Friendly Workplace
Employees are important assets to the company, and our main goal is to create a friendly workplace where employees can work with peace of mind and have opportunities for growth and development. We highly value the voices of our employees and maintain continuous communication through diverse channels. Our continuous efforts aim to create a friendly workplace with a focus on employee well-being.
Average Training Hours
for Indirect Employees in 2025
The closure rate of employee complaint channels in 2025
Key talent retention rate
in 2025 reached
Employee Care
To ensure the rights and interests of employees and BenQ Materials, a hiring contract is jointly signed with employees on their first day of employment, which clearly states the minimum legal notice period required for contract termination according to the respective operational locations' regulations. BenQ Materials has declared its commitment to safeguarding employee rights and upholding human rights in its policies, and has implemented various regulations and measures to enforce these principles in its management systems.
Welfare Items Superior to Regulations
Welfare Subsidies
- The company provides employee group insurance, in order to provide greater safety and security to employees.
- Childbirth, funeral, marriage, hospitalization, and disaster subsidies, and daily meal subsidies are provided.
- Employees with no remaining annual leave may advance seven days of annual leave.
- New employees are entitled to an additional three days of new employee annual leave after six months of service.
- Employees are entitled to three days of volunteer leave each year.
- Employees may apply for a 30-minute flexible start time according to individual needs.
- Employees may apply to work at locations outside the Company according to individual needs.
- Employees may choose reduced working hours due to family care or other needs.
- One free labor health examination is provided each year.
- Free consultation channels are provided through hotlines, email, Line@, and other methods.
- Employees on parental leave without pay retain access to the online learning platform to encourage uninterrupted learning, and may also continue to use the Company’s EAP resources.
| Type | BenQ Materials Employee Program |
|---|---|
Maternity leave |
|
|
|
Pregnancy leave |
|
Paternity and Prenatal Checkup Accompaniment Leave |
|
Maternity and Parenting-Friendly Measures |
|
Parental Care |
|
Other Measures |
|
Incentive System
| Item | Explanation |
|---|---|
Year-end bonus |
The fixed year-end bonus is equivalent to one-month salary, and holiday bonus equivalent to half-month salary is issued on Moon Festival and Dragon-boat Festival respectively. |
Profit sharing and performance bonus |
At each year-end, depending on the Company’s operating performance, profit sharing and performance bonuses are awarded based on employee performance. |
Patent reward |
R&D Department has established the patent application goal, and when such goal is achieved, reward is issued. |
Referral reward |
For direct personnel of some departments, employee referral reward is established, in order to encourage employees to refer to friends and relatives to join the company. |
Contest reward |
CIP/VSM projects and irregular competitions are held regularly each year, with bonuses provided to outstanding proposal teams. |
Excellence reward |
Excellence reward presentation ceremony is the annual role model employee election event, and award winner is announced at the end of each year, and medal and monetary reward are issued to the winners. |
Seniority gift |
The reward is calculated on a five-year interval, and for employees of long seniority is presented with medal and gift at the end of each year periodically. |
Certification Allowance |
Direct staff members who possess relevant professional certifications and are actively engaged in related job responsibilities are eligible for an allowance. |
External Training Subsidy |
All employees who participate in external professional training or pursue on-the-job education are eligible to apply for training subsidies. |
Transfer Incentive |
Employees reassigned between northern and southern plants due to job needs are eligible for relocation-related allowances. |
Long-Term Incentive Bonus |
In the China plant, a long-term incentive scheme is in place to retain critical technical talents. Bonuses are granted every six months based on two-year performance, calculated as a percentage of fixed salary. |
Employee Scholarship Program |
To encourage employees to study diligently, applications are opened in early March and early September each year for employees enrolled in junior colleges, universities, or graduate schools. Applicants are ranked based on academic performance, with three recipients each semester and NT$3,000 awarded to each recipient. |
Language Learning
|
The Company has established a comprehensive foreign talent support mechanism and implements the Chinese learning subsidy policy to improve employees’ local adaptability. |
Employee Retirement System
BenQ Materials complies with the systems and requirements under the Labor Standards Act and the Labor Pension Act. Under the old system, pension reserves are regularly contributed to the statutory pension account based on the actuarial pension report prepared by actuaries. Under the new system, contributions are transferred monthly to employees’ individual pension accounts. The China operating sites handle pension matters in accordance with local labor laws in China and enroll employees in endowment insurance, with the aim of ensuring that employees can enjoy secure protection after retirement.
For pension reserves contributed in accordance with the Labor Standards Act, the Company contributes to the employee pension fund each month, which is deposited by the Labor Retirement Reserve Supervisory Committee into a dedicated account with Bank of Taiwan under the name of the Committee. As of the end of 2025, the fair value of plan assets was NT$62,940 thousand. In accordance with relevant regulations, the amount contributed by the Company in 2025 was NT$2,388 thousand. Any insufficient contribution has been recognized as accrued pension liabilities, amounting to NT$7,863 thousand as of the end of 2025.
Pensions contributed in accordance with the Labor Pension Act are contributed at 6% of employees’ monthly salaries to individual accounts with the Bureau of Labor Insurance. In 2025, the recognized expense amounted to NT$76,310 thousand. Overseas subsidiaries also contribute pensions monthly to pension management institutions in accordance with local laws.
Compensation Management
BenQ Materials regularly participates in market compensation surveys and makes adjustments based on the market level of each position and individual performance. Annual salary adjustments for regular employees are performance-based. In 2025, the average salary adjustment was 4%. BenQ Materials does not make gender-based differences in hiring, performance evaluation, salary adjustment, or promotion. However, when reviewing average salaries by job level, differences still exist among different groups and sites. Analysis indicates that salary differences may be affected by performance, educational composition, average tenure, differences in salary distribution within the same group, and variations caused by headcount. These factors may result in slightly higher salaries for male employees than female employees at Taiwan plants, or slightly higher salaries for female employees than male employees at China plants.
In addition, in accordance with the Instructions for Reporting Salary Information of Full-Time Non-Managerial Employees issued by the Taiwan Stock Exchange, the Company calculated the average salary of employees hired at BenQ Materials’ operating sites in Taiwan. After review and calculation by certified public accountants, the weighted average number of full-time non-managerial employees in 2025 was 1,831, the average salary of full-time non-managerial employees was NT$999 thousand, and the median employee salary was NT$779 thousand. In comparison to 2024, the average salary decreased by 1.5%, while median salary increased by 2.2%.
Employee Communication
BenQ Materials has established diverse communication mechanisms. Employee personal data is properly protected in relation to complaints or incidents, which are handled prudently in accordance with procedures. The Company is committed to creating a corporate environment that respects, cares for, and protects human rights. We protect employees’ rights to organize unions and participate in collective bargaining in accordance with law, promote healthy and positive labor-management relations, and continuously listen to employee opinions and suggestions. We ensure that Company policies and communication information are conveyed to relevant personnel in a timely and accurate manner and provide appropriate feedback, serving as a reference for improving overall operational efficiency and organizational communication quality.
At present, the Suzhou Plant and Wuhu Plant in China have established labor unions. The employee union participation rates are 18% and 100%, respectively, excluding dispatched workers. Taiwan and Vietnam have not yet established labor unions. The overall employee union participation coverage rate is 6.39%.
At sites in Taiwan and Vietnam where unions have not yet been established, BenQ Materials has established labor-management meeting systems in accordance with local labor laws and convenes meetings regularly, serving as a formal and institutionalized labor-management dialogue platform. Topics covered in these meetings include working conditions, compensation and benefits, occupational safety, and employee rights and interests. Meeting conclusions serve as an important basis for subsequent system adjustments and management decisions, implementing the Company’s commitment to protecting labor rights and interests.
In accordance with the BenQ Materials Human Rights Policy, we are committed to ensuring that all employees enjoy a fair, equal, and safe work environment. Although the operating sites have not yet signed formal collective bargaining agreements with labor unions, demands raised by unions or employees may be communicated and negotiated through the labor-management meeting system to ensure that such demands are fully expressed and properly handled.
