LOHAS at Acter

LOHAS at Acter

In support of our global expansion and diversified business development, Acter actively attracts and cultivates professionals with industry expertise, while continuously expanding and optimizing our global workforce deployment. We regularly review the workforce structure across the Group’s operating locations to ensure alignment between performance outcomes and the allocation of professional resources, thereby strengthening organizational resilience and operational agility.

Talent Deployment


Statistics on Acter’s New and Resigned Employees in 2025

 
New employment and resignation rates Acter
No. of people In proportion to the total of new employees No. of people In proportion to the total of resigned employees
Gender Male 93 70.5% 46 68.7%
Female 39 29.5% 21 31.3%
Age Up to 30 years old 80 60.6% 40 59.7%
31 to 50 years old 49 37.1% 26 38.8%
51 years old and above 3 2.3% 1 1.5%
Total number of people 132 67
Percentage of new / resigned employees
Note: The new hire and turnover ratio is obtained by dividing the number of new hires or departing employees by the total headcount as of December 31, 2025.		 27.7% 14.08%

Talent Attraction

Remuneration System

Acter has established a comprehensive and market-competitive remuneration system. The remuneration structure is determined based on a combination of internal and external assessment mechanisms, with employees’ individual competencies and performance incorporated into the overall remuneration review. The Company’s remuneration system ensures equal pay regardless of gender, with male and female employees receiving equal pay and remuneration for work involving the same responsibilities and work of equal value. In 2025, the minimum starting salary for male employees was 1.15 times the statutory minimum wage, while that for female employees was 1.12 times the statutory minimum wage.

To strengthen talent retention and employee motivation, Acter has enhanced both fixed and variable remuneration and introduced diversified long-term incentive mechanisms to effectively motivate and retain talent. The Company also conducts regular market benchmarking and makes adjustments as necessary to ensure that employee remuneration across its operating locations remains competitive within the industry.

Ratio of standard salary in important operating bases to local basic salary
Employee type/ Gender Male Female
Managerial position Senior managers (above the deputy general manager level) 1 -
Middle-level managers (above the manager level) 0.84 1
Junior managers (above the section chief level) 1.10 1
Non-managerial position General employees 1.03 1

Performance System

Acter has established a comprehensive performance management and development system centered on talent development and compensation design. Through regular performance appraisal mechanisms, the Company strengthens the alignment of individual, departmental, and organizational performance, enabling employees to gain a clear understanding of their performance and progress toward established goals while ensuring alignment between the Company’s overall strategic direction and individual key performance indicators (KPIs).
 

Employee Care and Welfare System

 

Acter prioritizes employee well-being and is committed to supporting both the physical and mental health of its workforce. We have established a range of benefits and financial reward systems that exceed legal requirements, with the goal of enhancing long-term talent retention. In addition, various employee clubs and recreational activities are organized on a regular basis to encourage interpersonal interaction, strengthen team cohesion, and foster a collaborative and vibrant corporate culture.
 

 


Statistics on Acter’s Employee Welfare Expenditure (Unit: NTD)
 
Content 2023 2024 2025
No. of applicant Applied amount No. of applicant Applied amount No. of applicant Applied amount
Employee Welfare Committee Trips, birthday parties, sports/
entertainment facilities and activities		 All employees 6,925,853 All employees 5,003,934 All employees 8,047,544
Acter Scholarships for employees’ children with
extraordinary academic performance		 6 27,000 19 69,000 21 79,000
Bonus/ cash gifts for birth-giving 17 82,000 8 40,000 9 45,000
Bonus/ cash gifts for marriage 15 325,300 8 163,100 8 148,600
Bonus/ cash gifts for funeral 7 182,300 9 346,300 7 222,300
Emergency benefit 0 0 1 50,000 0 0
Hospital benefit 1 10,000 1 5,000 0 0
Free health check 242 1,464,000 178 1,045,600 219 1,374,200
Total 6,843,222 9,016,453 9,916,644


 

 

 Parental Leave Measures and Maternity Care Plan

 

To promote childbirth and support female employees in balancing work and family life, Acter has established a comprehensive parental leave policy. This initiative enables employees to manage both personal and caregiving responsibilities effectively. In alignment with the Labor Standards Act and the Act of Gender Equality in Employment, Acter has implemented an internal “Code of Conduct for Employees” to uphold gender equality and safeguard employees’ rights to various types of parental leave, including prenatal checkup leave, maternity leave, family care leave, paternity leave, and parental leave. Furthermore, Acter conducts occupational health risk assessments and adopts control and tiered management measures specifically for maternal workers. For employees who are pregnant or within one year postpartum, the Company performs health assessments and provides necessary support through collaboration between the Human Resources Department under the General Administration Office and the Occupational Safety and Health Department, thereby reinforcing maternal health protection in the workplace.

 
Statistics of Acter’s Parental Leave / Employee Reinstatement in 2025
 
content 2023 2024 2025
Male Female Male Female Male Female
Number of people who are qualified to apply for parental leave. 37 13 33 10 31 12
Number of people who have applied for parental leave in the year. 0 2 1 0 0 1
Number of people who are expected to apply for reinstatement in the year 0 2 1 0 0 0
Number of people who are reinstated after the parental leave 0 2 1 0 0 0
Number of people who were reinstated in the previous year
and continued to work for more than one year.		 0 0 0 0 0 0
Application rate of parental leave (%) 0％ 15.38％ 3.03％ 0％ 0％ 0％
Application rate of reinstatement (%) 100％ 0.00％ 100％ 0％ 100％ 0％
Retention rate after parental leave (%) - - - - - -
 


A Sound and Secure Retirement System

 

Acter safeguards employees' retirement rights and interests in accordance with local retirement regulations and systems. All our employees receive their rightful pension allocations, and we ensure adequate provisions through professional accounting consultants who conduct retirement fund actuarial assessments. This guarantees sufficient allocations to protect employee benefits. In addition to the standard company contributions, employees may voluntarily contribute up to 6% of their monthly salary to individual pension accounts, benefiting from tax exemptions. Furthermore, in accordance with the Middle-aged and Elderly Employment Promotion Act, Acter engages retired senior supervisors as corporate advisors, enabling the transfer of professional knowledge and experience to younger employees while continuing to offer strategic consultation and support.


Company Trips and Club Activities

 

To foster a positive and vibrant corporate culture, Acter’s Employee Welfare Committee regularly organizes a diverse range of welfare activities, including domestic and overseas trips, Family Day events, interest group activities, and holiday gift vouchers. These initiatives are designed to help employees relax and promote positive interaction across departments. The Committee also convenes regularly to review and enhance welfare programs, ensuring comprehensive support for employees’ needs and establishing effective two-way communication channels. In 2024, a total of four Employee Welfare Committee meetings were held, and more than 75 domestic and overseas activities were organized.