The Company consistently manages occupational health, safety, and working environment across the organization by establishing preventive measures to ensure the safety of all employees. The Company also implements preparedness measures that facilitate employees in performing their duties appropriately in line with operational conditions and the nature of the business, aiming to reduce potential risks and impacts on stakeholders and business operations, including the prevention of work-related injuries and disruptions caused by workplace accidents.
The Company is therefore committed to maintaining high standards in safety, occupational health, and the working environment to promote the well-being of employees, contractors, and all relevant stakeholders, ensuring their safety and welfare during work. In addition, a Safety, Occupational Health, and Working Environment Committee has been established, chaired by the HR Director, with members from relevant departments. The Company has also implemented policies on safety, occupational health, and the working environment to serve as a framework for its operations.
Occupational Health, Safety, and Working Environment Practices
- Develop and improve occupational health and safety management processes in compliance with applicable laws, regulations, guidelines, and related requirements.
- Promote awareness and cooperation among employees, business partners, contractors, and relevant stakeholders to comply with established occupational health and safety standards to ensure maximum safety in operations.
- Regularly monitor and evaluate occupational health and safety performance in the workplace, and include training and knowledge-sharing on occupational health and safety in the annual plan.
- Identify and review deficiencies in occupational health and safety procedures, ensure compliance with established processes, and assess potential risks and hazards to effectively prevent and reduce workplace accidents.
- Provide a safe and hygienic working environment and support activities that promote employees’ health and well-being on a regular basis, such as annual health check-ups.
- Disclose and communicate occupational health and safety policies and practices to personnel at all levels across the organization to ensure strict compliance.
Employee Health, Safety, and Workplace Well-being
The Company recognizes that employees are valuable resources and a key driving force in enabling the organization to overcome challenges and achieve sustainable growth in the long term. The Company therefore places importance on caring for employees in all aspects, not only as members of the workforce but also as individuals with different lives, families, and personal circumstances. The Company believes that creating a working environment that supports well-being, stability, and work–life balance helps strengthen employee morale, engagement, and collaboration, which form an important foundation for the organization’s long-term strength and sustainability.
The Company has established a Welfare Committee consisting of employee representatives from all departments. The Committee holds regular meetings with senior management on a quarterly basis to discuss employee welfare, including health and safety matters.
Based on this approach, the Company provides comprehensive employee welfare and support covering physical health, mental well-being, quality of life, and family stability, as follows.
Proactive Healthcare and Flexible Health Benefits
The Company places importance on preventive healthcare through annual health check-ups for employees at all levels. In addition, the Company provides flexible benefits that allow employees to select healthcare support according to their individual needs, such as dental care or eyeglasses, within the benefit limits determined by job level.
A key highlight of Origin’s healthcare support is the recognition of the importance of mental well-being and current health conditions. The Company has therefore expanded its coverage to include mental health consultation and therapy, treatment for migraines and insomnia, as well as alternative medicine such as acupuncture and cupping therapy, which are typically not covered by general health insurance, ensuring that employees receive comprehensive and timely care.
promoting Work–Life Balance and Family Well-being
The Company believes that quality time with family contributes to employees’ well-being and positive energy at work. The Company therefore provides one day of Birthday Leave, allowing employees to spend time in ways meaningful to them, such as making merit or relaxing with their families.
In addition, the Company provides Paternity Leave of 10 working days to support fathers in caring for their newborn child and spouse after childbirth, reflecting the Company’s commitment to family well-being and equality.
Support for Employees During Life Events
The Company provides support to employees during important life events, including hospital visits for sick employees, financial assistance in the event of a family member’s passing, and congratulations on childbirth. The Company also provides support to employees affected by natural disasters such as fires and floods.
Environment Management Performance
The Company identifies occupational health, safety, and the working environment as key priorities under its corporate governance framework. A Safety and Occupational Health Committee has been established to set directions, review risks, and continuously monitor performance. The Company has also announced a safety policy aligned with internationally recognized safety management practices and endorsed by the Chief Executive Officer, reflecting the Company’s commitment to fostering a strong safety culture across the organization. Performance outcomes and key risk issues are reported to senior management and the Board of Directors on a quarterly basis.
In 2025, the Company maintained a zero incident rate and zero lost time injury (LTI), No incidents resulting in injury or fatality occurred. Reflecting the effectiveness of its risk control measures. Nevertheless, the Company places greater emphasis on a preventive approach rather than focusing solely on end results. Safety risk assessments are conducted systematically across all departments, supported by internal safety audits and the establishment of annual safety targets to continuously improve operational standards. For 2026, the Company has set a target of zero accidents for both employees and business partners, reflecting its commitment to strict safety management and accident prevention.
2025 Performance Targets and Outcomes
Targets | 2025 Performance Results |
The number of work-related fatalities among employees and contractors was zero. | 0 |
The Lost Time Injury Frequency Rate (LTIFR) for employees and contractors was zero per 1,000,000 working hours. | 0 |
The rate of fatal work-related accidents among employees and partners was zero. | 0 |
100% of employees responsible for construction supervision and contractors completed safety training at various levels. | 100% |
Note: LTIFR (Lost Time Injury Frequency Rate) refers to the rate of work-related injuries that result in at least one day of lost work. The calculation formula is: (Number of lost time injuries / Total working hours) × 1,000,000 working hours.
Workplace Injury and Fatality Statistics (2023–2025)
Origin Property Public Company Limited (ORI)
| 2023 | 2024 | 2025 |
Total Employees | 1,328 | 1,330 | 694 |
Minor Injury – No Lost Workdays | 0 | 0 | 0 |
Injury Resulting in Lost Time | 0 | 0 | 0 |
Fatality | 0 | 0 | 0 |
Safety Rate Calculation Method
| 2023 | 2024 | 2025 |
Employee Injury Rate (IR)
IR = Number of Injuries × 200,000 / Total Working Hours | 0% | 0% | 0% |
Lost Time Injury Frequency Rate (LTIFR):
The LTIFR is calculated using the following formula:
(Number of Lost Time Injuries / Total Working Hours) × 200,000. | 0% | 0% | 0% |
Employee Work-related Fatalities | 0% | 0% | 0% |
Cumulative Work-related Accident Statistics in Construction Projects (2023-2025) |
Severity Level | 2023 | 2024 | 2025 |
1 | Lost Time (Up to 3 Days) | 0 | 0 | 0 |
2 | Lost Time (More than 7 Days) | 0 | 0 | 0 |
3 | Permanent Disability / Loss of Limb | 0 | 0 | 0 |
4 | Work-related Fatality | 0 | 0 | 0 |
5 | Property Damage | 0 | 2 | 0 |
Total | 0 | 2 | 0 |
The Company conducts emergency preparedness drills covering various scenarios, including fire evacuation, earthquake response, and active shooter situations in the workplace, in order to enhance readiness and minimize potential impacts in the event of an actual incident. A total of 80 employees participated in these drills, representing 25% of all employees at the head office.
In addition, the Company places importance on workplace design in accordance with ergonomic principles to reduce the risk of repetitive strain injuries and long-term health issues. The Company also supports access to basic medical services within the office building and promotes awareness of both physical and mental well-being as part of a broader approach to safety risk management.
Partners, Contractors
The Company has established policies with business partners and contractors regarding occupational health and safety standards and strictly enforces them for employees and contractors in all operations to ensure compliance with applicable laws and regulations. These measures aim to provide a suitable working environment for all employees and workers, reduce workplace accidents, and prevent impacts on the health and safety of employees and contractor workers. The Company’s practices include the following:
- Regular inspections of workplace health and safety conditions, including monitoring the use of personal protective equipment (PPE) by employees in operational areas.
- Zero tolerance for any unsafe actions or deficiencies in the workplace that may cause risks to employees.
- Implementation of measures and response plans to effectively manage emergency situations.
- Training and awareness programs for employees on safety measures and emergency response plans to ensure proper and timely actions during accidents or abnormal situations.
Emergency and Abnormal Situation Management
- Recording complaints or incidents related to occupational health and safety arising from operations between business partners and the Company, and reporting such incidents regularly.
- Systematically collecting accident statistics and injury records related to operations with the Company, and providing such information to support the Company’s reporting on health and safety performance to stakeholders.
The Company requires all construction projects to operate under strict occupational health, safety, and environmental standards. Safety management plans are developed in collaboration with contractors to ensure proper project safety management, with regular inspections and monitoring to ensure compliance with applicable laws and the Company’s policies.
In addition, risk assessments covering occupational health, safety, and environmental impacts (EIA) are conducted at all stages of construction projects, including before commencement, during construction, and after completion. Risk management results are reported to the Company’s Risk Management Committee on a quarterly basis to ensure continuous oversight and effectiveness of control measures.
Through the ongoing collaboration between the Company and its contractors, comprehensive occupational health and safety (OHS) practices have been consistently implemented to safeguard employees and workers. These joint efforts have contributed to establishing and continuously enhancing safety management standards across all construction projects.
As a result of these initiatives, the Company recorded zero cases of employees or workers taking more than 3 days or more than 7 days of leave due to work-related incidents throughout the 365-day reporting period. In addition, 100% of contractors working across all 11 construction projects completed occupational health and safety training, with a total of 1,852 participants during the reporting year.
Furthermore, in response to the recent earthquake events, which posed significant risks to people, buildings, and infrastructure, the Company strengthened its safety measures by working closely with contractors to develop earthquake preparedness and response plans, as well as crane safety management measures. These additional measures were implemented to minimize risks to life and property and to enhance emergency preparedness across all construction sites.
Social policies and practices
The Company’s social policies and guidelines are designed in accordance with international frameworks, such as the United Nations Guiding Principles on Business and Human Rights (UNGPs). This ensures that all business dimensions do not adversely impact stakeholders, but rather contribute to improving quality of life and creating equal opportunities. Furthermore, the Company has integrated Human Rights Due Diligence (HRDD) into its business decision-making processes to proactively and effectively identify, prevent, and mitigate social risks.
The following policies and guidelines represent our steadfast commitment to achieving international excellence in sustainability. They serve as a testament to our long-term accountability toward our employees, business partners, and Thai society.
Social Care and Development Practices
Human Rights Due Diligence
Policy and Commitment
Origin Property Public Company Limited places respect for human rights at the heart of our ethical business conduct by establishing policies in alignment with international standards, specifically the United Nations Guiding Principles on Business and Human Rights (UNGPs), which were endorsed by the United Nations Human Rights Council in 2011. The objectives are as follows:
Implementation Framework
The Company has adopted and applied the UNGPs and HRDD frameworks, which consist of 5 key steps:
Remediation: Providing grievance mechanisms and remediation for affected parties.
Human Capital Management Strategy
Strategy
Implementation Plan & Methodology
Defining Clear Structures
· Establish clear Career Paths and growth trajectories for employees across all functional areas.
· Empower and develop high-potential talent to achieve their maximum professional growth within their respective career tracks.
· Restructure internal management frameworks to ensure seamless alignment with the specific roles and responsibilities of each department.
Compensation and Benefits
· Establish compensation and benefits in alignment with industry standards.
· Ensure equal pay for work of equal value, regardless of gender, religion, or any other factors unrelated to performance.
Human Capital Development
· Performance evaluation is conducted through a comprehensive KPI framework encompassing functional performance, ESG contributions, and individual self-development progress.
· Designing training programs tailored to the specific requirements of each employee level and functional-specific expertise across all business units.
· Promoting a collaborative learning culture within the organization through cross-functional knowledge sharing and specialized sessions on ESG integration.
Creating Educational Opportunities
· Supporting employees in pursuing Master’s degrees both locally and internationally in fields of study relevant to the organization’s business operations.
Employee Recognition
· Presenting the quarterly Origin Star Award and the annual Employee of the Year award to honor those with outstanding performance and who serve as role models in maintaining excellence.
· Organizing the Congratulations Ceremony to present awards to employees who have received commendations from customers for their exceptional service.
· The ORI Hero Award to honor employees who demonstrate a strong service mind and exceptional dedication during crisis situations.
Employee Engagement Activities
· Organizing various activities in observance of traditional customs and seasonal festivals such as Valentine’s Day, Chinese New Year, Songkran, and Christmas.
· The Make it Better initiative, featuring a contest for innovative ideas and new concepts aimed at enhancing operational excellence.
2025 Human Capital Development and Sustainability Goals
Key Highlights
KPI
Goal
Performance Results
Potential Development
Average training hours/employee/year
> 20 hours / employee / year
21.3 hours / employee / year
Potential Development
the vital frontline responsible for customer relations and revenue generation, sales and credit officers must undergo comprehensive training in personality development, service excellence, product knowledge, and operational systems.
100%
100%
Potential Development
All employees are required to establish Key Performance Indicators (KPIs) that include at least one goal focused on personal development and one goal dedicated to ESG (Environmental, Social, and Governance) principles.
694 persons (100%)
637 persons (91.78%)
Labor Practices and Human Rights
Labor and Human Rights Complaints
0 case
0 case
Labor Practices and Human Rights
Illegal Labor Practices
0 Persons
0 Persons
Occupational Health and Safety)
Lost Time Injury Frequency Rate (LTIFR)
0
0
Employee Benefits
Recruitment and Selection of Personnel
Origin Property Public Company Limited prioritizes employment as the foundation for building a strong and sustainable organization. We believe that the power of unity, collaboration, and workforce diversity are the most critical factors in driving the organization to overcome challenges and achieve long-term growth. The Company conducts its recruitment and selection processes based on the principles of fairness, transparency, and non-discrimination. Candidates are evaluated based on their knowledge, competency, potential, and cultural fit—regardless of age, gender, race, religion, or any other personal attributes. This also includes supporting local employment in areas where the projects are located, such as Phuket, Khon Kaen, Rayong, and Chonburi, as well as providing opportunities for interns to gain work experience and earn income. This ensures that high-potential individuals have the opportunity to join the organization and grow together with us. We strictly adhere to labor laws, prohibiting the use of child or forced labor, and respect the human dignity of every employee. This commitment includes providing fair and appropriate employment conditions, compensation, benefits, and working hours to foster stability, confidence, and employee engagement, ultimately strengthening the organization and its long-term sustainability.
In 2025, the Company had a total of 694 employees. During the year, 120 new employees were hired, representing 17.29% of the total workforce. There were 2 temporary employees, accounting for 0.28%, and 10 elderly employees.The voluntary turnover rate was 29.16%, with a total of 202 employees leaving the Company, comprising 74 males and 128 females.
Divided by job level as follows:
Employee level
male (person)
female (person)
Total (%)
Operation
205
263
468 (67.43%)
Management
80
92
172 (24.78%)
Executive Management
29
25
54 (7.78%)
Total
314
380
694 (100%)
The Company prioritizes the promotion and support of the quality of life for persons with disabilities in Thai society. Although the Company currently does not have direct employment of persons with disabilities (zero disability employment), we demonstrate our social responsibility by strictly contributing to the Fund for Promotion and Development of Life Quality of Disabled Persons. This is in compliance with the Empowerment of Persons with Disabilities Act B.E. 2550 (2007) and its amendments, following the 100:1 employment ratio, with a total contribution of THB 615,025
Compensation Setting and Management
The Company has established a compensation management policy centered on fairness, transparency, and industry competitiveness. Our primary objectives are to attract and retain high-potential talent, while providing incentives that drive the organization toward long-term sustainability. The policy is governed by the following management principles:
Origin Property Public Company Limited firmly believes that sustainable success—amidst a highly competitive real estate industry and rapid technological transformation—is driven by Human Capital that possesses knowledge, capability, and agility. Consequently, the Company has established human resource development as a core corporate strategy, focusing on enhancing the competencies of employees at all levels to align with our business direction and long-term organizational goals.
Over the past year, the Company has focused on designing training programs tailored to the specific needs of different employee groups. We have developed curricula appropriate for various job levels and roles, as well as specialized functional courses. These initiatives ensure that employees can effectively apply their knowledge to their daily operations while maintaining professional standards.
Furthermore, the Company promotes a collaborative learning culture through internal Knowledge Sharing across departments. This approach not only elevates technical skills but also provides opportunities for teams to exchange perspectives and gain a deeper understanding of each other’s work processes. This leads to reduced errors and enhanced cross-functional efficiency. Moreover, these initiatives foster a sense of pride among knowledge sharers and strengthen employee engagement, serving as a vital foundation for long-term collaboration and organizational resilience. In 2025, the Company achieved an average of 21.3 training hours per employee per year, surpassing the established target of 20 hours. These programs focused on enhancing knowledge, skills, and professional expertise in alignment with the 2024 56-1 One Report. Exceeding this target reflects the organization’s commitment to fostering comprehensive, in-depth, and continuous learning to ensure our workforce is prepared for long-term business growth. Throughout the year, the Company conducted 50 training courses, with a total investment in employee development amounting to THB 3,292,700.
Looking ahead to 2026, the Company has set a higher target of 22.5 training hours per employee per year. The development focus will be tailored to specific roles: Front Office employees will prioritize professional skills and a ‘Service Mind’ for customer excellence, while Back Office employees will focus on self-development, well-being, foundational work skills, and technical proficiency.
Summary of Personnel Development: 3-Year Comparison
(Hours/1Person/Year)
Year
Number of Employees (Persons)
Total Training Hours (Hours)
Average Training Hours (Hours/1Person/Year)
2566
1,328
26,946 ชั่วโมง
20.2 ชั่วโมงต่อคน
2567
1,330
27,058 ชั่วโมง
20.3 ชั่วโมงต่อคน
2568
694
14,839 ชั่วโมง
21.3 ชั่วโมงต่อคน
Note: Data for 2023–2024 includes employees of Primo Service Solutions Public Company Limited.
The Company consistently manages occupational health, safety, and working environment across the organization by establishing preventive measures to ensure the safety of all employees. The Company also implements preparedness measures that facilitate employees in performing their duties appropriately in line with operational conditions and the nature of the business, aiming to reduce potential risks and impacts on stakeholders and business operations, including the prevention of work-related injuries and disruptions caused by workplace accidents.
The Company is therefore committed to maintaining high standards in safety, occupational health, and the working environment to promote the well-being of employees, contractors, and all relevant stakeholders, ensuring their safety and welfare during work. In addition, a Safety, Occupational Health, and Working Environment Committee has been established, chaired by the HR Director, with members from relevant departments. The Company has also implemented policies on safety, occupational health, and the working environment to serve as a framework for its operations.
Occupational Health, Safety, and Working Environment Practices
Employee Health, Safety, and Workplace Well-being
The Company recognizes that employees are valuable resources and a key driving force in enabling the organization to overcome challenges and achieve sustainable growth in the long term. The Company therefore places importance on caring for employees in all aspects, not only as members of the workforce but also as individuals with different lives, families, and personal circumstances. The Company believes that creating a working environment that supports well-being, stability, and work–life balance helps strengthen employee morale, engagement, and collaboration, which form an important foundation for the organization’s long-term strength and sustainability.
The Company has established a Welfare Committee consisting of employee representatives from all departments. The Committee holds regular meetings with senior management on a quarterly basis to discuss employee welfare, including health and safety matters.
Based on this approach, the Company provides comprehensive employee welfare and support covering physical health, mental well-being, quality of life, and family stability, as follows.
Proactive Healthcare and Flexible Health Benefits
The Company places importance on preventive healthcare through annual health check-ups for employees at all levels. In addition, the Company provides flexible benefits that allow employees to select healthcare support according to their individual needs, such as dental care or eyeglasses, within the benefit limits determined by job level.
A key highlight of Origin’s healthcare support is the recognition of the importance of mental well-being and current health conditions. The Company has therefore expanded its coverage to include mental health consultation and therapy, treatment for migraines and insomnia, as well as alternative medicine such as acupuncture and cupping therapy, which are typically not covered by general health insurance, ensuring that employees receive comprehensive and timely care.
promoting Work–Life Balance and Family Well-being
The Company believes that quality time with family contributes to employees’ well-being and positive energy at work. The Company therefore provides one day of Birthday Leave, allowing employees to spend time in ways meaningful to them, such as making merit or relaxing with their families.
In addition, the Company provides Paternity Leave of 10 working days to support fathers in caring for their newborn child and spouse after childbirth, reflecting the Company’s commitment to family well-being and equality.
Support for Employees During Life Events
The Company provides support to employees during important life events, including hospital visits for sick employees, financial assistance in the event of a family member’s passing, and congratulations on childbirth. The Company also provides support to employees affected by natural disasters such as fires and floods.
Environment Management Performance
The Company identifies occupational health, safety, and the working environment as key priorities under its corporate governance framework. A Safety and Occupational Health Committee has been established to set directions, review risks, and continuously monitor performance. The Company has also announced a safety policy aligned with internationally recognized safety management practices and endorsed by the Chief Executive Officer, reflecting the Company’s commitment to fostering a strong safety culture across the organization. Performance outcomes and key risk issues are reported to senior management and the Board of Directors on a quarterly basis.
In 2025, the Company maintained a zero incident rate and zero lost time injury (LTI), No incidents resulting in injury or fatality occurred. Reflecting the effectiveness of its risk control measures. Nevertheless, the Company places greater emphasis on a preventive approach rather than focusing solely on end results. Safety risk assessments are conducted systematically across all departments, supported by internal safety audits and the establishment of annual safety targets to continuously improve operational standards. For 2026, the Company has set a target of zero accidents for both employees and business partners, reflecting its commitment to strict safety management and accident prevention.
2025 Performance Targets and Outcomes
Targets
2025 Performance Results
The number of work-related fatalities among employees and contractors was zero.
0
The Lost Time Injury Frequency Rate (LTIFR) for employees and contractors was zero per 1,000,000 working hours.
0
The rate of fatal work-related accidents among employees and partners was zero.
0
100% of employees responsible for construction supervision and contractors completed safety training at various levels.
100%
Note: LTIFR (Lost Time Injury Frequency Rate) refers to the rate of work-related injuries that result in at least one day of lost work. The calculation formula is: (Number of lost time injuries / Total working hours) × 1,000,000 working hours.
Workplace Injury and Fatality Statistics (2023–2025)
Origin Property Public Company Limited (ORI)
2023
2024
2025
Total Employees
1,328
1,330
694
Minor Injury – No Lost Workdays
0
0
0
Injury Resulting in Lost Time
0
0
0
Fatality
0
0
0
Safety Rate Calculation Method
2023
2024
2025
Employee Injury Rate (IR)
IR = Number of Injuries × 200,000 / Total Working Hours
0%
0%
0%
Lost Time Injury Frequency Rate (LTIFR):
The LTIFR is calculated using the following formula:
(Number of Lost Time Injuries / Total Working Hours) × 200,000.
0%
0%
0%
Employee Work-related Fatalities
0%
0%
0%
Cumulative Work-related Accident Statistics in Construction Projects
(2023-2025)
Severity Level
2023
2024
2025
1
Lost Time (Up to 3 Days)
0
0
0
2
Lost Time (More than 7 Days)
0
0
0
3
Permanent Disability / Loss of Limb
0
0
0
4
Work-related Fatality
0
0
0
5
Property Damage
0
2
0
Total
0
2
0
The Company conducts emergency preparedness drills covering various scenarios, including fire evacuation, earthquake response, and active shooter situations in the workplace, in order to enhance readiness and minimize potential impacts in the event of an actual incident. A total of 80 employees participated in these drills, representing 25% of all employees at the head office.
In addition, the Company places importance on workplace design in accordance with ergonomic principles to reduce the risk of repetitive strain injuries and long-term health issues. The Company also supports access to basic medical services within the office building and promotes awareness of both physical and mental well-being as part of a broader approach to safety risk management.
Partners, Contractors
The Company has established policies with business partners and contractors regarding occupational health and safety standards and strictly enforces them for employees and contractors in all operations to ensure compliance with applicable laws and regulations. These measures aim to provide a suitable working environment for all employees and workers, reduce workplace accidents, and prevent impacts on the health and safety of employees and contractor workers. The Company’s practices include the following:
Emergency and Abnormal Situation Management
The Company requires all construction projects to operate under strict occupational health, safety, and environmental standards. Safety management plans are developed in collaboration with contractors to ensure proper project safety management, with regular inspections and monitoring to ensure compliance with applicable laws and the Company’s policies.
In addition, risk assessments covering occupational health, safety, and environmental impacts (EIA) are conducted at all stages of construction projects, including before commencement, during construction, and after completion. Risk management results are reported to the Company’s Risk Management Committee on a quarterly basis to ensure continuous oversight and effectiveness of control measures.
Through the ongoing collaboration between the Company and its contractors, comprehensive occupational health and safety (OHS) practices have been consistently implemented to safeguard employees and workers. These joint efforts have contributed to establishing and continuously enhancing safety management standards across all construction projects.
As a result of these initiatives, the Company recorded zero cases of employees or workers taking more than 3 days or more than 7 days of leave due to work-related incidents throughout the 365-day reporting period. In addition, 100% of contractors working across all 11 construction projects completed occupational health and safety training, with a total of 1,852 participants during the reporting year.
Furthermore, in response to the recent earthquake events, which posed significant risks to people, buildings, and infrastructure, the Company strengthened its safety measures by working closely with contractors to develop earthquake preparedness and response plans, as well as crane safety management measures. These additional measures were implemented to minimize risks to life and property and to enhance emergency preparedness across all construction sites.
During the year, the Company conducted an employee engagement and workplace atmosphere survey designed to encourage natural participation and align with the Company’s organizational culture. The survey used reflective questions to capture employees’ perspectives and feelings toward their current work environment.
The results reflected an overall positive sentiment toward the organization. In 2025, the employee satisfaction score was 87.4%, with 70% of employees giving the highest level of engagement (5 out of 5). The overall average score was 4.5, indicating a strong level of engagement and a positive sense of stability toward the organization. Meanwhile, the proportion of low scores remained limited, and no responses were recorded at the lowest level (0), reflecting a work environment that supports long-term employee engagement.
Employee Engagement
The Company believes that employee engagement is the foundation of effective performance. Although the Company is currently enhancing its quantitative employee engagement assessment system to improve accuracy in 2025, it continues to foster an environment that supports employee engagement through listening and responsive strategies as follows:
Employee Engagement Activities
The Company believes that employee engagement is not created by policies alone, but also through positive daily work experiences, a sense of belonging to the organization, and warm relationships among colleagues. Therefore, the Company has designed various activities to foster a vibrant workplace atmosphere, encourage employee participation, and create meaningful shared experiences, as follows:
Recognition and Rewards
Communication of Organizational Policies and Direction
The Company places importance on transparent and consistent strategic communication to ensure that all employees share a common understanding and can effectively align their work with the organization’s goals. To support this, the Company organizes Town Hall sessions under the “Origin Day” program for employees across all affiliated companies three times a year—at the beginning, middle, and end of the year.
This platform provides an opportunity for executives to communicate the Company’s overall performance, key objectives, strategic priorities, and business direction during each period. It enables employees to stay informed of the current situation, understand their roles within the broader organizational context, and adjust their work plans in response to changing circumstances.
Such continuous communication not only strengthens policy clarity but also fosters trust, transparency, and a stronger sense of belonging among employees.
Activities
The Company places importance on creating a joyful and positive workplace atmosphere by organizing activities during various festivals and special occasions. These include merit-making ceremonies for the New Year, Chinese New Year, Valentine’s Day, Songkran Festival, Christmas, and Pride Month, among others.These activities not only create enjoyment in the workplace but also provide opportunities for employees to express diversity and creativity, while strengthening a sense of belonging within an inclusive organization that respects differences.
Environmental Awareness Activities
The Company has continuously organized the “Origin Green Market” for the fourth consecutive year on a quarterly basis. The activity allows employees to sell second-hand clothes and other items in good condition to promote resource circulation and extend product value. The event also avoids the use of plastic bags and foam to help reduce waste. In addition, the activity encourages responsible consumption while providing opportunities for employees to generate additional income and strengthen collaboration in a friendly atmosphere.
CSR and Donation Activities
The Company continuously supports employee participation in social contribution activities. These include repairing or improving schools in communities surrounding the Company’s projects on a quarterly basis, blood donation activities, and donating unused items to the Mirror Foundation for distribution to underprivileged communities. These initiatives reflect the Company’s commitment to social responsibility while providing employees with opportunities to create value beyond business operations
The Company aims to be a leader in comprehensive real estate development by delivering high-quality products that meet the needs and lifestyles of customers. This includes prime locations, modern and practical functions, safety, and comfort at an affordable price. This focus drives the Company to prioritize the development of products and services that keep up with changing customer needs and modern technology.
To elevate the standards of its projects, the Company has consistently focused on improving the service delivery and quality of products to ensure they meet the needs and expectations of customers. The goal is to deliver products under the concept of “Creative Living for All,” which focuses on creating innovative living spaces that cater to all aspects of life. This includes convenience, safety, work-life balance, relaxation, and the modern lifestyle of the new generation, ultimately enhancing the quality of life for consumers. also prioritizes Inclusive Design, ensuring that its developments cater to all user groups regardless of gender, age, or physical ability, including persons with disabilities. This approach aims to promote equal and sustainable quality of life for all consumers, with a focus on 3 key aspects as follows:
In addition, the Company continues to develop its products and services in accordance with its Quality & Services strategy, which focuses on four key areas as follows:
developing personnel in quality and service through comprehensive capability development, including both upskilling and reskilling. This includes organizing knowledge sharing sessions and training programs in collaboration with leading partners with expertise in the real estate industry. Examples include training on air-conditioning installation and systems in collaboration with Panasonic, elevator system training to address emergency situations, and waterproofing and tile system training in collaboration with Jorakay.
In 2025, the Company organized three training programs in collaboration with business partners to enhance employees’ technical knowledge and skills. A total of 65 employees participated in these programs, enabling them to provide services to customers more efficiently and promptly.
designers to ensure that each project effectively responds to customer needs. In addition, the Company has established a Research and Excellence Development team (RED Team) to enhance capabilities in both product and service development, enabling the Company to respond effectively to customer demands and continuously develop innovations that keep pace with modern lifestyles.
announced the integration of the Homecare team and the Quality Control team. This integration represents an important step in enhancing the organization’s commitment to quality excellence. A new team, “Origin Quality Care,” has been established with the primary mission of delivering superior-quality condominiums to customers. By combining the capabilities and strengths of both teams, the Company aims to strengthen operations, reduce process duplication, and further elevate overall quality standards.
lifestyle support through a diverse network of internal and external partners to deliver the highest level of customer satisfaction.
Innovation for Business, Society, and the Environment
Under the Company’s Digital Transformation strategy, the Company aims to systematically transform its operations into digital processes to enhance management efficiency, increase business agility, and improve customer services, which are key factors for long-term competitiveness.
The Company places importance on adopting modern AI technologies to support core business operations, covering data storage and management, data analytics, real-time performance monitoring, and the development of internal applications to support various departments. These initiatives help enhance operational efficiency and speed while reducing unnecessary resource consumption such as paper usage.
In addition, the system supports the development of a centralized database that is accurate, complete, and traceable, reducing operational duplication and communication gaps within and across departments. This also helps improve customer satisfaction and reduce potential complaints resulting from operational errors.
In 2025, the Company launched the “Make It Better” initiative to encourage employees from each department to propose ideas and develop new innovations for their teams and the organization. The initiative focuses on improving and streamlining work processes, reducing costs, increasing revenue, saving energy and resources, and enhancing customer satisfaction.
The initiative covers five key focus areas, as follows:
This initiative reflects the Company’s open organizational culture that encourages active employee participation. A total of 179 ideas were proposed by employees from all departments, covering various aspects of organizational development. Among these, 49 high-potential ideas were selected for practical implementation.
The Company has systematically analyzed and further developed the submitted ideas to drive operational efficiency improvements, create new business value, and continuously strengthen ESG performance.
2025 Innovation Highlights
Homecare Application for Repair Service Management
The Company has developed digital applications to support both unit inspection and after-sales services. The QC App is used for the condominium unit handover process, covering appointment scheduling, defect recording, repair status updates, and confirmation of inspection results with customers.
For after-sales services, the Homecare App enables customers to submit repair requests in real time. The system supports the entire process, including appointment scheduling, inspection, repair management, and completion confirmation with customers. Both applications allow all processes to be managed comprehensively within a single platform.
ORIGIN I Booking
The Company developed the Origin I Booking system as an online channel that enables customers to reserve project units through a fully integrated digital platform. The system supports customer decision-making by providing detailed project information, including pricing and unit locations, allowing customers to compare options before making a reservation.
The platform supports a 100% online booking process, from unit selection and price verification to payment and booking confirmation. This helps reduce the need to visit sales offices while allowing customers to access and reserve units conveniently.
Link : https://origin.co.th/ibooking/en
The Company provides multiple channels for customers to contact, submit complaints, or follow up on service requests through four channels: Call Center (1498), www.origin.co.th, Facebook: Origin Property, and the Origin Connect application. These channels serve as communication platforms between the Company and its customers.
In addition, the Company conducts customer and resident satisfaction assessments throughout various service processes. The collected information is used to analyze, improve, and develop products and services to better meet customer needs and enhance service satisfaction, as part of the Company’s sustainable development goals.
Customer feedback is collected through surveys, interviews, and follow-up calls by the Call Center. The insights gathered are then coordinated with relevant departments to further improve products and services for both current and future projects.
In 2025, the Company assessed customer satisfaction regarding employee services in the Company’s operational processes through follow-up calls conducted by the Call Center. The results are summarized as follows:
The Company places great importance on both pre-sale and post-sale customers to create a lasting impression and satisfaction with both the products and services. Customer Relationship Management (CRM) is the department responsible for managing customer relationships both before and after sales, with the goal of creating a positive experience and satisfaction with the products and services. It also fosters personal relationships between the Company and residents, as well as among residents within the same project and across different projects, ensuring strong and positive connections. This is all under the name “ORIGIN FAMILY,” where various activities are organized based on the interests of the residents, covering all aspects to ensure that all residents enjoy every moment of their time within the Origin community.
Key Activities for 2024
Origin Snap Joy Work Shop
The workshop activity taught photography to Origin residents, where they learned techniques for mobile phone photography. This activity not only helped build relationships with the customers but also allowed for an exchange of perspectives on photography between the projects and residents. Additionally, it provided a new perspective of the project through the residents’ photography. The event was organized at two projects: Origin Plug & Play Nonthaburi Station and Origin Play Sri Udom Station
GIVE OF LOVE …..Empowering Communities Through Give
Power of Sharing… from the Heart invited residents to join in giving and sharing to help society by making donations of money and various items for children and patients at Wat Phrabatnampu, under the guidance of Luang Por Alongkot
Origin Give – Sustainability Together, We Give to Grow
Under the vision “Sustainability is Our Daily Responsibility,” Origin Group is committed to creating a positive impact on society and communities in every area where the company invests and develops projects. Sustainability is not just a desirable attribute — it is a crucial responsibility that must be carried out every day. It’s not only about adopting the latest energy-saving technologies or switching to renewable energy sources, but also about changing behaviors to contribute meaningfully.
With the belief that “Wherever Origin is, the society and environment there must improve,” the company is dedicated to supporting sustainable community and social development, promoting equality, and caring for the environment. This is achieved through the development of various projects that align with and support the company’s business operations, driving sustainability both within the organization and in the broader society — all toward the shared goal of building a more powerful and enduring future of sustainability together
The primary target groups for development or engagement will focus on areas within a 1-kilometer radius surrounding each project, categorized as follows:
Group 1: Core areas — including houses adjacent to the project and areas within a 100-meter radius.
Group 2: Secondary areas — covering zones within a 100–500 meter radius and a 500–1,000 meter radius.
Group 3: Sensitive areas — such as educational institutions, healthcare facilities, and places of worship.
Group 4: Government agencies and embassies located within a 1-kilometer radius of the project.
Group 5: Community leaders within a 1-kilometer radius of the project.
Group 6: General communities within the province where the project is located.
Operational Philosophy: Origin Give
Under the concept of Origin Give, the philosophy “WE GIVE TO GROW SUSTAINABILITY TOGETHER” reflects a commitment to giving together… for sustainability and growing together… sustainably. This is achieved through sustainable community development across three interconnected and systematic dimensions, continuously working to enhance quality of life for a more complete society and a happier, higher-quality way of living.
The company focuses on development in education, society, communities, and the environment — grounded in the belief that a strong society is the foundation for sustainable development. Origin collaborates with stakeholders to carry out meaningful initiatives for the betterment of society. These activities aim to improve the well-being and quality of life for people in the community, while also promoting and instilling a sense of social responsibility among employees, encouraging their active participation in community development efforts.
Education Dimension (From HUG to GIVE) focuses on fostering knowledge and learning through the “Creating Opportunities, Building Futures” initiative. This program not only supports the improvement of schools and helps fulfill educational dreams, but also promotes accessible education at all levels, life skills development, and the empowerment of youth in local communities — enabling them to become key contributors to the development of their own hometowns in the future.
Equality Dimension (From HELP to GIVE)
The company is committed to supporting equitable living and access to welfare through various initiatives — such as providing career support to generate income, donating essential items to the underprivileged, and offering financial aid to impoverished patients. These efforts aim to reduce social inequality and create opportunities for disadvantaged groups to achieve sustainable self-reliance
Environment Dimension (From HEAL to GIVE)
This dimension promotes environmental care and protection toward a sustainable and beautiful planet. The company has set a goal to move toward NET ZERO by reducing greenhouse gas emissions and choosing eco-friendly materials. It also advances environmental health through various initiatives, such as Origin Green Day, which focuses on waste reduction and waste segregation, and Origin Sustainable Cities, which aims to develop cities sustainably through environmentally friendly technologies and innovations.
Always Concerned for You
Due to the flooding that occurred in the past year, many schools in several areas of the northern region were affected, with damage to classrooms, libraries, textbooks, and various learning materials. Origin and its affiliated companies, along with homeowners from 17 condominium projects and 21 housing projects, would like to be part of the effort to assist the community. We are collecting donations of educational materials, sports equipment, computers, shoes, school uniforms, and essential items to help those affected by the floods in the northern region through the Mirror Foundation
Drink To Give Together Project
Chiang Mai and Chiang Rai provinces represent another crucial economic investment hub where the company has established comprehensive development and improvement plans for both hotel and condominium projects. The Origin team conducted extensive field research to study local data, living conditions, and various lifestyles of community members. One profound realization that emerged was the intimate relationship between the people and the forest, which serves not only as a natural resource but also as the foundation of local lifestyle and culture.
From this understanding, Origin is committed to conducting business alongside promoting sustainable community well-being, particularly by helping create added value for local natural resources. This led to the development of local products into new offerings for customers and residents. The selected products are “wild honey and coffee beans” – significant produce that the “Karen” community in Chiang Mai and Chiang Rai provinces has carefully cultivated and maintained. These products not only increase community income but also foster awareness about the importance of forest conservation and sustainable ecosystem management.
From this comprehensive context, the company has carefully curated and integrated wild honey and coffee beans into business processes encompassing marketing and sales, reflecting the stories of people and forests. This naturally enhances marketing image as customers experience products with narratives of forest conservation, community care, and sustainability creation, generating admiration and lasting impressions among customers. Furthermore, utilizing local products helps people in Chiang Mai recognize that Origin Group is not merely an external company conducting business, but an organization that values community and participates in local development. This has resulted in the creation of three distinctive beverage products offered to special customers: Pakakanyaw Coffee Shake, Wild Honey Lemon Soda, and Wild Jujube Shake.
Throughout 2024, the Drink to Give Together project has been continuously implemented through 32 diverse activities, delivering beverages made from wild honey to customers and event participants totaling 3,990 cups throughout the year.
The Drink to Give Together project exemplifies the clear concept of Shared Value Creation that genuinely benefits all parties. Success is measured not solely by profit margins but by the ability to create positive social, community, and environmental impact alongside business growth.
For the Karen Community, benefits include stable and sustainable supplementary income exceeding 100,000 Baht, value addition to local products transforming previously low-priced wild honey and coffee beans into premium products, preservation of lifestyle and culture through traditional wisdom utilization, and creation of new market channels reaching urban customers.
In terms of business benefits, Origin gains from creating differentiation and distinctive service excellence through products with special stories and meaning, building positive corporate image regarding social responsibility, increasing customer engagement through meaningful and impressive activities, and developing experiential marketing that differentiates from competitors. This can be summarized quantitatively as follows:
Sweet Happiness Caravan
In collaboration with its partner, Phai Thong Ice Cream, the Company organized an ice cream caravan to distribute ice cream to construction workers at camp sites, as a gesture of appreciation for those behind the development of Origin’s condominium projects. This initiative aimed to thank the hardworking individuals who contribute to creating a joyful living experience for customers every day. A total of 15 projects were involved, with 3,800 workers receiving the ice cream.
Happy and Healthy, Sustainable-Hygienic Restrooms Project
A survey of students revealed that, in addition to wanting a good classroom with a positive atmosphere, the biggest issue causing the most distress for children is dirty, deteriorating restrooms. Many students are forced to hold their need to go to the restroom until they get home. While restrooms may seem like a small issue, they are a major source of discomfort for students. Therefore, restrooms in schools are a basic right that everyone should have access to.
Origin has placed great importance on the education of Thai children, especially those in schools near its projects, aiming to improve the environment and quality of life together. Over the past 15 years, Origin has collaborated with partners and allies to develop more than 12 schools, with the goal of providing a better learning experience for students. This year, based on a survey of students’ needs, the Company launched the “Happy and Healthy, Sustainable-Hygienic Restrooms” project. In collaboration with banks, partners, and over 26 organizations, Origin is working to improve the quality of life in education, society, communities, and the environment. This initiative particularly focuses on the education and well-being of young people, who are the driving force for the country’s future development. The project involves improving classrooms, male and female student restrooms, ensuring a hygienic and well-maintained environment, enhancing the landscape, creating green spaces, and setting up agricultural learning gardens. In 2024, the Company and its partners developed two schools located near construction projects include:
The “Happy and Healthy, Sustainable – Hygienic Restrooms” project represents far more than an enhancement of quality of life and sanitation for students and surrounding communities. It seamlessly aligns with the company’s core strategy of fostering sustainable and thriving living environments under the vision of “Creative Living for All.”
This type of community investment transcends traditional CSR initiatives in education and wellness—it serves as a natural extension of our business philosophy that prioritizes the development of quality of life and environmental stewardship around our projects. By doing so, we create enduring shared value that benefits both communities and business enterprises for generations to come.