Employee Rights Protection

Employee Relations and Communication

LITEON values open, transparent, and timely communication with employees. To promote constructive labor-management relations and protect employee rights, the Company provides multiple two-way communication channels tailored to different locations, career stages, cultural backgrounds, and employee needs.

Employee feedback is collected through regular communication meetings, labor-management meetings, labor unions, dedicated grievance channels, employee surveys, internal digital platforms, and local communication mechanisms. Feedback and survey results are incorporated into the review and improvement of human resources, employee relations, human rights, and workplace management practices.

FY2025 Employee Rights Highlights

Digital Communication Platforms

LITEON maintains internal digital platforms to ensure that employees can access Company policies, management regulations, important announcements, employee benefits, activity information, employee club information, and other employment-related resources.

• HR Portal: Provides Company policies, management regulations, announcements, and employment-related information.

• LITEON TV: Provides corporate communications and video content with multilingual subtitles. In 2025, the platform had 19,386 registered users worldwide.

• LITEON Card: Integrates employee services and benefits information. Its utilization rate among employees in Taiwan exceeded 90% in 2025.

• LITEON Group Joint Employee Welfare Committee LINE Official Account: Provides employee benefits, learning resources, activity information, employee discounts, and other services. Its adoption rate among employees in Taiwan reached 72% in 2025.

• Kaohsiung Branch LINE Official Account: Provides local announcements, employee services, activity updates, and a two-way feedback channel. Its subscription rate among Kaohsiung employees exceeded 90% in 2025.

Employee Communication Activities

Employee Feedback and Grievance Mechanisms

LITEON provides telephone hotlines, email grievance channels, suggestion boxes, labor unions, labor-management meetings, dedicated Human Resources representatives, employee surveys, and localized communication platforms. These mechanisms are intended to ensure that employee concerns and suggestions can be raised in a timely, accessible, and confidential manner.

FY2025 Employee Feedback and Complaint Outcomes

LITEON handles workplace misconduct, harassment, and employee grievance cases based on the principles of confidentiality, timeliness, fairness, and protection against retaliation. Investigations are conducted independently and objectively, and appropriate disciplinary or corrective actions are taken based on investigation results.

In 2025, LITEON received 167 workplace grievance cases globally. Of these cases, 162 were formally investigated, while five were not accepted due to insufficient evidence or because the matters were outside the investigation scope. One sexual harassment case remained under investigation at year-end, and all other cases were closed.

Note: The five disclosed case categories represent formally investigated cases. Cases that were not accepted due to insufficient evidence or because they were outside the scope of investigation are not included in the category breakdown.

Substantiated cases resulted in appropriate disciplinary actions, including termination where warranted. LITEON follows up on the well-being and work status of affected employees, assesses organizational impacts, and implements corrective actions to prevent recurrence. In 2025, the Company also revised its Employee Feedback and Complaint Handling Procedures to strengthen case classification, mediation, investigation, and accountability mechanisms.

Prevention of Discrimination, Harassment, and Workplace Violence

LITEON is committed to providing an equal, respectful, and safe workplace. The Company prohibits discrimination in recruitment, employment, training, compensation, promotion, termination, retirement, and other employment practices based on race, color, religion, nationality, gender, sexual orientation, age, disability, or other status protected under applicable laws.

LITEON also prohibits sexual harassment, workplace bullying, physical or psychological violence, verbal abuse, threats, intimidation, exploitation, corporal punishment, and other harsh or inhumane treatment. Relevant internal rules include the Measures for the Prevention, Complaint, and Disciplinary Action of Workplace Sexual Harassment, Employee Grievance Handling Procedures, Reward and Violation Management Regulations, and Code of Conduct for Employees.

Dedicated reporting channels are maintained with confidentiality and protection against retaliation. Cases are handled by qualified personnel or investigation committees to ensure objectivity, fairness, and due process. External experts may be engaged where necessary.

Training and Awareness

LITEON provides a scenario-based online course on workplace sexual harassment prevention through its internal Learning Center. The course is mandatory for new employees and is provided as an annual refresher course for all employees. The FY2025 refresher course achieved a 100% completion rate.

Supervisor training has also been strengthened through advanced workplace sexual harassment prevention courses covering gender awareness, investigation procedures, confidentiality obligations, evidence handling, and the responsibility of frontline supervisors to identify, respond to, and refer reported concerns.

Freedom of Association and Labor Unions

LITEON respects employees’ rights to form or join labor unions of their choice, participate in collective bargaining and peaceful assembly, or refrain from such activities, in accordance with applicable laws and the Responsible Business Alliance Code of Conduct.

Employees and their representatives may openly communicate with management regarding working conditions and management practices without fear of discrimination, retaliation, threats, or harassment. Union representatives are elected by employees to communicate with management, collect employee feedback, hold meetings, discuss action plans, organize employee activities, and protect employee rights.

LITEON has established labor unions at operating locations including Taiwan, Mainland China, Thailand, Vietnam, Brazil, and Mexico. In 2025, approximately 41% of employees participated in union membership and activities. No collective bargaining agreement had been entered into because no labor union had requested collective bargaining with the Company.

Percentage of Union Membership

Employee Engagement Survey

LITEON conducts a Global Employee Engagement and Organizational Health Survey every two years to better understand employee perspectives and identify opportunities for organizational improvement.

The most recent survey was conducted in July 2025 in collaboration with an external consultant using random sampling. A total of 7,998 employees worldwide participated, representing a response rate of 92%. The overall employee engagement score was 82.5.

Strong survey results were recorded in areas including supervisor communication, employee care and flexible support, multilingual communication, inclusive workplace culture, and harassment and discrimination response mechanisms. Survey findings were shared with management and business units and are used as a reference for improvement initiatives.

Protection of Employment Rights

Lawful Employment Practices

LITEON complies with applicable employment laws and prohibits the employment of children under the age of 15. Employees under the age of 18 are not assigned hazardous work. Changes to employment terms and conditions are communicated in accordance with applicable legal requirements.

Fair Performance Assessment

LITEON has established a performance management system to enhance individual and organizational performance, facilitate two-way communication, and support employee development. The system applies to indirect employees, direct employees, and new employees and serves as a basis for promotion, salary adjustment, bonuses, employee development, and training needs.

If an employee is not competent to perform his or her work, LITEON will provide counseling or transfer the employee to a suitable position or affiliated enterprise. Suppose the employee still fails to fulfill the terms of the employer-employee relationship. In that case, the company will give the appropriate notice* and terminate the employee's contract with severance pay following relevant laws and regulations. The company will also provide relevant proof and documents required by law in order to facilitate the application for unemployment benefits or professional training grants for the employee and to protect the employee's employment rights.
The minimum notice periods for plants in Taiwan governed by the Labor Standards Act are as follows:

• Those employed for three months or more but less than one year should be given a ten-day notice. 

• Those employed for one year or more but less than three years should be given a twenty-day notice.

• Those employed for three years or more should be given a thirty-day notice.

➤ For more information, please go to the Human Resources "LIFE at LITEON" Learning and development section.