Respect for Human Rights and Labor Standards

DESIGNING FOR WELL-BEING

Social Policy and Practices

Modernform adheres to good business practices based on responsibility, transparency, and integrity at all levels, from executives to employees, encompassing every business activity. In all areas of business operations, Modernform recognizes the importance of respect for human rights and fair treatment of all stakeholders, including employees, business partners, customers, and surrounding communities.

Human Rights

Commitment and Goals

Modernform recognizes the importance of human rights management in all dimensions, to ensure that the Company's operations do not violate the rights, dignity, and well-being of individuals. This encompasses all groups of people connected to the business, including employees, business partners, suppliers, customers, and surrounding communities. Modernform is therefore committed to conducting business with respect for and adherence to international human rights principles, including the UN Guiding Principles on Business and Human Rights (UNGPs), the International Bill of Human Rights, and core labor rights principles of the International Labour Organization (ILO).
Human Rights Operational Objectives

Human Rights Practices

Human Rights Management Practices and Fair Labor Treatment Guidelines

1. Human Rights

1.1 Respect human rights, treat each other with respect and dignity, and treat everyone fairly and equally.

1.2 Exercise due care in the performance of duties to prevent the risk of human rights violations in business operations.

1.3 Support and promote actions to protect human rights.

1.4 Communicate, disseminate, educate, build understanding, define guidelines, and provide other support to business partners throughout the supply chain to jointly uphold human rights principles.

1.5 Oversee and monitor the respect for human rights, and not neglect or overlook any act that constitutes or may constitute a violation of human rights.

1.6 The Company will provide fairness and protect persons who report human rights violations related to the Company, without taking any adverse action against them.

1.7 The Company will continuously develop and implement human rights management processes to identify issues and improve human rights performance.

1.8 The Company will review and monitor the outcomes of management and resolution of human rights violation issues through established review and Due Diligence processes.

1.9 The Company is committed to building and maintaining an organizational culture that upholds respect for human rights in accordance with the Human Rights Management Policy.

1.10 Persons who commit human rights violations are in breach of the Company's Code of Conduct and will be subject to disciplinary action.

2. Fair Labor Treatment in Accordance with Human Rights Principles

2.1    Forced Labor Practice Guidelines: Do not engage in or support any form of forced labor, both within and outside the organization.

2.2    Child Labor Practice Guidelines: Do not hire or support the hiring of children who are below the legal minimum age as required by law.

2.3    Female Labor Practice Guidelines: Do not allow female employees to perform work that is harmful to health or the body as defined by law.

2.4   Legal Foreign Labor Practice Guidelines: The Company conducts business with

ethics and responsibility, particularly regarding the employment of foreign labor, both by the Company and its business partners, in accordance with the law.

2.5    Discrimination Practice Guidelines: Do not engage in or support discrimination in hiring, employment, promotions, wages, or benefits based on race, color, sex, age, religion, disability, or any other characteristic.

2.6    Working Environment and Quality of Work Life Practice Guidelines: The Company is committed to ensuring a safe, hygienic, and healthy working environment that complies with legal requirements, preventing accidents or occupational illnesses.

2.7    Employer Responsibility for Employee Protection Against Harassment and/or Sexual Harassment Practice Guidelines: Promote a workplace free from all forms of harassment, bullying, and/or sexual harassment.

2.8    Wage and Compensation Practice Guidelines: The Company pays wages, overtime, and employee benefits in accordance with legal requirements and no less than the minimum wage as prescribed by law.

2.9    Working Hours Practice Guidelines: Do not require employees to work longer than the legally prescribed hours including overtime, except in cases of necessity, and such cases shall be in accordance with legal requirements.

2.10 Termination and Severance Pay Practice Guidelines: Governed by the Labor Protection Act B.E. 2541 (1998) and amendments, with no discrimination based on disability. 

Through commitment to driving towards established goals, the Company has demonstrated both quantitative and qualitative achievements, as detailed below.

Historical Human Rights Performance Statistics

Note: * Complaint data referenced from verification through the whistleblowing channel (Whistleblowing Channel). No verified human rights violation complaints were received in 2023, 2024, and 2025.

Human rights training commenced in full in 2025 to elevate awareness among all employees and executives, covering topics on human rights principles, related laws, and specific risk groups.

Human Rights Due Diligence (HRDD) Process

The Company has established a Human Rights Due Diligence (HRDD) process as a framework for human rights management, to identify, assess, manage, and monitor human rights risks in accordance with the UN Guiding Principles on Business and Human Rights (UNGPs) and international human rights standards, with the following systematic approach:

Scope of Human Rights Risk Assessment

The Company identifies and assesses human rights risk issues that may arise from activities throughout the value chain — from raw material sourcing, production, and distribution to after-sales service — covering all stakeholder groups including employees, business partners, customers, and surrounding communities.

Monitoring and Performance Reporting

The Company has established a process for reviewing, auditing, and monitoring management related to human rights violation issues, through both the Risk Management Committee mechanism and the Human Rights Due Diligence (HRDD) review process, conducted at least once annually.

Communication and Complaint Channels

The Company emphasizes Two-way Communication to enable employees and external stakeholders to report concerns and suggestions easily, by establishing clear and independent complaint channels through the Audit Committee Chairman and the Chief Executive Officer, along with protection measures to ensure whistleblower confidentiality, as follows:

• Trusted Open Voice Channel: Clear and independent complaint channels are established through the Audit Committee Chairman and related management, via the channels described in the 'Complaint Channels' section.
• Protection Measures: Strict whistleblower protection measures are enforced to ensure that reporters receive maximum protection, and all information will be treated with strict confidentiality.
• Performance: In 2025, the Company received no complaints regarding human rights violations, discrimination, or harassment through any established complaint channels.

Channels for Submitting Opinions, Complaints, Whistleblowing, and Reporting Misconduct

Human Rights Incident Reporting

In 2025, the Company conducted reviews through the Human Rights Due Diligence (HRDD) process and established complaint channels, and found no incidents or verified complaints regarding human rights violations, discrimination, or forced labor/child labor throughout the year.

Remediation and Redress

The Company recognizes that business activities may cause or contribute to negative impacts on human rights violations. Therefore, the Company has established procedures for redress and remediation to restore rights and well-being to affected parties, in accordance with the UN Guiding Principles on Business and Human Rights (UNGPs).

In the event of a human rights violation case, the Company has a fair investigation process and disciplinary measures as follows:

• If an employee is involved, they will be subject to disciplinary action in accordance with the Company's work regulations.
• If an external party causes damage to the Company, the Company will consider taking legal action.