Human Rights

Human Rights

Mega Lifesciences has a Human Rights policy and stands by its policy in its day to day working and the business strategy. The Company strongly honors Human Rights at its workplaces.

Mega Lifesciences believes in respecting, promoting and encouraging human rights. This Human Rights Policy (Policy) is by reference made alongside and also in reference to Mega Lifesciences’ Business Ethics and Code of Conduct, Non-Discrimination and Non Harassment policy and a Non-Retaliation Policy. In addition, Mega Lifesciences has a Supplier Code which is for evaluation of our business partners in line with Mega Lifesciences’ vision to promote sustainable work culture in our stakeholders’ work places.

This Human Rights Policy Aligned in Letter and Spirit with the Following

Universal declaration of human rights and united Nations guiding principles on business human rights (UNGP)
Fundamental convention identified by the international labour organiztion

Child Labor, Forced Labor And Modern Day Slavery

We are committed to not employing any forced labour or child labour in any of our operations. We will not indulge in modern day slavery. We ensure adherence to minimum working age requirements prescribed by local regulations and prohibit employment of child labour across our operations and value chain. We respect the right of all workers to enter and leave employment voluntarily and do not engage in compulsory, forced, indentured or bonded labour. Overtime work will be on a voluntary basis and remunerated at least as per law.

We are against any forms of Sexual harassment and we are committed to providing safer workplaces to our employees and also across the value chain. Our Human Rights policies and beliefs are extended to our Suppliers and Key Customers.

Employment of Persons with Disabilities

The Company does not currently employ persons with disabilities. However, in compliance with the relevant legal requirements, the Company has made contributions to the Fund for Empowerment of Persons with Disabilities, as stipulated under Section 34 of the Persons with Disabilities Empowerment Act B.E. 2550 (2007).

Our Targets are as Below:

Critical Supplier evaluation of Human Rights and other aspects of ESG
No incidents of slavery in our Company
All Critical non-raw Material Suppliers are evaluated for Human rights and other aspects of ESG

Human Rights Due Diligence (HRDD)

Overview

The Company conducts Human Rights Due Diligence (HRDD) as part of a continuous risk management process. The objective is to identify, prevent, mitigate, and account for how the Company addresses human rights impacts arising from its business activities.

This process follows the five-step framework under the UN Guiding Principles on Business and Human Rights (UNGP).

The Human Rights Due Diligence Process (HRDD Process)

Policy Commitment and Human Rights Principles
Assessment of Actual and Potential Impacts
Integration into Policies and Controls (Internal & External)
Monitoring and Reporting
Remediation and Corrective Actions

1. Policy Commitment

The Company is committed to respecting human rights of all stakeholders, in line with international human rights standards and frameworks, including:

  • Universal Declaration of Human Rights
  • UN Guiding Principles on Business and Human Rights

The policy covers:

  • Anti-human trafficking
  • No forced labor or child labor
  • Non-discrimination
  • Prevention of harassment and sexual abuse
  • Freedom of association and collective bargaining
  • Equal compensation

This policy applies not only to the Company’s operations but also to subsidiaries and business partners.

Additionally, business partners are required to complete sustainability assessments covering ESG and human rights aspects.

2. Human Rights Impact Assessment

The Company assesses actual and potential human rights risks arising from its operations and business relationships, including the supply chain.

Key considerations:

  • Internal and external stakeholders
  • Direct and indirect impacts
  • Vulnerable groups, such as:
    • Women
    • Children
    • Migrant workers
    • Contract workers
    • Indigenous communities
    • Local communities

Scope:

Covers 100% of business activities, divided into:

Core activities

  • Product operations
  • Service operations

Supporting activities

  • Suppliers
  • Employees
  • Customers
  • Communities and society
  • Shareholders

Includes new business models such as:

  • Joint ventures
  • Mergers & acquisitions

3. Integration and Risk Management

Step 1: Human Rights Identification

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Step 2: Risk Ranking

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Human rights risks are evaluated based on:

  • Likelihood
  • Impact severity

Risk levels:

  1. Very High
  2. High
  3. Medium
  4. Low
  5. Very Low
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Key risks identified (2025):

  1. Customer data privacy (High) (4x4)
  2. Business partner confidentiality (Moderate to High) (3x4)

Step 3: Risk Management Measures

Customer Data Privacy

Risks: Data breaches

Mitigation:

  • Cybersecurity assessments
  • Employee training on personal data protection laws
Business Partner Confidentiality

Risks: Disclosure of confidential information

Mitigation:

  • Compliance with Trade Competition Act
  • Compliance with intellectual property laws
  • Pre-sale IP verification processes

4. Monitoring and Reporting

The Company:

  • Monitors HRDD implementation continuously
  • Provides training and awareness to employees
  • Reviews risks and impacts regularly

2025 Results:

  • 100% of business activities assessed for human rights risks
  • 100% of identified high-risk areas have mitigation measures
  • No reported human rights violations

The Company reports results annually through:

  • Sustainability reports
  • Company website

It also provides channels for stakeholders to report concerns.

Communication Channels (Whistleblowing)

Stakeholders can report concerns via:

5. Remediation and Corrective Action

The Company recognizes that business operations may contribute to human rights violations and is committed to minimizing such risks through:

  • Annual risk assessments
  • Preventive and mitigation measures

If violations occur:

A fair investigation process will be carried out, with disciplinary actions such as:

  • Verbal or written warning
  • Other disciplinary measures