Employee Welfares

Performance

1 : 0.81

The gender pay ratio at the same job level was 1:0.81 among general employees.

1 : 0.57

The gender pay ratio at the same job level was 1:0.57 among management-level employees.

ASUS determines salary standards based on position, capabilities, educational background, work experience, and professional knowledge. Starting salaries and rewards do not differ based on gender, religion, political affiliation, marital status, or other factors. ASUS reviews the Company’s compensation and market salary levels each year and makes adjustments as needed.

At the operations headquarters, starting salaries for entry-level employees are higher than statutory requirements. To retain employees in key positions as well as high-performing talent with strong development potential, cultivate ASUS management and professional talent, and further enhance corporate competitiveness, ASUS has established a key talent retention bonus program.

Based on comparisons within the same job grade, the male-to-female remuneration ratio is approximately 1:0.81 for general employees and 1:0.57 for management-level employees.

Benefit Package Beyond the Statutory Requirement

ASUS offers a diverse and flexible welfare system. In addition to the social insurance required by the regulation, group insurance is also planned, and the coverage is extended to the families of employees. Meanwhile, multiple benefits are provided, including meal supplements, birthday gifts, and health examination allowances, etc. We provide annual paid leave in accordance with regulations. Besides, we also provide paid sick leave and casual leave, a number of days of happiness leave each year, allowing employees to plan their own time off to manage their work-life balance.

From the launch of the Employee Stock Ownership Trust in 2023 through 2025, employee participation has exceeded 79.6%. The application period is announced and promoted annually, demonstrating our commitment to sustainable operations and employee retention, while providing additional support for employees’ retirement planning.

Paid Annual Leave, Personal/Sick Leave, and Happiness Leave

  • Paid annual leave is provided in accordance with laws and regulations.
  • Eligible employees are entitled to 30 days of paid sick leave and 14 days of paid personal leave, including 7 days of family care leave.
  • Employees are granted 7 days of Happiness Leave each year, with some arranged by the Company and some scheduled by employees.

Flexible Working Hours

  • Flexible working hours at headquarters: flexible start time from 07:30 to 09:30 and flexible end time from 16:30 to 18:30.
  • Overseas subsidiaries implement a Hybrid Work Model. Each subsidiary may adopt up to two work-from-home days per week based on local needs, significantly enhancing overall work flexibility and supporting employees' autonomy and work-life balance.
  • Headquarters continues to promote its flexible work policy, providing 24 working days of flexible work-from-home arrangements each year. Employees may apply based on the nature of their roles, helping reduce commuting costs and carbon emissions while improving work flexibility. In 2025, approved usage reached 54,809 person-times, an increase of 69% compared with 2024, demonstrating strong employee recognition of the policy and its effective support for work-life balance. Participating units also noted that the flexible work arrangement not only improved employees' work-life balance, but also enhanced team collaboration and overall job satisfaction, reflecting the Company's continued commitment to workplace well-being and sustainable workplace development.

Subsidy

  • Meal subsidies, birthday gifts, childbirth subsidies, wedding and funeral subsidies, recreational coupons, health checkup subsidies, children's education subsidies, employee parking subsidies, etc.

Group Insurance

  • Comprehensive group insurance, including life insurance, accident insurance, medical insurance, cancer insurance, etc.
  • Preferential add-on group insurance plans are available for parents, parents-in-law, spouses, and children.
  • 2023-2025: All employees covered by group insurance

Welfare Activities

  • Subsidies for departmental engagement activities.
  • Diverse clubs covering sports, leisure, arts, and other interests.
  • ASUS Happiness Farm.
  • Family Day, arts and cultural activities, and farmers' markets.

Employee Stock Ownership Trust

  • ASUS offers an employee stock ownership trust program for employees with more than one year of service. Under this program, employees make regular monthly contributions to purchase company shares, and the company provides matching incentives at a 1:1 ratio.

ASUS Living Wage Commitment

A living wage is a fundamental basis for maintaining the basic standard of living of employees. We believe that sustainable business operations should also be built on the foundations of employees’ economic security, the protection of labor rights, and fair treatment. In recognition of the contributions employees make to our operations and long-term development, ASUS is committed to fostering a workplace that supports not only employment opportunities, but also economic security and career development.

ASUS is committed to providing competitive compensation and benefits. We regularly review our wage levels in consideration of local living costs, labor market conditions, and operational circumstances, and continue to refine our approach toward supporting employees in achieving reasonable living wage standards in their respective locations. We are committed to providing compensation that meets the local living wage level, with the management objective of achieving a full living wage across all primary operational locations. ASUS will also progressively extend the principles of living wages and labor rights into its supply chain management, with the aim of enhancing supply chain stability and resilience, fulfilling corporate social responsibility, and supporting United Nations Sustainable Development Goal 8: Decent Work and Economic Growth.

Living Wage Assessment Methodology

For its primary operational locations, ASUS establishes its living wage calculation baseline by referencing living wage benchmarks published by reputable research organizations—such as the Anker Research Institute methodology and the WageIndicator Foundation—along with relevant livelihood data announced by local government authorities. The Company evaluates whether the fixed compensation paid to employees (excluding bonuses and overtime pay) exceeds this living wage baseline. For any instances identified where compensation falls below the living wage, we continuously review the situation and provide appropriate adjustment measures.

Living Wage Assessment Progress

In 2025, ASUS initiated a survey on employee compensation across its primary operational locations. The fixed compensation levels in Taiwan and China (accounting for approximately 70% of total employees) exceed the local living wage standards evaluated using the aforementioned methodology.

Stable Retirement Contribution System

In accordance with the provisions of the “Labor Standards Act” and the “Labor Pension Act”, the company contributes 6% of salary to individual new-system pension accounts on a monthly basis, and allocates retirement funds to a dedicated account under the supervision of the Labor Retirement Reserve Supervisory Committee for saving and expenditure.

For foreign professionals who are employed after the implementation of amendments to the Act for the Recruitment and Employment of Foreign Professionals and are subject to the Labor Standards Act, they will also be eligible to participate in individual accounts under the new labor pension system. This is expected to be implemented in 2026.

Five-Star Psychological Care

Employee Care Hotline

ASUS has established internal and external Employee Assistance Program (EAP) hotlines to provide employees with access to professional consultation services. These services cover a wide range of topics, including workplace adaptation, emotional management, interpersonal relationships, stress adjustment, and coping with anxiety. Employees can seek professional support through these channels to receive counseling and referral resources, ensuring they feel supported by the company in all aspects of work and life, thereby enhancing their sense of belonging and workplace security.

Employee Opinion Mailbox

To promote internal communication and employee participation, ASUS has set up an employee suggestion mailbox on the homepage of its internal system (EIP), providing a smooth, safe, and responsive communication channel. Employees may freely express opinions and provide suggestions, allowing the organization to promptly understand employee needs and ideas. ASUS is committed to building an authentic and transparent corporate culture, ensuring that every employee’s voice is respected, heard, and considered in decision-making, thereby promoting a more inclusive and sustainable workplace environment.

Employee Care Website

ASUS established HR-Ally, a one-stop Employee Care Website that enables employees to independently access the support and resources they need. The website provides information related to workplace systems and legal requirements applicable to all employees, workplace misconduct awareness and training, statements and grievance channels for workplace misconduct, employee communication channels, Employee Assistance Program (EAP) services, consultation appointment information, and other relevant resources. It also integrates channels for workplace misconduct complaints and labor-management communication, ensuring that employees can receive timely resources and assistance when needed. Through a digital, convenient, transparent, and open communication platform, ASUS provides a friendly and supportive workplace environment, while promoting employees’ mental well-being, workplace trust, and work-life balance.

Employee Assistance Program and Hotline

ASUS has established internal and external Employee Assistance Program (EAP) hotlines to provide employees with access to professional consultation services. These services cover a wide range of topics, including workplace adaptation, emotional management, interpersonal relationships, stress adjustment, and coping with anxiety. Employees can seek professional support through internal and external hotlines to receive counseling and referral resources, ensuring that they feel supported by the Company across all aspects of work, life, and health, thereby enhancing their sense of belonging and workplace security.

In 2025, EAP services reached 1,310 service instances. According to the service satisfaction results, 96% of employees who used the service were satisfied and believed that it helped resolve their issues. ASUS also periodically organizes employee care seminars to foster a friendly workplace, enhance employees’ communication skills, and cultivate managerial sensitivity and empathy, jointly promoting work-life balance.

Emergency Care and Assistance Mechanism

For special circumstances such as accidental injuries, hospitalization due to illness, and major disasters, ASUS has established a humanistic care function under the Corporate Development Office to provide emergency assistance and care based on individual case needs. In addition to offering emergency consolation payments, ASUS also develops customized support plans for employees requiring long-term care, ensuring that employees and their dependents receive continuous assistance and psychological support. Through this mechanism, ASUS aims to provide necessary assistance and support to individuals, allowing employees and their dependents to feel the care and concern of the ASUS family.