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 |
Female-to-Male Pay Ratio
| Taiwan | China | Thailand | Other | |
|---|---|---|---|---|
| Deputy Manager and Above (Female : Male) | 1:1.08 |
0.95:1 |
0.74 : 1 |
0.55:1 |
| Indirect Employees (Female : Male) |
1:1.34 |
0.96:1 |
1.25 : 1 |
1.13:1 |
| Direct Employees (Female : Male) |
- |
0.95:1 | 0.83 : 1 | 1:1 |
Notes:
- The ratios are obtained by comparing the basic salary of female employees with that of male employees of the same position and level, not including other bonuses or incentives.
- Calculation criteria for female-to-male salary ratio and salary-to-market level comparison: Based on the monthly salary of employees on duty as of December 31, 2024.
Compensation Benchmarking Against Market Standards
| Taiwan | China | Thailand | Other | |
|---|---|---|---|---|
| Male Entry-level Salary : Minimum Wage | 1.64:1 |
1.88:1 |
1.55 : 1 |
1.59:1 |
| Female Entry-level Salary : Minimum Wage |
1.20:1 |
1.75:1 |
1.76 : 1 |
1:1 |
Notes:
- Average Employee Salary/Government-Published Minimum Wage
- The Thai government does not set a statutory minimum monthly wage; therefore, the calculation is based on the statutory minimum daily wage* the average number of calendar days in a year.
Employee Benefits Programs
To promote employee physical and mental well-being, enhance organizational cohesion, and maintain harmonious labor relations, Chicony Electronics has established an Employee Welfare Committee responsible for comprehensive planning and implementation of welfare programs. The committee continuously advances employee care initiatives through systematic welfare frameworks and diverse engagement activities. We provide comprehensive benefits encompassing statutory requirements including social insurance, workers' compensation, pension contributions, and parental leave. Health and wellness benefits include regular health examinations exceeding regulatory requirements, employee assistance programs (EAPs), and mental health counseling services. Additionally, we offer flexible workplace benefits such as on-site dining facilities, transportation services, performance bonuses, and recognition programs. These initiatives collectively create a supportive work environment that enhances employee well-being, improves job satisfaction and productivity, and advances our sustainable 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 the Company are covered by comprehensive insurance and retirement plans in accordance with local labor laws and social security systems at each operational location, achieving 100% employee coverage.
All Company employees, including the Chief Executive Officer and senior management, are subject to uniform retirement benefit standards with no additional severance arrangements or special retirement benefit systems, reflecting our commitment to equitable and consistent talent management. Our retirement policy demonstrates long-term commitment to employee welfare, ensuring reasonable protection for each employee throughout their career lifecycle, enabling secure employment and dignified retirement. Chicony Electronics is committed to establishing a competitive, equitable, and transparent compensation and benefits framework that enhances employee well-being and organizational commitment while maintaining constructive labor-management relations and creating sustainable value for the Company and stakeholders. In 2025, we will launch an Employee Satisfaction Survey and Employee Forum initiatives to optimize our compensation and benefits strategy, foster a more inclusive workplace environment and advancement opportunities, and implement our people-centered approach to corporate sustainability.
Retirement Systems
Chicony Electronics is committed to establishing a competitive, equitable, and transparent compensation and benefits framework that enhances employee well-being and organizational commitment while maintaining constructive labor-management relations and creating sustainable value for the Company and stakeholders. In 2025, we will launch an Employee Satisfaction Survey and Employee Forum initiatives to optimize our compensation and benefits strategy, foster a more inclusive workplace environment and advancement opportunities, and implement our people-centered approach to corporate sustainability.
Employee Care and Family Harmony: Chicony Group Family Day Event
To fulfill our commitment to "Employee Care" within our corporate social responsibility framework, Chicony Group meticulously organized the annual Family Day event for 2024. Under the theme "Gathering Together in Joy, Sharing Wonderful Moments," the event was held on November 9, 2024, at the CEC Building, aimed at strengthening employee family relationships and promoting work-life balance.
The event centered on parent-child interactions and featured diverse recreational activities designed for various age groups, including AR dodgeball team competitions, water balloon launchers, carousel rides, and giant fishing games. These activities enhanced emotional connections between employees and their families through interactive play. The family gathering facilitated cross-departmental communication among employees while providing busy professionals with quality time to spend with their families, strengthening family bonds and cohesion.
The event featured special booths from charitable organizations, including guide dog experiences and the Orphans Welfare Foundation, enabling employees and their families to engage in social welfare activities while enjoying the festivities, demonstrating our commitment to corporate-social integration. To accommodate diverse family needs, we established accessible diaper changing facilities and nursing rooms. Additionally, we encouraged participants to bring personal eco-friendly utensils to minimize single-use waste generation.
Through Family Day activities, Chicony Group demonstrated our corporate culture of comprehensive employee care, enhancing employee engagement and organizational identity. This initiative underscored the Group's commitment to employee family life quality, embodying people-centered sustainable development principles and creating mutual value for the enterprise, employees, and society. This focus on employee well-being and family relationships represents a strategic advantage for Chicony Group in talent acquisition and retention.
