Human Rights Protection and Health Care
The President of Kimpo and Compal Group , Rock Hsu, always says: "People are the foundation of an organization; without the people, an organization would cease to function." Compal has always adopted a "people-oriented" philosophy and believes that employees are the Company’s strategic partner. Only when employees grow on a continuous basis may the Company sustain its business. The structural changes that an organization makes in response to global trends also require the support from all levels of employees in order to succeed.
Recruitment and Human Rights Protection
Compal has established human rights management processes and regularly assesses human rights risks at our operational sites and across our value chain. Based on the findings of Salient human rights issues, we develop corresponding management measures and follow-up procedures to ensure Compal's human rights policy and commitments are continuously enforced and refined. For more details, please refer to the
Compal ESG website > Inclusive Growth > Human Rights Report.
Compal’s Taiwan Headquarters and overseas manufacturing sites are committed to fair employment practices. Employment decisions are based solely on an individual’s qualifications, competencies, and suitability for the position. The Company does not discriminate on the basis of race, ethnicity, social origin, social status, ancestry, religion, disability, gender, sexual orientation, family responsibilities, marital status, political opinion, age, or any other status protected by applicable laws.
Compal prohibits all forms of forced labor. Employees shall not be required to work or provide services under retaliation, coercion, threats, or intimidation, nor shall they be subjected to debt bondage or any other form of involuntary labor. Employees have the right to terminate their employment freely, provided they give the required notice in accordance with applicable local laws and complete the necessary resignation procedures.
Compal is committed to creating a fair, respectful, and ethical workplace and maintains a zero-tolerance approach toward discrimination, workplace harassment, corruption, and other inappropriate conduct. Such matters are governed by the Anti-Discrimination and Anti-Harassment Policy, Ethical Corporate Management Best Practice Principles, Codes of Ethical Conduct for Directors and Managers, Employee Code of Conduct of Compal Electronics, Inc., and the Code of Integrity.
The Company has established complaint and whistleblowing mechanisms and conducts investigations and handling procedures in accordance with the Whistleblowing Policies and Procedures. Through ongoing training and awareness initiatives, Compal continues to strengthen human rights protection and a culture of ethical management, thereby maintaining a positive working environment and sound operational order.
If the employees encounter any threat, abuse, exploitation, or coercive intercourse at work, they can report any illegal matter anonymously through the “Ethical Officer”
complaint mailbox. Employees may file complaints in accordance with "Regulations for Prevention, Correction, Complaint, and Punishment of Sexual Harassment at Workplace" for any sexual harassment, whether in the form of body gesture, verbal, or body contact. Compal provides a sexual harassment complaint mailbox and hotline on the intranet to assure employees that all complaints are properly handled. For child labor and underaged workers, none of our plants has violated pertinent regulations on child labor in 2024. In addition, we have also asked all collaborating suppliers to sign the “Commitment of Compliance to RBA’s Code of Conduct”, which explicitly forbids the employment of child labor or forced labor and protects the rights of underaged workers. Any suppliers found to have violated RBA’s Code of Conduct will be reported to senior management for disciplinary actions to be taken.
- Compal Human Rights Policy:
- Compal Non-Discrimination and Anti-Harassment Policy:
Labor Practices Commitment
We are committed to building a fair, respectful, and resilient working environment by continuously strengthening fundamental labor conditions such as working hours management, fair compensation, and paid leave. In terms of working hours, we comply with local regulations and implement systematic monitoring and internal audit mechanisms to ensure reasonable working hours, timely and full payment of overtime wages, and the prevention of overwork risks. For paid leave, we offer benefits that exceed legal requirements and encourage employees to take leave to maintain a healthy work-life balance. We promote transparency and equity in our pay structure and are gradually introducing gender impact assessments to advance gender equality and equal pay for equal work.
In addition, we are mindful of the transformation challenges brought by industrial and climate change. Through training and upskilling programs, we support our employees in adapting to future challenges.
We also encourage our value chain partners to improve labor conditions together, in alignment with our core values of human rights and sustainability.
- Labor Practices Commitment
Living Wage Commitment
Compal supports United Nations’ Sustainable Development Goals. Compal compensates employees in full compliance with regulations, and supports the concept of paying living wage that can provide decent standards of living for employees and their families. Compal commits to paying living wage to employees by 2030, and continuously explore opportunities to extend the same concept to our contractors and suppliers.
- Compal Living Wage Commitment
Expand Social Protection Coverage
At Compal, we are committed to creating a safe, healthy, and secure work environment. Across all our global locations, we offer employee protections that meet or exceed local legal standards, tailored to each region’s laws and practices.
In Taiwan, for example, we provide a comprehensive and above-standard group insurance program, demonstrating our strong commitment to employee health and well-being. Coverage includes:
- Life Insurance: In the unfortunate event of a fatal accident, this benefit offers financial support to the employee’s family, helping to ease the economic burden and provide peace of mind.
- Accidental Injury Insurance: Offers financial assistance when employees suffer injury or disability due to an accident, supporting recovery and life adjustment.
- Hospitalization Insurance: Covers expenses related to hospitalization caused by illness or accidents—including room charges, surgery fees, and miscellaneous medical costs—significantly reducing the financial impact on employees.
- Cancer Insurance: Provides additional medical coverage and subsidies in the event of a cancer diagnosis, ensuring employees have access to comprehensive treatment resources.
This group insurance plan goes well beyond the basic protections outlined in Taiwan’s Labor Insurance Act and Labor Standards Act. It reflects our genuine dedication to supporting employees with well-rounded protection.
Moreover, all insurance premiums are fully covered by the company so everyone can enjoy strong, invisible safety net coverage with no added financial burden.
For employees on overseas assignments or business travel, we also offer international insurance that includes accident coverage, medical protection, and emergency assistance services, ensuring timely and effective care anywhere in the world.
Remuneration Policy for Employees
Compal has established work rules and related human resources regulations covering employee compensation, working hours, leave, pension benefits, labor and health insurance benefits, occupational accident compensation, and other employment matters. All policies comply with the requirements of the Labor Standards Act and other applicable regulations. Employee compensation is determined based on the principles of equal pay for equal work and performance-based remuneration. In principle, employee compensation includes 12 months of salary and a mid-year bonus. Year-end bonuses and employee compensation are granted based on the Company’s operating performance and individual employee performance. Salaries are reviewed and adjusted annually with reference to industry compensation levels and changes in consumer price indices. According to the Company’s Articles of Incorporation, if the Company records a profit in a given fiscal year, no less than 2% of profit before tax, prior to the distribution of employee compensation and directors’ remuneration, shall be allocated as employee compensation. Of the total employee compensation amount, no less than 8% shall be allocated to non-executive employees. Salary adjustments, bonuses, and employee compensation distributions are all subject to review by the Remuneration Committee and approval by the Board of Directors.
In 2025, the median annual compensation of full-time non-supervisory employees (excluding directors and managerial officers) in Taiwan was NT$1,418 thousand, while the average annual compensation was NT$1,592 thousand.
Long-Term Incentives for Employees
Employees are the most valuable asset of a company. When the deferral period of employee compensation extends beyond one year, it better aligns the long-term interests of employees with those of the company, thereby promoting sustainable corporate development.
Based on this principle, we have established a long-term incentive policy applicable to employees below the senior manager level. This policy covers key departments and technical positions, including R&D and manufacturing, across both Taiwan and overseas locations, representing approximately 22.3% of the total workforce.
The average deferral period for the long-term incentives is three years, aiming to strengthen talent retention. The incentive is primarily performance-based, with evaluation criteria focusing not only on the achievement of individual goals and contributions to company performance, but also on the integration of sustainability-related actions into personal performance indicators. These include areas such as environmental protection, energy conservation and carbon reduction, social engagement, employee well-being enhancement, and sustainable governance supporting the joint development of long-term corporate value and a sustainable vision.
Gender pay gap analysis
Employee compensation at Compal is based on experience, background, professional expertise, and competency. We also conduct salary benchmarking to monitor the gap between men and woman. The starting salary for the employees will not be different due to gender, race, religion, political status, marriage status, or labor union. At Compal, gender pay differences exist at various job grades due to variations in employees’ experience, expertise, skills, contributions, and performance within the same organizational level (male average salary is used as the baseline, set at 1).
Ratio of Male / Female Salary to Remuneration
| Item |
Employee Level |
2024 |
| Base Salary |
Executives
Level |
1:0.94 |
Management
Level |
1:0.79 |
Non-management
Level |
1:1.03 |
Base Salary+
Other Cash Incentives |
Executives
Level |
1:0.83 |
Management
Level |
1:0.72 |
Non-management
Level |
1:1.03 |
| NOTE : Include Taiwan, China, and Vietnam employees. |
Employee Benefits and Activities
Employees are an important asset to the Company so taking care of employees in one of our top priorities. Compal not only provides employees with various benefits but also hosts activities that encourage employees to be happy in their work and enjoy the good things in life. In addition to subsidies for marriage, bereavement, childbirth, emergency assistance, and holiday bonuses (gift vouchers), as well as providing retirement fund contributions and group insurance in accordance with the law. Ensure the safety and security of employees in their work and personal lives. Furthermore, we continually promote activities related to sports, well-being, health, arts and culture, education, and social charity to enrich the life experience of our employees.
Overview of the Benefits Offered at Various Compal Sites in 2025:
|
Benefit type
|
Taiwan
|
China
|
Vietnam
|
America
|
Remarks
|
|
Employee Group Insurance
|
v
|
v
|
v
|
v
|
Employee group insurance / social insurance
|
|
Health Benefits
|
v
|
v
|
|
v
|
Employee health examinations (in the Americas,
health examinations are provided in Brazil only)
|
|
Vouchers/Cash Gifts
|
v
|
v
|
v
|
v
|
Dragon Boat Festival, Mid-Autumn Festival,
Lunar New Year gifts, year-end bonus
|
|
Marriage, Childbirth,
Bereavement,
Emergency Assistance
|
v
|
v
|
v
|
v
|
|
|
Additional Paid Leave
|
v
|
v
|
|
|
Taiwan: Happiness companionship leave, volunteer leave
China: Only-child care leave
|
|
Other
|
v
|
v
|
v
|
v
|
Employee activities: dinners, carnivals, family days,
holiday celebrations, etc.
|
Employee Benefits and Activities
Childbirth Incentive
In support of the Taiwanese government’s pro-natality policy, Compal has provided a childbirth subsidy of NT$66,000 per newborn to employees in Taiwan since 2011. This benefit is provided to eligible employees upon the birth of a child in accordance with the Company’s policy. Through active promotion of this program, Compal provided subsidies for a cumulative total of 3,783 newborns between 2011 and 2025, distributing a total of NT$249.67 million in childbirth incentives. In addition, Compal has entered into agreements with childcare service providers to offer employees preferential childcare programs, helping to ease the burden of childcare responsibilities.
Childbirth Subsidy in Past Years
| Year |
2022 |
2023 |
2024 |
2025 |
| No. of Births |
186 |
233 |
203 |
151 |
Subsidy Amount
(10,000 NTD) |
1,228 |
1,538 |
1,340 |
996 |
Rewarding Outstanding and Veteran Employees
To reward long-serving employees and acknowledge their outstanding contributions, Compal presents eligible senior employees in Taiwan with a plaque and between NT$3,000 – NT$250,000 in bonuses depending on their years of service; outstanding employees are nominated by each unit then picked by senior executives. Winners receive NT$20,000 in bonuses and an award plaque.
Number of Senior and Outstanding Employees in Past Years
| Year |
2022 |
2023 |
2024 |
2025 |
|
Number of Long-Service Employees
in Taiwan
|
753 |
1,149 |
1,061 |
1,211 |
|
Number of Outstanding Employees
in Taiwan
|
92 |
85 |
86 |
77 |
|
Number of Outstanding Employees
in China
|
14 |
14 |
18 |
12 |
Pension System
- Taiwan: Executed in accordance with Taiwan's relevant retirement regulations. Compal has established labor retirement regulations that clearly define employee retirement conditions, pension payment standards, etc. Monthly contributions to the labor retirement reserve fund are made to a dedicated account at the Bank of Taiwan in accordance with the law, thus safeguarding employee rights. The new pension regulations were introduced in parallel from July 1, 2005 onwards. For employees that qualify under the new law, a contribution equal to 6% of their salary is paid to the employee’s personal pension account each month; if voluntary pension contributions were made and then monthly deductions at the same rate of the voluntary contributions are made by the Company and paid into their personal pension account at Bureau of Labor Insurance.
- China: Executed in accordance with China's relevant retirement regulations. Employees who have contributed to statutory social insurance for 15 years can receive monthly pension payments after retirement. The retirement age for male workers is 60 years, for female supervisors is 55 years, and for female workers is 50 years.
- Other locations: Executed in accordance with relevant local retirement regulations.
Employee Health Management
The Company regularly conducts health check-ups and has a medical room that provides emergency injury and illness treatment, doctor consultations, health tracking, and related health services. Through a health management platform, we monitor employees' health conditions and conduct risk assessments and health management based on examination data. In 2025, the health check participants total 7,114 people and the Participation Rate is 99.1% . To strengthen preventive medicine, we organize health seminars, health promotion activities, and clubs, to encourage employees to develop good health habits and integrate these into the workplace culture. Through diverse health initiatives, we help employees maintain good health in both work and life. In addition, the Company works with external organizations to conduct health check-ups, doctor consultations, and EAP, to ensure employees receive comprehensive health support during their employment, further enhancing workplace health, safety, and overall well-being.
In Taiwan, health check-ups are regularly conducted based on the work environment of each plant and job characteristics of each role. In addition to meeting legal requirements, additional examination subsidies are provided, covering common disease screenings, to enhance the effectiveness of preventive medicine. To increase employee health awareness and participation, regular awareness-raising events are held to improve the utilization and accessibility of health check-ups.
EAP (Employee Assistant Plan) coaching in TaiwanEmployee Engagement Survey
EAP was introduced by Compal in 2019. Professional external consultants work with Compal to provide free phone and email consultation services (fully confidential). Through these consultants, employees receive support and care for various issues, including work, family, interpersonal relations, physical and mental wellbeing, mental illness, finance, legal studies and management. Employees are provided with a wide range of support that safeguards their physical and mental wellbeing, to further improve work performance and productivity and reduce human-caused work accidents due to emotional factors. In 2025, the Employee Assistance Program (EAP) served a total of 2,965 cases, while one-on-one consultations provided by professional counselors totaled 205 hours. The goal is to help employees and supervisors reduce communication barriers in their work and management roles, making organizational operations smoother.
Employee Engagement Survey
Compal aims to provide employees with sound and health development in their careers, understand their physiological and psychological impressions, and realize true improvements to employee happiness in the workplace. Starting in 2022, we conducted an employee well-being survey with coverage rates of 11.9%, followed by 69% in the subsequent survey in 2023. However, the survey results primarily focused on aspects like employee care, benefits, and mental health. To increase employee survey coverage to 100% and enhance the practical utility of the survey results for actual management strategies, in 2024, we transitioned from the original employee well-being survey to an employee engagement survey. This new survey includes more dimensions (such as working conditions, work relationships, and organizational factors) to enable more precise management strategy formulation, boost employee performance, and enhance the Company's overall competitiveness.
|
Survey Year
|
2022
|
2023
|
2024
|
2025
|
|
Questionnaire Content
|
Employee Well-Being
|
Employee Engagement
|
|
Participants
|
Indirect employees
in Taiwan
|
Direct/ Indirect employees
in Taiwan and China
|
Global Direct/
Indirect Employees
|
|
Number of Surveys
Distributed
|
7,254
|
32,536
|
32,753
|
31,529
|
|
Number of Responses
Received
|
2,832
|
23,386
|
17,022
|
21,278
|
|
Recovery Rate
|
39.04%
|
71.88%
|
51.97%
|
67.49%
|
|
Survey Coverage Rate
|
11.5%
|
69.0%
|
100%
|
100%
|
|
Average Score
|
69.64
|
72.92
|
73.9
|
78.45
|
|
Proportion of Highly
Engaged Employees
|
68.29%
|
74.44%
|
78.03%
|
84.21%
|
◆Note. The percentage of highly engaged employees is calculated as follows: Number of valid respondents scoring 65 points or above ÷ Total number of valid survey respondents.
The 2025 Employee Engagement Survey consisted of 54 questions across nine dimensions and was offered in 7 languages. The survey covered employees across all global sites. A total of 21,278 questionnaires were collected, of which 21,278 were valid responses, resulting in a valid response rate of 100%. The overall engagement score was 78.45 points (the 2025 target of 74 points). Through survey analysis, the Company gains insights into employee perceptions and establishes improvement targets for the following year (the target for 2026 is set at 74.7 points). Based on the 2025 survey results, each site developed corresponding improvement measures according to its specific circumstances. Through regular review and follow-up mechanisms, the Company continues to refine these initiatives, demonstrating its commitment to listening and responding to employee feedback while continuously enhancing the overall work environment.
