Labor Standards, Human Rights, and Human Capital Development
The Erawan Group is committed to promoting responsible labour practices and maintaining a workplace culture that respects human rights, employee well-being, diversity, equity, and inclusion. In addition to complying with applicable labour laws and regulations across all jurisdictions in which it operates, the Company actively participates in industry collaborations, capacity-building activities, and stakeholder engagement initiatives that support responsible employment practices and workforce development.
The Erawan Group regularly engages employees through training, awareness-building, and stakeholder engagement activities aimed at enhancing workplace practices, employee development, occupational health and safety, and human rights awareness. These initiatives support the Company's commitment to fostering a fair, inclusive, and respectful working environment throughout its operations.
The Company also participates in hotel and tourism industry networks and collaborates with leading international hotel operators, including Marriott International, Accor, IHG Hotels & Resorts, and Hyatt Hotels Corporation, whose global standards and training programs incorporate requirements related to labour rights, non-discrimination, workplace health and safety, employee well-being, and human rights protection. Through these collaborations, employees have access to industry best practices, professional development programmes, and responsible employment frameworks that strengthen labour standards across the organization.
Furthermore, The Erawan Group engages with local communities, government agencies, educational institutions, and business partners through workforce development, hospitality education, and community programmes. These collaborations contribute to skills development, employability, and inclusive economic opportunities, particularly for young people and local communities where the Company operates. The Company's approach reflects its belief that responsible labour practices extend beyond legal compliance and should contribute to sustainable social development and long-term workforce resilience.
Accordingly, The Erawan Group demonstrates its commitment to labour standards through ongoing participation in industry-led learning, employee development programmes, stakeholder engagement, and collaborative initiatives that support human rights, employee welfare, and responsible employment practices across its operations and value chain.
The Company also participates in the following labour, human rights, and workforce development initiatives:
- Employee participation in labour-related, DEI, human rights, or occupational health and safety workshops.
- Collaboration with hotel associations (e.g., Thai Hotels Association) and hospitality education institutions.
- Partnerships with international hotel brands implementing global human rights and labour standards.
- Internal training programmes covering Human Rights, Code of Conduct, Anti-Harassment, DEI, and Workplace Safety.
- Employee consultation and engagement forums supporting worker feedback and workplace improvements.
Human resource management
Goals
- Workplace Accident Rate: Zero accidents reported
- Labor Disputes and Human Rights Violations: Zero disputes
- Employee Skill Development: Focus on enhancing employee skills and potential to improve work processes, ensuring efficiency and alignment with the organization’s goals
- Quality of Life: Promoting the well-being of employees, customers, business partners, and surrounding communities
- Community Employment Opportunities: Supporting educational initiatives to create career opportunities for local communities
- Employee Training: Employees receive an average of more than 60 hours of training per person per year
Risk and Challenges
Opportunities
The widespread distribution of hotel branches across regions enhances the Company’s ability to recruit top talent. Additionally, having a diverse workforce in terms of gender, ethnicity, religion, age, and perspectives enriches the organization, fostering opportunities for business development and adaptability to future changes.
Opportunities and Challenges
The hotel industry experiences high employee turnover and operates with seasonal flexibility, allowing the company to manage its workforce efficiently. This requires effective human resource planning to align with varying demands throughout the year. Promoting attractive benefits, providing comprehensive employee care, and continuously developing employee potential will help ensure workforce stability, which is crucial for driving the business towards long-term sustainability.
Employee data
The Erawan Group Public Company Limited and its affiliated companies recorded a total of 4,391 employees at the end of the 2025 fiscal year. Remunerations consisting of salary and bonus totalled THB 2,098,657,154 There are 2,239 employees participating in the Provident fund project, which represents 50.99% of the total number of employees.
Employee Care
The Company places great emphasis on the holistic well-being of its employees, addressing both physical and mental health. It also supports workplace improvements to ensure a happy and healthy working environment. This approach encourages long-term employee retention, fostering contributions that drive the organization forward while delivering sustainable value to stakeholders. Furthermore, the company is committed to treating all employees equitably, adhering to universal principles of human rights.
Employee Benefits
The Company provides legally mandated benefits along with additional perks, such as health insurance, accident insurance, a provident fund, workers' compensation benefits, financial aid, and various employee engagement activities.
Employee Recruitment
The recruitment process adheres to human rights principles, emphasizing equality, dignity, and fairness without discrimination based on race, skin colour, gender, age, religion, or beliefs. The Company ensures that all nationalities have equal opportunities to join the organization, with a focus on selecting candidates who best fit the role.
New employees undergo orientation and job training programs to familiarize themselves with the organization. Internal employees are also encouraged to explore career development opportunities through job rotation, transfers, or promotions, depending on suitability. This initiative aims to enhance employee skills and career advancement, both domestically and internationally.
| Promotion of employment opportunities | 2022 | 2023 | 2024 | 2025 | ||||
|---|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | Male | Female | |
| Employee with disabilities (persons) |
14 |
8 |
15 |
10 |
14 |
14 |
15 |
13 |
| Trainees (persons) |
138 |
251 |
192 |
521 |
156 |
367 |
864 |
|
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Employee Satisfaction and Engagement Survey |
Satisfaction and Engagement of Thai and Foreign Employees | |||
|---|---|---|---|---|
|
Year 2023 |
Year 2024 |
Year 2025 |
Year-on-Year Comparison |
|
| Employee with disabilities |
89% |
90% |
90% |
- |
| Trainees (persons) |
2,167 |
3,736 |
4,117 |
Increased by 381 |
Annual training and personnel development
Drive of corporate culture and value
The Company raises awareness and understanding and promotes its DNA through Erawan’s Core Value and Corporate culture (EPIC) by communicating through Corporate Townhall, Meet The President, DNA Culture Based Activity และ Employee Engagement Program, etc.
Employee upskill and capability development
The Company actively promotes ongoing staff capacity-building. The ERW Hybrid Learning Centre both onsite and online were conducted to maximize the learning efficiency from internal and external lecturers and from the learning platforms developed by local and international leading education institutions, such as following programs and platforms
- Corporate Signature Program
- Leadership Development Program
- Digital Upskills Program
- English Upskills Program
- Individual Development Plan (IDP)
- Mindset & Lifestyles Program
- Online Learning via Cariber Platform
| Training and development | Unit | 2023 | 2024 | 2025 | |||
|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | ||
| No. of courses | Course | 10,439 | 6,751 | 9,556 | |||
| No. of employees by gender | Persons | 1,776 | 2,000 | 1,845 | 2,449 | 1,864 | 2,527 |
| Total training hour | Hrs./yr | 264,886 | 334,071 | 325,508 | |||
| Average training hour (target: 60 hrs./ person/ year) | hrs./ person/ yr. | 70 | 78 (target : 60) | 74 (target : 60) | |||
| Average training expense | Baht/ person/ yr. | 363 | 419 | 1,960 | |||
| Employee training satisfaction | % | 93% | 96% | 93% | |||
| Employees with Individual Development Plans (IDPs) | Persons | 835 | 782 | 1,451 | 2,077 | 1,864 | 2,527 |
| Capability and career development assessment | |||||||
| Employee who participated in performance evaluation and feedback process | Persons | 1,308 | 1,291 | 1,845 | 2,449 | 1,864 | 2,527 |
| No. of promoted employees | Persons | 112 | 131 | 110 | 116 | 107 | 180 |
| No. of transferred/ rotated employees | Persons | 29 | 52 | 67 | 89 | 37 | 57 |
Occupation Health and Safety (OHS) Policy
The Company commits to oversee the OHS elements and provides training on self-protection through online doctor consultation and ‘Meet the Doctor’ telemedicine for staffs. The Company also provides an annual health check-up, supports immunization booster vaccination as well as in-house perception blind massage, daily and big cleaning at workplace, and also regularly conducts office space sterilization and performs an annual fire drill and fire prevention event to prepare for emergency situation.
Target : Zero-accident target
| Accident statistic | Unit | 2023 | 2024 | 2025 | |||
|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | ||
| No. of case – recordable work-related injuries | Persons | 65 | 48 | 42 | 32 | 106 | |
| Recordable injury rate | Per 1,000,000 hrs. | 18.44 | 10.21 | 0 | 0 | 10.53 | |
| No. of leave days for recordable work-related injuries | Days | 229 | 53 | 162 | 155 | - | |
| No. of high-consequence work-related injuries (excluding fatalities) | Persons | 0 | 1 | 0 | 0 | 0 | |
| High-consequence work-related injuries rate (excluding fatalities) | Per 1,000,000 hrs. | 0 | 0.21 | 0 | 0 | 0 | |
| No. of leave days for high-consequence work-related injuries (excluding fatalities) | Days | 0 | 60 | 0 | 0 | 0 | |
| Lost-time injury frequency rate (LTIFR) | Per 1,000,000 hrs. | 18.44 | 10.43 | 0 | 0 | 5.16 | |
| No. of fatality | Case | 0 | 0 | 0 | 0 | 0 | |
| Fatality rate | Per 1,000,000 hrs. | 0 | 0 | 0 | 0 | 0 | |
Remark: Work-related injury data for employees in 2025 was verified by an independent external party with reference to GRI Standards 2021.
Labour and human rights disputes
Human Rights Risk Assessment
The Company has assessed human rights risks within the organization by considering international human rights issues relevant to the hotel and service industry. Key concerns include child labour, forced labour, inadequate working environments, unfair wages, discrimination, the right to unionize for collective bargaining, and various forms of harassment. Notably, in 2024, the company received no significant complaints related to labour disputes or human rights issues.
| Grievance mechanism (cases) | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|
| No. of case | 0 | 0 | 0 | 0 |
| No. of case – labour practices | 0 | 0 | 0 | 0 |
| No. of solved cases | 0 | 0 | 0 | 0 |
| No. of on-process cases | 0 | 0 | 0 | 0 |
| No. of human rights disputes | 0 | 0 | 0 | 0 |
Human Rights Policy
Community Engagement
The Erawan Group commits to engage in community and social development while conducting our business to co-create tourism promotion activities where we are more than eager to use our knowledge and expertise in hotel management to encourage communities to learn and enhance their self-development potential, to create jobs within communities and to safeguard local culture and identity. We encourage staff to volunteer in social projects initiated by the Company. We also collaborate with business partners, networks and government agencies to strengthen communities with a purpose to create a sustainable society.
In 2025, the Erawan Group continued to develop the following projects for community and society. Details are as follows.
HOP INN capacity-building for hotel personnel project
The Company has implemented this project since 2022 for vocational and higher education students to support the development of competent hospitality professionals in line with the evolving demands of the tourism industry, while also serving as an additional pathway to promote career opportunities for students.
In 2023
The company entered a MOU with five education institutes in geographical areas where our hotels are located. They are Rayong Technical College, Kanchanaburi Vocational College, Bangna Commercial College (undergraduate level), Thanyaburi Rajamangkala Institute of Technology (premium course) and Nakhon Pathom Vocational College (undergraduate level). College students become trainees at Hop Inn and can work with us when they graduate upon a set of criteria. In March when the project started, 25 students took part in the training program.
Benefit to the Company
- Reduce risk of shortage of skilled employees in the future
- Good image and be-known of HOP INN brand
Benefit to society
- Newly graduated students would be able to experience real-world hotel operations
In 2024
39 students (11 male and 28 female) from 14 educational institutions participated, gaining hands-on experience across the company’s headquarters and 11 hotel branches. A total of 5,563 internship days were completed as per the agreements.
In 2025
HOP INN signed a MOU with Rakthai Business Administration Technological College, covering 14 campuses, to enhance vocational education, develop students’ practical skills, and create employment opportunities for the community.
Through this collaboration between students from the Electrical Power Technician program, Department of Electrical Power Technology, under both regular and dual vocational education systems create on-the-job training opportunity at participating HOP INN hotels, gaining hands-on experience in supporting the operation and maintenance of air-conditioning and electrical systems within hotel premises. The collaboration also promotes knowledge sharing between students, lecturers, and hotel personnel.
Shared Value Creation
This project reflects the Company’s commitment to creating shared value between the organization and local communities by:
- Enhancing the capabilities of the local workforce
- Strengthening the competencies of hotel personnel
- Creating employment opportunities within the tourism and hospitality industry
The Company believes that integrating learning opportunities with hands-on practical experience forms a fundamental foundation for developing high-quality professionals in the tourism and hospitality sector, while fostering sustainable shared value for the organization and surrounding communities.
Ban Laem Mud Spa Project - Happy Home Happy Stay initiative
This Ban Laem Mud Spa Project - Happy Home Happy Stay initiative is a community development project further evolved from the initial “Happy Home, Happy Stay” project started in 2008 to upgrade and improve local home stay accommodation. So far, 27 community homestay projects have been part of this project.
In 2022, the Erawan Group selected the Ban Laem Homestay project in Nakhon Si Thammarat Province as the first pilot project thanks to its strength and readiness to learn. The community is also endowed with resources and attractions ideal to be steered towards sustainability. The Erawan Group went in and turned the community’s multi-purpose building into a community spa to offer mud spa in addition to the community’s already famous community products.
The Erawan Group hopes to create sustainable jobs for the community while promoting wellness and sustainable tourism where a venue is transformed to provide mud spa for tourists or the interested public.
Benefit to the Company
- Utilizes the Company’s expertise and resources to design and develop spa pavilions that are appealing and harmonize with local community culture.
- Collaborates with partners to enhance and promote community-based tourism.
- Provides opportunities for employees to engage with communities, expand their knowledge for diverse service scenarios, and foster a sense of volunteerism and social responsibility.
- Enhances The Erawan Group’s brand recognition and reputation.
Benefit to the community
- Develops and enhances community-based tourism services to better meet the needs of tourists.
- Creates jobs and generates income for the community. By the first quarter of 2024, following the official opening, Ban Laem community has welcomed various tourist groups, ranging from small groups to large gatherings of over 100 people per visit.
| Session 1: Workshop session | Session 2: Mud spa Trial and opening ceremony | |
|---|---|---|
| Topic | “Wellness tourism and elevation of community spa”
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Mud Spa Trial Service or “Test Trip” and Spa Villa Opening Ceremony
The event was organized in order to let ERW executives try the mud spa service and experience the Spa Villa facility that the Company helped with reconstructing and subsidizing before it officially launched to tourists. On this occasion, many local agencies honorably witnessed the soft opening event. |
| Date | 19-20 September 2023 | 22-23 November 2022 |
| Participants | 50 women from Ban laem’s villagers and surrounding communities |
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| Mentors |
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| Participating agencies |
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| Outcome | 50 women from Ban laem’s villagers and surrounding communities had opportunity to practice Thai traditional massage and learn new technique to impress customers (tourists) | Women of the Ban Laem community practiced providing virtual spa services to executives of The Erawan Group and honored guests at the event. The women's group received good advice from service recipients for further career development |
Visiting My Home Project
The project featured primary school artists inviting everyone to visit their hometowns. Together with the Primary Education Office in the areas where our hotels are located, the Erawan Group Plc has organized a drawing contest for primary school students to promote community tourism through painting. The project not only encourages school students to imagine but also cultivates pride and love in their communities. In 2022, 38 schools took part in the project and 144 drawings from four provinces of Chaiyaphum, Nan, Nakhon Ratchasima and Bangkok were selected by Hop Inn guests and the public.
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The company and hotels within the group organized activities mobilized by employees with volunteer minds to relieve the public from difficulty from the Covid-19 outbreak. Activities were designed to suit the needs of particular sites and locations:
- Hotels within the group delivered food, alcohol gel, consumables to neighboring communities and the public.
- The company donated N95 face masks and dried banana, a product from Pa Pang community in Lampang Province, to Maharaj Hospital in Nakhon Ratchasima, Wachira Phuket Hospital in Phuket, Songkhla Nagarindha Hospital in Songkhla, Maharaj Nakhon Chiangmai Hospital in Chiangmai and Chulalongkorn Hospital in Bangkok.
- The company donated Thank You bags to street cleaners in proximity areas of our hotels, namely, in districts of Khlong Toei, Pathumwan, Sathorn, Klongsan, Chaeng Wattana in Bangkok, and in Pathum Thani Municipality area in Pathum Thani Province, to express our deep appreciation to those who had been working so hard during the Covid-19 pandemic. The Thank You bag consisted of coffee from Pa Mee Community in Chiang Rai Province, Jasmine rice from Kok Muang Community in Buriram Province and processed coconut shell products from Ban Laem Community in Nakhon Si Thammarat Province. These products were all from communities in the Happy Home, Happy Stay project developed to enhance community homestay service and management that the company had run to help distributing incomes to local communities, as they were all affected by the pandemic.
- The company donated the entire revenue from room sales of Hop Inn hotels nationwide on June 5, 2020 with no deduction together with staff’s donations totaling Baht 1 million to the “Baht 63 to Fight Covid-19 Pandemic – Transforming suffering with Baht 63 in 2020 Project” of the Thai Red Cross.
The Creative Cabinet project
The project provides better access to books and toys that enhance learning and skills to primary school children to widen their imaginations. The cabinet contains teaching materials to produce learning media as well. The company plans to deliver the cabinet to schools in provinces where Hop Inn hotels are located all over Thailand. Five cabinets will be given to five schools on the first day a Hop Inn hotel in that area opens its door. The project has started since 2014. So far, at least 224 schools have received the imagination cabinet. In 2020, the company gave the cabinets to five more schools in Phuket on the occasion of Hop Inn’s 2nd branch opening on the island.
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The “Happy Home, Happy Stay” project represents an increasing role of community tourism, as more and more tourists wish to experience local lifestyles, traditions, food and customs. They want to experience first-hand how to cook and eat local culinary, how to DIY handicraft and how to live the same as their hosts live. As a hotel operator, the company is eager to take part in promoting community tourism, which is directly related to our business.
To further develop the community homestay management, the company has shared its knowledge and expertise with communities, encouraged them to learn and look at economic opportunities from different perspectives in order to enhance their potential for the purpose of sustainable development from within the communities themselves. The project was initiated in 2018 at Ban Laem Community, Tha Sala District, Nakhon Si Thammarat Province. A year later, we collaborated with Air Asia to organize the homestay service and management training in the “Journey D” project for communities. In 2020, the company joined hands with Government Savings Bank (GSB) in the GSB Smart Homestay project by awarding and sharing knowledge with Ban Nong Khao, Ta Muang District, Kanchanaburi Province and Ban Mung Nua, Nern Ma Prang District, Phitsanulok Province. In addition, bedsheets from selected hotels within the group were distributed to six participating communities in the project.
Lately in 2023, The Erawan Group uplifted the initiative by supporting communities with facilities for local tourism. The Company has renovated a community’s multi-purpose villa into a community mud spa pavilion in order to service tourists and help creating jobs for local communities.