Human Rights Policy

The Group adheres to international human rights standards, including the "United Nations Universal Declaration of Human Rights", the "United Nations Global Compact", and "International Labor Organization Conventions". It has established a human rights policy and code of conduct applicable to all subsidiaries within the Group. To demonstrate its commitment to upholding, respecting, and protecting human rights, the president, on behalf of all employees, has signed a human rights statement, publicly declaring the Company's support for and compliance with its human rights policy. The Group also expects its suppliers, clients, and other partners to uphold the same standards and work together to enhance awareness of human rights issues. The Group has no operating sites or suppliers with significant risks of forced or compulsory labor.

The Group is committed to implementing gender equality policies and has established various leave and welfare measures that go beyond regulatory requirements (please refer to the maternal protective measures that exceed regulatory requirements) and to building a gender-friendly workplace. To eliminate gender discrimination and promote substantive gender equality, gender equality and human rights education and training courses are planned for employees (including new hires and managers) every year to strengthen gender equality awareness with a headcount of 3,771 participants in total throughout 2025. In addition, training courses for the management prioritize internal management and handling of complaints to accordingly enhance managerial capabilities in communication and in addressing complaints.

The Group adopts a zero-tolerance approach to both sexual and non-sexual harassment. To prevent incidents of sexual harassment and protect the rights and interests of victims, the Company has established "Workplace Sexual Harassment Prevention Policies", which strictly prohibit any form of sexual harassment in the workplace. Violators subject to disciplinary action depending on the severity of the offense. In addition to posting anti-sexual harassment awareness materials, the Company has established a "Sexual Harassment Prevention and Complaints Review Committee", composed of external experts who handle sexual harassment complaints with professionalism and impartiality. In addition, the Company has set up a dedicated sexual harassment complaints hotline to provide open and accessible reporting channels, and all complaints are handled confidentiality, enabling employees to work safely in a workplace environment free from sexual harassment and ensuring workplace diversity and fairness.

In 2025, 2 cases of sexual harassment occurred within the Group. In accordance with the "Guidelines for the Prevention, Complaint Handling, and Disciplinary Measures for Workplace Sexual Harassment," the "Sexual Harassment Prevention and Complaints Review Committee" was convened to review the cases. Investigations were conducted in line with the principles of objectivity, fairness, and professionalism, and all parties were given full opportunities to present their statements and defenses. Following the review, appropriate disciplinary action was taken against the offenders, and both cases were properly concluded. Additionally, the Group strengthened internal communication through gender equality education and training courses and seminars, including programs for managers at all levels and new employees, to prevent similar incidents from recurring.

Human Rights Due Diligence

To implement human rights risk management, the Company has established a Group human rights policy as a guiding framework, while continuously tracking recent human rights incidents and analyzing human rights issues of high international concern. Every year, the Company regularly identifies important human rights issues that are highly relevant to its operations and uses them as the main assessment items for implementing human rights due diligence on employees and key suppliers ^Note , so as to facilitate regular review of human rights risk issues and the formulation of mitigation and remediation measures, and the continuous tracking of improvement outcomes.

Note: For the key supplier human rights due diligence results, refer to the chapter Enrichment for details.

To implement its human rights policy, TCFHC monitors domestic and international trends in human rights issues through internal and external communication channels, and compiles potential and possible human rights issues that may arise in the course of operations. Through questionnaire surveys, the Company assesses the frequency of occurrence and impact of risks related to human rights issues, and uses the results as a reference for formulating future business policies and welfare measures.

Human Rights Risk Assessment 

In 2025, the Group conducted an employee human rights due diligence survey covering 7 major human rights issues, namely, "workplace diversity", "gender equality (including sexual harassment)", "maternal health protection", "working overtime and flexible working hours", "human trafficking", "forced labor (including child labor)", and "occupational health and safety". Based on these topics, the Group identified 28 potential human rights risk issues. Through questionnaire surveys assessing the likelihood of occurrence of each risk and the severity of its potential impact, the Group sought to fully understand the possible impacts of human rights risk issues and to formulate risk mitigation measures at an early stage.

A total of 9,253 questionnaires were distributed to employees across the Group, and 8,909 valid responses were collected, representing a valid response rate of 96.28%. The survey results indicated that both the likelihood and impact of human rights risks were at a medium to low level, demonstrating that the Company's measures for preventing human rights risks have been recognized by most employees.

Employer-Employee Relations

Comprehensive Employer-Employee Communication

TCFHC has the human rights policy in place. The President signs the Human Rights Declaration to promise respect of employees' freedom and right of association and has in fact no restrictions over employees participating in clubs or associations, either. Employees may freely organize and join labor unions under international labor standards/conventions and domestic labor laws, among others. Respective companies within the Group have not had any violation against freedom of association to date and it is determined that operating sites of TCFHC around the world should be free of major risks such as violation against freedom of association.

To create a win-win situation for labor and management and to protect the right of employees to collective bargaining, each company within the Group, holds regular quarterly labor-management meetings in accordance with the Regulations Governing the Implementation of Labor-Management Meetings. Additional ad hoc labor-management consultation meetings are also convened when necessary. Employees may voice their opinions through the labor union or labor representatives at such meetings to ensure that employees' views are properly heard and responded to by the Company.

Depending on whether a company has established a corporate union, labor representatives are elected and appointed either by the member representative assembly or by all employees. At present, TCB, which has the largest organizational scale in the Group, has 12 labor representatives, while the other companies have between 2 and 5 labor representatives, meeting minimum number required by law. In 2025, the Group's companies held a total of 36 labor-management meetings (including consultation meetings), and the attendance rate of labor representatives consistently exceeded 95%. On major labor-related issues discussed at these meetings, both labor and management were able to fully exchange opinions, communicate, and negotiate in good faith, working together toward the shared goals of improving work efficiency, enhancing employee welfare, and promoting business development.

Before its privatization in 2005, TCB signed its 1 ^st collective agreement with the corporate union, becoming the only bank at the time to conclude a collective agreement prior to privatization. In 2025, the corporate union of TCB completed the 7th renewal of its collective agreement, and TCS also renewed its collective agreement in 2026. Both agreements have a term of 3 years and cover labor conditions such as leave entitlements, annual leave, and retirement systems that are more favorable than those stipulated by law, as well as employment, transfers, resignation and retirement, compensation and benefits, working hours, occupational safety, and union activities.

In 2024, TCSIT established its corporate union. Although more than one year has passed since its establishment, no collective agreement has yet been signed because the union has not submitted such a request to the Company. Nevertheless, regardless of whether a company within the Group has established a corporate union or signed a collective agreement, each company has separately established internal personnel management regulations, such as work rules or personnel management guidelines, to safeguard employees' rights and prevent any impact resulting from the absence of a collective agreement.

At present, 3 subsidiaries, TCB, TCS, and TCSIT, have established corporate unions. A total of 8,867 employees have voluntarily joined the corporate unions, accounting for approximately 98.19% of the domestic workforce of the subsidiaries as of the end of 2025. The unionization rate is higher than that of most industry peers and also serves as a concrete demonstration of harmonious labor-management relations.

Employee Satisfaction Survey

For the opinions and ratings of the management system among colleagues to be heard and understood, the Company periodically conducts the employee satisfaction survey in hopes to know how they feel in the workplace. The findings will serve as reference in the future upon adjustment of benefits or policies in order to boost a sense of happiness and identity among the employees and to create a true happy enterprise.