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(Human Rights Due Diligence: HRDD)
For the Year 2025
1. Scope Definition
The Company has defined the scope of its human rights due diligence process to cover all stakeholders, taking into account relevant human rights issues, including labor rights, community and environmental rights, supplier rights, and customer rights. These cover key areas such as business-related human rights, safety, working conditions, and fair compensation. The Company adopts an approach to assess human rights impacts across its operations, business partners, suppliers, and stakeholders.
2. Identification of Human Rights Risk Issues
The Company reviews human rights risks related to hospital operations, including both actual and potential risks arising from its business activities, as well as from suppliers, contractors, and joint ventures, which may lead to involvement in human rights violations.
The Company also reviews human rights trends within the industry and categorizes similar issues to develop a human rights risk checklist. Relevant departments are assigned to assess potential human rights risks.
Scope of Human Rights Issues:
Labor Rights: Occupational health, workplace environment and safety, fair treatment, employee data protection
Community and Environmental Rights: Health and safety, waste and hazardous materials management, access to healthcare services
Customer Rights: Customer privacy, non-discrimination, safety and treatment
Supplier Rights: Confidentiality, fair treatment
3. Human Rights Risk Assessment
The Company assesses human rights risks based on the severity of impacts and the likelihood of occurrence across its value chain, including employees, suppliers, contractors, customers, surrounding communities, and vulnerable groups such as women, children, minorities, indigenous peoples, migrant workers, outsourced workers, persons with disabilities, LGBTQ+ individuals, the elderly, and pregnant women. Risk levels are classified into four categories: Very High, High, Moderate, and Low, as follows:
Risk Severity Criteria | Impact |
|---|---|
Very High: |
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High: |
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Moderate: |
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Low: |
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Likelihood Criteria
Likelihood Criteria | Characteristics of the prospects |
Very High (4): | Occurs frequently within operations |
High (3): | Occurs occasionally |
Moderate (2): | Occurs infrequently |
Low (1): | Rare but possible |
Key Human Rights Risk Issues
In 2025, the Company identified 11 key human rights risk issues, including:
Risk Assessment Results
Labor Rights: | Community & Environment: | Customer Rights: | Supplier Rights: |
Occupational Health Environment and Safety in the Workplace | Community Health and Safety | Maintaining customer privacy | Confidentiality of Suppliers |
Fair treatment of workers | Waste and hazard management | Non-discrimination against customers | Fair treatment |
Protection of Employee Personal Data | Access to medical services | Customer Treatment & Safety |
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4. Integration and Risk Mitigation Measures
The Company has taken five high-risk human rights issues to analyze the risks that may arise and prepare mitigation measures and remedial processes to reduce the likelihood of occurrence or violence and the impact of such human rights risk issues, which may be transmitted to stakeholders and vulnerable groups
ประเด็นความเสี่ยง | ความเสี่ยง | มาตรการบรรเทาผลกระทบ |
|---|---|---|
Occupational Health and Safety |
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Access to Healthcare |
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Customer Privacy |
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Customer Safety |
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Fair Treatment of Suppliers |
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5. Human Rights Mitigation Measures
Following risk assessment, the Company implements measures to manage potential impacts by minimizing negative impacts to acceptable levels and enhancing positive impacts. The Company also establishes engagement mechanisms with affected stakeholders, including employees, business partners, suppliers, contractors, customers, and communities, to address and remediate human rights issues.
6. Monitoring and Review
The Company continuously monitors and reviews human rights risks and impacts, recognizing that they may change over time due to evolving activities and stakeholders. Key performance indicators (KPIs) are established to track performance, and results are disclosed annually through the 56-1 One Report and the Company’s website.
2025 Performance
In 2025, the Company received no complaints related to human rights violations, and therefore no remediation actions were required.
Contact Channels:
Vibhavadi Medical Center Public Company Limited
51/3 Ngamwongwan Road, Ladyao, Chatuchak, Bangkok 10900
Email: vibha_cac@vibhavadi.com
Website: www.vibhavadi.com
7. Remediation
The Company provides remediation measures for affected parties, including financial and non-financial assistance, both short-term and long-term, to mitigate impacts from business activities and prevent recurrence.
In cases of human rights violations, the Company conducts fair investigations and applies disciplinary actions in accordance with its regulations, including:
Verbal warning
Written warning
Suspension
Termination
Dismissal
Occupational Health, Safety, and Work Environment
The Company places strong emphasis on occupational health, safety, and workplace environment for all employees. It is committed to preventing hazards, reducing risks, and controlling potential impacts across all operational processes that may lead to loss of life, injury, or work-related illness.
The Company has established policies on occupational health, safety, and environmental management in compliance with applicable laws, international standards, regulations, and relevant requirements, with the objective of minimizing workplace risks and ensuring a safe working environment.
Management Approach
Vibhavadi Hospital prioritizes a safe and healthy working environment by implementing comprehensive risk assessments across all operational processes.
Training programs are conducted to promote safe work practices and prevent occupational illnesses and accidents. Workplace environmental assessments are also carried out based on risk factors to ensure compliance with legal requirements.
The Company has established an Occupational Health, Safety, and Work Environment Committee, and appointed trained safety representatives (“Safety Officers”) in all departments. These representatives have completed specialized training in occupational health in hospitals, occupational diseases, environmental health, and health risk assessment, ensuring effective safety oversight across the organization.
In addition, the Company has implemented an integrated Occupational Health, Safety, and Environmental Management Plan, consisting of multiple programs, including:
These programs are designed to ensure timely and effective responses to emergency situations.
Occupational Health Initiatives
Workplace Safety and Environmental Measures
Monitoring and Reporting
The General Administration Department is responsible for monitoring occupational health, safety, and environmental performance, with monthly reporting to the Executive Committee.
The department also oversees the continuous monitoring of workplace environmental conditions to ensure compliance and effectiveness.
Performance in 2025
Injury Frequency Rates and Working Hours
Occupational Health and Safety Performance | Unit | 2023 | 2024 | 2025 |
| – Employees | Hours | 3,796,000 | 3,822,280 |
|
| – Contractors | Hours | 72,248 | 95,824 |
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Number of Incidents | ||||
| – Employees | Cases | 13 | 14 |
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| – Contractors | Cases | 0 | 0 |
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| Lost Time Injury Cases (LTI) | ||||
| – Employees | Cases | 0 | 0 |
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| – Contractors | Cases | 0 | 0 |
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Total Recordable Injury Frequency Rate (TRIFR) (per 1 million working hours) | ||||
| – Employees | | 3.42 | 3.66 |
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| – Contractors | | 0 | 0 |
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Lost Time Injury Frequency Rate (LTIFR) (per 1 million working hours) | ||||
| – Employees |
| 0 | 0 |
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| – Contractors |
| 0 | 0 |
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Note: There were zero work-related fatalities during the reporting period.
The Company remains committed to maintaining a safe workplace, with continuous monitoring and preventive measures to minimize occupational risks and ensure zero lost-time injuries across both employees and contractors.
Health Program
Health Program Participation (Person) | 2023 | 2024 | 2025 |
Influenza Vaccination (Quadrivalent) | 1,003 | 1,027 | 1,016 |
Annual Health Check-ups | 1,290 | 1,288 | 1,264 |
Workplace Safety and Environment
The Company is committed to maintaining a safe, healthy, and conducive working environment in accordance with applicable standards and regulations.
Performance in 2025
In 2025, the Company was honored with the Building Safety Award 2025 (25-Year Building Category) at the Silver Level, presented by the Department of Public Works and Town & Country Planning.
Community Engagement
In 2025, the Company remained committed to fostering strong relationships with communities surrounding Vibhavadi Hospital and contributing to the improvement of quality of life in society.
The Company focuses on promoting healthcare and safety, which are fundamental to sustainable community development, through a range of continuous initiatives, including:
(1) Outreach Health Check-up Programs
Providing off-site health screening services to enhance public access to health assessments and promote appropriate self-care practices
(2) Medical Education and Awareness Programs
Delivering healthcare knowledge and treatment guidance by experienced medical professionals to the general public, government agencies, patients, and their families through both on-site and online platforms
Management Approach
The Company has established dedicated units responsible for coordinating with external stakeholders, including district offices, municipalities, communities, and other relevant organizations.
The Company actively participates in stakeholder meetings and engagement activities to gather feedback and strengthen collaboration. It also organizes various initiatives to improve public access to health services and knowledge.
Further details of community activities are available on the Company’s website:
https://www.vibhavadi.com/th/news
Health-related articles can be accessed at:
https://www.vibhavadi.com/th/blogs
Key Activities in 2025
The Company also provides various channels to disseminate health knowledge, including:
This approach reflects the Company’s commitment to creating shared value with communities through accessible healthcare knowledge and services.
Human Capital Development
Commitment
The Company is committed to enhancing the capabilities of all personnel to ensure both professional stability and the well-being of employees and their families.
Continuous development of physicians, nurses, and all employees is a key priority, enabling them to deliver high-quality care with the same level of dedication as caring for their own family members. The Company also provides comprehensive employee benefits to support overall well-being.
Management Approach
Employee Training and Development
The Company has established a dedicated Learning and Development Department responsible for managing employee training programs.
This department develops annual training plans based on employee training needs assessments and identifies appropriate external courses aligned with the objectives and professional requirements of each department.
Training effectiveness is evaluated through satisfaction surveys and feedback collection, which are used to continuously improve employee development programs.
Training Programs in 2025
Performance in 2025
In 2025, the Company conducted both internal and external training programs to enhance employee knowledge and competencies.
A total of 4,058 employees participated in training programs, representing an increase of 1,823 employees compared to 2,235 employees in 2024, reflecting the Company’s strong commitment to continuous human capital development.
Training Indicators | Unit | Year | ||
2023 | 2024 | 2025 | ||
Average Training Hours per Employee | Hours per person per year | 20.70 | 13 | 17.61 |
Average Training Hours by Gender | ||||
Male | Hours per person | 20.70 | 15.93 | 220 |
Female | Hours per person | 20.70 | 13 | 34 |
Average Training Hours by Employee Level | ||||
Senior Management | Hours per person | 20.70 | 24 | 48 |
Physicians and Nurses | Hours per person | 20.70 | 24.92 | 48 |
Average Training Expenditure | THB per person per year | 2,371.75 | 592.73 | 592.02 |
Training Programs
External Training Programs
Internal Training Programs (Conference Room, Building 4, 9th Floor)
New Employee Orientation, including company regulations and anti-corruption policy
The above programs represent only a portion of the training initiatives conducted. Post-training assessments are carried out to evaluate knowledge and effectiveness, ensuring continuous improvement in employee capability development.
Employee Engagement
The Company is committed to fostering a strong organizational culture rooted in leadership by example, open communication, and a results-oriented mindset. It emphasizes empowerment, engagement, and sincere treatment of employees, guided by integrity and ethical principles, with the aim of creating a unified “family-like” workplace environment.
Management Approach
In today’s highly competitive healthcare industry, medical professionals and employees are critical to achieving competitive advantage and sustainable organizational growth. The Company places strong emphasis on employee well-being and quality of life.
To support this, the Company has established fair and competitive compensation and benefits policies for employees and their families, ensuring adequacy for living standards.
These include cost-of-living allowances, provident fund participation, inpatient medical treatment benefits at no cost, family healthcare discounts, funeral assistance, and recreational and family-oriented activities.
Employee Engagement Activities
Employee Benefits and Workforce Data
Indicator | Unit | 2023 | 2024 | 2025 |
Total Employee Compensation | THB million | 554.81 | 585.12 | 594.87 |
| Employees Enrolled in Provident Fund | Persons | 708 | 710 | 705 |
| Number of Employee Resignations | Persons | 202 | 233 | 156 |
| Turnover Rate | % | 15.65 | 17.79 | 11.41 |
Performance in 2025
The Company implemented the “HAPPINOMETER” program, an employee engagement survey designed to assess organizational commitment and gather employee feedback.
The results are used to enhance key areas, including knowledge development, work-life balance, health, family well-being, and employee benefits.
As a result, the Company achieved an employee engagement score of 70.34%.
Human Rights and Labor Practices
The Company is committed to respecting internationally recognized human rights, which are fundamental to achieving sustainable organizational success.
A Human Rights Policy has been established to ensure that the Board of Directors, executives, and employees uphold human rights principles and treat all stakeholders—including employees, customers, business partners, contractors, communities, and the surrounding environment—with equality and fairness.
Management Approach
The Company implements a comprehensive Human Rights Due Diligence (HRDD) process to identify, assess, and mitigate potential human rights risks, aiming to prevent violations and minimize impacts on stakeholders.
Grievance Mechanisms
The Company provides accessible channels for reporting human rights concerns:
The Company has established remediation measures for affected individuals, including both financial and non-financial support, in the short and long term.
Performance in 2025
Zero complaints related to human rights violations
Employment Practices
1. Workforce Recruitment
As a healthcare provider, the Company primarily employs medical professionals, including physicians and nurses. Recruitment is based on qualifications, competencies, experience, and professional standards.
For other positions, candidates are selected based on their knowledge, skills, and experience, ensuring alignment with job requirements. Workforce planning is managed to maintain an appropriate balance with service demand.
The Company provides fair compensation and benefits in line with market standards and legal requirements.
Workforce Overview
Indicator | Unit | 2023 | 2024 | 2025 |
| Total Employees | Persons | 1,287 | 1,309 | 1367 |
| Male Employees | Persons | 181 | 178 | 189 |
| Female Employees | Persons | 1,106 | 1,131 | 1178 |
New Hires
Indicator | Unit | 2023 | 2024 | 2025 |
| Total New Employees | Persons | 234 | 317 | 246 |
| Monthly Employees | Persons | 210 | 295 | 236 |
| Daily Employees | Persons | 24 | 22 | 10 |
In 2025, the Company did not employ any government officials.
2. Employment of Older Workers
To support an aging society, the Company has a policy to employ post-retirement personnel aged 55–65 who remain capable and willing to work. These employees contribute through their expertise, experience, and specialized skills, serving as mentors, trainers, and advisors.
Management by Age Group
Management Level(1) | Unit | 2023 | 2024 | 2025 |
| Under 30 | Persons | - | - | - |
| 30–50 | Persons | 1 | 1 | 1 |
| 50–60 | Persons | 4 | 4 | 4 |
| Over 60 | Persons | 8 | 9 | 9 |
Note: Management level includes Directors and above.
Employees by Age Group
Employee2) | Unit | 2023 | 2024 | 2025 |
| Under 30 | Persons | 561 | 583 | 586 |
| 30–50 | Persons | 557 | 577 | 638 |
| 50–60 | Persons | 146 | 125 | 125 |
| Over 60 | Persons | 23 | 21 | 18 |
Note: Includes both daily and monthly employees.
3. Employment of Persons with Disabilities
The Company supports the employment of persons with disabilities in accordance with the Empowerment of Persons with Disabilities Act B.E. 2550 (2007), as amended (No. 2) B.E. 2556 (2013).
Employment is provided under both Section 33 (direct employment) and Section 35 (alternative employment arrangements). Additionally, the Company provides space concessions for the sale of goods and services.
The Company plans to continuously increase employment opportunities for persons with disabilities.
Indicator | Unit | 2023 | 2024 | 2025 |
| Employees with Disabilities | Persons | 3 | 4 | 6 |
4. Employment of Foreign Workers
The Company treats all employees equally regardless of nationality. The employment of foreign workers complies with applicable laws and international human rights standards.
The Company ensures a safe working environment and appropriate living conditions to support employee well-being and confidence.
In 2025, the Company employed 3 foreign workers, comprising:
Performance in 2025
Zero complaints related to human rights violations
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