Radiant Opto-Electronics is committed to a people-centric approach, viewing "talent" as the company's most valuable asset. The Company is dedicated to fostering a diverse and inclusive workplace, integrating the spirit of multiculturalism into its corporate essence. Radiant Opto-Electronics respects the uniqueness of every employee and emphasizes "placing the right people in the right positions," creating a workplace environment that fosters a sense of belonging and personal growth, while building a better future together with its employees.

 

Employee Structure

As of December 31, 2025, the total employee count of the Group was 11,091 (including full-time and dispatched employee positions), representing a decrease of approximately 6.1% from 2024. Of these, there were 1,078 employees at the Kaohsiung Plant and 10,013 employees at the Mainland China Plants.

In response to the needs of new technology development and prototyping, the Company continues to strengthen its R&D capabilities. The workforce at the Kaohsiung plant increased by approximately 6.8% compared to the previous year.         As the Group’s primary R&D base, the Kaohsiung plant is predominantly staffed by engineering professionals, accounting for 44% of its total workforce, reflecting a technology-driven talent deployment strategy. Meanwhile, the China plants serve as the main production bases, with employees accounting for approximately 90.3% of the Group’s total workforce.

In terms of workforce composition, influenced by industry characteristics and the supply of talent from specialized academic departments, the male employee share was 65.6%. The age distribution was dominated by the employee population under 30, accounting for 46.8% of the entire Group. This indicated that the Company possessed a relatively young employee base with development potential, which provided momentum for long-term operations and innovative development.

 

 

 

Overview of New Employees

In 2025, Radiant Opto-Electronics Group hired a total of 35,538 new employees. By gender, 77.79% were male and 22.21% were female. In terms of job distribution, our mainland China plants focus on recruiting technical specialists to ensure stable production capacity, while our Kaohsiung plant is dedicated to cultivating professional management and core R&D capabilities. As of the end of 2025, the company employed 19 individuals with disabilities, demonstrating our commitment to creating an equal, friendly, and sustainable workplace.

 

Talent Mobility and Retention Management

In 2025, the total number of employee turnover across the Group was 36,261, including 36,024 direct employees (99.35%) and 237 indirect employees (0.65%). The Group's annual turnover rate was 24.30%. Compared with 24.20% in 2023 and 30.44% in 2024, the overall workforce turnover trend remained stable. By plant analysis, the turnover rate at the Kaohsiung plant in 2025 was 2.87%, significantly lower than the 26.26% recorded at the Mainland China plants. The difference primarily arose from differences in workforce scale and employment structure between the two locations. The Mainland China plants, as the primary production base, included interns and multiple types of labor contracts; overall staff turnover was relatively high and was not concentrated in a single plant or within a specific group.

 

To strengthen talent retention and organizational stability, the Company established a formalized exit interview mechanism. Supervisors and the HR unit jointly investigated the reasons for turnovers and, depending on individual circumstances, evaluated job adjustments or opportunities for internal transfer. The Company also continued to optimize its retention strategy through ongoing communication and supportive measures.

 

 

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Women's Empowerment and Gender Equality

Radiant Opto-Electronics upholds the principle of "competence-based employment" and is committed to providing fair and equal employment opportunities. The recruitment and appointment processes followed the principle of equal treatment and did not distinguish on the basis of race, nationality, sex, sexual orientation, age, physical or mental disability, religion, or other legally protected characteristics of identity. Women’s career development was also not affected by marital status with respect to their employment, remuneration, or promotion opportunities.

The Company continued to build a friendly, diverse, and inclusive work environment, established an accessible grievance mechanism and comprehensive sexual harassment prevention measures, supported employee efforts to balance career development and work-life commitments, align with the fifth United Nations Sustainable Development Goal, "Achieve gender equality and empower all women and girls."

With respect to gender diversity, female employee and female managerial representation continued to grow steadily. In order to strengthen the participation and leadership of women in technology, the company set a 2030 sustainability target: the proportion of female management would reach 24%, the share of female employee across the Group would increase to 35%, and the Company would continue to support women in the technology sector in leveraging their professional value and innovative potential.

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Parental Leave Without Pay and Return to Work Mechanis

The Company provides our employees with paid leaves in accordance with local laws and regulations of their respective plants. These paid leaves include annual leave, marriage leave, compassionate leave, maternity/parental leave, pregnancy check-up leave, paternity leave, breastfeeding leave, menstruation leave, and other types of leave, assisting employees in balancing career development with family care responsibilities.

 

In 2025, the Taiwan plants had 52 employees eligible for unpaid parental leave (36 men and 16 women); the Mainland China plants had 401 employees eligible for parental leave (223 men and 178 women). This indicated that the Company at that time supported employees of different genders sharing responsibility for family caregiving.

As of the end of 2025, the Taiwan plants had 4 employees scheduled to return that year; 3 actually returned, resulting in a return to work rate of 75%.  With respect to returning employees, the Company continued to monitor the stability of their employment. In 2024, the retention rate for employees who returned and have completed one year of service was 100% (100% for both male and female employees).  Those who did not return to their positions have predominantly resigned voluntarily due to family caregiving responsibilities.

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Salaries & Benefits System

Radiant Opto-Electronics offers a remuneration and benefits system that is competitive in the market to attract and retain outstanding talent. The formulation and implementation of all remuneration policies comply with local laws and regulations and adhere to the principle of fairness, without discrimination based on gender, race, religion, political affiliation, or marital status. The Company has established a formal remuneration adjustment mechanism, conducting annual evaluations and adjustments based on overall business performance, individual performance, and compliance qualifications. In 2025, the Kaohsiung plant's average salary adjustment rate was 2.94%; the ratio of each plant's standard salary for entry-level personnel to the local minimum wage remained at 1.

The Group's remuneration and benefit systems were in compliance with the applicable laws and regulations in each jurisdiction, including minimum wage, working-hours management, society insurance, retirement systems, and other statutory benefits. Any work performed beyond the statutory regular working hours was compensated with overtime pay in accordance with regulations; employee leave equity was also safeguarded through the provision of paid special leave as required by law, thereby ensuring the protection of labor equity.

 

The employee stock ownership trust plan was introduced for the first time.

Radiant Opto-Electronics regards its employees as key partners in the Company’s sustainable development. To strengthen the connection between the employee and the Company's long-term value, and to improve the overall remuneration and benefit framework, the Company formally introduced the employee stock ownership trust plan in 2025 and established a shared growth and long-term incentive mechanism.

 

[Project target and sustainability implications]

This plan was classified as a long-term incentive and retention mechanism, and it carried sustainability significance in both the society (S) and corporate governance (G) aspects. It aimed to achieve the following targets:

• Enhance financial well-being: Encourage employee participation in company growth through long-term investments, strengthening the accumulation of assets.
• Strengthen talent retention: Link organizational performance with individual development to enhance employee sense of belonging and organizational commitment.
• Deepen value sharing: Align employee interests with the Company's long-term management target and promote mutual prosperity between labor and management and corporate sustainability.

[Primary Mechanisms]

• Generous company contribution mechanism: Employees contribute a monthly amount, and the Company provides a matching contribution of the same amount (up to 100%), increasing employee participation incentives and lowering the entry threshold.
• Regular fixed-amount investment program: It was implemented to invest in the Company's stock through regular fixed-amount contributions, to diversify market volatility risk, and to cultivate a long-term investment mindset.

 

[Preliminary Results]

Following the program's launch, employee feedback was positive; the number of initial round of membership applications was 811, demonstrating employee confidence in and willingness to participate in the Company's long term development, and laying a foundation for talent stability and sustainable operation.

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[A Robust and Reassuring Retirement Security System]

Radiant Opto-Electronics’ defined benefit plan legally allocates 2% of monthly salary each month to the Labor Pension Reserve Account at Taiwan Bank. An actuary is commissioned annually to prepare an actuarial report on the pension reserve to ensure sufficient contributions and safeguard employees’ retirement benefits. As of December 31, 2025, the balance of the Company’s Labor Pension Reserve Special Account at Taiwan Bank amounted to NT$155,013 thousand. For employees covered by the new labor pension system, the Company contributes 6% of their monthly salary to individual retirement accounts at the Bureau of Labor Insurance, in full compliance with relevant retirement laws and regulations. The recognized contribution to the new pension system for 2025 amounted to NT$42,998 thousand. Information on the asset management of the labor pension fund, including the fund’s investment returns and asset allocation, can be found in the information published on the Bureau of Labor Funds’ official website.

Confirmation of Benefit Plan

In Taiwan, the retirement pension system for employees governed by the Labor Standards Act is a government-managed defined benefit retirement plan. The pension payment standard was calculated based on the employee's years of service and the average monthly salary for the 6 months preceding the approved retirement date.

 

 

 

 

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Performance Management and Career Development

Radiant Opto-Electronics has established an institutionalized performance management system to support our corporate operational goals and talent development strategies. Performance appraisals are conducted twice annually, leveraging a 360-degree feedback mechanism and continuous communication to enhance goal alignment and foster two-way dialogue, thereby ensuring that individual performance is aligned with organizational strategy.

The performance appraisal process covers all eligible full-time employees. In 2025, 100% of all eligible full-time employees across our plant sites received a performance review, ensuring the integrity and fairness of the system's implementation. Moving forward, the company will further integrate this system with our competency model and talent development mechanisms. We will design training programs based on core competency behaviors and establish a continuous cycle of training and behavioral reinforcement through Individual Development Plans (IDPs). This approach will consistently promote diverse talent development and sustainable organizational growth.

Performance Evaluation System

Radiant Opto-Electronics has established a fair, transparent, and development-oriented performance management system. Through a formal evaluation mechanism, it links individual performance with organizational goals, strengthening talent development and laying the foundation for sustainable corporate growth.