Social Performance
Commitment / management guideline
Create culture of safety in the workplace
The Company operates comprehensive and effective safety management to ensure good health of all employees, working in safe environment, and also systematically complies with Occupational Safety, Health and Environment Act, B.E. 2554, in consistent with the law and international standards.
Social Policies
Occupational Health and Safe
Target
Management Guideline
The Company operates comprehensive and effective safety management to ensure the good health of all employees, working in a safe environment, and also systematically complies with the Occupational Safety, Health and Environment Act, B.E. 2554, in accordance with the law and international standards.
Operating Results
Occupational Safety, Health and Working Environment Statistics
| Item | 2025 | 2024 | 2023 |
|---|---|---|---|
| Total working hours (hours) | 12,423,291.00 | 12,549,986.00 | 4,654,923.00 |
| Total employee working hours (hours) | 4,781,476.00 | 4,891,852.00 | 4,654,923.00 |
| Total working hours of non-employee workers (hours) | 7,641,815.00 | 7,658,134.00 | Data not available |
Employee Occupational Injury and Accident Statistics
| Item | 2025 | 2024 | 2023 |
|---|---|---|---|
| Number of occupational injury or accident cases resulting in lost workdays (cases) | 11 | 6 | 2 |
| Number of employees injured from work-related incidents resulting in at least one lost workday (persons) | 11 | 6 | 2 |
| Number of employee fatalities from work-related incidents (persons) | 0 | 0 | 0 |
Personnel Responsible for Occupational Safety, Health and Working Environment Management
| Area | Safety Committee (Persons) | Safety Officer – Management Level (Persons) | Safety Officer – Supervisory Level (Persons) |
|---|---|---|---|
| Head Office | 17 | 109 | 87 |
| Bangkok Airways Operations Center | 13 | 43 | 39 |
| Bangkok Station | 9 | 22 | 54 |
| Don Mueang Station | 9 | 17 | 20 |
| Samui Station | 19 | 9 | 27 |
| Sukhothai Station | 7 | 2 | 8 |
| Trat Station | 7 | 2 | 10 |
| Phuket Station | 5 | 1 | 10 |
| Other Stations | - | 5 | 16 |
Remark:
- Safety Committee refers to the Occupational Safety, Health and Working Environment Committee
- Safety Officer – Management Level refers to management-level occupational safety officers
- Safety Officer – Supervisory Level refers to supervisory-level occupational safety officers
Compliance with Occupational Safety, Health and Working Environment Laws
The Company complies with applicable laws, regulations, and requirements related to occupational safety, health, and working environment management. Activities include the development of occupational safety management systems, enhancement of safety knowledge and personnel capabilities, implementation of prescribed safety standards, monitoring and performance assessment, as well as regular management reviews to continuously improve workplace practices. In 2025, compliance performance was achieved at 100%.
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Employee Development and Retention
Target 2025
Management Guideline
Key Objective of Human Capital Development
“Enhancing Capabilities, Inspiring Engagement, and Strengthening Employee Retention — Connecting Happiness at Work to Drive Sustainable Organizational Growth”
The Company is committed to continuously developing employee capabilities under the “Connect Your Happiness” philosophy to promote quality of life and sustainable growth for employees at all levels. Learning and development programs are provided through both internal and external training opportunities, covering employees from entry level to executive management.
The Company has also established the Bangkok Airways Training Development Framework to support the development of skills and competencies aligned with organizational direction through four key components: Core Competencies, Corporate Values, Leadership Competencies, and Functional Competencies.
Operating Results
Human Capital Development
Average training hours per person per year
Unit: Hours
Promoting ESG Knowledge and Fostering a Sustainability Culture
In 2025, employees from various business functions participated in Self e-Learning programs under the ESG DNA initiative organized by the Stock Exchange of Thailand. The programs included:
ESG in Action Program
Circular Economy (Circular Business Model) Program
Value Chain Analysis Program
ESG Risks Program
Fair Labor Practices
The Company recognizes that employees are valuable resources and a key driving force behind sustainable organizational success. Retaining knowledgeable, capable, and highly engaged employees is therefore one of the Company’s key human resource management strategies to ensure business continuity, strengthen competitiveness, and support long-term adaptability and growth.
Operating Results 2025
(Data as of 31 December 2025)
| Detail | 2025 | 2024 | 2023 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Employment Data | ||||||
| Total employees (persons) | 2,304 | 2,339 | 2,291 | |||
| Employees (persons) | 1,078 | 1,226 | 1,137 | 1,202 | 1,134 | 1,157 |
| Employees by Age Group | ||||||
| Employees aged below 30 years (persons) | 163 | 273 | 184 | 251 | 183 | 226 |
| Employees aged 30–50 years (persons) | 773 | 856 | 821 | 866 | 830 | 856 |
| Employees aged over 50 years (persons) | 142 | 97 | 132 | 85 | 121 | 75 |
| Employees by Position Level | ||||||
| Operational-level employees (persons) | 694 | 1,021 | 757 | 999 | 741 | 962 |
| Management-level employees (persons) | 374 | 197 | 370 | 194 | 382 | 186 |
| Executives (persons) | 10 | 8 | 10 | 9 | 11 | 9 |
| Employees Working in Thailand | ||||||
| Total employees working in Thailand (persons) | 1,065 | 1,202 | 1,123 | 1,177 | 1,120 | 1,134 |
| Bangkok and Vicinity (persons) | 887 | 940 | 880 | 911 | 883 | 883 |
| Northern Region (persons) | 50 | 45 | 19 | 32 | 18 | 34 |
| Central Region (persons) | 0 | 0 | 32 | 11 | 33 | 10 |
| Northeastern Region (persons) | 0 | 0 | 0 | 0 | 0 | 0 |
| Southern Region (persons) | 91 | 195 | 181 | 200 | 157 | 186 |
| Eastern Region (persons) | 37 | 22 | 31 | 23 | 29 | 21 |
| Employees Working Overseas | ||||||
| Total employees working overseas (persons) | 37 | 39 | 37 | |||
| Employees working overseas (persons) | 13 | 24 | 14 | 25 | 14 | 23 |
Remuneration and benefits
The Company’s Remuneration Payment Policy is fair and competitive in the labor market, helping to create career stability for employees and fair opportunities for career advancement. In addition, the Company provides various employee welfare benefits as required by law, such as social security, as well as benefits beyond legal requirements. These include medical expenses, life insurance, health insurance, air tickets, annual medical check-ups, vaccinations, contributions in the event of the death of employees or their parents, and discounted medical fees for employees and their families when using services from hospitals in the Company group network. Other voluntary welfare benefits are also provided to employees, such as a savings cooperative, provident fund, and housing loans in partnership with commercial banks.
In 2025, the Company provided employee remuneration and compensation, including salaries, wages, overtime pay, provident fund contributions, and other employee welfare and benefit expenses, totaling approximately THB 3,016,039,548.89.
Promoting Savings Channels and Financial Security
The Company established a Provident Fund and Cooperative Savings to promote saving and provide financial security for employees. As of 31 December 2025, the proportion of employees who joined the Provident Fund compared to the total number of employees is as follows:
Operating Results 2025
Total number of employees
Number of employees participating in the Provident Fund
Proportion of employees participating in the Provident Fund
Employee Happiness 2025
The 2025 assessment results indicated that the Company’s employees achieved an average Health & Well-Being score of 60.0. The highest average score was recorded in the Physical Health dimension at 65.1, while the Mental Health dimension recorded the lowest average score at 52.6. Overall, the scores were classified as being at a “High Level of Health & Well-Being” (scores between 50.00–74.99 according to the assessment criteria). In addition, the overall employee engagement score was 60.7, which falls within the range of 50.00–74.99, reflecting a “High Level of Employee Engagement.” The highest average score was recorded in the “Say” dimension, representing positive advocacy toward the organization, at 66.5. Meanwhile, the “Stay” dimension, representing employee loyalty and intention to remain with the organization, recorded the lowest average score at 51.6.
Employee Engagement
Voluntary Employee Turnover
(Data as of 31 December 2025)
| Item | 2025 | 2024 | 2023 |
|---|---|---|---|
| Total voluntary employee turnover (persons) | 217 | 137 | 155 |
| Male employees voluntarily resigned (persons) | 131 | 64 | 69 |
| Female employees voluntarily resigned (persons) | 86 | 73 | 86 |
| Voluntary employee turnover rate (%) | 9.42 | 5.86 | 6.77 |
Remark:
- In 2025, of the 131 male employees who resigned, 70 employees transferred to affiliated companies as part of the rights transfer process under the airport operating certificate requirements of the Civil Aviation Authority of Thailand (CAAT).
- In 2025, of the 86 female employees who resigned, 25 employees transferred to affiliated companies as part of the rights transfer process under the airport operating certificate requirements of the Civil Aviation Authority of Thailand (CAAT).
Employee Engagement and Satisfaction Enhancement Plan
The Company has established a plan to enhance employee experience and strengthen employee engagement by fostering a workplace environment that supports well-being, happiness, and sustainable career growth under a people-centric approach to human resource management.
This plan encompasses talent development, physical and mental well-being initiatives, an open and inclusive workplace culture, employee participation, and work-life balance support, enabling employees to perform effectively while maintaining a positive work experience.
Key initiatives include career development and skills enhancement programs, leadership development, internal knowledge-sharing activities, health and wellness programs, employee recognition initiatives, and ongoing communication channels for employees to provide feedback, suggestions, and raise concerns. These efforts aim to promote meaningful two-way communication between management and employees.
In addition, the Company will monitor and evaluate the effectiveness of these initiatives through Employee Engagement Surveys and relevant human capital analytics. Insights gained will be used to continuously improve people management practices and foster a workplace where employees feel valued, motivated, and empowered to grow alongside the organization.
The Company believes that engaged employees with positive workplace experiences are essential to delivering service excellence, maintaining high safety standards, and supporting the Company's long-term sustainable growth.
Community Engagement
Target 2025
Management Guideline
At the heart of sustainable development is progressing together with the community.
Bangkok Airways implemented community engagement in three main target areas around the Company’s airports in Samui, Sukhothai, and Trat, using a holistic area-based community development approach that takes into account economic, social, educational, environmental, and health aspects according to the appropriateness of the local context.
Operating Results
Explore MoreWing of Dreams
The “Wings for Dreams” initiative was established to provide youth with opportunities to learn about careers as pilots and in the aviation industry. The project also serves as part of the Company’s efforts to enhance awareness and recognition of its airports among local communities and educational institutions.
The initiative consists of two key activities:
- Career orientation sessions for secondary school students
- Airport Tour activities for primary school students
Activity 1: Firefighting Career Orientation Program
- Samui Airport organized an activity to provide youth with opportunities to learn about airport operations, aircraft firefighting careers, and basic fire survival skills at Theeparatpittaya School, with a total of 120 participants.
- Trat Airport organized an activity to provide youth with opportunities to learn about airport operations, aircraft firefighting careers, and basic fire survival skills at Satri Prasertsil School, with a total of 350 participants.
Activity 2: Airport Tour Program at Sukhothai Airport
The Airport Tour Program at Sukhothai Airport was organized to provide youth with opportunities to learn about Sukhothai Airport, pilot careers, and cabin crew professions. Participating students engaged in learning activities across various stations, including:
- Station 1: Airport Tour — learning about the check-in counter area, runway operations, and airport firefighting services
- Station 2: Learning about the roles and responsibilities of cabin crew personnel
- Station 3: Learning and participating in flight simulation training within a flight simulator room
A total of 36 teachers and students from Wat Tha Chang School participated in the activity.
Supporting Persons with Disabilities
The Company continuously implements its policy on supporting persons with disabilities in accordance with Section 35 of the Persons with Disabilities Empowerment Act. In 2025, the Company received approval from the Bangkok Employment Office Area 9 to carry out disability support initiatives by providing financial assistance to persons with disabilities in local communities in Surat Thani Province (Koh Samui), Trat Province, and Sukhothai Province. The support was intended to promote career opportunities and service-based employment, as an alternative to contributing to the Empowerment of Persons with Disabilities Fund.
The Company provided support to a total of 23 persons with disabilities in compliance with legal requirements, based on 2,322 employees contributing to the Social Security Fund as of October 2024, representing the required ratio of one person with disabilities per 100 employees.
Operating Results 2025
The Company provided of financial assistance to
at total of
- Service-based employment for persons with disabilities and caregivers of persons with disabilities: a total of 16 individuals were engaged, with compensation of THB 120,456 per person per year, totaling THB 1,927,296.
- Other forms of assistance: financial support for career development was provided to 7 persons with disabilities and caregivers of persons with disabilities, with support amounting to THB 120,450 per person per year, totaling THB 843,150.
Employment Support for Persons with Disabilities
(Data as of 31 December 2025)
| Category | 2025 | 2024 | 2023 |
|---|---|---|---|
| Total non-employee workers with disabilities (persons) | 23 | 23 | 21 |
| - Service-based employment group (persons) | 16 | 16 | 14 |
| - Other assistance support group (persons) | 7 | 7 | 7 |
Donations and/or Support for Non-Profit Organizations in 2025
- Supported the “Although We Cannot See the Moonlight, We Can Feel the Stars” project organized by the National Astronomical Research Institute of Thailand (NARIT) under the Ministry of Higher Education, Science, Research and Innovation by providing airline tickets for 56 visually impaired students from Thammik Wittaya School, Phetchaburi Province, to visit the 7th Cycle Birthday Anniversary Observatory at Doi Inthanon, Chiang Mai Province.
- Supported the Koh Phangan–Seatran Run for Life fundraising event to procure an endoscopy system and control unit for Koh Phangan Hospital, aiming to enhance the accuracy of medical screening and diagnosis and enable timely treatment.
- Provided support to the Sai Jai Thai Foundation under Royal Patronage.
- Contributed donations to the Foundation for the Better Life of Children under Royal Patronage.
- Supported the provision of consumer goods, bulletproof vests, and anti-drone nets, which are essential equipment for operational support, to the War Veterans Families Relief Foundation under the Royal Patronage of Her Royal Highness Princess Srinagarindra, to assist those affected by unrest along the Thailand–Cambodia border.
- Made donations to three temples located in communities surrounding Samui, Sukhothai, and Trat airports.
- Continued the landscape improvement project surrounding the pond area at Wat Boontharikaram, Koh Samui, which has been implemented since 2018. The project aims to enhance and promote the temple area for community recreational use and Buddhist activities in accordance with the wishes of the temple committee and local community.
- Provided consumer goods to support flood relief efforts in Hat Yai District, Songkhla Province.
- Provided consumer goods to temporary shelters supporting people affected by the Thailand–Cambodia border situation in Trat Province
Human Rights
Target
Management Guideline
The Company respects and promotes the protection of human rights across all business activities by recognizing human rights as a fundamental principle of its operations. The Company complies with applicable laws and internationally recognized standards, including the United Nations (UDHR), the United Nations (UNGP), the United Nations, and the labor principles of the International Labour Organization (ILO).
Human Rights Policy
The Company has established a Human Rights Policy and Human Rights Guidelines, which were approved by the Board of Directors on 24 April 2025, to serve as a framework for preventing and mitigating risks related to human rights violations. The policy applies to the Board of Directors, executives, employees, as well as suppliers, contractors, and stakeholders throughout the value chain.
The Company places importance on non-discrimination, the prohibition of forced labor and child labor, the prevention of all forms of harassment and abuse, and the protection of vulnerable groups.
Operating Results 2025
No significant incidents of human rights violations.
Human Rights Due Diligence
The Company is in the process of developing and enhancing its Human Rights Due Diligence (HRDD) process in alignment with the United Nations Guiding Principles on Business and Human Rights (UNGP). In 2025, the Company focused on reviewing activities across its business value chain to identify operational scope, relevant stakeholder groups, and human rights issues potentially associated with the Company’s business context. Two cross-functional meetings were conducted with relevant departments as part of this process.
The Company is currently in the process of collecting risk-related information and assessing human rights risks in terms of both severity and likelihood. The outcomes of this assessment will support the establishment and/or review of appropriate prevention, mitigation, and monitoring measures. The Company plans to continue the implementation of the HRDD process in 2026.
