Primax believes that employees are the most important asset of the company, and we are proud of our creative and motivated employees, as well as an excellent management team. Primax's management team has both Eastern and Western educational backgrounds, a broad international outlook and a broad vision, and will lead the future leaders to continue to develop and move towards internationalization.
Employee policy driven by humanity
At Primax Group, we value people and strive to cater for employees' safety and comfort in the workplace while at the same time assure them the respectand dignity they deserve. These are the reasons why we have implemented equal employment policies and engage local employees in full communication, so that employees are treated fairly anywhere we operate.
We promise to build an organizational culture of diversity, equality, inclusion,and a sense of belonging through the two main pillars of talent cultivation and healthy and safe workplace. In terms of talent cultivation, we achieve the goal of diversified development and inclusive growth through a talent declaration,leadership training, and a talent development mechanism. As for the health and safety workplace, we continuously optimize employee experience, increase health awareness and hold activities, and provide a family-friendly mechanism to provide an equal workplace where employees feel a sense of belonging.
Primax is committed to complying with the human rights protection lawsand regulations applicable at the locations where it operates business, diligently avoiding violating, or causing third parties to violate, human rights, following the following policies to create the corporate culture of equality, respect, care and safety, and supervising the value chain partners to jointly maintain human rights. Please refer to the《 Company's official website for detailed human rights policies》.
Human Right Assessment and Management
Primax Group not only treats every employee equally but has also established its Human Rights Policy by referencing international standards, including the Responsible Business Alliance (RBA) Code of Conduct, the Universal Declaration of Human Rights, and the conventions of the International Labour Organization. Regular human rights risk assessments are conducted for all employees, including temporary staff, contract employees, and dispatched workers, as well as for existing suppliers. Identified risks are tracked and verified with appropriate mitigation measures. In addition, for new suppliers and new business activities such as mergers, acquisitions, and joint ventures, human rights risks are incorporated into the evaluation criteria. Primax is committed to creating a fair, safe, and comfortable working environment and to eliminating any issues that violate human rights. In 2024, no significant risks related to discrimination, child labor, or forced labor were identified. Should any incidents occur, corresponding human rights risk mitigation measures will be promptly activated.
In 2024, the Group conducted employee training sessions related to human rights topics, including the prohibition of child labor and forced labor, prevention of harassment and discrimination, and freedom of association. In addition to formal training, internal announcements and interactive activities were also used to promote awareness. A total of 12,649 participants attended these sessions. During the reporting period, there were no violations involving discrimination, employment of child or underage labor, or forced and compulsory labor. No significant complaints or penalties were identified. However, one complaint related to unlawful conduct was filed at Primax (Taipei). An investigation was carried out in accordance with relevant regulations, and although the claim was ultimately determined to be unsubstantiated, the case prompted the Company to further strengthen management and grievance procedures for addressing unlawful conduct. A "Statement on the Prevention of Unlawful Workplace Conduct" was issued and signed by the Chairman, declaring the Company's zero-tolerance commitment.
Note: Please refer to 5 .《 Sustainable supply chain management 》for the assessment on suppliers' human rights risks.
Diversity and equality
In addition to establishing its headquarters in Taiwan, Primax Group has subsidiaries and manufacturing sites in Mainland China. We believe it is our responsibility and duty to care for local communities. Therefore, we strive to prioritize the recruitment of local residents, aiming to contribute to and support the economic development of the communities where we operate.
The Group is also committed to fostering a diverse workplace. In addition to hiring local employees, we recruit foreign workers to provide opportunities for international exchange and to broaden perspectives by exposing the Company and employees to different cultures and ways of thinking. At the same time, we place great importance on social care by maintaining a guaranteed number of positions for persons with disabilities each year. This approach allows individuals with disabilities not only to demonstrate their abilities but also to meet their living needs. Primax (Taipei) has achieved the legally required employment quota for employees with disabilities, demonstrating our dedication to promoting an equal and inclusive workplace.
In 2024, Primax Group employed 252 foreign workers, 119 employees with disabilities, and 42 indigenous peoples and ethnic minorities. All sites across the Group met or exceeded the local statutory employment quotas for persons with disabilities. Although the sites in Mainland China did not reach the 1.5% statutory incentive threshold, we continue efforts to recruit qualified candidates in order to secure social insurance incentives.
Protection of employees' interest
Regarding employee management, Primax Group strictly complies with the labor laws and regulations of the jurisdictions in which we operate. This compliance also extends to dispatched workers (labor service contractors) and their affiliated companies. Throughout the cooperation process, the Company diligently fulfills its responsibilities of investigation, assessment, and auditing. If any violations are identified, they may affect the continuation of the business relationship. In 2024, no such violations were found. At the same time, our Human Resources Department bears significant responsibility for managing the workplace and implementing talent development initiatives. These efforts include supporting diverse talent needs, facilitating cross-functional talent mobility, fostering employee communication and engagement, promoting learning and development, and designing compensation and benefits programs to motivate employees. HR also regularly monitors and analyzes human resource information to help managers improve performance and productivity. With a forward-looking perspective, HR provides senior management with insights into human capital performance issues.
Primax (Dongguan) and Primax (Kunshan) have established labor unions. Collective agreements at these sites cover all employees in Dongguan and Kunshan, representing 34.65% of the Group's total workforce. Tymphany (Huizhou) and Tymphany (Dongguan) also have labor unions, but no formal collective agreements are regularly signed. Although the remaining sites do not have unions or collective agreements in place, they hold regular communication meetings, labor-management meetings, and Employee Welfare Committee meetings, enabling employees to express their views and facilitating effective resolution of issues. In 2024, employees across Primax Group shared their feedback through frontline interviews, physical mailboxes, emails, direct reporting to managers and HR, the enterprise WeChat platform, and union proposals. Submissions covered a wide range of issues, including daily living matters, work-related concerns, and company benefits. In addition to unions, employees can submit suggestions through employee opinion boxes, which are regularly reviewed by HR, who provide feedback and address issues raised.
All grievance channels and union committee members have effectively fulfilled their functions, helping employees communicate their concerns and resolving them through meetings. In 2024, employees utilized labor-management meetings, unions, Employee Welfare Committee meetings, and opinion boxes to submit a total of 664 cases. All 664 were addressed and responded to, achieving a 100% resolution rate.
