Human Rights 

Human Rights Policies Human Rights Guidelines Human Rights Due Deligence : HRDD

EGAT places great importance on conducting business responsibly and with respect for human rights, ensuring the protection of all stakeholder groups. This approach aligns with the National Action Plan on Business and Human Rights, Phase 2 (2023–2027), as well as the United Nations Guiding Principles on Business and Human Rights (UNGPs). 

Target for 2024 Performance 
● Concrete implementation of human rights practices  ● EGAT has a dedicated unit for human rights operations, with clearly defined policies and guidelines  
● 100% of contracts or agreements with partners for projects valued at 500 million baht or more include human rights provisions or have been subject to human rights assessments● 100% of contracts or agreements with partners for projects valued at 500 million baht or more include human rights provisions or have been subject to human rights assessments 
● At least 80% of EGAT’s security personnel have received training in human rights.● 84.21% of EGAT’s security personnel have received training in human rights 

Policy and Commitment 

In 2024, EGAT announced its Human Rights Policy and related guidelines, covering four key areas of operations that may impact human rights, namely, labor, land, communities, natural resources and the environment, human rights defenders, and investment. These guidelines are intended to be used alongside EGAT’s policy on legal and regulatory compliance and the updated code of ethics and conduct manual (2023 edition). 

Operational Structure  

The chairman of EGAT’s Board of Directors has approved the EGAT code of ethics and conduct manual. Additionally, the chairman of the legal and regulatory compliance committee, a subcommittee of the Board, has issued the policy on legal and regulatory compliance. This policy mandates that EGAT conduct its business with respect for human dignity, human rights, individual freedoms and equality, while also ensuring labor protection. These principles serve as a foundation for board members, executives and employees in performing their duties. The policy also requires quarterly reporting of complaint and whistleblower management outcomes to the executives and board members during meetings of the governance and social responsibility committee and the legal and regulatory compliance committee.  

Risk Assessment Concerning Human Rights  

In 2024, EGAT conducted a risk assessment and Human Rights Due Diligence (HRDD) for 16 units involved in labor, land, community, natural resources and the environment, human rights defenders, and investment. The assessment revealed that EGAT has a low risk of human rights violations due to its strict compliance with legal requirements. Nevertheless, EGAT will continue to monitor and provide ongoing human rights education to employees at all levels, ensuring that newly rotated or promoted staff integrate human rights principles into their duties, thereby reducing the risk of violations. 

Human Rights Management 

EGAT’s key efforts in human rights include the following: 

  • Labor aspect:  
    – Providing employee rights and benefits beyond legal requirements 
    – Commitment to preventing and addressing sexual harassment 
    – Employing persons with disabilities 
    – Establishing a labor union and a welfare committee 
    – Ensuring inclusive workplace design- Promoting the value of Empathy under EGAT’s 
  • Land, community, natural resource and the environment aspect: 
    – Conducting environmental impact assessments (EIA) prior to project development by a neutral consulting firm with registered experts authorized to prepare EIA reports. This includes implementing measures to prevent and mitigate environmental impacts. 
  • Human rights defender aspect: 
    – Establishing an EGAT feedback center that accepts complaints and suggestions through various channels, with a clear management process and notification of complaint resolution outcomes to the complainants  
  • Investment: 
    – Governance through the EGAT Group Way of Conduct (WOC) 

Remedial Measures 

EGAT has established guidelines for remedying potential impacts arising from its operations. In cases involving EGAT personnel, the organization adheres to its internal regulations concerning expenses related to employees who are injured or become ill due to work-related causes, as well as those who lose their lives while performing their duties. 

For external individuals affected by EGAT’s operations, EGAT provides remedial measures through contributions to the Electricity Development Fund, as required by the Energy Industry Act B.E. 2550 (Section 97(3)), to support local development or rehabilitation in impacted areas. Additionally, EGAT has internal regulations on communication, relationship building, and social responsibility, which include providing initial humanitarian assistance to affected individuals. 

Issues of Child Labor, Forced Labor, Association and Bargaining 
Risk Location Units or Types of Operations with Identified Risk Exposure Operations with Identified Risk Exposure Measures Implemented by the Organization to Effectively Eliminate Labor-Related Human Rights Violations 
Child Labor (Under the Age of 15 or Below the Age of Compulsory Education Completion) Within the Organization  None–EGAT Regulation No.353 on Personnel, Clause 9(2), stipulates that individuals eligible for employment or recruitment must be at least 18 years of age. Additionally, the Terms of Reference (TOR) for contractors specify that their employees must also be no younger than 18 years old. 
Business Partner or Supplier Construction Units / Contract Work Involving Unskilled Labor Construction/ Site Maintenance  
Child Labor (Above the Minimum Legal Working Age but Under 18 Years Old) Involved in or Exposed to Hazardous Work Within the Organization None–EGAT Regulation No.353 on Personnel, Clause 9(2), stipulates that individuals eligible for employment or recruitment must be at least 18 years of age. Furthermore, the Terms of Reference (TOR) for contractors specify that their employees must also be no younger than 18 years of age. 
Business Partner or Supplier Construction Units / Contract Work Involving Unskilled Labor Construction/ Site Maintenance 
Forced Labor Within the Organization None––
Business Partner or Supplier None– 
Violation of the Right to Freedom of Association or Collective Bargaining Within the Organization None–EGAT has an internal labor union, the EGAT State Enterprise Labor Union (EGAT Union), established in accordance with the State Enterprise Labour Relations Act, B.E. 2543 (2000). The union operates under the governance of the EGAT Union Regulations, B.E. 2563 (2020). 
Business Partner or Supplier None––
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 
0000000
Violation of the Rights of Indigenous People 
Violation of rights of indigenous people Number of incidents of violations of indigenous peoples’ rights
202420232022
Incidents of violations involving the rights of indigenous peoples 000

Conflict and Security 

As a national energy infrastructure operator, EGAT is required to implement stringent security measures. Recognizing that a strong understanding of human rights and relevant legal frameworks among security personnel can help prevent rights violations and reduce the risk of conflict or disputes, EGAT has prioritized human rights education in its security operations. 

EGAT has established a standardized security management system aligned with the Prime Minister’s Office Regulation on National Security (B.E. 2552), the National Intelligence Agency’s Security Standards for Civilian Government Agencies and the international standard ISO 28000:2022 on security management systems. These standards serve as operational guidelines for security practices across the organization, with a focus on stakeholders who may be affected by security-related activities. 

EGAT’s in-house security personnel receive both theoretical and practical training on fundamental human rights. This includes courses such as the Security Operations Training Program and the Basic Security Operations Course, which cover legal topics such as the right to self-defense and necessity under the Criminal Code, levels of force, arrest and search rights under the Criminal Procedure Code, and the development of security measures. In 2024, a total of 176 out of 209 EGAT security officers nationwide (84.21%) completed this training. Human rights principles are also emphasized through internal communication channels, including national security chief meetings and readiness briefings. 
 

For outsourced security personnel, EGAT requires that all individuals meet the qualifications outlined in the Security Services Act B.E. 2558, including full completion of certified training. Contractors are also required to provide periodic refresher training throughout the contract period. 

Additionally, EGAT has established grievance mechanisms to address potential negative impacts. Upon receiving a complaint, EGAT conducts a fact-finding investigation. If the complaint is substantiated, disciplinary action is taken in accordance with EGAT’s internal regulations for EGAT employees, or the matter is referred to the contractor for appropriate action under their own regulations in the case of outsourced personnel. Complainants are informed of the outcome of the grievance resolution process.