Getac Holdings Corporation

Getac believes that talent is the core asset of sustainable business development. In response to global industry transformation and technological innovation, the Company adopts a “people-oriented, growing together” talent strategy to attract, develop, and retain outstanding professionals while fostering an inclusive and growth-oriented workplace.
Through competitive compensation and benefits, a fair and transparent performance management, and diversified career development programs, the Company encourages employees to maximize their professional potential, enhance their personal value, and grow together with the organization while contributing to its long-term competitiveness.

 

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Getac is committed to building a diverse, inclusive, safe, supportive and growth-oriented workplace. The Company promotes open communication across cultures and regions, prioritizes local talent recruitment, and ensures management hiring aligns with local cultural and social needs to strengthen local integration across global operations. In 2025, the local employment ratio for management positions (assistant manager level and above) reached 79.0%.

Taiwan operations, including Getac Holdings, Getac Technology, Atemitech, and Huntwell, maintained a 100% local management ratio. China operations reached 79.1%, primarily consisting of Taiwanese and Chinese managers. Due to limited availability of engineering and technical education resources in Vietnam, management positions at Getac Vietnam and MPT Vietnam are still mainly held by Taiwanese and Chinese expatriates, resulting in a relatively lower local management ratio. The Company will continue strengthening local talent development and recruitment in Vietnam.

The Company also values diversity and inclusion by employing people with disabilities and supporting active aging initiatives. In 2025, the Company employed 20 employees with disabilities, increasing from 14 in 2024, with representation rising from 0.16% to 0.23% of the workforce. In response to the aging population trend, the Company has established a post-retirement reemployment program. In 2025, 41 employees were rehired after retirement, representing an increase of 9 compared with 2024. The proportion of rehired retirees in the workforce increased from 0.36% to 0.48%.

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In addition to compensation programs, the Company values employee well-being and work-life balance. In Taiwan, employees are entitled to annual leave benefits exceeding Labor Standards Act requirements, including the advance entitlement to three days of paid annual leave upon completion of the probation period. Flexible working hours are also implemented, allowing employees to start work between 8:00–9:00 a.m. and finish between 5:00–6:00 p.m., supporting greater flexibility in employees’ work arrangements.

The Company provides diversified employee benefits, including labor and health insurance, marriage and funeral subsidies, birthday and holiday gifts, employee travel programs, health examinations, and club subsidies. Employee Welfare Committees are established across operating sites to enhance workplace quality and employee engagement, creating a positive work environment through both facilities and employee programs while enriching employees’ workplace experience. Activities such as year-end parties, family day events, and holiday celebrations are regularly organized to foster a positive workplace culture and enhance employee engagement, including Winter Solstice gatherings, Lantern Festival riddle activities, Mid-Autumn Festival celebrations, and Lunar New Year events.
To strengthen family-friendly practices, the Kunshan sites in China organize annual factory open day events for employees’ families, enabling employees’ children and family members to better understand and experience their parents’ working environment, thereby fostering a family-friendly workplace culture. Taiwan operations provide childcare partnership services and family insurance programs to help reduce caregiving burdens.

The Company is committed to fostering a family-friendly workplace environment and provides maternity leave, paternity leave, prenatal check-up leave, and parental leave across all operating sites in accordance with local labor regulations. Taiwan, China, and Vietnam operations, in compliance with applicable occupational safety and maternity protection regulations, implement workplace protection measures for pregnant and breastfeeding employees to prevent exposure to high-risk operations and provide appropriate support and protection, thereby safeguarding the rights and physical and mental well-being of pregnant employees. In 2025, the Company’s global parental leave return-to-work rate and retention rate were 99.39% and 64.60%, respectively.

Salary and Benefits

• Compensation Principles：Getac provides employees with salaries and benefits that are above market standards. Employee compensation is not differentiated based on race, religion, political affiliation, gender, sexual orientation, age, marital status, or physical or mental disability. To encourage the retention of high-performing employees, the Company’s compensation levels are regularly benchmarked through industry salary surveys conducted by the Remuneration Committee. The Committee reviews the alignment of employee compensation and benefits with market practices, evaluates room for salary growth, and grants salary adjustments and promotions to employees with outstanding performance, with the aim of attracting, retaining, and motivating exceptional talent. In addition, the Company offers stock option plans to high-performing employees to encourage long-term retention, participation in corporate value creation, and enhanced loyalty. The employee stock warrants are valid for six years from the grant date.
• Employee Benefits: Employee welfare measures are planned and managed by the Employee Welfare Committee. Employees at the Taiwan headquarters are provided with labor insurance, national health insurance, maternity leave and parental leave, group insurance, birthday and holiday cash gifts, club activity subsidies, employee travel subsidies, English course subsidies, employee health check-ups, an employee cafeteria, a gym, quarterly movie screenings, and other benefits. At the Kunshan production site in China, employees are provided with maternity leave, paternity leave, breastfeeding leave, and various social insurance programs in accordance with local laws and regulations. Employee travel subsidies, birthday cash gifts, and position-based allowances are also provided.
• Parental Leave System: In accordance with Taiwan’s Gender Equality in Employment Act, employees in Taiwan who have completed at least one year of service may apply for unpaid parental leave before their child reaches the age of three, for a maximum period of two years. Upon completion of unpaid parental leave, Getac arranges for employees to return to their original department and position, and assists them in understanding the Company’s latest updates.
• Retirement System: Employee pension payments are handled in accordance with the laws and regulations of the locations where the Company operates. In Taiwan, Getac has established a comprehensive retirement system in compliance with the Labor Standards Act and the Labor Pension Act to protect employees’ rights and interests.

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The Company and its subsidiaries conduct annual employee satisfaction surveys, targeting an average score above 90 points. Survey topics include dining quality, dormitory management, administrative services, compensation, promotion systems, employee benefits, training, organizational culture, management strategy alignment, cross-functional communication, leadership practices, empowerment mechanisms, and daily life-related issues. In 2025, the Company distributed 5,197 employee satisfaction surveys and received 5,045 valid responses, achieving a response rate of 97.08%. The overall employee satisfaction score was 91.99 out of 100, indicating that employee satisfaction remained at a high level. Compared with 2024 (85.27), the overall satisfaction score increased significantly.

Based on survey results, the Company continued implementing improvement measures in areas such as dining services, dormitory management, and employee benefits. Initiatives included enhancing meal quality and menu variety (approximately 41 meetings and 36 new menu items introduced during the year), implementing real-time dormitory maintenance feedback mechanisms (reducing average response time from 2 days to 6 hours), providing professional maintenance services (512 cases handled during the year), and enhancing employee benefit programs, including increased birthday gifts and expanded Women’s Day benefits. These measures effectively responded to employee needs and contributed to higher overall satisfaction.

The Company also continued strengthening talent development and organizational culture management. In talent development, regular competency reviews, online and in-person training roadmaps, and courses in presentation skills, consultative sales, and project management were implemented to support professional certification development. To strengthen organizational culture, the Company enhanced cross-functional communication and strategy alignment through company-wide meetings and vision-sharing initiatives to improve employee engagement and team cohesion.

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Human Rights Protection
Human Rights Policy and Commitment
Upholding respect for human rights and the protection of fundamental freedoms as its core values, Getac is committed to implementing principles of equality, fairness, and inclusion throughout its operations, supply chain, and products and services, while building a safe and sustainable business framework. In accordance with international standards, including the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, and the RBA Code of Conduct, the Company has established human rights policies and management mechanisms to enhance human rights awareness among employees, suppliers, and stakeholders, and to prevent any form of human rights infringement.
The Company is committed to safeguarding fundamental human rights and has established its Human Rights Policy in alignment with the RBA Code of Conduct. Human rights principles have been formally incorporated into the ESG Code of Conduct and related internal management systems, clearly defining the human rights standards to be followed in business operations. In addition, accessible and confidential grievance and whistleblowing mechanisms have been established to ensure effective implementation of the policy.
For supply chain management, the Company requires suppliers and business partners to sign environmental protection and social responsibility commitments covering labor rights, prohibition of forced labor and child labor, anti-discrimination, workplace safety, reasonable working hours, and fair compensation. Through ongoing audits and management mechanisms, the Company continuously monitors implementation performance and extends human rights due diligence practices across the entire value chain, jointly promoting responsible and sustainable business development.

1. Labor Rights
The Company is committed to providing a fair, safe, and respectful working environment while safeguarding the fundamental rights of all employees, including:

• Compliance with labor laws and regulations in all operating locations and cooperation with government labor inspections and supervision.
• Non-discrimination and equal opportunity: providing a safe, inclusive, and equal workplace where hiring and promotion are not influenced by race, ethnicity, gender, age, language, region, or political affiliation. Any form of unequal treatment, discrimination, sexual harassment, or workplace bullying is strictly prohibited.
• Prohibition of forced labor and child labor: respecting employees’ freedom of employment choice and prohibiting all forms of forced labor and human trafficking. Employees may freely resign or terminate employment in accordance with applicable regulations. Child labor is strictly prohibited, and underage workers are protected.
• Fair compensation and reasonable working hours: working hours and compensation comply with or exceed legal requirements. The Company promotes pay equity and provides fair and reasonable compensation and working conditions, with ongoing review and improvement aligned with economic and business developments.

2. Gender Equality
The Company is committed to promoting gender equality by ensuring a workplace free from gender discrimination and sexual harassment while providing equal development opportunities for employees of all genders. The Company supports employees in balancing work and family life and prohibits unequal treatment or compensation disparities based on gender or sexual orientation.

3. Occupational Health and Safety
The Company is committed to providing a safe and healthy working environment and regularly conducts occupational health and safety education and training to safeguard employees’ operational safety and physical and mental well-being. Employees are also entitled to refuse unsafe work without fear of retaliation when safety conditions are uncertain.

4. Freedom of Association
The Company respects employees’ rights to form and join labor unions of their choice, engage in collective bargaining, and participate in peaceful assembly. Based on the protection of privacy rights, employees are provided with channels for free expression of opinions. The Company also maintains diversified communication channels to encourage employee participation in corporate governance and decision-making processes.

5. Environment and Community-related Human Rights
The Company complies with domestic and international regulations and standards related to environmental protection and resource efficiency and is committed to reducing the environmental impacts of its operations and supply chain. The Company also considers potential impacts on biodiversity and local communities in relevant activities. In addition, the Company promotes responsible mineral sourcing and prohibits the procurement of conflict minerals to protect the human rights, health, and environment of mining communities.

6. Product and Service Responsibility
The Company places importance on customer and user safety and privacy protection throughout product design, manufacturing, and service processes. The Company also works to prevent risks or adverse impacts on human health and the environment and ensures products comply with applicable safety and regulatory requirements.

Human Rights Governance Structure
The Board of Directors serves as the highest governing body for sustainability and oversees human rights-related governance. Under the Board, the Sustainable Development Committee is responsible for formulating and promoting human rights-related policies and supervising management’s implementation of human rights commitments across operations and value chain management. The Sustainable Development Committee oversees seven functional teams responsible for advancing labor rights, occupational health and safety, customer rights, and product and service health and safety across the Company and its supply chain. These functional teams ensure that human rights management practices cover major operating sites and value chain activities. Each functional team establishes management indicators and implementation plans within its scope of responsibility and regularly reports progress and performance to the Sustainable Development Committee as a basis for Board oversight and decision-making.

2025 Human Rights Risk Assessment Results
The Company has incorporated human rights issues into its overall sustainability risk management framework and conducts annual human rights risk assessments while regularly reviewing and updating potential human rights risks. In 2025, the Risk Management Team under the Sustainable Development Committee conducted human rights risk assessments across operating sites and the value chain through questionnaires and risk scoring methods. Assessments covered employee, supplier, and customer perspectives and systematically identified issues including working hours management, forced labor, discrimination, child labor, occupational safety, and personal data protection. Risks were evaluated and classified based on likelihood and impact severity. Assessment results indicated that most human rights issues were classified as low risk, while “customer personal data protection” was identified as a medium-risk issue. In response, the Company strengthened information security protection, internal monitoring, and remediation mechanisms through its information security management system and internal control procedures to mitigate related risks.



Human Rights Training
Human rights training is an important foundation of the Company’s sustainability efforts. The Company and its subsidiaries continue to provide diversified human rights education and awareness programs covering gender equality, sexual harassment prevention, workplace violence prevention, anti-corruption, and labor rights to strengthen employees’ awareness and implementation of human rights protection. Subsidiaries in China have incorporated human rights principles into the Employee Code of Conduct, with 100% of new employees signing acknowledgment commitments. Through the “Environmental Protection and Social Responsibility Commitment Letter,” suppliers are also required to comply with human rights standards to strengthen overall management practices across the value chain. In 2025, a total of 11,608 training attendances were recorded for human rights training globally, achieving a completion rate of 99.20%.

Communication and Grievance Channels
The Company has established comprehensive communication and grievance mechanisms to provide employees, suppliers, and other stakeholders with secure and accessible reporting channels for matters involving illegal conduct, unethical behavior, human rights violations, or breaches of the Code of Conduct. Investigations and handling procedures are conducted in accordance with the “Whistleblowing and Grievance Management Regulations,” and corrective and remedial measures are implemented as appropriate to mitigate potential risks. The Company strictly protects the privacy and safety of whistleblowers and prohibits any form of retaliation or unfavorable treatment. Confirmed cases are handled in accordance with internal regulations, and improvement measures are implemented to prevent recurrence. For daily communication, the Company values two-way engagement with employees and utilizes the Enterprise Information Portal (EIP) to integrate announcements, policies, and departmental information. Multiple communication channels, including Teams, WeChat official accounts, emails, and employee satisfaction surveys, are also used to collect feedback. Feedback results are regularly analyzed and serve as a basis for continuously improving the working environment and management systems.
In 2025, Getac received a total of 136 employee feedback and grievance cases globally. Among them, 132 cases were related to employee compensation, benefits, and daily welfare matters, such as allowances, attendance bonuses, and housing subsidies. All cases were appropriately resolved through communication and coordination, with continued efforts to improve employee satisfaction and workplace quality.

The remaining four cases involved workplace misconduct complaints. Three cases were not substantiated due to insufficient evidence or failure to meet the legal definition of workplace misconduct. One confirmed case was formally investigated in accordance with the “Grievance and Whistleblowing Management Regulations” and the “Workplace Violence Prevention Program.” External professionals, including psychologists and legal advisors, participated in the investigation process to ensure fairness and protect employee rights. During the investigation, EAP counseling support was also provided, and appropriate disciplinary actions were implemented based on the investigation results and the Employee Reward and Discipline Regulations.

In addition to case handling, the Company continues to strengthen preventive and mitigation measures, including enhancing legal awareness and regular training programs, improving managerial communication and leadership capabilities, establishing diversified and confidential grievance channels, and proactively identifying potential risks through employee satisfaction surveys and HR interview mechanisms to support the prevention and improvement of workplace misconduct.

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The Company is committed to providing a safe and healthy working environment by complying with occupational safety and health regulations and international standards applicable to each operating site. Occupational safety and health management systems have been established to reduce occupational hazard risks through systematic management and continuous improvement mechanisms, while strengthening employee safety awareness through education and training. Occupational safety management is also extended across the value chain, including suppliers and contractors.

With accident prevention as its core principle, the Company has established the goals of “zero fatal accidents, zero occupational diseases, and zero workplace injuries.” Management systems are implemented in accordance with ISO 45001:2018 or local regulatory requirements, ensuring effective operation through risk identification, inspections, and audit mechanisms. As of the reporting year, management system coverage reached 100% of employees (8,586 persons) and 100% of non-employee workers (113 persons). In 2025, a total of nine subsidiaries obtained ISO 45001 certification. Details of certification status are provided in Appendix 8.4, and both internal and external audit implementation rates for sites covered by the management system reached 100%.

Getac Health and Safety Policy

• Comply with local occupational safety and health laws and standards, proactively monitor global occupational safety and health issues, assess risks in advance, and establish a safe working environment.
• Establish and implement an occupational safety and health management system, and continuously review and improve control measures to reduce the risk of occupational accidents.
• Planning and conducting safety and health education and training to enhance all employees' awareness of their safety and health responsibilities.
• Collaborating with suppliers and contractors through cooperation and awareness promotion to strengthen safety and health education and advocacy, collectively reducing occupational safety risks.