Talent Attraction and Retention

Talent Recruitment

EGAT aims to build a workplace where employees of all ages, genders, nationalities, and ethnicities respect one another equally. As of the end of 2025, EGAT had 3,257 employees, including 3,117 regular employees and 140 contract employees. There were also 269 non-employee workers, including 33 security guards, 8 construction contractors, and 228 dispatched workers supporting basic maintenance and manufacturing.

Workforce Structure Distribution

Employee Count by Contract Type and Gender

By Contract Type and Gender	2025
By Contract Type and Gender	Regular	Temporary (Contract)	Total
Male	2,911	133	3,044
Female	206	7	213
Total	3,117	140	3,257

Note: Temporary (contract) employees refer to interns, rehired retirees, operators, and medical personnel.

Employee Count by Employment Type and Gender

By Employment Type Classification	2025
By Employment Type Classification	Full-time	Part-time	Total
Male	3,044	0	3,044
Female	213	0	213
Total	3,257	0	3,257

Employee Diversity Statistics

Employee Count by Job Level, Gender, and Age

Employee Category	<30		30-49		>=50		Total
Employee Category	Male	Female	Male	Female	Male	Female	Total
Senior Management	0	0	0	0	32	1	33
Middle Management	0	0	3	0	98	9	110
General Employees	759	62	1,602	115	550	26	3,114
Subtotal	759	62	1,605	115	680	36	3,257

Note: Data covers active employees as of December 31, 2025. Senior management is defined as assistant vice president level and above; middle management is manager level; general employees are section chief level and below.

Employee Count by Nationality and Gender

Employee Category	Gender		Total
Employee Category	Male	Female	Total
Taiwanese	3,014	210	3,224
Vietnamese	18	3	21
Filipino	6	0	6
Malaysian	4	0	4
Indonesian	2	0	2
Subtotal	3,044	213	3,257

Employee Count for Vulnerable Groups

Employee Category	Gender		Total	Effective Count_Note
Employee Category	Male	Female		Effective Count_Note
Persons with Disabilities	20	4	24	31
Indigenous Peoples	33	1	34	34
Subtotal	53	5	58	65

Note: According to regulations, one person with severe or very severe disabilities is counted as two hired persons.

New Hire and Turnover Statistics

EGAT's new hire rate in 2025 was 9.30%, down 6.45 percentage points from 15.75% in 2024, while the turnover rate was 8.54%, down 1.76 percentage points from 10.30% in 2024. The turnover rate among employees under 30 was relatively high mainly because some departing personnel were interns. In 2025, there were 208 departing employees under 30 (199 male and 9 female), including 166 interns (160 male and 6 female). Excluding interns, the turnover rate for employees under 30 decreased from 25.3% to 5.1% (male from 26% to 5%, female from 15% to 5%). EGAT's total employee count grew from 3,175 in 2024 to 3,257 in 2025, indicating that recruitment and retention strategies are well received and continue to support company growth.

Year		2023					2024					2025
Indicator		Total Employees	New Hires		Turnover		Total Employees	New Hires		Turnover		Total Employees	New Hires		Turnover
Indicator		Total Employees	Count	Rate	Count	Rate	Total Employees	Count	Rate	Count	Rate	Total Employees	Count	Rate	Count	Rate
Male	<30	579	400	69.08%	198	34.20%	731	420	57.46%	240	32.83%	759	262	34.52%	199	26.22%
	30-49	1,597	70	4.38%	64	4.01%	1,606	53	3.30%	51	3.18%	1,605	20	1.25%	47	2.93%
	>=50	620	12	1.94%	36	5.81%	638	7	1.10%	29	4.55%	680	1	0.15%	22	3.24%
	Total	2,796	482	17.24%	298	10.66%	2,975	480	16.13%	320	10.76%	3,044	283	9.30%	268	8.80%
Female	<30	51	32	62.75%	9	17.65%	60	18	30.00%	7	11.67%	62	18	29.03%	9	14.52%
	30-49	108	8	7.41%	3	2.78%	113	2	1.77%	0	0.00%	115	2	1.74%	1	0.87%
	>=50	26	0	0.00%	0	0.00%	27	0	0.00%	0	0.00%	36	0	0.00%	0	0.00%
	Total	185	40	21.62%	12	6.49%	200	20	10.00%	7	3.50%	213	20	9.39%	10	4.69%
All Employees	Total	2,981	522	17.51%	310	10.40%	3,175	500	15.75%	327	10.30%	3,257	303	9.30%	278	8.54%

Compensation and Benefits

EGAT provides stable compensation protection, paying employees above the statutory minimum wage and providing corresponding compensation based on job grade and job content without differences due to age, gender, nationality, or ethnicity. Each year, promotion, salary adjustment, year-end bonuses, and employee compensation are handled based on individual performance evaluation results, overall company operations, and department performance, linking employee efforts to compensation while considering internal and external compensation competitiveness. According to Article 27 of the Company's Articles of Incorporation, if the Company records annual profit, no less than 1% shall be appropriated as employee compensation, with no less than 45% allocated to rank-and-file employees, strengthening the link between business results and employee rewards. The Company also regularly reviews operating results, market salary levels, and talent retention, and encourages employees to jointly improve corporate operating performance through performance management and reward systems, implementing a spirit of shared results. To motivate employees and retain talent, EGAT has established employee stock subscription measures, providing benefits such as employee shareholding and cash capital increase subscriptions. To strengthen sustainability governance, the Company continues to incorporate sustainability-related goals into management mechanisms and appropriately link them to manager performance evaluations to improve ESG implementation results. Salary data for full-time non-managerial employees this year is available on the Market Observation Post System.

Male/Female Ratio of 2025 Base Salary and Compensation by Job Level

Job Level	Base Salary	Compensation
Senior Management	1.09	1.11
Middle Management	1.00	1.00
General Employees	1.04	1.10

EGAT provides diverse employee benefits and has established the Employee Welfare Committee to plan and provide holiday bonuses, marriage subsidies, funeral subsidies, employee birthday gifts, and other benefits. In 2025, these subsidies totaled NT$22,864,168. The Company also provides employee restaurants, convenience stores, medical rooms, sports and recreation centers, dedicated parking lots, and free fixed-route commuter shuttles to meet employee needs and convenience during work. To care for employees' health and leisure life, EGAT provides group insurance enrollment rights, budgets for department travel activities planned by each department, and discounted tickets on international scheduled flights for employees and their families, allowing employees to refresh themselves through overseas travel while balancing family life. EGAT also occasionally holds family day events for employees' relatives, arranging company visits so employees and families can better understand the operating environment and work content, enhance identification and support for the Company, and achieve greater work-life balance. EGAT also builds team cohesion through annual meetings and related lucky draw activities, creating a positive, warm workplace atmosphere with a sense of belonging.

2025 Employee Welfare Committee Benefit Expenditure Ratio (%)

Pension

To provide stability for employees' retirement lives, EGAT has established labor retirement regulations in accordance with the law and formed a Labor Retirement Reserve Supervisory Committee. Each year, CPAs are commissioned to actuarially calculate sufficient labor retirement reserves. The regulations also state that employees who voluntarily contribute pension funds have the voluntary contribution deducted from their monthly salary and deposited into the labor pension account; if employees are forced to retire due to job-related reasons, pension payments will be increased by 20% according to the Labor Standards Act.

The Company's special account balance at Bank of Taiwan exceeds the projected benefit obligation (fully funded). To protect employee rights, pension payments due shall be paid within 30 days from the employee's retirement date. The statutory contribution rate for labor retirement reserves is currently 2%, and the new system contribution rate is 6%. Employees under both the old and new systems are 100% included in the pension system.

As of January 1, 2026, the Bank of Taiwan labor retirement reserve account balance was NT$2,517,577,610, which was actuarially sufficient to meet employee retirement needs.

Marriage, Childbirth, and Family Care Support

EGAT values employees' marriage, childbirth, and family care needs, providing diverse and flexible benefits and working to create a family-friendly workplace that supports employees in balancing work and family.

For marriage and childbirth support, EGAT provides each employee with a NT$42,000 marriage subsidy. The Company also grants prenatal checkup leave in accordance with the Act of Gender Equality in Employment and allows employees to take leave flexibly in half-day units, reducing the leave burden during pregnancy. In addition, the Company has set up lactation rooms in the workplace to protect the breastfeeding rights of female employees.

For family care, employees may apply to the Company for personal leave by the hour according to family members' needs. When family members receive vaccinations or have major illness or accidents requiring personal care, employees may also apply for family care leave. The leave days are counted as personal leave and may also be applied for by the hour, improving flexibility in family care arrangements.

Parental Leave

EGAT employees are entitled to parental leave in accordance with the law and may apply based on family needs. In 2025, 16 employees actually used parental leave, including 15 male employees and 1 female employee. The average reinstatement rate reached 90%, and the retention rate reached 100%, showing that the Company provides a family-friendly parenting environment that helps employees balance family and career.

Item	Male Count	Female Count	Total
Total employees entitled to parental leave in 2025	215	17	232
Total employees who actually took parental leave in 2025	15	1	16
Total employees who applied for reinstatement in 2025	17	3	20
Total employees actually reinstated in 2025	15	3	18
Total employees reinstated from parental leave in 2024	18	4	22
Total employees who returned from parental leave in 2024 and remained employed for one year	18	4	22
Parental leave application rate	6.98%	5.88%	6.90%
Reinstatement rate	88.24%	100%	90%
Retention rate	100%	100%	100%

Note:
Parental leave application rate＝Total employees who actually took parental leave in 2025／Total employees entitled to parental leave in 2025
Reinstatement rate＝Total employees actually reinstated in 2025／Total employees who applied for reinstatement in 2025
Retention rate＝Total employees who returned from parental leave in 2024 and remained employed for one year／Total employees reinstated from parental leave in 2024

Employee Opinion Survey

To understand the workplace atmosphere and employee needs, EGAT continued introducing the employee satisfaction, involvement, and engagement survey plan in 2025 and uses the survey results as key indicators for internal organizational improvement.

The Employee Satisfaction Survey is coordinated by the Human Resources Division and conducted every two years. The first survey was conducted in March 2025, covering nine major departments and 3,141 people. The survey was conducted through an online questionnaire platform, supplemented by paper forms for Vietnamese employees. A total of 2,779 people completed the survey, with an overall response rate of 88.5%. After analysis, there were 2,293 valid responses, with effective coverage of 73.0%.

This employee satisfaction questionnaire was designed around three major systems and nine dimensions, mainly evaluating employee satisfaction with compensation and benefits, working conditions, corporate culture, and related matters. Items of concern were summarized based on the assessment results as the basis for follow-up improvement measures and promotion. The 2025 average employee satisfaction score was 3.57 points (out of 5).

The Employee Engagement Survey evaluates seven aspects: sense of job security, connection between work contribution and company goals, team relationships, identification, extra effort, pride, and loyalty. It further explores employees' work involvement and identification with the Company as an important basis for strengthening cohesion and long-term development. Survey results showed that the 2025 average employee engagement score was 3.86 points (out of 5), with nearly half or more of employees demonstrating high work involvement.

Employee concerns and follow-up implementation measures are shown in the table below. EGAT will continue improving operational transparency and employee trust through labor-management two-way communication and related mechanisms, further improving employee retention and well-being.

Concerned Item	Follow-up Measures
Personnel Promotion	Announce promotion and grade advancement evaluation methods, qualifications, performance, and related standards for each job grade in the HR information management system for employee reference. Explain reasons and improvement directions to employees who did not pass promotion interviews. Plan TOEIC coaching courses and define eligible participant standards and quotas for department recommendations.
Facilities and Equipment	For facility and equipment improvements, request the responsible unit to evaluate economic benefits and provide recommendations. Participate in related facility, equipment, or machinery exhibitions to understand technology trends and identify equipment suited to unit needs.
Digital Equipment	Ask departments to survey on-site needs for local OFFICE software permissions and evaluate additional purchases. Ask units to regularly clean shared computer disk space every month.
Learning and Growth	Promote employee use of Chinese and English online learning platforms. Plan TOEIC coaching courses and define eligible participant standards and quotas for department recommendations. Held eight sessions of civil aviation regulations and related case lectures, with 419 employees participating. In 2025, held GE Leadership Training - Time Management and Lean Project Presentation sessions, with 37 supervisors participating.
Career Planning	Establish transparent career paths: announce promotion and grade advancement evaluation methods, qualifications, performance, and related standards for each job grade in the HR information management system so employees understand career development routes and directions. Link performance with career development: supervisors can conduct performance interviews with employees through annual evaluations and provide work feedback and future development suggestions. Cross-department rotation: provide job opening quotas and recommendations through departmental coordination.