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 2024
The closure rate of employee complaint channels in 2024
The employee retention rate for outstanding performers in 2024 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
- The company provides employee group insurance, in order to provide greater safety and security to employees.
- ew employees are permitted to take 7 days of annual paid leave in advance, in order to facilitate employees to arrange their time.
- One day of paid volunteer leave is provided annually, allowingemployees to participate in volunteer activities.
- Flexible clock-in system for indirect employees, allowing employees to adjust their commute to work time depending upon the family needs.
- COVID-19 insurance is provided (such as vaccination insurance,epidemic control insurance)
- New employees on-board of the jobs for half a year are entitled to 3 days of annual paid leave.
- 10 days of paternity leave was offered.
| Type | BenQ Materials Employee Program |
|---|---|
Maternity leave |
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Pregnancy leave |
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Childcare allowance |
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Paternity and Maternity Leave |
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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 |
Depending upon the business operation of the company, and based on the employee's performance, profit sharing and performance bonus is issued at the end of each year. |
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 program is organized annually, and for crossdepartment project team with outstanding performance, reward is issued as encouragement. |
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 Retirement System
BenQ Materials complies with the Labor Standards Act and the Labor Pension Act of Taiwan to provide retirement benefits for employees. For employees under the old pension system, the company makes regular contributions to a dedicated pension reserve account, based on actuarial calculations by a certified actuary. For employees under the new pension system, the company contributes 6% of each employee’s monthly salary to their individual pension accounts managed by the Bureau of Labor Insurance.
In mainland China, retirement benefits are provided in accordance with local labor laws, through mandatory enrollment in the national social pension insurance schemes, ensuring comprehensive retirement protection for all employees across regions.
Under the old system governed by the Labor Standards Act, BenQ Materials contributes monthly to a pension reserve fund deposited under the name of the Labor Pension Reserve Supervisory Committee in a dedicated account at Bank of Taiwan. As of the end of 2024, the fair value of the plan assets totaled NT$56,285 thousand. The amount contributed in 2024 was NT$2,265 thousand. Any shortfall has been recognized as an accrued pension liability, amounting to NT$6,087 thousand as of year-end 2024.
Under the new system governed by the Labor Pension Act, the company contributed NT$70,377 thousand in 2024 to individual pension accounts at the Bureau of Labor Insurance, based on 6% of employees' monthly wages.
Overseas subsidiaries also comply with their respective local labor laws, contributing to local pension funds through authorized retirement fund management entities.
Compensation Management
BenQ Materials adopts a diverse and market-competitive total compensation framework to attract and retain top talent. Compensation for new hires is determined based on the nature of the job, educational background, professional experience, and individual competencies—without discrimination based on gender, religion, ethnicity, political affiliation, or marital status.
Entry-level employees without prior experience are hired at wage levels exceeding the local statutory minimum wage, with no differences by gender. Wage levels at the Suzhou and Wuhu sites vary slightly due to regional legal standards and living costs.
To ensure external competitiveness and internal equity, BenQ Materials regularly participates in market salary surveys and adjusts compensation based on market benchmarks and individual performance. For full-time employees, annual salary adjustments are linked to performance outcomes. In 2024, the average salary increase was 4.5%.
BenQ Materials maintains a policy of non-discrimination across recruitment, performance evaluation, salary adjustment, and promotion. Nevertheless, when analyzing average salary by job level, differences may be observed across genders and sites. These variances are attributed to factors such as performance, educational attainment, average tenure, variations in salary distribution within comparable groups, and headcount composition. For example, average salaries for male employees in Taiwan may be slightly higher than for female employees, while in certain China-based sites, the reverse may occur.
In accordance with the Taiwan Stock Exchange’s “Instructions for Reporting the Salary Information of Full-Time Non-Supervisory Employees,” BenQ Materials calculated the average salary of full-time non-supervisory employees across its Taiwan operations. After verification by an external auditor, the weighted average number of full-time non-supervisory employees in 2024 was 1,674. The average salary for this group was NT$962,000, while the median salary was NT$762,000. Compared to 2023, the average and median salaries increased by 0.3% and 0.4%, respectively.
Employee Communication
BenQ Materials has established diverse communication channels to safeguard employee rights and ensure confidentiality in all complaint handling and incident processes. All matters are handled prudently according to established procedures, with a strong commitment to fostering a respectful, caring, and human rights–oriented workplace culture.
We uphold employees' legal rights to organize unions and participate in collective bargaining, promoting a healthy and constructive labor-management relationship. Continuous feedback mechanisms are in place to ensure that company policies and communications are delivered promptly and accurately, with appropriate feedback incorporated to enhance operational efficiency and organizational communication.
As of now, labor unions have been established at the Suzhou and Wuhu sites in China, with union participation rates of 30% and 100%, respectively. In Taiwan and Vietnam, no labor unions have been formed,the overall employee union membership coverage rate is 0.07%.thus, BenQ Materials complies with local labor laws by establishing labor-management committee systems and holding regular meetings as formal dialogue platforms. These meetings cover topics such as working conditions, compensation and benefits, occupational safety, and employee rights, with conclusions serving as critical input for future policy adjustments and management decisions, thereby reinforcing the company’s commitment to protecting labor rights.
BenQ Materials respects and supports all employees’ legal rights to freely form, join, and participate in labor unions and collective bargaining without restriction. According to our Human Rights Policy, we strive to ensure a fair, equitable, and safe working environment for all employees. While no formal Collective Bargaining Agreements (CBAs) have been signed at any operating sites, all union or employee proposals can be communicated and negotiated through the labor-management meeting system to ensure that their concerns are fully expressed and properly addressed.
