Attracting and Retaining Talent

Pension

To safeguard employees’ retirement security, EGAT has established retirement regulations in accordance with applicable labor laws and set up a Labor Pension Reserve Supervisory Committee. Each year, the Company engages certified actuaries to assess and ensure the full funding of the labor pension reserve. Employees may also voluntarily contribute to their personal pension accounts, with monthly deductions made based on their chosen contribution rate and deposited into individual retirement accounts managed by the Bureau of Labor Insurance. In cases where employees are mandatorily retired due to job-related reasons, pension payments are increased by 20% in accordance with the Labor Standards Act. Although the balance of the Company’s pension reserve account at the Bank of Taiwan exceeds its projected pension obligations (fully funded), EGAT remains committed to protecting employee rights. Pensions must be paid within 30 days from the date of retirement. The Company currently contributes at the statutory rate of 2% to the labor pension reserve under the old system, and at 6% under the new system. All employees, regardless of whether they are enrolled in the old or new scheme, are fully covered by the retirement system. As of January 1, 2026, the balance of Bank of Taiwan’s Labor Pension Reserve Account amounted to NT$2,517,577,610, which is actuarially sufficient to meet the retirement needs of employees.

Marriage, Childbearing, and Family Care Friendly Initiatives

EGAT values the needs of its employees regarding marriage, childbirth, and family care, providing a diverse and flexible range of benefits. The Company is committed to fostering a supportive and friendly workplace environment that enables employees to balance their professional and family lives. In terms of marriage and childbirth support, EGAT provides each eligible employee with a marriage subsidy of NT$42,000. In accordance with the “Gender Equality in Employment Act”, the Company provides prenatal checkup leave and allows employees to take leave in half-day increments to lower the burden on pregnant employees. Additionally, EGAT has established lactation rooms in the workplace to protect the breastfeeding rights of female employees. Regarding family care, employees may apply for personal leave on an hourly basis to provide personal care for family members. Employees may also apply for family care leave when a family member requires preventive vaccinations or when a major illness or accident occurs requiring personal care. Family care leave is counted toward the total personal leave quota and may also be requested on an hourly basis to provide greater flexibility in family care arrangements.

Parental Leave

EGAT employees are entitled to parental leave in accordance with the law. Employees may apply for parental leave according to their family needs. In 2025, a total of 16 employees utilized parental leave, comprising 15 males and 1 female. Moreover, the average reinstatement rate for the year was 90%. Remarkably, the retention rate for female employees reached 100%. This underscores the Company’s provision of a supportive parenting environment, enabling employees to balance both their family and career responsibilities.

Employee Satisfaction Surveys

To better understand the workplace atmosphere and employee needs, EGAT continued to implement the Employee Satisfaction, Commitment, and Engagement Survey Program in 2025, utilizing the survey results as critical indicators for internal organizational improvement.

The Employee Satisfaction Survey is coordinated and administered by the Human Resources Division on a biennial basis. The first survey was conducted in March 2025 and covered a total of 3,141 employees across nine departments. The survey was primarily conducted through an online questionnaire platform, with paper-based questionnaires provided for Vietnamese employees. A total of 2,779 employees completed the survey, resulting in an overall response rate of 88.5%. After data validation and analysis, 2,293 responses were deemed valid, representing an effective coverage rate of 73.0%.

The questionnaire was designed based on three major systems and nine key dimensions, primarily assessing employees’ satisfaction with compensation and benefits, working conditions, and corporate culture. Key areas of concern were identified based on the survey results and will serve as the basis for future improvement initiatives and action plans. In 2025, the average employee satisfaction score was 3.57 out of 5.

In addition, the Employee Engagement Survey was conducted to assess employee performance and perceptions across seven key dimensions: job security, alignment between individual contributions and corporate goals, team relationships, organizational identification and support, discretionary effort, sense of pride, and loyalty. The survey provided deeper insights into employees’ level of work engagement and their sense of belonging to the Company, serving as an important reference for strengthening organizational cohesion and supporting long-term development.

The survey results indicated that the average employee engagement score in 2025 was 3.86 out of 5, with nearly half of all employees demonstrating a high level of work engagement.

The key issues identified by employees and the corresponding actions taken by the Company are presented in the table below. EGAT will continue to strengthen operational transparency and enhance employee trust through mechanisms such as two-way labor-management communication, thereby improving employee retention and overall well-being.