Talent recruitment and retention

Employee Hiring Rate

In 2025, Primax Group hired a total of 5,459 new employees (3,006 male and 2,453 female), with an average monthly hiring rate of 4.09%. Among them, Primax hired 3,794 new employees (2,006 male and 1,788 female), with an average monthly hiring rate of 4.20%. Tymphany hired 1,665 new employees (1,000 male and 665 female), with an average monthly hiring rate of 3.87%.

Comprehensive and Diversified Recruitment Channels

Primax places great emphasis on and cares deeply about employees' experiences in the workplace. By reviewing new hire and turnover data, the Company continuously evaluates the effectiveness of its policies and benefits and assesses whether it is achieving its goal of fostering an equal and friendly work environment.
In terms of talent acquisition, Primax has maintained a close partnership with 104 Job Bank for six years. Annually, the two parties collaborate to discuss recruitment priorities and marketing strategies. Primax has also established a dedicated recruitment page on the 104 platform, showcasing detailed information about the Company's business direction, job openings, and benefits through rich text and visuals to attract diverse talent to join the Primax family.
Internal talent is also highly valued. To support this, a digital Talent Bank system has been established to support various talent recruitment, rotation, and retention programs, serving as a critical tool for building a strong talent pipeline. The Company has integrated its HR HCM system, performance management system, enterprise process management platform, and internal and external resume uploads to enhance the capabilities of the Talent Bank. This integration also allows the profiles of outstanding external candidates to be stored within the Primax Talent Bank.

Turnover rate

Regarding employee separation procedures, Primax Group strictly complies with applicable labor laws. For any changes in employment conditions, all notifications are carried out in accordance with legal requirements, following Article 16 of the Taiwan Labor Standards Act, Article 37 of the Mainland China Labor Contract Law, Article 17 of the Thai Labor Protection Act, and Article 51 of the Czech Labor Code. These provisions are also stipulated in the collective agreements.

In 2025, Primax Group recorded a total of 4,633 employee separations (2,756 male and 1,877 female), with an overall average monthly turnover rate of 3.47%, slightly decreasing by 0.01% compared to 2024 (3.48%). Further analysis of individual entities shows that in 2025, Primax recorded a total of 3,138 employee separations (1,833 male and 1,255 female), with an average monthly turnover rate of 3.47%. Tymphany recorded a total of 1,495 separations (873 male and 622 female), with an average monthly turnover rate of 3.48%.

Overall, the group's overall average monthly turnover rate has shown a steady declining trend over the past five years and has remained below the low level of 3.5% for the past two years, indicating the resilience and stability of the group's human resources management. It is worth noting that the Overall Average Monthly Voluntary Turnover Rate, which best reflects employees' sense of belonging and satisfaction, has also decreased year by year, further optimizing to 1.59% in 2025, demonstrating the group's effectiveness in creating a quality workplace. In the future, we will continue to deepen the "Talent Value and Inclusion Management Guidelines" by maintaining a competitive remuneration system, a comprehensive benefits plan, and DEI communication channels to sustain a healthy employee turnover rate and strengthen the Company's sustainable competitiveness.

Fair Remuneration System

To help employees enjoy a better quality of life, we provide a fair remuneration system. All salaries comply with government wage regulations, and no employees are assigned positions inconsistent with their roles to reduce personnel costs. In line with our commitment to fairness and justice, employees are offered appropriate grades and salaries to ensure they receive proper rewards and can take good care of themselves and their families.

At Primax Group, the ratio of entry-level employee salaries to the local minimum wage shows no gender disparity. All employees earning the minimum wage are paid above statutory minimum standards, and there are no cases where salaries fall below the legal minimum. Workers engaged by the Group are compensated on the same basis as local entry-level employees, in accordance with local policies.

The Group is also committed to promoting pay equity and preventing gender discrimination in the workplace. We strive to narrow gender remuneration gaps as much as possible. In addition to complying with local laws, each operational site regularly reviews market benchmarks, collects local remuneration survey reports, and adjusts remuneration policies to ensure that our remuneration remains competitive while maintaining internal equity.

Employee appointment and salary decisions are based on internal job grades and corresponding pay structures, without differentiation by gender. Annual salaries are guaranteed for each grade and include a fixed 13 to 14 months' pay, which covers 12 months of basic salary plus additional guaranteed payments. Remuneration consists of fixed salaries and variable incentives. Fixed salaries are the employee's basic salary, while variable incentives are mainly linked to the Company's (or individual business unit's) operating performance and target achievement. We have established mechanisms for both short- and long-term incentives, deferred payments, and peer benchmarking. In recognition of employees' contributions and to motivate them, we have also implemented various incentive programs, including monthly production efficiency bonuses, proposal bonuses, patent bonuses, seniority awards, informal awards, and quarterly team bonuses, providing appropriate rewards for dedicated employees.

For 2025, based on Market Observation Post System and information in the current year's Annual Report, the ratio of the highest-paid individual's remuneration to the median employee compensation was approximately 1: 0.048; The ratio of remuneration increase was approximately 1:-0.076, primarily because the median employee remuneration in 2025 decreased by about 9% compared to 2024. Additionally, the highest-paid individual was not the same in the consecutive years, due to differences in remuneration structure and payment conditions, resulting in the highest-paid individual's annual remuneration in 2025 increasing by about 118% compared to 2024, which led to changes in the overall ratio. For the average and median salaries of full-time non-managerial employees, as well as changes compared to the previous year, please refer to the salary information for full-time non-managerial employees disclosed on the Market Observation Post System. For details on the allocation ratio of employee remuneration from after-tax earnings and the calculation methods, please refer to page 52 of the 2025 Shareholders' Meeting Annual Report.

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

To encourage childbirth and ensure that employees have sufficient time to rest, accompany, and care for their families before and after childbirth, Primax Group not only complies with local parental leave and maternity leave regulations at each site but also offers employee benefits that exceed legal requirements. For example, Primax's facilities in Mainland China have established dedicated dining areas, rest areas, and nursing rooms for pregnant employees. Primax (Taipei) and Tymphany (Taipei) have implemented postnatal work-from-home policies to help alleviate the potential burdens employees may face during the parenting process and to share the joy of welcoming new life through comprehensive support measures. In 2024, Primax (Taipei) Operating Headquarters once again received the Taipei City Excellent Breastfeeding Room Certification (valid for three years), providing employees with a comfortable and convenient space for expressing and storing breast milk.

In 2025, there were 154 employees at Primax (Taipei) and Tymphany (Taipei) eligible to apply for parental unpaid leave (111 male and 43 female). A total of 8 employees applied (3 male and 5 female). Of the 5 employees scheduled to return to work upon the end of their leave (2 male and 3 female), 3 employees actually resumed employment (0 male and 3 female), resulting in a return-to-work rate of 60% and a retention rate of 57%. All cases of non-retention were due to personal reasons or career development considerations.

Parental Benefits

Primax Group's commitment to employee care extends beyond workplace communication and includes planning for employees' lives after retirement. All retirement benefit plans comply with the legal requirements applicable at each site.

In Taiwan, Primax (Taipei) and Tymphany (Taipei) contribute regularly to statutory retirement reserve accounts in accordance with the Labor Standards Act and the Labor Pension Act. In China and Thailand, the Group enrolls employees in pension insurance schemes in line with the Social Insurance Law of the People's Republic of China and the Social Security Act of Thailand, respectively. Employers contribute a fixed percentage of employees' salaries to pension funds (20% in China and 5% in Thailand) to ensure that all employees can enjoy secure retirement benefits. During the reporting period, approximately 0.075% of employees were enrolled in the old pension system, while about 99.925% were covered under the new system. The fund assets available to Primax exceeded the pension liabilities by 74.36%.

In addition, the retirement policies for the Group's operations in Mainland China stipulate that male employees who reach the age of 60 and female employees who reach the age of 50, or those who have been certified by a hospital as unable to work, are eligible to apply for retirement. Upon retirement, salaries are suspended starting the month following the effective date. To express appreciation for employees' long-term contributions, Primax provides additional incentives on top of the statutory basic retirement insurance payments.