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Employee Benefits

Compensation and Benefits

To attract talent, Unimicron has established an incentive system to recruit and retain exceptional employees. Annual performance appraisals guide salary and promotion decisions, while industry salary and benefits surveys ensure that Unimicron’s compensation packages remain competitive. Regular market reviews enable timely adjustments to employee salaries and benefits, supporting the recruitment and retention of outstanding individuals committed to creating sustainable value with Unimicron.

Competitive Compensation Mechanism

Unimicron’s salary levels are set based on employees' professional expertise, academic background, personal performance, and alignment with company goals. There is no variation in salary or benefits based on gender, race, religion, political stance, or marital status. All employees are subject to the same pay scale, ensuring equitable compensation across the board. Employee remuneration and benefits adhere to local laws, including minimum wage, working hours (including overtime), insurance, pensions, and other statutory requirements. To safeguard grassroots employees' rights, we review salary levels annually to ensure compliance with minimum wage standards. Salary adjustments, performance-based bonuses, and stock compensation (including treasury and restricted stock) are offered to attract, retain, and motivate top talent, taking into account employees' performance, responsibility, and future potential.

Compensation-Performance Link

To boost employee performance and assess their abilities, Unimicron conducts biannual performance evaluations. These evaluations allow supervisors to give objective feedback, support ongoing development, and align individual efforts with departmental and company goals. In 2023, Unimicron achieved a 100% completion rate for mid- and end-of-year appraisals. Annual evaluations focus on reviewing past performance, setting future goals, and aligning work objectives. Supervisors and employees collaborate to identify priority development aspects and create plans based on current work attitudes and skills, or the abilities and values needed for future career goals. For those whose performance is not satisfactory, an improvement plan will be implemented to enhance the performance of the employees. In addition to annual performance reviews, the company encourages daily engagement and instant feedback between supervisors and employees. Through one-on-one interviews, supervisors can engage in regular dialogues with colleagues, fostering continuous feedback and consensus.

We have integrated the employee performance appraisal system with our sustainable development policy. Starting in 2023, senior executive evaluations include ESG projects such as ESG Report preparation and climate risk management. This change rewards employees for involvement in ESG issues and achievement of ESG goals, boosting team performance and aligning with the company's objectives.

2023 Starting Salary for Entry-level Personnel to Local Basic Salary Ratio

RegionRatio of Basic Salary for Unimicron’s General EmployeesLocal Basic Salary Ratio
Taiwan1.021
Shenzhen1.001
Suzhou1.581
Kunshan1.261
Huangshi1.661

Note: Basic salary includes base salary and allowances but excludes overtime. It is reported by region due to variations among plants in Mainland China.

2023 Female and Male Employees’ Basic Salary Ratio

RegionTaiwanShenzhenSuzhouKunshanHuangshi
CategoryMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemale
Vice President11.10--------
Sr.Director10.95--------
Deputy Manager / Manager10.9411.1211.0810.9610.92
General10.9211.0511.0610.9410.88

2023 Female and Male Employees’ Compensation Ratio

RegionTaiwanShenzhenSuzhouKunshanHuangshi
CategoryMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemale
Vice President12.60--------
Sr.Director10.97--------
Deputy Manager / Manager10.9611.0911.0110.9610.90
General10.9010.9911.1110.9410.89

Note 1: Basic compensation refers to the monthly base salary, excluding variable remuneration; total compensation includes the annual salary. Expatriates are not included as all senior executives (Sr. Director or higher) at Mainland China Facilities are male Taiwanese.

Note 2: In Taiwan, the discrepancy in compensation arises due to the presence of 31 male managers above the vice president level compared to only 1 female manager.

Compensation of Full-time Employees in Non-Management Positions

Item2020202120222023
Total Full-Time Non-managerial Staff Numbered(People)10,86312,35813,14313,700
Average Compensation(NT$ thousand)7538661,099854
Median Compensation(NT$ thousand)646689795691

Note 1: The scope of the CPA certification is Unimicron.

Note 2: The above information is based on the regulations of Taiwan Stock Exchange, deducting managers (executives) and employees eligible for exemption. Those who have been employed for 6 months but less than 1 year, their compensation is calculated based on their weighted days of employment. Employee compensation is accrued based on an accrual basis, and the unpaid employee compensation is an estimated amount. These numbers have been audited by CPAs and will be disclosed on Taiwan's market observation post system.

Note 3: The variance between 2023 and 2022 is primarily due to a decrease in total employee remuneration.

Employee Benefits

Unimicron prioritizes the physical and mental well-being of its employees by implementing a range of welfare systems. Beyond offering various insurance benefits and pension contributions following local laws, the company provides additional benefits that exceed legal requirements.

Benefits Superior to Statutory Regulation in Taiwan

TypeContent
Diversified Holidays
  • To encourage colleagues to engage in volunteer service, starting in 2021, each colleague is entitled to one day of paid volunteer leave per year
  • 7 days of paid personal leave for engineering/management staff
Mother and Baby Friendly
  • Pregnancy care and nursing consultations, pregnancy armbands, a pregnancy handbook, gifts, exclusive parking for pregnant employees, and maternity chairs
  • Well-equipped and safe nursing room
  • Maternity leave and maternity checkup leave
  • Sign special agreements with kindergartens around the Company to provide childcare discounts
Health Care
  • Beyond statutory labor and health insurance, employees are covered by group insurance and can extend this coverage to their dependents at their own expense, benefiting from company discounts
  • Perform a metabolic syndrome checkup every two years for employees with a minimum of two years of service
  • Free ultrasound and bone densitometry
  • Annual precision operation health checks for precision operation employees
  • Dissemination of new health knowledge, online health education and training, and health and mental health seminars and activities
  • Employee Assistance Program (EAP) offers comprehensive support for employees' physical and mental well-being
Welfare Subsidies
  • Bonus for Mid-Autumn Festival/Dragon Boat Festival/New Year’s Day, bonus and social gatherings for Labor Day/Mid-Autumn Festival
  • Birthday, wedding, funeral, on-the-job training, and club subsidies
  • Discounts at authorized retailers
  • Sign a corporate contract with the store to allow employees to enjoy discounts on food, clothing, housing, and transportation
Work Environment
  • Monthly cafeteria meal allowance, on-site convenience store and coffee bar
  • On-site banking and insurance services
  • Free international and Dahu shuttle bus
  • Employee life consulting and visually impaired massage therapist services

Mr. Ma, the Executive President and Mr. Liu, the General Manager Participated in the Charity Garden Party Organized by the Club

2023 Benefit Measures Performance

NT$55.22 million
Total subsidy from the Employee Welfare Committee allowance
NT$ 365,500
On-the-job training subsidy applied by employees
NT$ 918,220
The amount of club subsidy reached
4,694
Total number of visually impaired massage service sessions
NT$2.44 million
Total subsidy amount for on-the-job education recommended by supervisors
231
Total number of individuals receiving pregnancy and postpartum care
100%
Completion rate of regular health examination
100%
Free group insurance

Staff and Their Family Engaged in Parent-child Health Promotion Activities

Migrant Workers Took Part in Christmas Celebrations

Paid Volunteer Leave

To encourage employees to engage in social welfare activities and contribute their skills to those in need, we introduced one day of paid volunteer leave for Taiwan employees starting in 2021. This initiative aims to encourage active involvement in welfare, support disadvantaged communities, and promote environmental sustainability. In 2023, 134 employees utilized this benefit. For details on related activities, please see Chapter 7 of ESG Report.

Retirement Benefits Plan

We contribute to the pension fund for all regular employees as per each country's legal retirement regulations, ensuring 100% participation in the pension plan. In compliance with the Labor Standards Act and the Labor Pension Act, employees in Taiwan who joined the company before June 30, 2005, are covered under the old pension plan and are required to contribute according to relevant laws and regulations. At the end of each year, we engage an actuary to assess our pension plan, ensuring that it adequately protects employees' future benefits and that all required contributions are met.

RegionRetirement PlanPension Contribution RatioParticipation Ratio
TaiwanOld system: Company Pension AccountEmployer 2%, Employee 0%0.4%
New system: Individual Pension AccountEmployer 6%, Employee 0~6%99.6%
ChinaSouthern Endowment Insurance(Employee’s Account)Employer 14~15%, Employee 8%100%
Eastern Employer 16%, Employee 8%
CentralEmployer 16%, Employee 8%
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