Labour Standards
Importance and Mission
As the business world encounters rapid changes in technology, the economy, and consumer expectations and needs,
Sansiri prioritises the development of potential and the retention of high-quality personnel to ensure the organisation can adapt to evolving social dynamics and diverse consumer behaviours. Furthermore, Sansiri fosters an open, flexible, and participatory corporate culture, actively engaging employees in propelling the business forward, developing products and services that align with consumer needs, while also emphasising social and environmental responsibility and adhering to principles of good governance.
To meet corporate expectations and foster trust with customers and stakeholders, Sansiri has incorporated its corporate culture into every facet of its human resource management process, encompassing recruitment, employee skills and competency development, as well as performance evaluations. Additionally, Sansiri is dedicated to preparing the next generation of executives to convey their vision, while upholding a customer-centric approach and promoting equal opportunities for a diverse workforce.
Sansiri DNA
From Sansiri’s DNA, the behaviours that drive success are articulated through
“ 5 Working Styles That Drive Success”
Maintain a professional work ethic
Remain receptive to adjustment in pursuit of goals
Adopt an ownership mindset within the organisation strive for outstanding outcomes collectively
Additional Guidelines for Supervisors
Transform strategies into results
Unlock team’s potential
Sansiri is dedicated to sustainable business growth, emphasising social responsibility and environmental awareness. This commitment is evident in our corporate policies and the Sansiri DNA, which promote employee awareness, systematic thinking, and behaviour. Sansiri encourages all employees to engage in fostering positive changes for both society and the environment.
Supporting the Sustainable Development Goals
SDGs 4
SDGs 8
Goals and Performances
Management Approach
Human Resource Management Approach
Sansiri is dedicated to the development and retention of high-potential employees, facilitating their growth in tandem with the organisation. This commitment begins with the recruitment of individuals whose knowledge, skills, and values align with those of the organisation, ensuring effective performance and the cultivation of strong interpersonal relationships. Employees are afforded opportunities to develop their potential and advance professionally. Work is designed to be in harmony with business objectives while enhancing the capabilities of each individual. This is accomplished through collaboration with "People Partners," who serve as strategic allies in promoting success for both the organisation and the employees. This partnership encompasses a holistic approach to employee welfare, focusing on improvements and creating equitable opportunities that enable all individuals to contribute to and benefit from the organisation’s development.
1. Organisation Internal Communication
The Company aligns its internal communications with the context of today's global society by emphasising comprehensive two-way communication between the organisation and its employees. By actively listening to employee feedback, the company aims to enhance communication efficiency. Effectively conveying the organisation's strategies and objectives from executives to employees is essential for ensuring that employees understand and align with the organisation's goals. Consequently, the Company utilises a variety of communication formats to maximise reach among employees, such as organisation-wide meetings that facilitate discussions and the exchange of ideas and information between executives and staff. Additionally, initiatives such as "Older Employees Teaching Younger Employees" promote the transfer of experiences and knowledge, thereby strengthening understanding of the organisation's direction and fostering collaboration among teams.
Simultaneously, actively listening to employees is a critical strategy for comprehending their needs and fostering a supportive atmosphere that enables them to work both happily and efficiently. Consequently, the Company provides various channels to capture employee feedback, including HR CARE, a channel for reporting concerns or suggestions related to employee welfare or internal company issues. This initiative allows the Human Resources Department to deliver timely consultations and address problems effectively. Additionally, HR CARE x CONNECT establishes direct meetings between the Human Resources Department and employees, facilitating the collection of feedback and the direct communication of information. Moreover, a survey is conducted to assess employee motivation and drive, aiding executives and the Human Resource Department in understanding the motivational factors that inspire employees to work and enhance their overall job satisfaction. This approach fosters mutual growth for both the organisation and its employees while cultivating a positive work environment.
Furthermore, to ensure that all employees have convenient, rapid, and comprehensive access to news and information, the Company has developed and expanded communication channels to align with current usage behaviors and work styles. Employees can stay informed with news updates and contribute to the organisation's progress through various channels, including Sansiri-Connect SharePoint and the Sansiri Home Application for Employees.
The company additionally organises corporate team-building activities to enhance communication and collaboration among departments engaged in the development of both high-rise and low-rise projects. The learning activities are meticulously designed to foster effective collaborative work behaviours.
HR CARE x CONNECT
Sansiri-Connect SharePoint
Sansiri Home Application for Employee
2. Recruitment
The Company implements a structured recruitment and selection process designed to identify and attract highly talented individuals to join the organisation. This process considers cultural fit, knowledge, abilities, and specific skills that correspond with the job descriptions. It is conducted in a fair and impartial manner, free from discrimination based on race, religion, gender, age, or disability. Applications are accepted through the primary channels of Sansiri and its subsidiaries, as well as relevant job posting websites and the Sansiri Careers Facebook page. Sansiri encourages applicants who meet the qualifications for the positions, including those from deprived backgrounds, such as individuals from financially challenged families or those lacking formal educational credentials. All employee groups benefit from skills development opportunities and programs that enhance their quality of life and promote career stability.
Furthermore, Sansiri undertakes labour risk assessments for both existing and prospective new projects. For new projects, the Company executes labour risk assessments during the due diligence process to analyse and identify potential labour risks, including those associated with compliance with local labour laws, employment conditions, and labour rights. For existing projects, Sansiri performs regular risk assessments, which encompass monitoring labour impacts and continuously enhancing practices to align with labour standards and best practices.
Sansiri recognises the importance of conducting business in a manner that respects human rights. Consequently, the Company has implemented measures to prevent child labour and forced labour, ensuring that operations throughout Sansiri's value chain adhere to human rights principles and international labour standards, as detailed in the Corporate Governance and Business Ethics Manual.
The Company prioritises the payment of fair wages in compliance with applicable labour laws. In addition, Sansiri is committed to promoting living wages to support employees’ well-being and quality of life. The Company also ensures equal compensation without discrimination based on gender, age, race, or any other status. These principles of fair and equitable remuneration are formally embedded in the Company’s wage management regulations.
Additionally, an internship program is available for students who are interested in gaining experience with Sansiri and are committed to understanding the company's operations and culture. This program provides opportunities for participants to fully express their creativity and talent. A presentation competition, known as the Sansiri Alpha Pitching Day, is also conducted prior to the conclusion of the programme.
Sansiri Alpha Internship Programme
The Company has conducted this internship program for three consecutive years, concentrating on providing valuable experience to students from top universities both domestically and internationally. This program offers students who seek limitless self-development, who are willing to think critically, act decisively, and set clear goals and aspirations, the opportunity to compete in the real world by applying theoretical knowledge to practical work, while also gaining insight into Sansiri's DNA through assignments that emphasise creativity and professionalism.
From 2022 to 2025, the number of applicants for the project has consistently increased, demonstrating the growing popularity and trust in collaborating with Sansiri.
- 2022: 1,169 participants
- 2023: 1,500 participants (increased 28%)
- 2024: 1,800 participants (increased 20%)
- 2025: 1,900 participants (increased 5.6%)
- 2026: 2,003 participants (increased 5.42%)
The programme is structured to cultivate potential and offer participants diverse learning experiences. Key activities include:
- Engaging with executives to gain insight and inspiration
- Learning business analysis and decision-making skills
- Providing a platform to demonstrate abilities and enhance presentation skills
The number of participants
Unit: Participants
A satisfaction survey conducted in 2025 revealed that 90% of participating students expressed satisfaction with the programme. A majority of students indicated a preference to apply for positions at Sansiri following their programme completion and recommended the programme to their peers. This success underscores Sansiri’s dedication to fostering the potential of the new generation and sustainably attracting talented individuals to the organisation.
3. Employee Competency Development
Sansiri has established a strategy for personnel development aimed at enhancing the competence of both new and existing employees. For new hires, emphasis will be placed on acclimating to the work culture, facilitating a seamless transition into the workplace and society, as well as fostering a deeper understanding of the business and their respective roles. For current employees, the focus will shift towards curated learning paths aligned with their career trajectories. For current employees, the focus will be on development and learning through career-specific training programmes conducted by internal instructors and on-the-job training. Exceptions include legally mandated courses and entirely new knowledge that has never existed within the company, which must be learned from external sources to support future work.
Additionally, the Company is dedicated to equipping employees to tackle the new challenges of today’s business environment. It encourages the development of one’s potential while also providing an opportunity for all employees to select courses they are interested in through self-study. Additionally, it promotes the development of skills and leadership aptitude for individuals with high potential and specific qualifications. A variety of learning formats will be available, including traditional classrooms, virtual classrooms, and learning through hands-on practice and actual jobs. Furthermore, individual learning and development plans will be created, incorporating performance evaluations to effectively nurture skills and align with each employee’s career expectations.
Performance Management Framework (Sansiri Group)
Career-based Courses
Sansiri has conducted a survey and analysis of the skills required for operations across each business unit, led by the HR team specialised in people and business management (HR Business Partner - HRBP). This approach allows the Company to strategise personnel planning through detailed analysis, identifying relevant learning topics for the creation of online media or training programmes aimed at developing essential skills for employees. Furthermore, employees can apply the knowledge gained from training to enhance their performance in their roles, thereby advancing both the organisation and individual career growth aligned with common goals.
Key Projects
DISC project: Know Yourself, Understand Others for the Customer Relations (CR) Team
Train the Trainer for QCP Skill Development Programme
Alternatives Courses
To facilitate employee development at any time and from any location, Sansiri has established an online learning centre. This platform allows learners to select courses based on their interests and topics, available 24 hours a day. Employees can access foundational knowledge, skills relevant to their responsibilities, and work techniques from experts within the Sansiri Group, enhancing their professional competencies and supporting career progression. Each course includes an assessment to evaluate knowledge and understanding, ensuring that employees who complete training through the online learning center achieve a standardised level of proficiency.
In 2025, usage statistics indicated that 87 percent of all employees engaged with the courses, as measured by course completion rates.
Number of courses available in the online learning centre
1,656 courses
These courses cover a range of training topics
including orientation for new employees, ethics and responsibilities of the Sansiri Group, specialised courses within various career paths such as precast factory, project management, and sales. Additionally, there are courses focused on leadership skills development, new technologies for workplace application, and financial literacy, aimed at promoting stable and fulfilling employee lives.
Leadership Development Program
Sansiri is committed to establishing a structured career path for employees, enhancing opportunities for career advancement, and supporting company growth through a comprehensive leadership development training program. This initiative aims to prepare employees for future supervisory roles. The program spans three months and includes monitoring and evaluation of participant behavior by the Human Resource Strategy Division in collaboration with supervisors.
Training Performances
In 2025, the organisation recorded a total of 96,121 training hours, averaging 20 hours per employee per year or 2.5 day per employee per year, successfully surpassing the target of 10 hours per employee per year.
A budget of 3.8 million baht was allocated for employee training in the Development of Employee Potential topic.
4. Evaluation of Employee Performance and Career Progress
To ensure that the employee performance evaluation process is transparent, clear, and equitable, Sansiri has established key performance indicators (KPIs) utilised for evaluating employee performance. This includes performance evaluation criteria and potential assessments linked to compensation standards. Furthermore, to enhance employee development and align it with career progression and business objectives, Sansiri leverages the outcomes of performance evaluations to analyse and identify potential development initiatives for employees.
5. Succession Planning
Sansiri has strategically prepared new executives across all business areas by having supervisors assess potential candidates for promotion to supervisory roles. This process includes discussions to develop individual development plans that encompass training, skills enhancement, and leadership development aligned with the Company's future business direction. Emphasis is placed on instilling Sansiri DNA to fulfill the vision of maintaining a continuous and stable leadership position in the real estate sector.
6. Employee Engagement and Retention
Sansiri prioritises effective human resource management to retain exceptional and capable employees. The Company recognise that every individual is crucial to the organisation's sustainable growth. To foster a positive work environment and facilitate mutual growth.
The Company focuses on four key areas:
Empowering Young Talent: Your Journey Starts Here
Inclusive Culture: Your Ideas, Our Innovation
Work-Life Harmony: Where Balance Meets Success
Comfy Workplace
Sansiri recognises that the employees are the fundamental driving force of the organisation. Consequently, the Company is committed to promoting engagement through participation in various activities and campaigns. One noteworthy initiative is the #BetterEveryDay campaign, which empowers employees to share their work and life experiences on social media. This reflects the collective belief that "every day is an opportunity to create success together – Better Every Day, a better life…at Sansiri."
Employee Motivation Survey
To assess “Employee Happiness, Challenges, and Inspiration,” Sansiri conducted a survey focused on four primary driving forces covering organisation, leadership, job description, communication, and work-life balance. The survey utilised open-ended questions, enabling the organisation to discern the key factors that contribute to employee empowerment and commitment to job satisfaction. The acquired data will serve as a foundation for analysis and action plans aimed at aligning business objectives with employee retention.
Four driving forces:
Organisational Dimension
Work Responsibility Dimension
Leadership Management Dimension
Well-being Dimension
A systematic process is in place for evaluating and surveying employee motivations, utilising the evaluation results to improve development to address employee needs across multiple dimensions.
Sansiri conducts employee motivation surveys relating to organisation and their perspective roles every 2 years, with the latest survey conducted in 2024. The results indicate that the primary motivator for employees is the work responsibility dimension, which reflects their pride in their work and recognition of its contribution to the Company's overall success. The organisational dimension highlights a commitment to sustainability and quality in business operations, driven by employee participation and confidence in leadership management. Key factors influencing employee satisfaction and work efficiency include supervisors, communication, workload, and career growth.
Consequently, the Human Resources department's critical mission focuses on addressing these four areas to align with the organisation's operational objectives while enhancing employee potential and diversity. The department is committed to continuously supporting employees and building upon these initiatives to achieve greater success.
4 missions of Human Resources Department
Leadership Development
Fostering open communication and collaboration, while valuing the opinions and ideas of all individuals
Sansiri provides internal training for all employees to familiarise them with the organisation's complete work from their first day. This training ensures employees gain an understanding of their own roles, as well as those of their teammates and other units within the business unit.
The Company encourages supervisors to support employees in expressing their potential and opinions. There are established channels for disseminating policies from organisational leaders to employees, as well as mechanisms for employees to provide feedback.
Promoting employee well-being while maximising work efficiency
Career Advancement
Key Performances
Employee Care and Welfare Performance
In 2025, Sansiri maintains its commitment to employee care with a focus on equality and inclusiveness across all dimensions. This includes the recruitment and development of employee welfare programmes addressing various aspects of life, such as family and mental well-being, financial stability, and physical health. Employee care initiatives are tailored to support growth opportunities, enabling individuals to maximise their potential without concerns about fundamental needs.
The Company prioritises the payment of a living wage to ensure employees experience a stable and high quality of life. Furthermore, it provides welfare benefits for daily employees, including housing allowances, to alleviate the burden of everyday expenses. For employees working at the office, the Company conducts wage surveys and engages in benchmarking with organisations within the same industry to guarantee fair and competitive compensation in the labour market.
The Company actively promotes a balanced work-life environment, empowers individuals to tailor their own work responsibilities, and champions the principle of embracing diversity and individual differences as integral elements of its "Better Every Day, Every Day...at Sansiri" strategy. Established in 2021, the company's Welfare Committee includes employee representatives from diverse departments such as Project Development, Human Resources, and Customer Service. This committee collaborates with employers to provide insights into welfare arrangements that are beneficial to employees and conducive to their specific needs. Additionally, the Company upholds all employees' rights to freedom of association and collective bargaining.
Great benefits for Better Every Day…at Sansiri
Annual health check-up
Provident fund with a maximum contribution of 12%
Discount on exercise classes
Group life and accident insurance
Emergency loan
Sansiri real estate discount
Complimentary shuttle bus from the BTS station
Medical and dental expenses
Mental health care expenses
Child education support
Immunity vaccines
Special loans to support clean energy initiatives for the purchase of electric vehicles, electric motorcycles, electric chargers, and solar panels.
Sansiri places a high priority on employee management and welfare in adherence to applicable laws, which include the regulation of working hours and overtime. Additionally, the Company has instituted several initiatives, such as the adoption of an electronic timekeeping system to systematically monitor and record working hours and the establishment of explicit policies and guidelines concerning working hours, overtime, and leave within its regulatory framework. These measures are designed to prevent and mitigate excessive working hours. Furthermore, the Company is committed to fostering a balance between work and employee quality of life and promoting a work environment that supports the health and well-being of its employees.
Sansiri has announced enhanced benefits for its diverse workforce, which include marriage leave, gender reassignment surgery leave, funeral leave for partners, leave for the care of partners and adopted children, leave for religious activities, leave for the care of newborns, and leave for the mourning of pets, among others. The benefits for employee partners also include optional vaccinations, health insurance, and other offerings. The Company fosters collaboration among employees of varying ages and generations, prepares for sustainability, supports employees through all changes, and enhances the potential and skills of its workforce across all age groups through shared learning and growth initiatives. This includes the policy of voluntarily extending the retirement age from 60 to 65, which opens avenues for stable career growth and supports employees who can continue to contribute effectively. This initiative aims to provide job security and improve the overall quality of life.
A space for living and working that fulfills all requirements
Nursery space for mothers and babies
Pet area and permitted in the office
Food trucks
Smart meeting room
Designated area for daytime religious activities (Prayer room)
Fitness studio
Indoor restaurants
Recreational Area
Co-Working Space
Gender inclusive restrooms
Universal Design: Inclusive Environments for Individuals with Disabilities
Relevant Stakeholders
Executives and Employees
