Employee Remuneration
Chicony Electronics has established a compensation management system that balances external competitiveness with internal equity. Compensation strategies are formulated by the HR Department based on market salary benchmarking. We adhere to the
"Chicony Electronics Corporation Human Rights Policy" and prohibit differential treatment in remuneration based on gender, race, political party, political beliefs, religion, sexual orientation, or marital status, applying to both new and incumbent employees at all operational sites. Compensation is set above statutory minimum wage at each operatinglocation, taking into account labor market dynamics and internal pay equity. Salary levels are determined by organizational grade, professional expertise, job responsibilities, performance, and the Company's overall operating results. By offering total compensation exceeding regulatory requirements, we aim to attract, retain, and motivate talent while creating sustainable value for both Chicony and our employees.
Chicony's compensation system is reviewed by the independent directors of the Remuneration Committee, with policies for directors and senior executives also submitted for review and approval per its governance procedures (see Section 1.2 Corporate Governance Structure and Operations). We regularly conduct compensation market competitiveness analyses to ensure our positioning remains competitive. We also disclose key indicators, including average and median salaries of non-managerial full-time employees and the gender pay gap, to demonstrate our commitment to compensation equity.
We implement "equal pay for equal work," with job value, competency, and performance contribution as core criteria for compensation decisions, excluding factors unrelated to job requirements such as gender, age, and ethnicity. We continuously monitor compensation equity and remain committed to building a diverse, inclusive workplace. Going forward, we will further optimize our performance-based compensation structure, enhance market competitiveness analysis, and formally integrate ESG KPIs into the compensation evaluation framework for senior executives — strengthening the link between sustainable development strategy and human capital management, and supporting the human capital development objectives emphasized by responsible investors.
Remuneration Average and Median of Non-managerial Employees
NT$ thousands
| 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|
| Annual remuneration average |
1,958 |
2,099 |
2,269 |
2,164 |
| Annual remuneration median |
1,676 |
1,808 |
1,990 |
1,920 |
| Number of non-managerial full-time employees |
773 |
821 |
847 |
830 |
Note: The statistical scope follows data submitted per TWSE regulations. "Non-managerial employees" refers to Taiwan employees below the rank of Assistant Vice President.
2023-2025 Annual Total Remuneration Ratio
| 2023 | 2024 | 2025 | |
|---|---|---|---|
|
Total Remuneration of the Highest-paid Individual: Median Total Remuneration for Other Employees
|
48.5 : 1 |
46.9 : 1 |
43.5:1 |
|
Percentage Increase in Total Remuneration of the Highest-paid Individual : Median Percentage Increase in Total Remuneration for Other Employees
|
0.56 : 1 |
0.69 : 1 |
-1.71:-1 |
Male-to-Female Pay Ratio
| Taiwan | China | Thailand | Other | |
|---|---|---|---|---|
| Deputy Manager and Above (Male : Female) |
1：0.93 |
1：0.97 |
1 : 1.15 |
1：0.21 |
| Indirect Employees (Male : Female) |
1：0.76 |
1：0.91 |
1 : 1.15 |
1：1.17 |
| Direct Employees (Male : Female) |
- |
1：0.95 |
1 : 0.93 |
1：1 |
Notes:
1. Ratios compare the basic salary of male and female employees at the same position and level, excluding bonuses or incentives.
2. Calculation criteria for the male-to-female salary ratio and salary-to-market comparison: based on employees' monthly salary as of December 31, 2025.
Compensation Benchmarking Against Market Standards
| Taiwan | China | Thailand | Other | |
|---|---|---|---|---|
| Male Entry-level Salary : Minimum Wage | 1.77:1 | 2.03:1 | 1.73:1 | 1.58:1 |
| Female Entry-level Salary : Minimum Wage | 1.59:1 | 1.96:1 | 1.86:1 | 1.16:1 |
Notes:
1. Average Employee Salary / Government-Published Minimum Wage
2. Thailand has no statutory minimum monthly wage; the calculation uses the statutory minimum daily wage × average calendar days per year.
Employee Benefits Programs
Chicony Electronics has established the "Employee Welfare Committee," responsible for the comprehensive planning and implementation of employee welfare programs, continuously advancing employee care through a systematic welfare system and diverse activities to foster physical and
mental health, strengthen organizational cohesion, and maintain harmonious labor management relations.
We provide a comprehensive range of welfare programs, including:
1. Statutory protection: Social insurance, labor insurance, pension contributions, and parental leave in accordance with applicable laws.
2. Health promotion: Periodic health examinations exceeding regulatory requirements, Employee Assistance Programs (EAP), and mental health
counseling.
3. Life support: Employee cafeterias, commuting shuttle services, festival bonuses and gifts, and other flexible welfare programs.
These programs foster a friendly workplace, enhance employee well-being, and improve job satisfaction and productivity, fulfilling the Company's vision of becoming a "happy enterprise."
Notably, Chicony Electronics has established a leave and attendance policy that surpasses Labor Standards Act requirements. New employees receive three days of special leave immediately upon commencement of employment, eliminating the statutory six-month waiting period. This policy enables new team members to manage personal matters flexibly, reflecting the Company's dedication to promoting work-life balance. Through our comprehensive benefits system and employee-centric care initiatives, we continue progressing toward our "Happy Workplace" vision, fostering a high-quality work environment that prioritizes employee satisfaction and organizational harmony while enhancing operational efficiency and competitive advantage.
Employee Benefits
Retirement Systems
All regular employees of Chicony are covered by comprehensive insurance and retirement plans in accordance with local labor laws and social security systems at each operating base, achieving 100% employee coverage.
Retirement Systems
Chicony Electronics is committed to building a competitive, fair, and transparent remuneration and benefits system that enhances employee well-being and sense of belonging, maintains healthy labor-management relations, and creates sustainable
value for Chicony and our stakeholders. Our employee satisfaction surveys and forum sessions in 2025 also focused on optimizing compensation and benefits strategies, continuously creating an inclusive work environment and employee development opportunities, and practicing our people-oriented philosophy of sustainable management.
Chicony Group Family Day: Integrating Employee Carewith Corporate Social Responsibility
Chicony Electronics organizes an annual Family Day event to strengthen organizational cohesion and enable employees and their families to personally experience the Company's culture and care for its people.The 2025 Family Day, themed "Chicony Family Day,"incorporated charitable elements. We invited students with disabilities from the "Happiness Foundation" to perform the opening ceremony, featuring a Taiwanese taiko drum performance that symbolically connected the joy of a family gathering with social inclusion —reflecting the Company's core values of caring for employees while actively supporting the inclusion of disadvantaged groups.The venue featured social philanthropy booths, including interactive stray-animal adoption activities, eco-friendly reuse DIY workshops, and charity thank-you card creation, enabling employees and their families to enjoy the festivities while contributing to social causes — a concrete practice of Corporate Social Responsibility. The family interaction area also included technology-based games, animal exploration activities, and diverse challenge experiences,offering richer and more engaging participation for attendees of all ages compared with previous years.As a key component of the Company's employee care program, Family Day was designed to address the needs of employees, families, and society simultaneously, strengthening employees' sense of belonging and organizational identity while demonstrating the Company's emphasis on quality of life. We believe strong employee relations and active social engagement are mutually reinforcing. Integrating family-oriented culture with social inclusion values is an important foundation for our people-oriented sustainable development philosophy,and a key pillar of the Company's talent attraction and retention strategy.
