Human Rights, Labor Rights,
and Child Rights Management
Principal Capital Public Company Limited recognizes the potential impacts that its healthcare and service operations may have on human rights. The Company is committed to conducting its business based on the respect for the rights of all stakeholders and all rights-holders.It also ensures that its human rights practices and management are regularly monitored, reviewed, and aligned with applicable laws, regulations, and relevant standards.
The company has implemented a Human Rights Due Diligence (HRDD) process and is committed to continuously engaging stakeholders in identifying and reviewing human rights issues. This ensures that prioritized issues truly reflect the concerns of those who may be affected, both within the organization and among external stakeholders such as communities and partners throughout the value chain. Appropriate preventive and remedial measures are also established to address identified risks.
Human Rights Due Diligence (HRDD) Process
- Declaration of the company’s policy and commitment to respecting human rights.
- Communicating human rights principles and guidelines to stakeholders across the value chain through theSupplier Code of Conduct.
- Define the scope of assessment.
- Identify actual and potential human rights risks.
- Identify rights-holders who may be affected, including vulnerable groups.
- Assess the level of risk and potential impacts on human rights.
- Prioritize risks based on the severity of impacts and the company’s ability to provide remedy.
- Establish mechanisms or measures to prevent and mitigate human rights risks, and assign responsible functions or departments.
- Monitor the implementation of prevention and mitigation measures using key performance indicators or reporting tools.
- Disclose progress and performance through the Annual Report (Form 56-1 One Report) and other public communication channels.
- Establish and communicate grievance mechanisms.
- Provide remedy to individuals or groups adversely affected by human rights violations.
- Collaborate with relevant parties to improve processes and prevent recurrence of similar incidents.
The assessment identified the following key human rights risk issues:
Management Approach
The company adopts a comprehensive approach to managing human rights impacts, grounded in its Human Rights, Labor Rights, and Child Rights Policy , and guided by internationally recognized standards, including:
- The Universal Declaration of Human Rights (UDHR)
- The International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work
- The United Nations Guiding Principles on Business and Human Rights (UNGPs)
- The Children’s Rights and Business Principles (CRBP) developed by UNICE
Governance Structure, Roles, and Responsibilities
in Managing Human Rights, Labor Rights, and Child Rights
Principal Capital Public Company Limited is committed to establishing a systematic governance structure for human rights management. The company has clearly defined roles and responsibilities at all levels to ensure alignment with corporate policies and international standards. The governance structure includes:
Roles and Responsibilities:
- Approve and endorse human rights-related policies
- Define operational frameworks and performance monitoring guidelines
- Review and assess annual human rights performance
Roles and Responsibilities:
- Act as the primary coordinator across the hospital network
- Receive complaints from external stakeholders
- Serve as the liaison among rights-holders and relevant parties at the corporate (parent company) level
- Conduct Human Rights Due Diligence (HRDD) for the parent company and present findings to management
- Develop preventive mechanisms against human rights violations
- Monitor and follow up on ongoing implementation
- Report incidents of human rights violations to the Corporate Governance Committee
Roles and Responsibilities:
- Represent hospital management in tracking implementation progress
- Provide regular updates to the Corporate Governance Committee
- Ensure adequate resource allocation to support implementation
- Approve remedies in the event of violations and establish prevention mechanisms to avoid recurrence
Roles and Responsibilities:
- Serve as intermediaries between all relevant rights-holders
- Conduct hospital-level Human Rights Due Diligence (HRDD) and report findings to management
- Develop preventive mechanisms against rights violations within the hospital
- Monitor and follow up on ongoing implementation
- Report incidents of rights violations to hospital executives
- Receive and handle complaints
Roles and Responsibilities:
- Comply with the company’s policies on human rights, labor rights, and child rights
- Promote a corporate culture that respects human rights
- Report concerns or observed violations through designated company channels
Channels for Complaints
Principal Capital Public Company Limited provides accessible channels for filing complaints or reporting potential violations of human rights, labor rights, and child rights in accordance with the company's Whistleblowing Policy.
- Website: www.principalcapital.co.th/contact-us
- Tel: : 02-009-2015
- Email : [email protected] or [email protected]
- Postal Mail: :
Company Secretary, Principal Capital Public Company Limited
29 Bangkok Business Center, 23rd Floor
Sukhumvit 63 Road, Khlong Tan Nuea, Watthana District
Bangkok 10110, Thailand
Additionally, internal personnel may also submit complaints or reports related to human rights, labor rights, or child rights violations directly and confidentially to the hospital director through a designated communication channel.
Remedial Measures and Operational Approach
- Principal Capital Public Company Limited is committed to regularly conducting human rights, labor rights, and child rights impact assessments, as well as comprehensive due diligence, to evaluate the level of risk and potential adverse impacts throughout its value chain. Identified issues will be used to develop appropriate preventive and mitigation measures.
- The company consistently monitors and evaluates these risks through both qualitative and quantitative indicators, using the results to enhance its management approach and design more effective measures.
- In the event of a complaint regarding a violation of human rights, labor rights, or child rights, the company will respond promptly and transparently, while protecting whistleblowers or complainants through appropriate and confidential mechanisms.
- If a violation is found to have occurred—whether caused by the company itself or by those acting on its behalf—the company will take appropriate and serious remedial actions. Remediation will be prioritized based on the severity of impact, and the company will also fully cooperate with relevant judicial or non-judicial mechanisms to support access to remedy for affected individuals.
Performance Over the Past 3 Years
Human Rights, Labor Rights, and Child Rights Performance
| Indicator | Target | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| % of new employees trained on human rights, labor rights, and child rights policies | 100 | 100 | 100 | 100 |
| Number of significant violations of social or human rights laws/regulations (cases) | 0 incidents | 0 | 0 | 0 |
| Number of incidents or complaints related to discrimination, inequality, or unfair labor practices | 0 incidents | 0 | 0 | 0 |
| Number of major labor dispute cases | 0 incidents | 0 | 0 | 0 |
| Number of incidents involving cybersecurity breaches or customer data leakage | 0 incidents | 0 | 0 | 0 |
Employment Management: Employment Statistics
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of hospitals within the network | 12 | 14 | 15 |
| Full-Time Employees by Gender and Nationality | |||
| Total Employees |
2,968 F: 2,358 M: 610 |
3,922 F: 3,170 M: 752 |
4,159 F: 3,346 M: 813 |
| Thai |
2,964 F: 2,358 M: 606 |
3,911 F: 3,163 M: 748 |
4,148 F: 3,340 M: 808 |
| Myanmar |
2 F: 0 M: 2 |
2 F: 2 M: 0 |
1 F: 1 M: 0 |
| Cambodian |
2 F: 0 M: 2 |
5 F: 3 M: 2 |
7 F: 4 M: 3 |
| Other Nationalities | 0 |
4 F: 2 M: 2 |
3 F: 1 M: 2 |
| Total of Male Employees | 610 (20.55%) | 752 (19.17%) | 813 (19.55%) |
| Total of Female Employees | 2,358 (79.45%) | 3,170 (80.83%) | 3,346 (80.45%) |
| Contract or Part-Time Workers by Gender | |||
| Total of Contract or Part-Time Workers | 951 | ||
| Male Contract or Part-Time Workers | 166 (17.46%) | ||
| Female Contract or Part-Time Workers | 785 (82.54%) | ||
| Local Employment Statistics | |||
|
Number of Local Full-Time Employees * “Local employees” are defined as individuals employed in their province of origin or from bordering provinces. |
1,812 (76.52%) | 2,534 (81.87%) | 2,522 (74.31%) |
Employee Demographics by Age Group
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of hospitals within the network | 12 | 14 | 15 |
| Total Employees by Age Group | |||
| <30 Years | 1,093 (36.88%) | 1,645 (41.94%) | 1,679 (40.37%) |
| 30 - 50 Years | 1,680 (56.68%) | 2,009 (51.22%) | 2,196 (52.80%) |
| > 50 Years | 191 (6.44%) | 268 (6.83%) | 284 (6.83%) |
| Male Employees by Age Group | |||
| <30 Years | 195 (32.48%) | 251 (33.38%) | 270 (33.21%) |
| 30 - 50 Years | 366 (60.40%) | 435 (57.85%) | 472 (58.06%) |
| > 50 Years | 45 (7.43%) | 66 (8.78%) | 71 (8.73%) |
| Female Employees by Age Group | |||
| <30 Years | 898 (38.08%) | 1,394 (43.97%) | 1,409 (42.11%) |
| 30 - 50 Years | 1,314 (55.73%) | 1,574 (49.65%) | 1,724 (51.52%) |
| > 50 Years | 146 (6.19%) | 202 (6.37%) | 213 (6.37%) |
Employees by Job Level
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of hospitals within the network | 12 | 14 | 15 |
| Total Employees by Job Level | |||
| Operational Level | 2,795 (94.30%) | 3,700 (94.34%) | 3,903 (93.84%) |
| Management Level | 153 (5.16%) | 201 (5.12%) | 234 (5.63%) |
| Executive Level | 16 (0.54%) | 21 (0.54%) | 22 (0.53%) |
| Male Employees by Job Level | |||
| Operational Level | 542 (89.44%) | 676 (89.89%) | 726 (89.30%) |
| Management Leve | 51 (8.42%) | 58 (7.71%) | 70 (8.61%) |
| Executive Level | 13 (2.15%) | 18 (2.39%) | 17 (2.09%) |
| Female Employees by Job Level | |||
| Operational Level | 2,253 (95.55%) | 3,024 (95.39%) | 3,177 (94.95%) |
| Management Level | 102 (4.33%) | 143 (4.51%) | 164 (4.90%) |
| Executive Level | 3 (0.13%) | 3 (0.09%) | 5 (0.15%) |
Employment of Persons with Disabilities
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of hospitals within the network | 12 | 14 | 15 |
| Total Persons with Disabilities Employed | 18 | 28 | 38 |
| Employees with Disabilities | 18 | 20 | 22 |
| % of Employees with Disabilities (of total workforce) | 0.61 | 0.53 | 0.51 |
|
Non-employee Workers with Disabilities
* "Non-employee workers with disabilities" refer to individuals hired through alternative employment measures in accordance with Section 35 of Thailand’s Social Security Act, including collaboration with the Social Innovation Foundation (มูลนิธินวัตกรรมเพื่อสังคม). |
N/A | 8 | 16 |
Employee Compensation and Gender Pay Gap
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of hospitals within the network | 12 | 14 | 15 |
| Total Employee Compensation (THB) | 1,645,500,000.00 | 1,542,104,651.39 | 1,781,185,080.18 |
| Male Employee Compensation (THB) | 336,504,750.00 | 387,625,056.55 | 459,063,577.20 |
| Female Employee Compensation (THB) | 1,308,995,250.00 | 1,154,479,594.84 | 1,322,121,502.98 |
| Total Hours Worked | 6,317,232.00 | 9,809,385.24 | 11,187,573.40 |
| Average Compensation Ratio Between Male and Female Employees (Gender Pay Gap) | 4% | ||
| Number of Employees participate in Provident Fund | 602 | 995 | 1,110 |
| % PVD Members of Total Employees | 20.31 | 25.37 | 26.69 |
Employee Training and Development
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Employees’ Individual Development Plan as a Part of Annual Performance Review (KPI) | No | Yes | Yes |
| Average Training Hours per Employee (hrs/person/year) | 66.00 | 64.20 | 86.56 |
| Total Training and Development Expenses (THB) | 9,514,548.21 | 13,386,159.01 | 10,940,073.00 |
Occupational Health, Safety, and Working Environment
| Indicator | Target | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Number of work-related incidents resulting in leave of absence (cases) | 0 incidents | 4 | 12 | 0 |
| Number of employees injured from work incidents leading to at least 1 day of leave (persons) | 0 | 4 | 12 | 0 |
| % of employees injured from work incidents leading to at least 1 day of leave | 0 | 0.13 | 0.31 | 0 |
| Number of work-related fatalities (persons) | 0 | 0 | 0 | 0 |
| % of work-related fatalities | 0 | 0 | 0 | 0 |
Employee Engagement
| Indicator | 2022 | 2023 | 2024 |
|---|---|---|---|
| Number of hospitals within the network | 12 | 14 | 15 |
| Total voluntary employee turnover | 467 (15.76%) | 597 (14.76%) | 678 (16.30%) |
| Voluntary turnover – Male employees | 77 (2.60%) | 100 (2.55%) | 111 (2.67%) |
| Voluntary turnover – Female employees | 390 (13.16%) | 479 (12.21%) | 567 (13.63%) |
Monitoring and Evaluation of Suppliers in the Supply Chain
| Indicator | 2023 | 2024 |
|---|---|---|
|
% of Tier 1 suppliers that completed the human rights performance assessment * Target 100% |
28.5% | 50.40% |
| Number of suppliers assessed as high risk for human rights violations | 0 | 0 |
| Number of high-risk suppliers audited via on-site visits | No risk suppliers identified | No risk suppliers identified |
| Number of suppliers assessed as medium risk for human rights violations | 0 | 0 |
| Number of medium-risk suppliers engaged in corrective action discussions | No risk suppliers identified | No risk suppliers identified |
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