT continuously promotes knowledge and understanding of human rights among employees at all levels through communication and awareness-building on its human rights policies and practices. This includes disseminating information on key topics such as human rights due diligence processes, diversity, equity, inclusion and belonging (DEI&B), sexual harassment, and marriage equality laws. These efforts aim to reduce the risk of human rights violations arising from EGAT’s operations.

In addition, EGAT conducts regular assessments of employee awareness regarding its human rights initiatives. The results indicate a high level of awareness among employees, with 98.12% awareness of human rights policies and practices, 97.08% awareness of human rights principles, and 80.56% awareness of human rights due diligence processes.

Furthermore, EGAT collaborated with the Global Compact Network Thailand (GCNT) to organize a training program on Human Rights Due Diligence based on the UNGPs on 25 August 2025. The training covered three key areas: fundamental human rights, the role of organizations in responsible human rights management, and human rights due diligence processes. The program was provided to EGAT’s human rights working group and relevant stakeholders to enhance knowledge, awareness, and the effective application of human rights practices within the organization.

Human rights due diligence

EGAT conducts Human Rights Due Diligence (HRDD) on an annual basis. Relevant units responsible for operations potentially associated with human rights issues such as labor, community and land, natural resources and the environment, human rights defenders, and international investment, participate in assessing the current situation to ensure that EGAT’s operations do not result in human rights violations.

The assessment criteria have been enhanced to reflect three key dimensions: the scale of impact, the scope of affected stakeholders, and the remediability of impacts. Additional assessment questions have been introduced to align with emerging human rights priorities in Thailand, including Strategic Lawsuits Against Public Participation (SLAPP), equality in contracting with the state, greenhouse gas management, and the evaluation of social outcomes through Social Return on Investment (SROI).

The results of the 2025 assessment indicate that EGAT’s operations present a low level of human rights risk, due to strict compliance with applicable laws and regulations. Moreover, EGAT’s strategic direction for 2025–2029 emphasizes innovation in power generation to reduce environmental impacts, while fostering stakeholder confidence through responsible practices in social, environmental, and governance dimensions.

In addition, EGAT places strong emphasis on providing fair remediation for individuals who may be affected by its operations. This includes both financial compensation and long-term support measures such as livelihood development, as well as broader community and social development initiatives.

Human rights operations

Labor

• Comply with the State Enterprise Labor Relations Act and the regulations of the State Enterprise Labor Relations Committee regarding minimum employment standards, while continuously improving employment conditions beyond legal requirements
• Treat employees equally without discrimination based on gender, race, or religion, and promote Diversity, Equity, Inclusion, and Belonging (DEI&B) within the organization (see details in “DEI&B at EGAT”)
• Employ 25 persons with disabilities and support livelihoods for 134 persons with disabilities or their caregivers
• Maintain a labor union and the EGAT Labor Relations Committee
• Provide universal design infrastructure to facilitate accessibility for all employee groups
• Establish partner qualification criteria requiring no human rights violations, and include human rights topics in joint seminars with business partners

Land, Communities, Natural Resources, and Environment

• Conduct environmental impact assessments prior to project development through independent consulting firms with registered qualified experts, including the implementation of environmental prevention and mitigation measures

Human Rights Defenders

• Establish policies, master plans, and stakeholder management guidelines to address the needs and expectations of all stakeholder groups
• Operate the EGAT Complaint Management Center to receive complaints and feedback through multiple channels, with clear management processes and communication of outcomes to complainants
• Ensure protection of the rights of complainants, whistleblowers, and witnesses, with all related information kept confidential and disclosed only as necessary for complaint handling (see details in “Grievance Mechanism”)

International Investment and Multinational Enterprises

• Develop the EGAT Group Way of Conduct (WOC) aligned with labor laws, labor standards, and human rights principles, as a framework for subsidiaries to adopt and ensure effective governance
• Require EGAT group companies to review human rights policies annually or when significant changes occur to ensure alignment with legal requirements, international standards, and business contexts
• Oversee EGAT group companies through appointed representatives serving as directors on boards of companies in which EGAT holds shares

Remedy

EGAT implements measures to provide appropriate and fair remedies to those affected by its operations, as follows:

• In cases where the affected parties are EGAT employees, remedies are provided in accordance with regulations and rules governing assistance for employees who suffer injury or illness as a result of performing duties for EGAT.
• In cases where the affected parties are external individuals, EGAT provides remedies in accordance with applicable laws, along with humanitarian assistance under its regulations on organizational communication, relationship building, and social responsibility. For land acquisition related to the construction of power transmission systems, EGAT provides compensation for land and assets to landowners or occupants within the affected areas in compliance with legal requirements. In addition, EGAT establishes a dedicated committee to consider supplementary financial assistance for those affected by power plant and transmission system construction. Furthermore, EGAT allocates budget to support quality-of-life improvements and promote livelihood development for communities located in areas surrounding power plants, transmission lines, and dams.

Child labor, forced labor, freedom of association and collective bargaining

Type of human rights risk	Source	Operational area	Units/operations with risk	Measures to prevent human rights violations
Child Labor (under 15 years old or below compulsory education age)	Internal	No risk identified	–	EGAT Regulation No. 353 on Personnel, Clause 9(2), requires employees to be at least 18 years old. Contractor employee qualifications specified in TOR also require a minimum age of 18 years.
	Business Partners / Suppliers	Construction units, unskilled labor contracts	Construction work and area maintenance (all locations)
Child Labor (above minimum working age but under 18 engaged in hazardous work)	Internal	No risk identified	–	EGAT Regulation No. 353 on Personnel, Clause 9(2), requires employees to be at least 18 years old. Contractor employee qualifications specified in TOR also require a minimum age of 18 years.
	Business Partners / Suppliers	Construction units, unskilled labor contracts	Construction work and area maintenance (all locations)
Forced Labor	Internal	No risk identified	–	–
	Business Partners / Suppliers	No risk identified	–	–
Violation of Freedom of Association and Collective Bargaining Rights	Internal	No risk identified	–	กฟผ. มีสหภาพแรงงานรัฐวิสาหกิจ กฟผ. (สร.กฟผ.) เป็นไปEGAT has the State Enterprise Labor Union (EGAT-SLU) in accordance with the State Enterprise Labor Relations Act B.E. 2543 (2000) and operates under the EGAT-SLU regulations B.E. 2563 (2020).
	Business Partners / Suppliers	No risk identified	–	–

Discrimination and Corrective Action  

Incident	Corrective Action	Number of incidents	Status
			reviewed by the organization	Remediation plans being implemented	Remediation plans that have been implemented with results reviewed	No longer subject to action
0	0	0	0	0	0	0

Violation of the Rights of Indigenous People 

Violation of rights of indigenous people	Number of incidents of violations of indigenous peoples’ rights
	2025	2024	2023
Incidents of violations involving the rights of indigenous peoples	0	0	0

Conflict management and security

As a national energy infrastructure organization, EGAT is required to implement robust security measures. Ensuring that security personnel possess knowledge and understanding of human rights principles and relevant laws helps prevent violations that could lead to conflicts or disputes.

EGAT adopts the Quality, Security, Safety, Health and Environment Management System (EGAT QSSHE), along with a security management framework aligned with the Regulation of the Office of the Prime Minister on National Security B.E. 2552 (2009), security standards for civilian government agencies issued by the National Intelligence Agency, and international standards for security management (ISO 28000:2022). These frameworks serve as guidelines for security operations across the organization, with particular emphasis on stakeholders who may be involved in or affected by security activities.

EGAT security personnel are provided with training in fundamental human rights, covering both theoretical and practical aspects. This includes courses on security operations and basic security management, which incorporate relevant legal knowledge such as the right to self-defense and necessity under the Criminal Code, the proportional use of force, arrest authority, and search procedures under the Criminal Procedure Code, as well as security measures. In 2025, a total of 199 out of 205 security personnel nationwide, representing 97.07%, completed such training. Personnel who did not attend received video materials for self-study to reinforce their understanding of human rights. In addition, EGAT continuously communicates and reinforces human rights principles in security operations through various forums, such as national meetings of security unit heads and routine briefings.

For outsourced security personnel, EGAT specifies in the terms of reference that all personnel must be licensed and fully trained in accordance with the Security Guard Business Act B.E. 2558 (2015), including training on human rights. Contractors are also required to provide periodic refresher training for outsourced security personnel throughout the contract period.

Furthermore, EGAT has established grievance channels to manage potential adverse impacts. Upon receiving a complaint, EGAT investigates the facts. If a violation is confirmed, disciplinary action is taken in accordance with EGAT regulations in cases involving internal personnel, or the matter is referred to the contractor for appropriate action in cases involving outsourced security personnel. The outcome of complaint handling is then communicated to the complainant.