Win Semiconductors is committed to upholding employee human rights, fostering a workplace where every individual is respected and treated with dignity. The company complies with the Labor Standards Act and the Responsible Business Alliance (RBA) Code of Conduct, and has established a clear Labor Practice Commitment. We ensure equal opportunities in employment and compensation, and have implemented a gender-equal pay system. Living wage levels are reviewed regularly to provide competitive compensation and comprehensive employee benefits.
Win strictly adheres to regulations on working hour and attendance. We have set clear guidelines to limit weekly working hours to no more than 60 hours and to guarantee at least one day off every seven days. Employees are entitled to paid annual leave and all statutory holidays. Overtime is regularly monitored to minimize unnecessary or excessive working hours, and all overtime is compensated in accordance with the law.
In the event of mass terminations, Win adheres to legal requirements regarding notice periods and severance, and ensures transparent communication with affected employees. The company respects the rights of all employees and has established a corporate Human Rights Policy that guarantees fair and suitable job placements. Discrimination or harassment based on race, belief, religion, political affiliation, gender, marital status, or disability is strictly prohibited. These principles apply to all employees across the organization.
Win is dedicated to growing alongside its employees by creating a fair, inclusive, and people-centered workplace where everyone can thrive.
Gender Equality Leadership Award The 17th Taiwan Corporate Sustainability Awards
NT$221,990 thousand The amount of childcare subsidies as of the end of 2024
A Happy Workplace
Plentiful Compensation
More Benefit Measures for Full-Time Employees
- Flexible hours and locations: To provide work-life balance, WIN gives employees a flexible 15-minute window for start and stop times. If necessary due to factors such as work or family, employees can apply for shift adjustments or apply to work from home. We provide employees with work flexibility.
- Leave policies superior to statutory requirements: Once new employees pass a review after three months' service, they may enjoy 4 days of new hire leave (superior to provisions in the Labor Standards Act) + 3 days of statuary special leave. And through the attendance system, we can ensure the rights of employees to use their leave.
- The Company provides free regular health examinations for employees, clinic services provided by professional doctors in the Company, and various employee health promotion knowledge promotion and events.
- Employee meal subsidies, dormitory, and shuttle bus.
- Distribution of birthday gift money, Labor Day gift money, and Dragon Boat Festival/Mid-Autumn Festival/Chinese New Year shopping gift money, year-end party lucky draw, and employee party funding subsidies.
- Employee marriage, funeral, hospitalization, and childbirth subsidies as well as relief funds based on employees' urgent needs.
- Childcare subsidies: With the goal of encouraging more employees to build families and have children with the support of the Company's benefits policy, and in response to the government's policy to encourage childbirth, WIN provides monthly subsidies of up to NT$5,000 for each child under the age of 7. In 2024, WIN provided over NT$39.29 million in childcare subsidies to 656 employees. Since we began providing childcare subsidies, the amount of subsidies reached NT$221.99 million.
- Complete insurance system and retirement plan: In addition to providing statuary Labor Insurance and National Health Insurance coverage and setting up the labor pension account, WIN provides employees with full and high-premium comprehensive group insurance that includes life insurance, accident insurance, medical insurance, and cancer insurance. Employees continue to receive group insurance benefits during periods of military service or medical leave. Additionally, those on overseas business trips are provided with extra travel accident insurance, thereby improving employees' overall life and security. In addition to group insurance for employees, we also provide high-quality and affordable group insurance for employees' family members. To provide employees with comprehensive insurance and retirement plans, WIN also has professional insurance personnel on site to provide employees with immediate consultation and claims application services. In addition, banks also provide on-site services to offer tailored financial and retirement planning advice, helping employees plan for an ideal future based on their individual needs.
A Caring Workplace for Our Employees
To support the government's unpaid parental leave policy, WIN allows its employees to apply for unpaid parental leave in accordance with the Act of Gender Equality in Employment. In 2024, 88 employees applied for unpaid parental leave. The average rate of reinstatement was 79.31%. WIN is also committed to creating a workplace environment with gender equality. In 2024, the Company participated in the TCSA Individual Performance Awards for the first time and was honored with the “Gender Equality Leadership Award”, recognizing our efforts in creating a gender-friendly work environment.
To build a friendly workplace for mothers, each fab has designated independent and private breastfeeding rooms which were used 2,892 times in 2024. WIN also provides health education programs, medical consultation services, occupational risk investigation and management, classrooms for parents and baby health information, parking space for pregnant employees, birth subsidies, and group insurance subsidies. In addition, day care centers and postpartum nursing centers were added in 2018. Lastly, WIN offers 8 weeks of paid parental leave for the primary caregivers in accordance with the law, and the employees can also apply for 24 weeks of parental leave in half a year, which is paid at 80% of the insured salary. Additionally, we provide 7 days of paid parental leave for the non-primary caregivers, and the employees can also apply for 24 weeks of parental leave in half a year, which is paid at 80% of the insured salary. All of these provisions are aimed at creating a workplace environment that encourages a better work-life balance for all employees.
Statistics for Parental Leave in 2024
Pension Fund Appropriation Status
Human Right Promotion
To protect the rights of all workers, WIN abides by all regulations of the Labor Standards Act as well as benchmark international human rights standards such as the “International Bill of Human Rights”, “UN Guiding Principles on Business and Human Rights”, “Declaration on Fundamental Principles and Rights at Work” of the International Labour Organization, and the UN Universal Declaration of Human Rights. In addition, we also established the Code of Conduct base on the regulation of the Responsible Business Alliance (RBA) as the basis of internal management to protect the human rights of WIN’s employees.
Our human rights management standards are established in the following regulations:
• Established WIN’s “Human Right Policy”
WIN is dedicated to the protection of human rights. It has created a dignified working environment and complies with the local regulations of its operating locations, ensuring that all daily operations and business activities comply with human rights requirements. Aside from its own actions, the Company hopes that all suppliers, business partners, customers, and other parties with operational development relationships with WIN can comply with the same standards. The human rights policy has been signed off by the ESG Committee Chairperson and published on the Company’s website.
• Organize employee/employer meetings in accordance with the “Regulations for Implementing Labor-Management Meeting”
Although WIN currently does not have a union organized by employees, an employee/employer meeting is held every quarter. Ten representatives each from Fab A and Fab B, and five representatives from Fab C are appointed by employees and the Company. An employee communication mailbox has been set up to discuss related issues once they appear and prompt effective and fair communication to promote harmonious labor-management relations and to find mutually beneficial solutions.
• Established the “Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace”
To prevent sexual harassment at the workplace and protect gender equality and the rights and privacy of the parties, a temporary investigation team will be set up according to the nature of the case each time a sexual harassment complaint is received to protect employee rights.
• Established the “Sustainable Responsibility Policy”
WIN is committed to protecting employees’ human rights and making employees feel respected and dignified. We also maintain the environmental security of all work areas and be responsible for all business activities. The Policy includes five parts - labor, health and safety, environment, code of ethics, and management system. In this document, we commit to human rights issues, including the prohibition of human trafficking, forced labor, child labor, discrimination, and harassment. We provide fair and appropriate work opportunities and establish a friendly workplace environment based on the principle of equal pay for equal work. We also protect employees’ freedom of association and rights to collective bargaining.
• Established the “WIN Supplier Code of Conduct”
The Company hopes to examine human rights issues with a more positive attitude and a broader perspective through communication and cooperation with our suppliers. We also take our responsibility seriously when it comes to social and environmental issues.
Human Rights Risks Identification Process (two-track system)
Human Rights Risks Identified by WIN and Mitigation Measures
WIN referenced the RBA and health conditions of the workplace environment to assess human rights risks. Related departments periodically assess the effect of risk items on employees. The scope covered all workplaces of WIN (including three fabs) and all production related activities. We identified 13 human rights risks in 2024. Besides implementing mitigation measures for all risks, we also formulated compensation measures.
WIN regularly review internal regulations, procedures, and related risks and actively improve the work environment. Domestic and foreign customers also adopt international standards to review WIN's human rights risks and related measures.
In the last three years, our human rights assessment process has covered all of our own operations and Tier I suppliers. The assessments, which reviewed 100% of these activities, found no human rights risks, and no mitigation actions were necessary. Our joint ventures are mainly investment companies without suppliers or employees, and were therefore excluded from the assessment scope.
Human Rights Policy Training
WIN references international human rights standards and trends to regularly update and review the internal Corporate Social Responsibility Announcement. We implement training and awareness campaigns each year to meet international human rights standards and continue to protect employees' rights. We implement training and awareness campaigns for new and current employees each year. In 2024, the number of course enrollments for orientation training and RBA training totaled 3,204 and total training hours amounted to 1,741 person-hours. The training ratio was 99.97%.
Human rights policy training hours
Percentage of human rights policy training coverage
Talent Cultivation
In the rapidly changing environment of the semiconductor industry, the organization faces the challenge of volatility, uncertainty, complexity, and ambiguity (VUCA). We are fully aware that talent is the most important part an enterprise’s competitiveness. Therefore, WIN has always regarded employee training and development as one of its key business objectives. The Company is committed to creating a comprehensive learning environment to ensure that every employee can continuously grow, enhance their professional skills, and strive for excellence with the organization.
Based on our mid- to long-term operational strategy and the core values of our four major training systems, we have designed professional and managerial training roadmaps. We also offer a diverse range of learning resources to ensure that our training programs align with employees' career development needs. Whether it is deepening technological ability, improving management, or personal growth, we are actively promoting learning-centric training programs to provide every employee with the most suitable learning opportunities.
WIN regularly organizes internal innovation forums, cross-functional training sessions, and project-based learning programs focused on digital transformation, Industry 4.0, and occupational safety. These initiatives are designed to equip employees with new skills and knowledge, supporting upskilling and reskilling efforts to address the challenges and opportunities arising from industrial transformation.
Additionally, to foster mutual understanding and inclusion among employees of diverse cultural backgrounds, we organize cultural education and exchange activities tailored for our foreign migrant workers. These initiatives include online sessions introducing Taiwan’s landmarks and cultural heritage, basic Mandarin lessons, and language exchange opportunities.
In addition to valuing professional development, WIN is committed to creating a safe and healthy working environment. We strictly comply with government regulations and audit requirements by regularly providing training in environmental safety, information security, and quality assurance. This ensures that every employee can thrive within a solid safety framework and grow with confidence.
Going forward, we will continue to deepen our talent cultivation system, so that learning can become part of WIN's culture. We will work together with every employee to create a better future.
Talent Development Action Plans
In 2024, 15,992 people participated in 266 training sessions with a total of 25,381.84 person-hours, and on average each employee received 8.67 hours of training. Total training cost totaled NT$2,430,000, with $1,780,000 for internal training and $650,000 for external training, and the average training expenses per person was NT$832.51.
Training in 2024 was focused on two main themes. First, the training aimed to improve the management capabilities of supervisors. It enhanced the foundation of management through a series of courses on MTP supervisor management. Unlike the previous approach of conducting training for all employees, this year certain advanced management courses were tailored based on competency gap analysis, focusing on strengthening the specific areas where supervisors need improvement. As a result, the total number of trainees in the overall management system slightly decreased compared with last year, but the accuracy and effectiveness of the training increased significantly.
Second, the Company continues to promote core value training to deepen our corporate culture. We organized a series of courses, including celebrity lectures, experiential courses, and sharing sessions, to internalize our core values in the daily work and thinking of every employee. The total number of core value training hours this year increased by 1,851 hours compared to the previous year, showing those employees' recognition with and participation in our corporate culture continued to increase. Our core values have always led WIN's progress. In the future, we will continue to strengthen talent cultivation and deeply embed our core values in the hearts of every WIN employee to jointly work towards a better future.
Number of training hours by personnel category
Number of training hours by gender
Training course type
Performance Management
The main purpose of performance management and the development system is to link the Company's goals with personal goals. Through positive performance feedback and communication, we review and measure employees' skill development and create the optimal organization and personal performance. WIN's performance appraisal system integrates the company's strategic goals and launches the annual goals and plans of each department, which are introduced to all employees for implementation. Supervisors and employees work together to configure their KPI and training and development plans based on the department's annual work goals. Subsequently, mid-year assessments and year-end evaluations are conducted to measure the achievements of individual's KPIs. The results provide a basis for determining job assignments, promotions, salary adjustments, and training and development. Sustainable development is an important strategic goal of the Company. The performance evaluation of managers assesses financial and sustainability performance indicators, as well as core competencies. We then expand it to all employees to work together for the sustainable development of the Company. All WIN employees, including management, indirect employees, and direct employees, must comply with this system and complete the performance assessment.
Performance Assessment Procedures
Percentage of Employees Receiving Regular Performance Reviews by Gender
Percentage of Employees Receiving Regular Performance Reviews by Category
Safe and Healthy Workplace
WIN takes the safety and health of workers very seriously. To keep our employees healthy and prevent occupational diseases from occurring, we established sound consultation, communication, and participation channels. In accordance with the Enforcement Rules of the Occupational Safety and Health Act, and through continuously improving the occupational safety and health management system, we prevent accidents and promote employee safety and health, as well as a human-centric culture. WIN first passed the occupational safety and health management system certification in 2002 and has upheld the P-D-C-A approach for continuous improvement to ensure the effectiveness of the system. We continue to identify and improve potential risks. We also appointed EHS contact window in each department who participates in regular management and the Occupational Safety and Health Committee to promote various safety and health operations, and continue to review and improve operations. All fabs have successfully upgraded to ISO45001 Occupational Safety and Health Management System in 2020 and obtained CNS 45001 Taiwan Occupational Safety and Health Management System certification to build an intrinsically safe working environment.
Safety and Health Tasks
To drive the implementation of safety and health tasks, WIN follows the environmental safety and health policy and tracks the results with EHS performance indicators. We periodically conduct internal audits and internal inspections of safety and health management system. The Occupational Safety and Health Committee explains the safety and health implementation status to the labor representatives of various organizations within the Company in each quarterly meeting.
Safety and health management and internal inspection performance in 2024：
Key results of EHS management measures in 2024
| Objective | Description | Result |
|---|---|---|
| Drinking water testing | To maintain the quality of drinking water and employee health, we conduct sampling inspections of e-coli bacterial colony in water dispensers every three months in accordance with the Regulations for the Use, Maintenance, and Management of Stationary Continuous Drinking Water Supply Equipment. |
Number of water dispensers tested: 82. Pass rate: 100%. |
| Workplace environmental monitoring | We test workplaces for CO2, noise and chemical substances every six months in accordance with the Regulations for Workplace Environmental Monitoring. For machines, equipments, operations, or environments that use or store chemicals, we sample and analyze the concentration of chemical substances in the environment to protect employees from physical and chemical harm. Tested a total of 1,436 items. |
Number of items tested: 1,428 Pass rate: 100%. |
| Health examination |
Employees receive general and special health examination every year: General health examination: 2,767 employees Special health examination: 1.Arsenide (As) and its compounds: 1,494 employees 2.Ionizing radiation: 316 employees 3.Nickel and its compounds: 91 employees 4.Mercury: 34 employees 5.Indium and its compounds: 213 employees. |
Work related abnormal results in health examination: 0. |
| Environmental protection and labor safety training |
In accordance with the Occupational Safety and Health Education and Training Rules,
total 8,753 hours of participation in safety and health education training in 2024 to protect employee safety and health: 1. Occupational safety and health training for new employees: Establish employees’ safety and health awareness. 2. Liberal hazardous chemicals Training for new employees: Establish employees’ hazards of chemical substances awareness and how to use personal protection equipment. 3. Occupational safety and health training for occupational safety and health committee: Establish and continuously remind the safety and health awareness for Occupational Safety and Health Committee. 4. Supervisor occupational safety and health training: Establish and continuously remind the safety and health awareness for supervisors. 5. On-the-job labor health and safety / fire safety / fire extinguisher / emergency evacuation training, at the same time, hold 62 emergency response drills. Contractor participated in safety and health education training for total 3,846 hours. |
Enhanced protection of employee safety and health. |
| On-site inspections, safety inspections, and internal audits |
1. Daily EHS related on-site inspections. 2. Implementation of high-risk machinery safety inspections. 3. EHS Management System internal audits. |
Active and systematic problem finding to reduce the potential risks. |
| GHG emission control management | Besides conducting inventories for GHG emission and commissioning a certifying body recognized by the Environmental Protection Administration in accordance with regulations each year, we also evaluate the economic and technical feasibility of reducing GHG emissions. | The inventories are reported in accordance with the law and serve as the basis for reducing GHG emissions. |
Safety, Health and Emergency Response Training
Through continuous training and promotion, we improve workers’ safety and health awareness and prevent disasters, instilling them with greater understanding and reducing accidents caused by dangerous behaviors. WIN periodically provides occupational safety and health related training for different subjects each year, including, including new employees, current employees, the Emergency Response Team, managers at each level, and contractors, ensuring that every worker is familiar with environmental hazard factors, regulations that they are required to comply with, and raise their safety awareness. In 2024, there were a total of 8,753 person-hours of EHS training; 3,846 persons were received EHS training for contractors; and we held 62 emergency response drills.
Among them, the Emergency Response Team (ERT) regularly trains their emergency response abilities with emergency response capabilities with wearing SCBA and emergency response drills. All fab employees participate in evacuation drills and fire drills every year to cultivate safety awareness and response abilities. We also regularly provide occupational health and safety training for employees to strengthen their safety and health knowledge so that they can better protect themselves. For traffic injury prevention, we broadcast a caring message everyday to remind employees to drive safely when commuting to and from work. Employees who get into traffic accidents are required to take a defensive driving course to strengthen their concept of safety and reduce the occurrence of accidents.
Furthermore, the managers, occupational safety and health personnel, and first aid personnel in each plant have all obtained certifications in accordance with the law, and also receive on-the-job training within the prescribed time limit to gain the latest safety and health knowledge.
Occupational Accidents Management
Statistical indicators of disabling injuries are calculated in accordance with the Occupational Safety and Health Act, with the disabling injury frequency rate (FR) and disabling injury severity rate (SR) as the primary data, excluding off-site traffic accidents.
There were no deaths, major occupational accidents, or occupational diseases among WIN employees caused by work in 2024. The disabling injury frequency rate (FR) was 0.68 and the disabling injury severity rate (SR) was 2. WIN seeks to prevent the same types of occupational accidents from occurring and conducts special investigations on occupational accidents. We take measures to improve the work environment and enhance personnel safety education and training to actively enhance safety awareness. We also conduct reviews and improvements for accidents in quarterly meetings of the Occupational Safety and Health Committee to move towards a zero-accidents objective. Moreover, there were no accidents involving other workers that are not employees in WIN plants from 2020 to 2024.
Occupational Injury Statistics
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