Happy Workplace
Phihong believes exceptional talent drives sustainability. We are dedicated to creating a LOHAS (Lifestyles of Health and Sustainability) workplace that respects human rights, fosters employee happiness, and enhances job satisfaction and belonging.
Employee Motivation and Retention
Phihong upholds the core values of “innovation, flexibility, equality, and openness,” and is committed to identifying and making good use of talent while fostering a spirit of innovation among employees. Our recruitment process consistently adheres to the principles of fairness, impartiality, and transparency, ensuring that every employee can reach their potential in a fair competitive environment. In line with our global expansion and the rapid growth of diversified business operations, we continue to attract and develop internationally mobile talents.
We are committed to building a company that earns the trust of employees and grows alongside them. This includes promoting a diverse and equitable workplace culture, maintaining sound labor relations, providing a comprehensive compensation and benefit system, and ensuring a safe and respectful working environment.
Phihong is committed to constructing a competitive remuneration system, ensuring salary levels surpass local market standards to attract and retain outstanding talent, thus supporting the enterprise’s journey towards sustainable operation. Specific measures are as follows:
Profit Sharing and Incentives: The company’s Articles of Incorporation stipulate that no less than 10% of annual profits should be allocated to employee compensation when the Company is profitable. The distribution is decided by the Board of Directors and is issued in the form of cash or stock, covering employees of subsidiaries who meet certain conditions.
Employee Stock Ownership Plan: Phihong continues to promote the “Employee Stock Ownership Plan,” with 100% of the stock funds allocated to individual accounts. For senior executives, a “long-term stock-based incentive trust plan” has been established to strengthen the
connection between the core team and the company’s long-term interests.
To implement transparency in remuneration governance, Phihong commissions certified public accountants every year to audit and verify the “remuneration of full-time employees in non-supervisory positions.”
Through professional third-party review, ensure the fairness, accuracy, and completeness of all remuneration information disclosure, fulfilling the commitment to Employee Care.
Despite being affected by US tariff policies and global economic fluctuations in 2025, Phihong remained committed to maintaining competitive wages. In terms of salary levels, the indirect employees at the Linkou Headquarters and Zerova (Taiwan) continue to earn above the local minimum wage, and the overseas plants also meet legal standards. Regarding the salary adjustment mechanism, the company considers inflation for dynamic adjustments, with an average salary increase of 2.13% in 2025. This is reflected in the annual remuneration performance, where the median salary increased by 1.8% compared to the previous year. A statistical analysis of additional disclosure information is shown in the table below, demonstrating a concrete commitment to investing in human capital.
Diverse Communication Channels
Phihong ensures that employees’ opinions are fully heard and addressed through diverse and institutionalized communication mechanisms. The company regularly holds department meetings and labor-management meetings, and utilizes diverse channels and employee satisfaction surveys to establish smooth and transparent communication channels. In addition to day-to-day communications, Phihong continuously interacts with employees, rolling out optimizations to the work environment and management measures based on feedback, strengthening team cohesion, and providing real-time responses to employee concerns. This facilitates positive interactions between labor and management, further establishing stable and positive employee relations, and enhancing the overall workplace environment and employee satisfaction.
We are committed to fostering harmonious labor relations and respecting employees’ freedom of assembly and association. In accordance with Taiwan’s Labor Standards Act, Phihong holds regular labor-management meetings every quarter to report on and discuss issues related to employee welfare and rights, ensuring full communication. We strive to implement a robust labor-management meeting system, fostering consensus and pooling wisdom to create win-win outcomes for both parties. In 2025, the Linkou Headquarters received a total of 25 employee suggestions or opinions, all of which have been fully addressed.
To establish harmonious workplace communication, Phihong (Dongguan) holds monthly employee forums, providing a direct platform for dialogue with management. During these forums, employee representatives have the opportunity to fully express their opinions, addressing issues of concern to employees, including work environment, meals, accommodation, salaries, and benefits, and receive timely responses with improvement measures.
Phihong strictly adheres to local regulations at its operational sites to establish a multi-tiered retirement protection system. The Taiwan
region implements both the old and new labor retirement schemes, with total contributions exceeding NT$70 million in 2025. Overseas
locations are fully integrated into local social insurance systems to ensure security for employees in their old age. At the same time, we
implement these systems in data transparency and career counseling, building a stable and secure workplace environment, fulfilling the
company’s long-term commitment to employee care.
