Human Resource Distribution
Unimicron upholds principles of fair and diverse employment. In recruitment, hiring, evaluation, and promotion, we treat all employees equally, regardless of age, gender, race, religion, political beliefs, marital status, or union affiliation. Our primary focus is on matching the right person to the right job, creating global employment opportunities and fostering economic growth.
In 2023, the total number of employees in Taiwan and Mainland China was 27,185, reflecting a slight decrease from the previous period. The downward revision of recruitment due to changes in the external environment and operating conditions also resulted in a lower turnover rate. Due to the industry’s reliance on semi-automated processes that involve manual and physically demanding work, the proportion of male employees is higher than that of female employees. In 2023, migrant workers at Taiwan Facilities primarily come from the Philippines, an English-speaking country, facilitating easier communication. Additionally, 75% of the employees at Mainland China Facilities are direct technical laborers.
2023 Employment Statu(Unit: People)
| Category / Type / Region | Taiwan | Mainland China |
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| Category | Type | Male | Female | Other | Total | Ratio | Male | Female | Other | Total | Ratio |
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| Employees | Total | 9,519 | 6,427 | 0 | 15,946 | 100.00% | 6,872 | 4,367 | 0 | 11,239 | 100.00% |
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| Non-fixed-Term Contract | Direct | 4,410 | 2,952 | 0 | 7,362 | 46.17% | 5,205 | 3,217 | 0 | 8,422 | 74.94% |
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| Indirect | 3,218 | 1,382 | 0 | 4,600 | 28.85% | 1,667 | 1,150 | 0 | 2,817 | 25.06% |
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| Fixed-Term Contract | Migrant Worker | 1,886 | 2,077 | 0 | 3,963 | 24.85% | 0 | 0 | 0 | 0 | 0.00% |
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| Student Trainee | 5 | 16 | 0 | 21 | 0.13% | 0 | 0 | 0 | 0 | 0.00% |
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| Age | Under 30 | 1,734 | 1,354 | 0 | 3,088 | 19.37% | 2,009 | 1,052 | 0 | 3,061 | 27.24% |
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| 30-50 | 7,203 | 4,642 | 0 | 11,845 | 74.28% | 4,732 | 3,308 | 0 | 8,040 | 71.54% |
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| Above 50 | 582 | 431 | 0 | 1,013 | 6.35% | 131 | 7 | 0 | 138 | 1.23% |
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Note: "Others" means the Gender as specified by the employees themselves.
2023 Workers Who Are Not Employees(Unit: People)
| Category / Type / Region | Taiwan | Mainland China |
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| Category | Type | Male | Female | Other | Total | Male | Female | Other | Total |
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| Outsourced | Security | 138 | 57 | 0 | 195 | 172 | 18 | 0 | 190 |
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| Cleaning | 38 | 137 | 0 | 175 | 66 | 124 | 0 | 190 |
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| Catering | 31 | 70 | 0 | 101 | 63 | 84 | 0 | 147 |
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| Contract Worker | Contract Worker | 65 | 57 | 0 | 122 | 56 | 11 | 0 | 67 |
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Note: "Others" means the Gender as specified by the employees themselves.
2023 Job Category
| Category | Taiwan | Mainland China | Total |
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| Male | Female | Other | Total | Male | Female | Other | Total | Male | Female | Other | Total |
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| Management | People | 1,216 | 288 | 0 | 1,504 | 487 | 262 | 0 | 749 | 1,703 | 550 | 0 | 2,253 |
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| % | 80.85 | 19.15 | 0 | 100 | 65.02 | 34.98 | 0 | 100 | 75.59 | 24.41 | 0 | 100 |
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| Non-Management | People | 94 | 433 | 0 | 527 | 155 | 259 | 0 | 414 | 249 | 692 | 0 | 941 |
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| % | 17.84 | 82.16 | 0 | 100 | 37.44 | 62.56 | 0 | 100 | 26.46 | 73.54 | 0 | 100 |
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| Technical | People | 1,931 | 698 | 0 | 2,629 | 1,172 | 670 | 0 | 1,842 | 3,103 | 1,368 | 0 | 4,471 |
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| % | 73.45 | 26.55 | 0 | 100 | 63.63 | 36.37 | 0 | 100 | 69.40 | 30.60 | 0 | 100 |
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| Others | People | 6,278 | 5,008 | 0 | 11,286 | 5,058 | 3,176 | 0 | 8,234 | 11,336 | 8,184 | 0 | 19,520 |
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| % | 55.63 | 44.37 | 0 | 100 | 61.43 | 38.57 | 0 | 100 | 58.07 | 41.93 | 0 | 100 |
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Local Employment
| Category | 2020 | 2021 | 2022 | 2023 |
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| Taiwan | China | Taiwan | China | Taiwan | China | Taiwan | China |
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| Local Residents as Senior Executives(People) | 140 | 4 | 115 | 4 | 115 | 4 | 132 | 4 |
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| Total Senior Executives(People) | 142 | 40 | 116 | 33 | 116 | 36 | 133 | 38 |
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| Ratio(%) | 98.59 | 10 | 99.14 | 12.12 | 99.14 | 11.11 | 99.25 | 10.53 |
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Note 1: Senior executives are defined as Sr. Director level and above. Local residents are employees of the same nationality as the plant location.
Note 2: The increase in the number of senior executives in Taiwan is due to the inclusion of data from the subsidiary, Subtron Technology, this year.
2023 New Employees
| Region | Taiwan | Mainland China |
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| Category | Gender | New Hires | Current Employees | Ratio | New Hires | Current Employees | Ratio |
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| Under 30 | Male | 118 | 1,220 | 9.67% | 446 | 2,009 | 22.20% |
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| Female | 64 | 733 | 8.73% | 251 | 1,052 | 23.86% |
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| Total | 182 | 1,953 | 9.32% | 697 | 3,061 | 22.77% |
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| 30-50 | Male | 178 | 5,826 | 3.06% | 248 | 4,732 | 5.24% |
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| Female | 81 | 3,170 | 2.56% | 200 | 3,308 | 6.05% |
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| Total | 259 | 8,996 | 2.88% | 448 | 8,040 | 5.57% |
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| Above 50 | Male | 10 | 582 | 1.72% | 3 | 131 | 2.29% |
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| Female | 9 | 431 | 2.09% | 1 | 7 | 14.29% |
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| Total | 19 | 1,013 | 1.88% | 4 | 138 | 2.90% |
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Note: Ratio = Annual new hires (non-fixed-term employees hired for more than three months) / Number of current non-fixed-term employees in the same age category as of December 31.
Female Employees(Unit: %)
| Category | 2020 | 2021 | 2022 | 2023 |
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| Taiwan | China | Taiwan | China | Taiwan | China | Taiwan | China |
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| Females in All Employees | 38.80 | 38.41 | 38.91 | 39.62 | 39.08 | 39.49 | 40.30 | 38.85 |
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| Females in Management | 17.15 | 20.53 | 18.87 | 20.79 | 19.20 | 22.17 | 19.37 | 25.33 |
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| Females in Top Management | 8.45 | 5.00 | 9.48 | 6.06 | 9.48 | 5.56 | 11.28 | 5.26 |
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| Females in Junior Management | 18.39 | 24.67 | 19.98 | 23.67 | 20.24 | 25.41 | 20.27 | 29.41 |
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Note 1: "All management" includes deputy managers and higher. "Junior management" refers to deputy managers only.
Note 2: The proportion of female management is calculated from all management positions. Female top management is based on all top management roles, and female junior management is based on all junior management roles.
Employment of People with Disabilities at Taiwan Facilities
In 2023, Unimicron and its subsidiary, Subtron Technology, supported the employment of people with disabilities. In 2023, we hired 170 disabled individuals, surpassing the 159 required by law. Unimicron assesses job roles, offers employment opportunities for individuals with physical and mental challenges, and provides regular health care through physicians. The company also collaborates with the Ministry of Labor's Job Redesign Program, installing barrier-free ramps, handrails in restrooms, and assistive devices to foster an inclusive workplace.
Disability Employment at Taiwan Facilities
| Category | 2020 | 2021 | 2022 | 2023 |
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| Number of Hiring (People) | 144 | 160 | 170 | 170 |
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| Percentage of Hiring (%) | 0.89 | 1.02 | 1.04 | 1.07 |
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Talent Retention
Unimicron offers a competitive salary and compensation system, talent retention strategies, and diverse bonus measures that exceed legal requirements. The company ensures comprehensive protection for employees throughout all stages of their careers. In 2023, the retention rateNote for outstanding engineers in Taiwan and Mainland China reached 92%, successfully attracting and retaining talent while advancing the Group’s sustainable development. We also emphasize gender equality by establishing a maternal health protection system, implementing comprehensive measures, and offering a range of health promotion activities. These efforts aim to enhance the recruitment and retention of female employees and to create a more supportive workplace through a robust sexual harassment prevention and treatment mechanism.
Note: Outstanding Engineers Retention Rate = (Number of employees with "excellent" or above performance in the second half of the previous year still employed at year-end / Total number of employees with "excellent" or above performance in the second half of the previous year) * 100%.
Campus Recruitment Expo
Career Camp
Main Talent Recruitment Channel
Unimicron has developed a robust recruitment framework that integrates various channels to continuously attract talent. This strategy maintains growth momentum, attracts top students, offers quality job opportunities, and upholds corporate responsibility.
Retention Plan
Optimize Compensation Competitiveness and Ensure the Retention of Outstanding Talents
- Compensation Adjustments for Exceptional Performance
- Retention Bonus
Strengthen the Rotation Mechanism and Cultivate T-Shaped Talents
T-shaped talents combine "breadth of knowledge" with "depth of expertise." This approach ensures individuals possess both deep professional skills and a broad understanding across various fields, supporting diverse and well-rounded development.
Retention Strategies
- Year-End Bonus
- Retention Bonus for Key-Talent
- Annual Salary Adjustment
- Employee Remuneration
- Stock-Based Compensation
- Achievement Bonus
- Patent Bonus
- Performance Retention Bonus
- Retention bonus for New Hire
Employee Turnover Management
In 2023, Taiwan’s employee turnover rate fell to 11.3%, a significant 4.5% reduction from the previous year. The turnover was 66% male and 34% female, with 72% in production line roles and 28% in engineering management. In addition to gathering employee feedback through the biennial engagement survey and monthly severance analysis, we identified salary and benefits, health and family concerns, external incentives, and personal adaptation as key factors contributing to turnover. To address these issues, we have implemented several talent retention strategies, including performance-based retention bonuses, signing bonuses for key talents, competitive employee remuneration, and retention incentives for new hires. Each plant adopts tailored improvement measures based on specific issues, creating an optimal environment for talent and developing long-term retention strategies. Additionally, a guidance counselor system supports new employees in adapting swiftly to their new roles. Timely care interviews are conducted to assess employees' workplace adaptability and assist them in adjusting their work status, thereby reducing labor costs.
For employee retention, we offer training programs and resources to support career development. When an employee resigns, supervisors conduct immediate face-to-face interviews, and the HR Division follows up with one-on-one interviews to understand the reasons for departure and, if necessary, reassign the employee to a different work unit. We foster positive interactions through exit interviews, expressing gratitude for their contributions, supporting their decisions, staying in touch, and welcoming them back in the future.
Employee Turnover Rate(Unit: %)
| Category | 2020 | 2021 | 2022 | 2023 |
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| Taiwan | China | Taiwan | China | Taiwan | China | Taiwan | China |
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| Overall Turnover Rate | 11.31 | 26.48 | 20.27 | 35.10 | 17.06 | 31.57 | 13.28 | 22.95 |
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| Voluntary Turnover Rate | 10.11 | 26.47 | 19.36 | 34.90 | 15.80 | 31.57 | 11.30 | 22.95 |
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Note: Voluntary Turnover Rate = (Annual total number of voluntary turnovers by irregular employees with more than 3 months of service - Annual total number of involuntary turnovers by irregular employees with more than 3 months of service) / Number of non-fixed-term employees at year-end (Dec. 31).
2023 Turnover Statistics
| Category | Taiwan | Mainland China |
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| Age | Gender | Turnover | Current Employees | Ratio | Turnover | Current Employees | Ratio |
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| Under 30 | Male | 382 | 1,220 | 31.31% | 748 | 2,009 | 37.23% |
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| Female | 198 | 733 | 27.01% | 416 | 1,052 | 39.54% |
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| Total | 580 | 1,953 | 29.70% | 1,164 | 3,061 | 38.03% |
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| 30-50 | Male | 606 | 5,826 | 10.40% | 815 | 4,732 | 17.22% |
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| Female | 286 | 3,170 | 9.02% | 589 | 3,308 | 17.81% |
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| Total | 892 | 8,996 | 9.92% | 1,404 | 8,040 | 17.46% |
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| Above 50 | Male | 59 | 582 | 10.14% | 11 | 131 | 8.40% |
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| Female | 58 | 431 | 13.46% | 0 | 7 | 0.00% |
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| Total | 117 | 1,013 | 11.55% | 11 | 138 | 7.97% |
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Note: Turnover Rate = Annual number of departures (non-fixed-term employees with over three months of service) / Number of current employees in the same category by age at year-end (Dec. 31).
Parental Leave
In 2023, 223 employees at the Taiwan Facilities applied for unpaid nursery leave. Of the 202 expected to return, 156 did so on schedule or earlier, achieving a retention rate of 77.23%. Among the 154 employees who returned in 2022, 120 were still with the company at the end of 2023, reflecting a retention rate of 77.92%, an increase of 1.68% from the previous period.
Pregnancy gifts / pregnancy care and nursing consultations /
health promotion activities
Parental Leave in Taiwan
| Category | Gender | 2020 | 2021 | 2022 | 2023 |
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| Total Eligible Number for Parental Leave (A) | Male | 508 | 641 | 724 | 857 |
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| Female | 378 | 477 | 544 | 700 |
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| Total | 886 | 1,118 | 1,268 | 1,557Note2 |
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| Actual Number of Parental Leave (B) | Male | 21 | 49 | 61 | 97 |
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| Female | 93 | 132 | 101 | 126 |
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| Total | 114 | 181 | 162 | 223 |
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| Application Rate for Parental Leave (B/A) | Male | 4.13% | 7.64% | 8.43% | 11.32% |
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| Female | 24.60% | 27.67% | 18.57% | 18.00% |
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| Total | 12.87% | 16.19% | 12.78% | 14.32% |
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| Number of Applicants Qualified for Reinstatement (C) | Male | 19 | 38 | 48 | 90 |
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| Female | 87 | 87 | 115 | 112 |
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| Total | 106 | 125 | 163 | 202 |
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| Actual Number of Reinstatements (D) | Male | 14 | 30 | 48 | 72 |
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| Female | 59 | 71 | 92 | 84 |
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| Total | 73 | 101 | 140 | 156 |
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| Reinstatement Rate (D/C) | Male | 73.68% | 78.95% | 100.00% | 80.00% |
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| Female | 67.82% | 81.61% | 80.00% | 75.00% |
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| Total | 68.87% | 82.40% | 85.89% | 77.23% |
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| Number of Reinstatements in the Previous Year (E) | Male | 23 | 14 | 30 | 50 |
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| Female | 69 | 59 | 71 | 104 |
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| Total | 92 | 73 | 101 | 154Note3 |
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| Number of People Reinstated for One Year in the Previous Year (F) | Male | 18 | 14 | 23 | 38 |
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| Female | 61 | 52 | 54 | 82 |
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| Total | 79 | 66 | 77 | 120 |
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| Retention Rate (F/E) | Male | 78.26% | 100.00% | 76.67% | 76.00% |
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| Female | 88.41% | 88.14% | 76.06% | 78.85% |
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| Total | 85.87% | 90.41% | 76.24% | 77.92% |
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Note 1: Mainland China does not offer unpaid childcare leave, so it is excluded from the statistics.
Note 2: Data is based on employees who applied for maternity and paternity leave between January 1, 2020, and December 31, 2023.
Note 3: The number of employees reinstated in 2023 differs from the actual number reinstated in 2022 due to the inclusion of data from the subsidiary, Subtron Technology.
