Employee Well-being Workplace
A Robust Compensation System and Comprehensive Employee Benefits
Promoting a Diverse, Equitable, and Inclusive Workplace to Enhance Employee Engagement APEC values employees’ physical and mental well-being and promotes work-life balance. Through well-established systems, open communication, and a supportive corporate culture, the Company strives to enhance employees’ overall well-being, thereby improving job satisfaction and strengthening employees’ sense of belonging. Each year, the Company conducts employee satisfaction or engagement surveys. The questionnaire design draws on the core principles of the Gallup Q12 employee engagement model, focusing on understanding employees’ experiences and suggestions regarding their overall work environment. In 2025, an engagement survey was conducted among all employees, achieving a response rate of 43%. Across four key dimensions—basic needs, teamwork, departmental management, and personal development—the overall employee satisfaction rate reached 80%. Based on the feedback collected from the engagement survey, the Company actively responds to employees’ concerns by implementing management capability enhancement programs for supervisors and developing training roadmaps for each department, addressing employees’ expectations regarding professional development and organizational management. APEC will continue to cultivate a gender-friendly, diverse, and inclusive workplace environment, actively nurture diverse talents, promote equal opportunities, and build an attractive and sustainable workplace that supports long-term corporate development.
Life & work
Talent Attraction and Retention
Achieving Work–Life Balance
By focusing on employees’ well-being and sense of happiness, we are committed to creating a caring and supportive work environment where every employee feels valued and respected.
Employee Benefits
- Group Insurance for Employees
- Annual Leave and Flexible Leave Exceeding Legal Requirements
- Domestic and Overseas Company Trips / Family Day Events
- Year-End Banquet (Spring Party)
- Reduced Working Hours for Childcare
- Employee Stock Ownership Trust
Bonus and Welfare Benefits
- Year-End Bonus
- Birthday Gift Allowance
- Marriage Gift Allowance
- Childbirth Gift and Childcare Allowance
- Bereavement Condolence Payment
- Festival Gift Allowance
- Department Gathering Subsidy
- Long-Service Employee Awards
Employee Health Management
- Regular Employee Health Check-ups
- Health Check-up Discount Programs for Employees’ Family Members
- On-site Medical Care Services
- On-site Medical Consultation Services
- Employee Rest Area
- Snack Area
- Gym Facilities
- Periodic Sports Events
Encouraging Employees and Their Families to Participate in Company Trips
Relaxing and Enjoyable Sports Day Activities
Annual Spring Banquet to Appreciate Employees
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Labor–Management Coordination Meetings
The Company places great importance on people-oriented management and recognizes that labor and management share a common goal of mutual growth and prosperity. The Company regularly convenes labor–management meetings to maintain smooth two-way communication between employees and management. -
Employee Communication Mailbox
To promote diversified two-way communication channels, the Company has established a platform for employees to share suggestions regarding company operations and express their opinions freely.
Suggestion Mailbox: HR@a-power.com.tw -
Sexual Harassment Prevention
The Company has established a sexual harassment complaint mechanism to provide employees and job applicants with a workplace free from sexual harassment. Appropriate preventive, corrective, disciplinary, and handling measures are implemented to protect the rights and privacy of the individuals involved.
Eemployee Communication
Multiple Two-Way Communication Channels
By focusing on employees’ well-being and sense of happiness, we are committed to creating a caring and supportive work environment where every employee feels valued and important.
Care And Concern
Employee Care
To enhance employee well-being and work efficiency, we implement flexible working hours, enabling employees to better balance family responsibilities and personal time. In addition, we continuously invest in improving workplace facilities to create a safe, healthy, and friendly working environment, thereby enhancing employees’ work experience and overall well-being. The Company has also established nursing (lactation) rooms, family-friendly childcare spaces, multifunctional relaxation areas, and gym facilities to support the diverse needs of employees at different stages of their lives.
Employee Rest and Interaction Spaces
Coffee bars, relaxation areas, and team interaction zones are provided to encourage employee communication and stress relief.
Health and Fitness Facilities
Fitness equipment is available, or partnerships with fitness centers are established to encourage employees to maintain regular exercise habits.
Bright and Comfortable Office Environment
Natural lighting is incorporated to create a bright and relaxing working atmosphere.
Multiple salary system
Diverse Compensation System
A competitive salary and performance-based compensation system that supports employees in caring for their families and promotes work–life balance.
APEC adheres to a fair, transparent, and market-competitive compensation system as an important strategy to attract, motivate, and retain outstanding talent. The Company’s compensation policy is based on employee performance, market salary benchmarks, overall corporate operating results, and sustainability objectives, balancing short-term operational performance with long-term sustainable development.
In addition, according to the Company’s Articles of Incorporation, if the Company generates annual profits, no less than 3% shall be allocated as employee compensation. Of the employee compensation amount, no less than 5% shall be distributed to grassroots employees.
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Regular Review of Compensation Structure:
Compensation structures are periodically reviewed with reference to industry salary data and labor market trends to ensure competitiveness. -
Performance-Based Incentive System:
Includes year-end bonuses, performance achievement bonuses, and employee profit-sharing, which are linked to individual performance and departmental contributions. -
Fair Compensation Principles:
The Company emphasizes gender equality and non-discrimination to prevent unreasonable pay disparities. -
Long-Term Incentive Mechanisms:
An employee stock ownership trust program is provided to strengthen the alignment of long-term interests between employees and the Company. -
Retirement System Implementation:
In accordance with the Labor Pension Monthly Contribution Wage Classification Table issued by the Bureau of Labor Insurance, the Company contributes 6% of employees’ monthly wages to each employee’s individual pension account. Employees may also voluntarily contribute within 6% of their monthly wages. In 2025, the recognized pension expense under the defined contribution plan amounted to NTD 6,988 thousand.
Employee Stock Ownership Trust
Sharing Profits to Promote Harmonious Labor–Management Relations
Employee Stock Ownership Trust
The Company has established an Employee Stock Ownership Trust program to assist employees in acquiring Company shares, accumulating wealth, and providing financial stability for employees after retirement or upon leaving the Company. This program serves as an additional employee benefit beyond the statutory labor pension and labor insurance old-age benefits.
The program is designed to reward employees and retain talent. The trust fund is formed through a combination of monthly contributions voluntarily deducted from employees’ salaries and matching incentive contributions from the Company. These funds are entrusted to a designated bank, which, in accordance with the trust agreement established with the Employee Stock Ownership Trust Committee, purchases the Company’s shares through the open market.
By holding Company shares, employees are able to share in the Company’s profits, strengthening employees’ sense of belonging and encouraging them to contribute their talents to the Company. This mechanism helps enhance overall team performance while promoting harmonious labor–management relations.
Career Development
Talent Is the Most Critical Asset for Sustainable Growth
APEC firmly believes that talent is the most critical asset for the Company’s sustainable growth. To cultivate professional talent, the Company has established comprehensive and well-structured training programs and diverse learning channels. Through these training initiatives, employees are able to enhance their professional knowledge, strengthen their competencies, and increase their value, thereby achieving mutual growth for both employees and the Company.
New Employee Orientation Training
The common professional training programs are designed to help new employees build a solid foundation and enhance their capabilities and confidence in the workplace. Through these training sessions, new employees can better understand the Company’s business operations and core values, and develop the ability to respond effectively to work challenges and solve problems.
Internal On-the-Job Training
A team of experienced professionals serves as mentors, sharing their expertise and professional knowledge while providing learning opportunities through practical cases and real-world scenarios.
1. General Training – Professional Development
2. Specialized Training – Skill Enhancement and Professional Knowledge Development
External Professional Training
In terms of professional competency certification, the Company focuses on helping employees discover and develop their potential, enabling them to fully utilize their talents and creativity. We encourage innovative thinking and proactive learning, while providing the necessary support and resources to help employees achieve these goals.
Teaching hours and number of people
Training Hours and Participants
The Company is committed to creating a supportive environment for employees’ career development and has established effective career competency development and training programs. Employees are encouraged to pursue continuous self-improvement. Training courses are designed according to the needs of different departments and varying levels of seniority, with the aim of enhancing professional competencies, setting clear career development goals for employees, and ultimately supporting the achievement of the Company’s operational objectives.
The Company’s talent development programs include new employee orientation, advanced professional training, and leadership training, enabling employees to continuously learn and grow through diverse learning opportunities. In addition, corporate ethics training courses are incorporated to cultivate key competencies among employees.
In 2025, the Company provided:
- New Employee Orientation Training: 221 participants, totaling approximately 138.2 hours
- Internal On-the-Job Training: 1,016 participants, totaling approximately 975.2 hours
- External Professional Training: 130 participants, totaling approximately 1,109.5 hours
