Safe Workplace｜Salary and Welfare

Nuvoton values talent as the cornerstone of sustainable development. Embracing a ''people-oriented'' approach, we prioritize talent cultivation and development. Our five core strategies—diverse strategies to attract talent, active cultivation and development of talent, superior retention system compared to industry peers, emphasis on and practice of workplace safety, and care for employees and encouragement of communication—are designed to foster a safe workplace environment, ensuring employees have a secure and healthy working environment. The company follows the Labor Standards Act and other relevant labor regulations, and supports the protection spirit and basic principles of various international human rights conventions, including the "Universal Declaration of Human Rights" by the United Nations, the "United Nations Guiding Principles on Business and Human Rights," and the "Declaration on Fundamental Principles and Rights at Work" by the international labour organization.

SDGS

196.8/200

Points

2025 RBA VAP Risk Assessment Score (Labor Rights, Environment & Safety, Ethics & Compliance)

Ten thousand NTD

childcare subsidy per child

0.63

0.63 Occupational injury rate per 1,000 employees reduced by 40% from the baseline (1.81 to <1.10)

Employee Relations and Communication

Salary and Welfare

Human Rights and Gender Equality

Occupational Safety and Health

Competitive Salary

In 2024, Nuvoton will continue to be listed as a constituent stock in the Taiwan High Salary 100 Index. This index promotes sustainable development by encouraging global companies to prioritize employee compensation. The key screening criteria include average employee salary, net profit, net value per share, and total employee remuneration. These metrics reflect the company's commitment to valuing employee compensation while striving for sustainable growth.

In addition to overall salaries, the company places strong emphasis on the compensation assessment for new hires. We regularly review the competitiveness of salary levels based on job responsibilities, scope of authority, academic qualifications, and expertise, benchmarking against industry peers and market standards. Annual salary adjustments take into account market conditions, business performance, individual performance, and other relevant factors.

We provide equal opportunities for all employees, without distinction based on age, gender, sexual orientation, race, religion, political affiliation, or marital status. We are committed to fostering a fair and inclusive workplace, supported by a compensation system that is equitable and competitive.

Diverse Retention Policies

Category	Welfare Projects
Salary And Benefits	Complete and competitive salary system Mid-Autumn Festival, Dragon Boat Festival, and Chinese New Year bonuses (depending on the company's operating performance) Bonus dividends (depending on company profits, organizational goal achievement rate and individual performance) Birthday gift certificates, Three-Day gift certificates, Labor Day gift certificates Tourism cultural and leisure subsidies
Staff Care	Labor health insurance and group insurance Annual employee health examination Wedding and funeral subsidies, maternity subsidies Child care subsidy for 0-4 years old Perfect retirement system Lunch and dinner allowance Pregnant woman parking spac Comfortable and clean lactation room
Holiday System	New colleagues are entitled to extra days of Lohas leave in their first year of employment Flexible commuting
Have fun in Nuvoton	Club activities, festivals, family days, annual eves Irregular afternoon tea and office snacks Provide leisure facilities (fitness equipment and rhythm classes ) Thousands of special manufacturer discounts

Employee Benefits

In addition to the basic employee benefits mentioned above, we also have a diverse welfare system, including employee welfare committees, employee club activities, child care encouragement programs, and parental leave.

240,000

NTD childcare subsidy per child

We recognize the challenges of Taiwan's declining birth rate and are committed to supporting our employees as they raise children. Beyond statutory requirements for maternity, paternity, family care, and marriage leave, we provide a monthly childcare subsidy for children aged 0–4. With up to NT$240,000 available per child over four years, we offer steady support through these important early years for the next generation.

Clubs and Activities