Labor Practices
C.P. Group values its workforce as a vital resource and a cornerstone of the organization’s sustainable growth.
The Group is committed to fostering a safe, equitable, and respectful working environment, upholding human rights principles and international labor standards in all operations, while supporting continuous learning and skills development for employees at all levels. In addition, the Group promotes fairness in employment, prohibits the use of forced labor, child labor, and all forms of discrimination, and cultivates an organizational culture that embraces diversity and genuine inclusion. We provide opportunities for all employees to reach their full potential through a transparent human resource management system and ensure access to safe and fair grievance mechanisms.
Key Performance 2024
Target for Share of Women in Total Workforce
Percentage of female executives to total executives
Percentage of female employees in revenue-generating functions
Percentage of female employees in STEM-related positions
Total Employees
(Persons)
456,252 persons
Employees by Employment Type
(Persons)
Permanent Employees
94%
Temporary Employees
6%
Full-time Employees
99%
Part-time Employees
1%
Employees by Age Group
(Persons)
Employees by Level
(Persons)
Employee Well-being Management
Charoen Pokphand Group places great importance on safeguarding the well-being of employees in all dimensions, including physical, mental, and social, through comprehensive benefits and welfare programs. These include health promotion initiatives, stress prevention and management, annual health check-ups, and counseling services, enabling employees to maintain good health and achieve work–life balance. We strive to create a safe working environment that fosters constructive collaboration and strengthens employee engagement with the organization.
In addition, the Group is committed to upholding the principles of equality and fairness in the workplace. This includes providing fair and adequate remuneration that meets the cost of living, managing working hours and leave appropriately, offering comprehensive social protection measures, and ensuring transparent performance evaluation processes. The Group also maintains regular dialogue and engagement with employee representatives on matters related to working conditions, gathering feedback and suggestions to improve policies and practices in line with employee needs and appropriate labor standards. These efforts aim to foster employee potential and support the continuous development of our people.
Additionally, Charoen Pokphand Group recognizes the value of helping our employees' families, therefore as part of our dedication to their well-being, we offer extensive corporate benefits, including paid maternity and paternity leave. We truly believe in establishing an office culture that values both gender equality and work-life balance. Our female employees are entitled to 98 days of paid leave for maternity leave, allowing expectant women to fully embrace their role as mothers and care for their children without worrying about their job obligations. Our male employees are entitled to 5–15 days of paid paternity leave, allowing them to actively engage in the early years of their child's life. In addition to maternity and parental leaves, C.P. Group also provides breast-feeding facilities to employees who need such facilities, as well as childcare facilities for employees’ children. These corporate benefits are a prime example of our commitment to meeting the comprehensive needs of our workers and their families, developing a culture of care, and advancing our company as a whole.
Creating a Happy Working Environment
Creating a happy working environment is essential in promoting a positive corporate culture, enhancing employee well-being and driving overall business success. When employees are happy and content in their roles, they become more involved, inspired, and productive. Moreover, employee happiness is linked to higher job satisfaction, reduced turnover rate, and increased retention of top talent. Therefore, Charoen Pokphand Group is committed to ensuring that employees, who are the organization’s most valuable resources are physically and mentally healthy and happy at work. The Group has taken action in terms of creating a happy workplace and providing benefits to meet different needs or lifestyles, such as health-related welfare covering mental health, flexible working hours, Work-from Home or Work-from Anywhere, fitness rooms, special activities or club, such as yoga club, and marathon club, suitable work equipment, holidays and vacation days according to legal requirements, additional maternity/paternity leave, accessible workplace for vulnerable and disabled employees.
Employee Welfare and Social Protection
Charoen Pokphand Group is committed to providing all employees with comprehensive welfare and social protection to promote their health, well-being, and life stability. The Group offers medical benefits through health insurance, annual health check-ups, and access to professional medical consultation services.
In cases of illness, employees are entitled to paid sick leave, medical expense support, and health rehabilitation programs to help them return to work at full capacity. For employees who are parents, the Group provides paid maternity and parental leave, along with workplace facilities and policies designed to ensure a smooth transition into parenthood.
In addition, the Group offers a provident fund to support long-term financial security, as well as financial assistance benefits and various support programs for employees’ families, such as scholarships for employees’ children. The Group also invests in initiatives that foster organizational engagement, skills development, and holistic well-being, ensuring that all employees feel valued, supported, and able to grow securely and sustainably alongside the organization.
Working Hours Management
Charoen Pokphand Group is committed to managing working hours in a fair and appropriate manner to safeguard employees’ health, safety, and productivity, while also supporting a healthy work–life balance. The Group recognizes that excessive or irregular working schedules can result in fatigue, a higher risk of accidents, and a decline in quality of life, and therefore takes measures to prevent such outcomes.
Working arrangements are designed to remain within reasonable limits and comply with applicable labor laws, while overtime is strictly voluntary, fairly compensated, and carefully monitored to avoid excessive workloads. Employees are provided with regular rest periods and adequate time off to recover between work shifts. In addition, the Group maintains accurate and transparent timekeeping practices to ensure fair compensation for all working hours, including overtime.
The Group also reviews working time records on a regular basis to confirm compliance with labor standards and to safeguard employee well-being. Managers are encouraged to plan workloads efficiently to minimize the need for overtime and to promote flexible work arrangements where possible, enabling employees to better balance their personal and professional responsibilities.
Employee Appraisal
Employee evaluations at Charoen Pokphand Group are based on an equitable, open, and performance-driven methodology that encourages ongoing improvement. We provide several appraisal methods for our employees year-round, this is to allow a more comprehensive and well-rounded evaluation of employees' performance and potential.
01
Management by Objectives
The Management by Objectives recognizes and acknowledges employees' contributions, while also identifying areas for development and providing chances for promotion. Regular performance reviews are conducted using specific, measurable criteria and key performance indicators (KPIs) that are in line with the responsibilities and the overall goals of the organization.
02
Multidimensional Performance Appraisal
The multidimensional performance appraisal allows employees to receive insights from peers, subordinates, and other stakeholders, further enriching the appraisal process and promoting a collaborative work environment.
03
Team-based Performance Appraisal
The team-based performance appraisal is a collaborative evaluation approach that assesses team accomplishments and individual contributions within a group setting. This approach recognizes the importance of cooperation in accomplishing organizational goals by emphasizing the collective effort and synergy of the team.
04
Agile Conversations
During the performance review process, we place a high value on open and constructive communication and encourage employees to discuss their successes, challenges, and future goals. A tailored growth path is mapped out as a result of meaningful conversations between supervisors and employees about goals and feedback. Through the facilitation of two-way information exchange, this method gives employees the chance to understand their performance objectives and prospects for progress while also feeling valued and supported.
At C.P. Group, we also place high importance on promoting a culture of continual education. As a result, our appraisal technique evaluates future performance as well. Additionally, it includes an emphasis on skill development, training, and mentoring, providing staff employees with the resources they need to enhance their skills and remain adaptable in a corporate environment that is continuously changing.
Fair Compensation and Living Wage
Charoen Pokphand Group is committed to ensuring that all employees receive fair, competitive, and timely compensation that supports a decent standard of living and aligns with international labor standards. We pay no less than the legal minimum wage in countries where such laws exist. In countries without a statutory minimum wage, we apply credible living wage benchmarks and regularly assess to ensure wages meet or exceed recognized cost-of-living estimates or standards. In addition, the Group is actively studying the living wage to strengthen our compensation practices and is committed to advancing the United Nations Forward Faster initiative on living wage, reflecting our determination to contribute to global progress in this area.
Our compensation structure covers base salary, overtime pay, allowances, bonuses, and legally mandated benefits. We uphold the principle of “equal pay for work of equal value” and regularly review and monitor gender pay gaps to ensure that male and female employees are compensated equally and fairly.
In Addition to the fair and equal remuneration and benefits provided to all of our employees, C.P. Group’s subsidiaries also offer their employees a long-term incentives program. This program aligns employees’ interests with the company’s long-term success, motivates the employees to contribute to sustained growth and profitability, enhances employee retention, encourages a focus on future achievement, and fosters a sense of ownership and commitment, which will ultimately drive higher levels of engagement and productivity. For instance, one of our subsidiaries offers a long-term incentive program called “innovation point” for all employees. Employees can earn innovation points through generating innovative ideas, which can be developed with cross-functional teams to create and implement innovative ideas. The Innovation point will be awarded to employees based on complexity of the innovation, and the level of the impact. The innovation points will be measured at the end of the year, and employees who reach a specific amount of innovation points will be awarded with benefits.
Employee Engagement Survey
In addition to continuously promoting employees’ well-being, Charoen Pokphand Group also monitors the outcomes of these initiatives through annual employee engagement surveys. The survey questions cover a wide range of topics to assess employees’ engagement level with the Group, including satisfaction with their jobs, job description that clearly explain about purposes, job objectives and, assigned tasks, as well as employees’ happiness at work, relationships with peers and supervisors, benefits received, overall working environment, and stress levels management. Employees are asked to rate their satisfaction with each question on a five-point scale: very dissatisfied, dissatisfied, neutral, satisfied, and very satisfied.
Employee Engagement Score
(Persons)
Target : 82%
In 2024, 88.2% of employees who responded to the survey