New Hiring percentage

In 2023 , Primax Group hired a total of 3,669new employees ( 2,048 males and 1,621 females), with an average monthly new hiring percentage of 3.1 %. Among them, Primax Electronics hired a total of 2,674 new hires ( 1,483 males and 1,191 females), with an average monthly new hiring percentage of 3.41%. Additionally, Tymphany hired a total of 995 new employees ( 565 males and 430 females), with an average monthly new hiring percentage of 2.1%.

Diverse and complete recruitment channels

We value and care for employees' actual experiences in the workplace. Primax constantly observes new recruits and resigned employees, and evaluates the effectiveness of existing measures and welfare to determine whether it has accomplished its goal of creating an equal and friendly workplace.

In terms of talent recruitment, we have worked closely with 104 Job Bank for five years. Each year, both parties discuss the key recruitment points and marketing proposals for the year and build Primax's  exclusive recruitment webpage at 104 to introduce the company's business, vacancies, and benefits with pictures andtexts, to attract talents from all over the world to join Primax.

Certainly, internal talent is also a crucial partner for us. To address this, Primax has established a digital Talent Bank system to complement various talent recruitment, rotation, and retention programs, serving as a powerful tool for building a talent pipeline.We have integrated the Human Capital Management (HCM) system,performance management system, enterprise process management platform, and internal and external talent resumes upload to enhance the functionality of the Talent Bank. Additionally, we can also store the information of outstanding external candidates in the Primax Talent Bank.

Turnover rate

Primax Group complies strictly with labor regulations with respect to the termination of employment. Any major change of employment term is duly notified according to laws and in compliance with the Standards Act of the Republic of China or Labor Law of the People's Republic of China.

In 2023 , Primax Group had a total of 5,742 employees who left the company ( 3,143 males and 2,599 females), with an average monthly turnover rate of 4.85%. Among them, Primax Electronics had a total of 3,429 employees who left the company ( 1,901 males and 1,528 females), with an average monthly turnover rate of 4.37%. Additionally, Tymphany had a total of 2,313 employees who left the company ( 1,242 males and 1,071 females), with an average monthly turnover rate of 4.9%.

Reasonable compensation system

To enable employees to have a better quality of life, we provide a reasonable salary system, while complying with government policies in every aspect concerning salaries, and refrains from assigning employees to unsuitable positions just to reduce personnel cost. We also uphold fairness and justice in employment by awarding employees the titles and salaries they deserve, and making sure that everyone is appropriately compensated to care for them and their families.

There was no gender discrepancy in terms of "entry-level salary to minimum salary ratio" within the Primax Group. Furthermore, the Company's lowest salary package remains above the local minimum salary, meaning that no employee is compensated below the minimum salary. The workers employed by the Group as per local regulations on entry-level personnel and their salaries are paid in accordance with local policies.

Primax Group also strives to ensure equality in salary and eliminate gender discrimination in the workplace by reducing salary difference between genders as much as possible.

Our appointment and salary calculation are determined in reference to the salary structure corresponding to the internal job ranks, irrespective of gender. Meanwhile, we also guarantee the annual salary subject to the job rank for a total of 13 ~ 14 months. The remuneration consists of fixed salary and variable reward. The fixed salary refers to the base pay for employees, while the variable reward is primarily linked to the operating performance and achievement of goals by the Company (or various business units). We also establish the long-term and short-term incentives, deferred payment, and peer comparison mechanisms.Further, in order to recognize employees' efforts and encourage employees, we also provide incentives for employees, including monthly productivity bonuses,proposal bonuses, patent bonuses, seniority bonuses, informal incentives and quarterly group bonuses, etc., as the corresponding reward for the employees who have worked hard and performed valuable services.

According to the information provided by the Market Observation Post System (MOPS) and the annual report of the same year, the ratio of median employee remuneration to the Chairman's total remuneration in 2023 is approximately 1 : 11.03 . Notwithstanding, due to retirement of the Chairman and re-election of the new Chairman, the data about the ratio of changes in the annual total remuneration might have no reference value; therefore, they are expected to be disclosed in next year. For details of the employee remuneration contribution ratio and calculation method, please refer to《P 54 ~P 55 of 2023 Annual Report of Annual General Meeting.》

Employee care and benefit system

The welfare system is a true representation of Primax Group's care for employees, as it caters for employees' every need at work. Primax has an Employee Welfare Committee inplace to organize recreational activities and subsidies for employees. The committee constantly strives to expand the welfare system in order to provide employees the most complete care possible and enrich their private lives outside of work. Improvement of work-life balance and quality is what motivates the Employee Welfare Committee to devote attention inbringing the best benefits and developing the best welfare system for employees. Primax has implemented comprehensive welfare systems at all of its operations. Although welfare systems may vary in detail, they nevertheless comply or exceed local regulatory requirements. The following is a detailed description of various welfare systems in place:

Parental benefits

In order to encourage employee productivity and provide sufficient time for restor to accompany and care for family members during the pre and post-production process, Primax Group implements the requirements about parental leave applicable at various locations. Moreover, they have designed additional welfare benefits for employee childbirth and care, which are superior than those required by laws and regulations. For instance, in all Primax manufacturing sites in mainland China, they have established dedicated areas for pregnant women to dine, rest, and breastfeed.Primax Taipei and Tymphany Taipei provide the system for WFH after childbirth, aiming to alleviate the burdens that employees may experience during the parenting process.Through these comprehensive policies, Primax aims to share the joy of welcoming new life with its employees. Primax Taipei Headquarters once again received Taipei CityCertificate for Top Nursery Facility (valid for 3 years) in 2023 for providing employeeswith a comfortable and accessible nursery space.

In 2023 , there were a total of 67 eligible employees ( 52 males, 15 females)in Primax Taipei who qualified for maternity leave without pay. However, only 7employees ( 5 males, 2 females) applied for this leave. At the end of the leave period,there were 5 employees ( 4 males, 1 female) expected to return to work, but only3 employees ( 3 males) actually returned, resulting in a return rate of 60 %, and a retention rate of 0 % due to personal factors or career development.

Pension scheme

Primax Group cares for employees not only with respect to workplace communication, but also caters for their lives after retirement by maintaining pension systems in compliance with laws of local authorities.

Employees at Primax Taipei are covered by the Labor Standards Act and Labor Pension Act of the Republic of China, under which the Company is required to make regular contributions to employees' pension accounts. In China and Thailand, however, employees are covered by old-age insurance according to the "Social Insurance Law of the People's Republic of China" and"Social Protection Act." The employer contributes a certain percentage of pension ( 20 % in China and 5 % in Thailand), in order to allow all employees to enjoy protection without worry after retirement.

During the reporting period, about 0.22 % of Primax Taipei employees were subject to the old scheme while 99.78% of employees were subject to the new scheme. Primax had maintained its pension fund assets at 85.6 % in excess of pension payable. Retirement regulations at our Chinese operations allow male employees to retire at the age of 60 and female employees at theage of 50 , or whenever verified by hospital for total loss of work capacity for either gender. Salary payments normally cease from one month after retirement; however, to reward employees for their hard work over the years,Primax Group provides incentives in addition to the basic pension insurance benefits mandated by law.