Employee Care
01 Human Rights Policy and Inclusive Workplace
SynPower respects and protects the fundamental human rights of its employees and is committed to creating a diverse, equitable, safe, and discrimination-free workplace. The Company's Human Rights Policy was approved by the Board of Directors on August 13, 2026 and establishes management principles with reference to internationally recognized human rights standards.
- United Nations Universal Declaration of Human Rights
- United Nations Global Compact
- United Nations Guiding Principles on Business and Human Rights
- Relevant International Labour Organization (ILO) conventions and principles
Human Rights Policy Disclosure
Policy Scope and Principles
The policy follows the management principles of respecting human rights, preventing risks, mitigating impacts, and pursuing continuous improvement. It covers labor rights, occupational health and safety, equal employment and diversity and inclusion, prohibition of child and forced labor, working hours and compensation, freedom of association, privacy and information security, supply chains, and grievance and remediation mechanisms.
Applicability
The policy applies to all directors, managers, full-time employees, contract personnel, dispatched workers, interns, and other workers under the Company's direction and supervision. SynPower also encourages affiliates, suppliers, contractors, outsourced service providers, consultants, agents, and other business partners to support the principles of the policy.
Governance and Responsibilities
The Board of Directors serves as the highest supervisory body. The Corporate Sustainability Promotion Team or relevant responsible functions coordinate implementation, together with Human Resources, Occupational Health and Safety, Legal, Information Security, Supply Chain Management, and other related functions.
Prohibition of Child and Forced Labor
SynPower prohibits the employment of persons under the age of 16 and verifies age during recruitment and selection. Employees are not forced to work or perform excessive overtime.
Equal Employment and Compensation
Employment and compensation decisions are made without differential treatment based on gender, sexual orientation, or other protected characteristics. The Company continues to monitor gender pay differences and uphold the principle of equal pay for equal work.
Zero Tolerance for Workplace Harassment
The Company maintains zero tolerance toward violence, sexual harassment, stalking and harassment, and workplace bullying and provides confidential grievance and investigation mechanisms.
Reasonable Working Hours and Labor Conditions
SynPower complies with applicable labor laws and provides compensation, benefits, and working conditions that meet or exceed statutory requirements to protect employees' fundamental labor rights.
Labor-Management Communication
The Company maintains multiple communication channels and regularly convenes labor-management meetings to discuss employee rights, welfare, and workplace matters and promote constructive labor-management relations.
Healthy and Safe Workplace
Health and safety constitute an important part of the Human Rights Policy. Occupational health and safety management and annual performance are disclosed separately on the Occupational Safety and Health page.
02 Talent Development
Systematic Talent Development
The Company integrates internal training, external professional development, the EIP knowledge platform, and professional advisory resources. Training is managed through the TTQS framework of Plan, Design, Do, Review, and Outcome to continuously enhance the quality of talent development and organizational capabilities.
- Total employee training budget in 2025 was approximately NT$1.63 million.
- Internal and external training covered professional skills, management capabilities, and cross-functional collaboration.
- The Company continued to provide resources for external education and professional certification.
Employee Satisfaction and Continuous Improvement
The Company conducts an annual employee satisfaction survey through an anonymous online questionnaire to collect employee feedback regarding the work environment, management systems, and overall workplace experience. The average overall satisfaction score in 2025 was 4.7 out of 6.0, with survey coverage reaching 99%. Improvement actions are continuously implemented based on survey results.
2025 Employee Satisfaction Improvement Plan
03 Compensation, Benefits and Family Support
Pay Equity and Employee Benefits
The Company maintains a competitive compensation system and continues to review gender pay differences and equal pay for equal work. Performance bonuses, year-end bonuses, employee activities, and a range of welfare programs support employees' stable and long-term development.
2025 Average Compensation Ratio by Gender
Note: The gender compensation ratio is calculated as the average compensation of male employees divided by the average compensation of female employees at each job level.
Family-friendly Workplace and Care Support
The Company continues to build a family-friendly workplace through time, workplace, financial, and health support measures, helping employees balance career development, childcare, and family care responsibilities.
Calculated based on employees who were eligible to apply for parental leave during the year and used as a quantitative indicator for the Company's family-friendly workplace initiatives.
- Childcare and Education Support: support measures related to children's childcare and education.
- Health Care: professional occupational health nurse consultations and health interviews.
- Family Participation: family, sports, and leisure activities that encourage employee and family participation.
Diverse Benefits and a Supportive Workplace
With employee work, life, health, and family needs at the core, SynPower provides diverse benefits, leisure facilities, and engagement activities. The Company also encourages technological innovation through compensation and invention patent reward mechanisms, helping employees pursue professional growth while maintaining quality of life, health, everyday well-being, and family support.
04 Employee Communication and Rights Protection
Labor-Management Meeting | Quarterly
The Company holds regular labor-management meetings to maintain two-way communication and exchange views on employee rights, benefits, workplace conditions, and related matters.
Business and Performance Communication
Through monthly all-hands meetings and quarterly performance evaluations, the Company communicates business performance and provides employees with feedback related to their work and development.
Anti-Harassment and Grievance Mechanism
Grievance channels are available for sexual harassment, workplace bullying, unlawful infringement, and other employee rights matters. Cases are handled under principles of confidentiality and protection against retaliation.
Employee Rights and Legal Awareness
The Company continues to promote awareness of gender equality, personal data protection, workplace violence prevention, sexual harassment prevention, stalking and harassment prevention, and workplace bullying prevention.
Employees who experience workplace sexual harassment, bullying, discrimination, or other unlawful infringement may submit concerns through the Company's established employee grievance mechanisms. Cases are handled in accordance with principles of confidentiality, fairness, and protection against retaliation.
Employee / Human Rights Grievance Email: SP-HR@synpower.com.tw
Employee Feedback Hotline: +886-3-369-0966 ext. 8001