The Company conducts Human Rights Due Diligence (HRDD) at least once a year, or whenever significant changes may affect risk levels, likelihood, or potential impacts. The assessment covers operations across the entire value chain and all stakeholder groups, including employees, suppliers and contractors, customers, communities, and the environment, as well as vulnerable groups such as women, indigenous peoples, migrant workers, LGBTQ+ individuals, disadvantaged persons, persons with disabilities, and children. The process includes scoping and planning the assessment; collecting baseline data and identifying human rights risk issues; evaluating the likelihood and severity of impacts; establishing and implementing mitigation measures; and reporting and reviewing action plans on an ongoing basis. A Human Rights Due Diligence Manual has also been developed to provide systematic guidance for assessing and managing the Company’s human rights risks.

The Company conducts a Human Rights Risk Assessment (HRRA) by applying an internationally aligned framework tailored to its organizational context. The objective is to identify, analyze, and prioritize human rights issues that may arise from business operations, covering the rights of employees, customers, suppliers and contractors, as well as communities and the environment throughout the value chain.

The assessment process integrates stakeholder engagement through human rights questionnaires, addressing key issues such as respect for human rights, non-discrimination, equality in labor practices, labor rights, community impacts, and land and livelihood concerns. Feedback from stakeholders is considered alongside an evaluation of the likelihood and severity of potential impacts. The assessment scope covers the Company’s operations, Tier I suppliers and contractors, as well as joint ventures. The results serve as a foundation for establishing preventive measures, management plans, and monitoring mechanisms to prevent and mitigate adverse impacts, while promoting human dignity, equality, and diversity as fundamental drivers of sustainable growth.

Human Rights Risk Assessment Results

In 2025, the Company conducted a comprehensive Human Rights Due Diligence assessment covering its operations, Tier I suppliers and contractors, as well as joint ventures. The assessment did not identify any salient human rights issues. Nevertheless, the Company remains committed to the continuous prevention and effective management of human rights risks. Relevant policies, guidelines, and oversight measures have been established to ensure that business operations respect human rights throughout the value chain. These include communicating the Human Rights Policy to employees, suppliers, and relevant stakeholders; monitoring compliance with applicable laws, regulations, and requirements; and providing guidance and support to relevant functions to further enhance the Human Rights Due Diligence process in alignment with appropriate international standards and best practices.

Human Rights Issues Related to Company Operations

Employee Rights

• 3 Discrimination
• 6 Occupational health and safety
• 11 Emloyee data privacy
• 12 Employment conditions, such as labor rights, fair employment, compensation, and benefits
• 13 Freedom of association and collective bargaining
• 14 Illegal labor practices, such as forced labor, child labor, and migrant labor

Community and Environmental Rights

• 4 Community health and safety
• 7 Standard of living and quality of life
• 8 Access to water and sanitation
• 9 Land acquisition

Supplier and Contractor Rights

• 1 Discrimination
• 15 Contractor health and safety

Customer Rights

• 2 Discrimination
• 5 Customer health and safety
• 10 Data privacy

Human Rights Risk Assessment Results of PTG Group and Joint Ventures

Human Rights Risk Assessment Results of Suppliers

Note: The Company conducts periodic assessments and reviews of suppliers’ human rights risks, with a reassessment cycle every three years.

Mitigation and Management Measures for High-Risk Human Rights Issues

The Company places great importance on preventing harassment and discrimination in the workplace, upholding the principles of fair employment, respect for internationally recognized human rights, and compliance with applicable labor laws. To this end, the Company has implemented a Human Rights Policy, Code of Conduct, and a Policy on the Prevention of Harassment and Non-Discrimination in the Workplace, along with related work regulations. These frameworks are designed to prevent all forms of harassment, whether physical, verbal, or sexual, and to foster a culture of non-discrimination in recruitment, development, and career advancement, regardless of gender, gender identity, race, religion, age, or physical condition. In addition, the Company has established whistleblower protection measures and personal data protection mechanisms to safeguard complainants and ensure confidentiality. These efforts support a working environment that respects human dignity and promotes diversity and equality in a sustainable manner.

Measures for Addressing Harassment and Discrimination in the Workplace

The Company implements preventive measures by regularly communicating its Anti-Harassment and Non-Discrimination Policy and conducting training programs to enhance knowledge, understanding, and awareness among employees at all levels. In cases where complaints of harassment or discrimination arise, the Company follows a clear, transparent, and fair grievance handling process. An impartial committee is appointed to promptly investigate the matter while maintaining strict confidentiality. Whistleblowers and witnesses are protected, and appropriate remedies are provided to affected individuals. Disciplinary actions are imposed in accordance with the Company’s work regulations, ranging from verbal or written warnings to termination of employment, depending on the severity of the misconduct. Legal action will be pursued in cases involving criminal offenses. These measures reinforce a corporate culture that upholds human rights and workplace equality.

The Company requires that procedures for addressing harassment and discrimination in the workplace be carried out in accordance with the established steps outlined in the Company’s work regulations. Clear disciplinary measures are defined for individuals who commit acts of harassment or discrimination, as follows:

Disciplinary Measures

Remediation Mechanism in Cases of Human Rights Violations

If an investigation confirms that a human rights violation has occurred, the Company will provide appropriate remediation. Initial actions will be undertaken in accordance with applicable laws, ensuring that affected parties, both internal and external stakeholders, receive the rights and remedies to which they are entitled. The process is guided by fairness, transparency, and equity for all parties involved.

The Company is committed to upholding human rights, equality, and human dignity by ensuring that recruitment, management, and performance evaluation are based solely on merit, without discrimination in any form, including gender and gender identity. Equal opportunities are promoted for employees of all genders across various functions and position levels. The Company also fosters an inclusive organizational culture that respects gender diversity through initiatives such as Pride Month activities, supporting sustainable equality and non-discriminatory practices in the workplace.

The Company respects employees’ freedom of association and collective bargaining in accordance with labor laws. A Welfare Committee, comprising 100% employee-elected representatives, is established to serve as a channel for reflecting employees’ opinions and needs, and for engaging in dialogue with management. The Company conducts labor relations based on transparent and fair bilateral principles, carefully reviewing proposals to find a balance between employees’ expectations and the organization’s capabilities. This approach contributes to enhanced employee welfare and quality of life, reduces labor disputes, and fosters sustainable and positive employer-employee relationships.

Note: The Welfare Committee covers the following companies: PTG Energy Public Company Limited, Petroleum Thai Corporation Company Limited, PTG Logistics Company Limited, Punthai Coffee Company Limited, and Max Solution Service Company Limited.

Human Rights Grievance Process

The Company provides channels for employees and stakeholders to express their opinions, raise concerns, and submit tips or complaints in cases involving human rights violations or breaches of the Code of Conduct by employees or other stakeholders. All complaints are managed appropriately and fairly. The Company ensures the protection of individuals who report human rights violations related to the Group by maintaining the confidentiality of whistleblowers’ information and implementing the highest level of protection measures for those who report or cooperate in reporting human rights violations.

Prove feedback, report concerns, or submit complains through the following channels:

Complaint Channels whistleblowing@ptg.co.th Call Center Mobile Application Max Me

The Company places strong emphasis on continuously enhancing knowledge, understanding, and communication on human rights. It aims to strengthen the capabilities of supervisors and employees at all levels to ensure fair, appropriate, and human rights-aligned management and treatment of employees. Key initiatives undertaken during the past year include:

HR On Tour Program

A series of hands-on workshops was conducted for supervisors working in operational areas, covering service stations nationwide across 10 regions. The program totaled 150 training hours, with supervisors from 1,678 branches participating.

Post-training knowledge assessments recorded an average score of

95.52%

while participant satisfaction reached

98.67%

Labor Law and Human Rights Training for New Supervisors:

This program provided training on labor law, labor relations, and human rights, delivered by specialists from the Employee Relations and Internal Communications Department. The objective was to equip supervisors with the knowledge required to manage subordinates appropriately, prevent labor rights violations, and understand their own rights and responsibilities. During the past year, 12 training sessions were conducted

with 1,078 participants, achieving an average passing score of

90.67%

Human Rights Training for New Employees: All new employees are required to complete human rights training as part of the onboarding process prior to commencing work. In the past year, 100% of new employees completed the training to ensure a proper understanding of their rights, responsibilities, and workplace practices from the outset.

In addition, the Company continuously communicates human rights and labor relations matters through internal channels such as the corporate Intranet and company email. These platforms are used to disseminate policies, guidelines, updates, and relevant notifications to employees at all levels, including executives, thereby reinforcing awareness and promoting consistent adherence to human rights principles across the organization.

The Company is committed to enhancing its human rights performance in alignment with international standards by actively participating in and contributing to government mechanisms and networks that promote labor standards and quality of life in the workplace. These include serving as a member and working committee of the Bangkok Area 5 Labor Protection and Welfare Office, participating as a committee member with labor-related authorities, acting as a network partner for the Happy Workplace Program with the Thai Health Promotion Foundation (ThaiHealth), contributing to the selection committee for the Outstanding Women Awards of the Ministry of Labor, and participating in initiatives promoting drug-free workplaces and elderly worker welfare programs. These efforts aim to create a safe, fair, and supportive working environment that enhances employees’ quality of life.