2025 Performance Highlights (S)

• In 2025, TIPC’s overall employee rating of workplace friendliness reached 88.4 points, representing a significant improvement from 83.2 points in 2024.
• Approximately NT$3.471 million was invested in employee education and training. Total training hours reached 89,899 hours, and the average satisfaction rate for training courses exceeded 96%.
• A total of NT$4.19 million in subsidies was allocated to support employee training and continuing education. Subsidies for external training, language proficiency tests, and professional certification examinations were provided to 432 individuals.
• The retention rate of employees returning from parental leave was 100% during the reporting year.
• Retirement fund contributions accounted for 6.94% of the Company’s total annual salary expenditure.

Comply with the SDGs

• SDG4【SDG 4.4；SDG 4.5】
• SDG5【SDG 5.1；SDG 5.4】
• SDG8【SDG 8.5；SDG 8.6；SDG 8.7】
• SDG10【SDG 10.2；SDG 10.3；SDG 10.4】

Management Policy

Covered material topics

• Employee development and commitment
• Employee benefits

Policy

• Talent Attraction and Retention【Human Resources Policy】

Management Evaluation System

• Talent Attraction and Retention【Human Resource Management System】

Talent Attraction and Retention

Human Resources Policy

TIPC coordinates the development, construction, and management of Taiwan’s international commercial ports under a port cluster model. Despite rapid changes in the maritime transportation market, the Company continues to maintain strong operational performance. At the same time, TIPC actively promotes a human-centered workplace grounded in the principles of diversity, equity, and inclusion (DEI), respecting and valuing the diversity and uniqueness of every employee. In terms of employee training and development, the Company offers a wide range of professional training programs and provides multiple digital learning channels. In addition, TIPC provides subsidies for continuing education, professional certification, and external training courses to encourage employees to pursue continuous learning, enhance their professional capabilities, and strengthen their career development.

Human Resource Management System

TIPC conducts annual employee surveys to gain insight into employees’ workplace experiences. Based on an analysis of the survey results, the Company develops improvement measures to continuously enhance the workplace environment. In addition, post-training satisfaction surveys are conducted to evaluate training and education programs, ensuring that training content aligns with employee needs and supports improved learning outcomes.

Employee Turnover

To establish a sound human resources management system, TIPC has formulated work rules in accordance with Article 70 of the “Labor Standards Act” and other applicable laws and regulations. These rules clearly set forth provisions governing employment, salaries and bonuses, attendance and leave, performance evaluations, and rewards and disciplinary actions, with the aim of safeguarding the rights and interests of both employees and the Company while enhancing organizational efficiency. As of 2025, the Company had a total of 2,120 employees, comprising 946 women and 1,174 men. All employees were Taiwanese nationals, and 100% of senior executives were hired locally. Due to the operational characteristics of the port industry, the Company’s workforce is predominantly male. In addition, 453 contract workers were engaged to support related operations.

Note: Senior executives refer to management personnel at the manager level and above.

In terms of workforce diversity and equal employment opportunities, as of the end of 2025, the Company exceeded the statutory employment requirements for both persons with disabilities and Indigenous peoples by 7 and 12 employees, respectively. The Hualien Branch adopted a regional recruitment approach to increase employment opportunities for Indigenous peoples, further promoting workforce diversity, inclusion, and equal employment opportunities.

The Company provides clear career advancement opportunities based on the principles of fairness, impartiality, and transparency. Promotion reviews are conducted twice a year to recognize and advance high-performing employees. To maintain workforce stability and service quality, the Company has also established clear job transfer and retirement and separation mechanisms. Employees who have served at the same port for at least two years, or those recruited under a regional hiring system and who have completed at least three years of service, may apply for job transfers in accordance with the prescribed procedures.

Detailed information of the Company's Employees and Non-employee Workers refers to 2025 ESG Report Section 6.1.1 Talent Attraction and Retention.

Minimum Notice Period for Operational Changes

The Company complies with the advance notice requirements for termination of employment contracts in accordance with Article 16 of the Labor Standards Act. During the notice period, employees are entitled to take leave to seek new employment while continuing to receive their regular pay. If the required advance notice is not provided within the statutory period, the Company provides payment in lieu of notice in accordance with applicable regulations.

In addition, pursuant to the Collective Bargaining Agreement, if a change in an employee’s position initiated by the Company results in difficulties in performing the assigned duties, the employee may file an appeal within 30 days of the effective date of the notification or apply for termination of the employment contract or retirement in accordance with the relevant provisions. Where significant operational changes necessitate the termination of employment contracts, the Company handles such matters in accordance with the applicable requirements of the Labor Standards Act.

Recruitment and Talent Retention

The Company complies with relevant labor and human rights regulations, such as the Labor Standards Act, the Employment Service Act, and the Gender Equality in Employment Act, in implementing talent recruitment practices and safeguarding employee rights. To enhance the competitiveness of the port, efforts are being made to implement relevant recruitment plans to find qualified talent. Through industry-academia collaboration, professional port talents are being cultivated. To ensure the stable development of the organization, the Company continues to promote various talent retention measures, including employee education and training, job development planning, incentive systems, and communication and care. These initiatives are designed to provide incentives for mutual growth, thereby ensuring the organization's stable development.

Career Development Planning

The Company implements regional recruitment initiatives and provides mechanisms to facilitate the transfer of employees working in remote locations back to their home regions, thereby reducing the need for long-term assignments away from home while supporting clear pathways for career advancement. In addition, the Company provides employees with a Career Development Path to help them understand potential career progression and establish clear directions for their professional development. Through this framework, employees are encouraged to continuously enhance their professional capabilities and pursue long-term career development within the port industry, thereby fostering long-term employee retention and commitment to the Company.

Incentive System

TIPC actively strengthens the alignment among its performance evaluation, bonus, training, and promotion systems. By implementing performance-based evaluations and incentive bonuses, the Company seeks to recognize outstanding performance and retain high-performing employees. In addition, to recognize role models and boost employee morale, approximately 20 to 24 exemplary employees are selected each year based on the proportion of the workforce and are publicly recognized and awarded incentive bonuses.

Exemplary Employees in 2025

Exemplary Employees in 2025

TIPC implements an Employee Assistance Program (EAP) to support employees in addressing psychological, family, interpersonal, work-related, financial, and legal issues, helping them maintain mental well-being during career transitions and significant life stages. In 2025, the Company engaged Newmind EAP Consultation Co., Ltd. to provide a free employee consultation hotline. Employees could use the hotline for initial consultations or be referred to qualified professionals, such as psychologists and attorneys, for individual counseling or consultation services. Management consultation services were also provided, where necessary, to assist the Company in appropriately addressing complex employee cases.

Employee Training and Development

TIPC is committed to fostering a proactive learning organization. Guided by the TIPC Learning Map, the Company has established a systematic training framework encompassing core, professional, and managerial competencies. Complemented by digital learning resources and financial support for employees’ continuing education, this framework strengthens workforce capabilities and enhances the Company’s overall competitiveness. In 2025, TIPC reported an average of 43.26 training hours per employee, with total training costs amounting to NT$34.71 million and an average training cost of NT$16,707 per employee.

To strengthen its talent retention strategy, TIPC conducts annual performance evaluations for 100% of eligible employees , providing a fair and transparent basis for promotion and salary adjustments. The Company also builds a robust talent pipeline through cross-location job rotations and management trainee development programs, supporting succession planning while fostering employee growth and the Company’s long-term sustainable development.

Note: Employee performance evaluations are based solely on individual performance and are not influenced by gender. Statistics are calculated based on employees who were employed during the reporting year. Employees with less than six months of service or fewer than 180 cumulative days of employment during the reporting year are excluded from the calculation.

Continuing Education Incentives

To encourage employees to pursue continuing education in their spare time, TIPC provided subsidies in 2025 for employees enrolled in higher education programs at colleges and universities. Employees were eligible to apply for tuition and credit-hour subsidies of up to NT$20,000 or up to eight hours of paid time off per week for part-time study. This initiative aims to enhance employees’ professional capabilities and support talent development within the Company. In 2025, a total of 84 employees applied for tuition and credit-hour subsidies, while 1,104 employees applied for paid time off for part-time study.
To further strengthen employees’ professional competencies and foreign language proficiency, the Company also provides subsidies for professional certification examinations and language proficiency tests. In 2025, 22 applications for language proficiency test subsidies and one application for a professional certification examination subsidy were approved.

Employee Training and Development

TIPC is committed to ensuring that employees are placed in positions that enable them to realize their full potential. The Company’s human resource development strategy focuses on enhancing professional expertise, strengthening management capabilities, and reinforcing its talent development system. Following each training session, satisfaction surveys are conducted to gather feedback for future course planning. In 2025, the average satisfaction rate for training courses exceeded 96%.

Digital Learning Platform

In addition to in-person training, TIPC has established the ALOHA online learning platform and provides access to external learning resources, including Hahow and the Master Cheers Innovation Academy. Employees also have access to digital knowledge platforms such as the CommonWealth Magazine Knowledge Base, HamiBook Monthly Reading Pass, Manager Today Management School, and Business Weekly Digital Magazine. These resources support self-directed learning, strengthen employees’ professional capabilities, and promote continuous learning and holistic development.

Employee Benefits

Compensation and Benefits

As a state-owned enterprise, TIPC implements its compensation system in accordance with applicable laws and regulations. Employee compensation consists of a base salary determined by grade and a position-based salary. In 2025, the highest annual salary was 3.33 times the median annual salary. The Company also provides performance-based and merit-based bonuses. During the same year, TIPC implemented a 3% salary adjustment to enhance employee engagement and organizational cohesion.

In 2025, the average annual remuneration of full-time employees in non-managerial positions was NT$949,000. The Company’s employee remuneration framework takes into account its financial position, operating performance, and future development, while also considering employees’ job responsibilities and individual performance in determining remuneration.

Employee remuneration is determined based on job position and is not influenced by race, religion, political affiliation, gender, marital status, or union membership. Male and female employees with the same job grade and years of service receive equal remuneration, with a male-to-female remuneration ratio of 1:1, reflecting the principle of gender pay equality. Annual performance evaluation results are linked to salary adjustments and bonus awards. In accordance with applicable regulations, the remuneration framework is submitted to the Board of Directors and the Ministry of Transportation and Communications for recordation, ensuring fairness and transparency in the Company’s remuneration practices.

Employee Welfare Committee

The Company has established an Employee Welfare Committee, which allocates employee welfare funds in accordance with the Organizational Charter of the TIPC Employee Welfare Committee and establishes subsidy guidelines in accordance with the Subsidy Guidelines of the TIPC Employee Welfare Committee.

In 2025, TIPC’s retention rate for employees returning from parental leave reached 100%. TIPC promotes a family-friendly workplace by providing seven days of fully paid family care leave per year, a one-hour reduction in daily working hours for employees with children under the age of three, extended flexible working hours, flexible work locations, child-friendly workplace environments, childcare centers incorporating local characteristics, and temporary childcare services.

Retirement Plan

The Company administers employee retirement benefits in accordance with the Civil Servants Retirement, Severance and Compensation Act, the Labor Standards Act, the Labor Pension Act, and relevant internal regulations. In 2025, the Company contributed a total of NT$117,555,547 to employee retirement funds, accounting for 6.94% of the Company’s total annual salary expenditure of NT$1,693,714,350 .

Note: The Company administers employee retirement benefits in accordance with the Civil Servants Retirement, Severance and Compensation Act, the Labor Standards Act, the Labor Pension Act, and relevant internal regulations. In 2025, the Company contributed a total of NT$117,555,547 to employee retirement funds, accounting for 6.94% of the Company’s total annual salary expenditure of NT$1,693,714,350.

In 2025, TIPC introduced a dedicated support program for the “Silver Generation,” offering retirement planning courses and seminars to help employees prepare for life after retirement. The Company also provided consultation services and learning resources related to health, financial planning, and family matters to support the personal development and social participation of older employees. In addition, the Company encourages volunteer service and gives priority to rehiring retired employees for various service roles, while issuing volunteer service certificates to promote continued social and workforce participation. TIPC also continues to support the Port and Maritime Retirees Association by providing annual funding for its operations and activities. In 2025, the Company provided NT$350,000 in financial support, as well as office space to serve as a liaison point.

Workplace Diversity and Inclusion

Human Rights Education and Training

In 2025, TIPC conducted human rights-related training covering topics such as gender mainstreaming, creating a friendly workplace, sexual harassment prevention, the division of household responsibilities, breaking gender stereotypes, LGBTQ+ issues, eliminating unconscious bias, and the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). A total of 1,990 employees participated in the training. Based on 2,052 eligible employees out of a total workforce of 2,078, excluding 26 employees on unpaid leave, the training participation rate reached 96.98%. Total training hours amounted to 7,628 hours.

In addition to establishing multiple communication channels and grievance mechanisms to safeguard employees’ labor rights, the Company regularly convenes meetings of its Gender Equality Working Group. Externally, TIPC promoted gender equality through 36 campus recruitment and outreach events in 2025, as well as through gender equality awareness materials developed by the Company. The Company also invited gender equality scholars and representatives of the Free Space Education Foundation to conduct on-site reviews of the Kaohsiung Port Passenger Service Center and office facilities. The reviews covered nursing rooms, restrooms (including accessible restrooms), elevators, customs clearance routes, and passenger waiting areas to assess whether these facilities adequately meet users’ needs.

Taiwan International Ports Corporation (TIPC) has commissioned Jung Kuo Security Co., Ltd. to provide on-site security services at the Kaohsiung Port Cruise Terminal. The contract and tender specifications clearly require compliance with the Labor Standards Act. In the event of any contractual violation by the service provider, TIPC will handle the matter in accordance with Articles 101 to 103 of the Government Procurement Act. In addition, on-site security personnel are required to comply with the Private Security Service Act, including completing at least one week of pre-service professional training and a minimum of four hours of in-service training per month. In 2025, the training completion rate for security personnel reached 100%.

To safeguard labor rights and prevent forced labor, TIPC explicitly requires contractors and their subcontractors, through its procurement and service contracts, to comply with the Labor Standards Act, the Human Trafficking Prevention Act, and other applicable laws and regulations concerning labor rights and the employment of disadvantaged groups. The Company strictly prohibits discrimination and the illegal employment of child labor, thereby ensuring fair employment rights for all workers. For further information on the Company’s supplier management policies and procedures, please refer to 2025 ESG Report Section 2.4 Supplier Management.

TIPC further strengthens oversight through contract management and the System for Querying Employers Violating Labor Laws, demonstrating its commitment to working with suppliers to foster a compliant and sustainable labor environment. In 2025, one case of non-compliance with labor-related laws and regulations was identified. Details of the case and the corresponding corrective actions are provided in 2025 ESG Report Section 2.2, Internal Control System and Integrity.

Labor-Management Communication and Grievance Mechanisms

To safeguard the rights and interests of all employees, including Indigenous employees, the Company has established the “TIPC Personnel Management Complaint Handling Guidelines,” the “TIPC Complaints and Investigation Procedure for the Prevention and Handling of Sexual Harassment,” and the “TIPC Prevention Plan for Unlawful Infringement in the Performance of Duties.” These policies provide comprehensive grievance and reporting mechanisms for employees. In addition, sexual harassment complaint services are available at all passenger terminals.

Prevention of Workplace Violence and Harassment

To prevent workplace violence and harassment, the Company has established a reporting mechanism under the “TIPC Prevention Plan for Unlawful Infringement in the Performance of Duties.” The Occupational Safety and Health Department serves as the designated reporting contact and participates in the working group responsible for receiving incident reports. Reported cases are investigated and handled by the responsible units, with appropriate follow-up support provided as needed. Employees affected by workplace violence or harassment are provided with physical and psychological health protection measures, recommendations based on fitness-for-work assessments, and access to the Employee Assistance Program (EAP) and other well-being support resources. The Human Resources Department also supports the implementation of related education and training programs.

Reporting Mechanism for Wrongful Acts of Assault Incidents

 

In 2025, the Company received a total of eight complaints related to unlawful infringement in the workplace. Of these, one case was substantiated and seven were unsubstantiated. A dedicated task force was established to investigate the substantiated case. The Company has also established internal policies and complaint channels and provides workplace communication education and training to strengthen the prevention of unlawful infringement in the workplace and safeguard employees’ safety and well-being.
In 2025, the Company conducted a total of 31 training sessions and awareness activities on the prevention of unlawful infringement in the workplace, including psychological stress-relief seminars and practical workshops, as well as lectures on workplace interpersonal relationships and conflict management. A total of 2,021 participant attendances were recorded.

Prevention of Sexual Harassment Incidents

The Company handles investigations of sexual harassment complaints in accordance with the principle of confidentiality to protect the privacy of all parties involved. Investigations are conducted objectively and impartially, while ensuring that the parties concerned are given sufficient opportunity to present their statements and defenses. Upon receipt of a complaint, the Company establishes a dedicated investigation task force within seven days to conduct the investigation and submit its findings to the Sexual Harassment Prevention and Complaint Review Committee for review. The Company also provides comprehensive redress mechanisms. If the party concerned is subject to, or eligible for application by analogy of, the Civil Service Protection Act, they may file a petition for review with the Civil Service Protection and Training Commission through the Company within 30 days from the day following receipt of the written notification. If the party concerned is not subject to, or eligible for application by analogy of, the Civil Service Protection Act, they may file a complaint directly with the competent authority of the municipality, county, or city where they are located.

TIPC respects employees’ legal rights to freedom of association and assembly and is committed to maintaining open channels for labor-management communication. These channels include labor-management meetings, coordination meetings with professional associations, as well as employee forums and briefings convened as needed. Through these mechanisms, the Company seeks to integrate available resources and foster collaboration toward shared goals. In 2017, TIPC signed a collective agreement with its corporate union. Since then, corporate unions at the headquarters and all branch offices have entered into similar agreements. As of the end of 2025, 92.40% of employees were covered by collective agreements. The rights and protections of employees not covered by collective agreements are governed by the provisions of the Labor Standards Act.

In addition, five labor director seats have been established on the Board of Directors to strengthen employee representation in corporate governance. The collective agreements cover not only personnel matters—such as transfers, promotions, rewards and disciplinary actions, and performance evaluations—but also occupational injury compensation and occupational safety and health. These agreements comply with domestic laws and regulations and international human rights standards, demonstrating the Company’s strong commitment to safeguarding employees’ rights. In 2025, labor-management meetings addressed a total of 95 proposals, all of which were resolved by consensus. Coordination meetings with professional associations addressed 17 proposals, all of which were also resolved by consensus.

Note: In accordance with Article 14 of the Labor Union Act, supervisory employees who represent the employer in exercising managerial authority may not join the labor union of the business entity. The Company encourages employees to join labor unions, and from 2023 to 2025, collective agreements covered more than 90% of employees. The Company’s personnel policies and regulations comply with applicable labor laws and regulations; therefore, employees not covered by collective agreements continue to enjoy comparable employment protections.