Talent Recruitment 

Talent Recruitment Strategy

In response to rapid changes in the financial environment and the vigorous development of digital finance, the Group is committed to strengthening human capital and enhancing corporate competitiveness. Based on business needs, it recruits outstanding talent in various fields through public recruitment, campus recruitment, industry-academia collaboration, digital marketing, and other channels. As of 2025, the Company has been selected as a constituent stock of the "Taiwan Employment Creation 99 Index" for 9 consecutive years and has won the "Happy Enterprise in the Financial Management and Consulting Industry Gold Award" for 6 consecutive years, demonstrating that its efforts to value talent and enhance employee welfare have been widely recognized.

To foster a culture of inclusion and diversity, when recruiting new employees, the Company not only prohibits the hiring of employees under the age of 16 (child labor), but also ensures that recruitment is not affected by differences in race, religion, skin color, political affiliation, age, gender, sexual orientation, marital status, or physical or mental disability. Employment discrimination is strictly prohibited. In 2025, the Group recruited 667 new employees, accounting for 6.86% of the total number of employees at the end of the year. Among them, approximately 59% were under the age of 30, demonstrating the effectiveness of the Group's recruitment policy reforms in recent years.

A review of the distribution for new employees does not differ by gender, and there is no difference in starting salary for the same position. This reflects the implementation of equal pay for equal work and a recruitment policy free from gender discrimination.

In response to the development of sustainable finance and the fintech trends, TCFHC, in addition to actively recruiting digital professionals, has also strengthened internal employee transformation training, enhanced employees' bilingual proficiency, cultivated internationally connected talent, and broadened employees' global perspectives, thereby directly filling job vacancies. Through these internal and external efforts, the Group's has strengthened its overall competitiveness.

The Group had a staff turnover rate of around 6.28% in 2025. Excluding the 248 employees who reached retirement age or opted for early retirement, the turnover rate was 3.73%. Overall, the staff turnover rate showed a slight decline in 2025, while the new hire retention rate increased to 89.21%, indicating that the various measures adopted by TCFHC in recent years to retain outstanding talent have gradually produced results.

In addition, TCFHC places great importance on employee rights, with the involuntary turnover rate consistently remaining below 1%. Even in cases where business closure, transfer, or changes in business nature make workforce reduction necessary and no suitable positions are available for redeployment, or when an employee is genuinely unable to perform the duties of the position, termination of the employment contract is carried out in accordance with the Company's "Work Rules" and relevant laws, including the "Labor Standards Act", "Employment Service Act", and the "Act for Worker Protection of Mass Redundancy". Employees are given advance notice of 10 to 30 days based on their years of service, and the competent authorities are notified accordingly. The Company fulfills its legal obligations by properly providing severance notice and notification, and also offers paid job-seeking leave to give affected employees time to look for their next job. By upholding the principle of integrity, the Company ensures that employment contracts are terminated in a lawful and proper manner while safeguarding employees' rightful entitlements. In recent years, in response to business needs, TCB has established a short-term rehiring system for retirees to support talent development and business transition at branches.

Talent Recruitment Channels

Campus Recruitment and Career Fairs

To attract graduating students interested in pursuing careers in the financial industry and to communicate directly with them, TCB has continued n recent years to expand campus recruitment activities and career fairs. At each event, alumni currently working at TCB are invited to share their work experiences and introduce TCB, helping students better understand the Bank's systems and culture. In 2025, TCB visited 22 universities, including National Taiwan University, and held 22 campus recruitment and 4 career fairs. A total of approximately 1,992 university students registered to participate in the 22 campus recruitment sessions.

Industry-Academia Collaboration

To support local education and enhance community recognition in areas surrounding its operating locations, TCB actively promotes industry-academia collaborations with universities near its branches, attracting local students to join. Since 2017, TCB has successively partnered with 8 universities for students who are about to graduate. Through senior employees' sharing of practical financial experience and the combination of hands-on practice with academic theory, interns are helped to bridge the gap between learning and application and quickly transition into the workplace. Those who perform well during the internship and pass the interview may be hired as full-time employees and begin working immediately after graduation. In 2025, a total of 80 student interns completed the industry-academia collaboration program, and 40 were hired, representing a hiring rate of 50%. This reflects the Bank's commitment to hiring talent from the communities where it operates and strengthening community recognition.

Summer Internships

With the goal of cultivating and recruiting talent, TCB provides summer internship opportunities to students from National Tsing Hua University and National Chengchi University. The 2-month internship program allows students to connect with society and industry during their academic years and strengthens their ability to face future challenges and solve problems. End-of-program discussions are also held e so that TCB can better understand the interns' work experience and further optimize the internship program.

Employee Remuneration and Benefits

To create a positive working environment and inspire employees' enthusiasm and sense of belonging, TCFHC has establishe a comprehensive remuneration and benefit program, providing stable remuneration and multi-faceted employee benefits to promote employees' mental and physical well-being and create a happy workplace.

Remuneration Policy

When recruiting new employees, TCFHC publicly discloses in its public recruitment brochure the corresponding rank, grade, and salary for each position based on applicants' cademic qualifications, experience, and professional skills, with reference to the salary levels for comparable positions in the industry. These do not differ because of race, religion, skin color, political affiliation, age, gender, sexual orientation, marital status, disability, or participation in organizations. The average starting salary for new hires each year is approvimately 1.3 to 1.5 times the minimum wage of that year, which is significantly higher than the statutory minimum wage. Meanwhile, various types of leave and reward and benefit systems that are superior to legal requirements are provided. For continuing employees, in addition to the minimum paid annual leave guaranteed under the Labor Standards Act, most companies within the Group offer additional paid annual leave based on years of service, exceeding statutory requirement. At the end of each fiscal year, corresponding to unused annual leave is also settled and paid.

Each year, TCFHC also grants employee bonuses and remuneration based on the Company's overall business performance for the year. In addition, employee performance evaluations are conducted based on individual work performance, with promotions, salary adjustments, and bonus distributions implemented according to the evaluation results, thereby reflecting the operational performance and results in employees' actual remuneration. For overseas local employees, the TCB also determines the annual salary adjustment rate and bonuses by referencing the price index and the salary levels of peers in the industry.

In 2025, the government approved salary adjustments for military personnel, civil servants, and teachers, and called on private enterprises to raise salaries for their employees. In response to the government's call and to enhance the competitiveness of salaries within the industry, the Group implemented a comprehensive salary adjustment policy. The Company and TCB both implemented a 3% salary increase. Including annual merit-based salary increases, the average salary increase reached 5.65%. Other subsidiaries comprehensively evaluated their overall operating performance, with average salary adjustments of approximately 2.5-3% on average in order to boost employee morale.

The Company has been selected as a constituent stock of the "Taiwan High Salary 100 Index" for 11 consecutive years since 2015 and its salary level ranks among the top tier of listed companies. In 2025, the average salary of the Group's full-time non-managerial employees was NT$1.525 million, and the median salary was NT$1.446 million. Affected by the wave of retirements, the structure of non-managerial employees changed, resulting in slight decreases in both indicators compared with the previous year. Nevertheless, in 2025, the median remained the second highest among financial holding companies, demonstrating that the annual compensation provided by TCFHC is sufficient to meet or support the daily needs of employees and their families.

In addition, TCFHC actively implements its sustainable development policy. Through the "Subsidiary Management Measures" and the "Appraisal Measures for Subsidiary Business Management," ESG sustainability performance and climate risk management are linked to the remuneration of subsidiary employees, including Chair, CEO, and other senior managers. The annual implementation results of major ESG issues and major outstanding achievements (including but not limited to corporate governance, business management, environmental protection, and corporate social responsibility) are incorporated into the operational performance evaluation of subsidiaries, with a view to continuously deepening sustainable governance and implementing sustainable operations.

To avoid excessive gaps in overall remuneration levels, TCFHC not only regularly reviews the pay ratio between executives and general employees but also annually calculates and monitors the differences in the average and median remuneration between male and female employees, continuously tracking and observing the results, with a commitment to enforce a gender-neutral remuneration system.

After annualizing salaries, although the median salary of male employees in 2025 was 9.33% lower than that of female employees, the average salary of male and female employees remained broadly comparable. In terms of annual bonuses received by employees, both the average and median bonuses of female employees were approximately 1% to 6% higher than those of male employees. Compared with 2024, the bonus gap ratio has gradually narrowed.

Employee Welfare

To protect employees' interests and rights of and promote labor-management harmony, the Group provides welfare measures that are superior to statutory requirements, and makes timely adjustments and additions whenever necessary. Through these sound welfare measures, the Group aims to care for employees' lives and fulfill its mission of taking good care of its employees.

Family Care

TCFHC provides generous subsidies for marriage, childbirth, childcare, and funerals, as well as scholarships for employees' children, emergency financial aid, bereavement payments, and various employee support allowances, thereby establishing comprehensive family care measures to offer employees and their families more diverse forms of support and care.

Matchmaking Events

To further embed the concept of being a "happy enterprise", TCB continues to organize matchmaking events for single employees and engages professional event organizers to plan the events. It is hoped that such lively events will attract more employees to participate, giving busy single employees a chance to expand their social circles and find life partners, so that through the stabilizing power of family life, employees can remain committed to building their careers at TCB.

Childbirth Subsidies and Childcare Services

In light of Taiwan's declining birth rate, The Company and TCB added childbirth allowance in as early as 2018 and has ever since reflected upon it and increased its value. In response to the government's implementation of a child-friendly policy starting in 2026, with addition of childbirth allowance/subsidy, the Company and TCB will also, effective 2026, besides the existing subsidy worth NT$ 100 thousand available for the first child, increase that for the second child from NT$120 thousand to NT$150 thousand and that for the third child onwards from NT$150 thousand to NT$250 thousand. Plus, the childbirth subsidy from TCB's employee welfare society, each new parent can receive a maximum allowance of NT$ 260 thousand per child.

For employees who meet the requirements of the "Gender Equality in Employment Act", TCFHC not only approves their applications for unpaid leave but also retains their positions until the leave period ends. In 2025, there were 498 employees with children under the age of 3 who met the eligibility requirements for unpaid parental leave. A total of 111 employees submitted applications, all of which were approved. Of the employees who were due to return to work after the end of their parental leave during the year, all but one-who voluntarily resigned due to family reasons-were reinstated, resulting in a reinstatement rate of 98.89%. Statistics also show that, of the employees who returned to work after parental leave in the previous year, 96.67% remained employed for a full year.

To encourage employees' children to work hard in school, some subsidiaries provide scholarships for employees' children enrolled in government-accredited schools in Taiwan at various levels, including master's and doctoral programs, colleges and universities, senior high schools, and the first 3 of 5-year junior college programs under senior high school standards, with the last 2 years under college and university standards. According to the relevant subsidy regulations, the scholarship amount ranges from NT$2,500 to NT$3,500. In 2025, a total of 2,321 employees applied, and a total of NT$8.141 million was awarded.

Besides fulfilling the minimum statutory criteria, TCFHC, for the sake of enhancing care for its people and improving their welfare, has further planned a comprehensive leave system that is superior to the regulatory requirement. In addition to paid annual leave that is available for all employees under the Labor Standards Act, some companies within the Group provide employees with separate paid annual leave superior to the regulatory requirement so that employees can balance family life and work. 

In the beginning of each year, the system recalculates according to the number of years in service and notifies each employee of the number of days available for annual leave for the year. The TCB system is configured with the concurrent "annual leave pre-scheduling" feature, too, to remind employees and encourage them to schedule leave early on for the sake of staying healthy physically and mentally and contributing to a balanced life between work and family.

Besides the foregoing paid annual leave, to fully protect the rights of pregnant female employees, fully paid maternity leave, pre-delivery parental leave, prenatal checkup leave, and miscarriage leave are available prior to childbirth, plus fully paid leave of absence or sick leave as needed, for a total of 33 days. After labor, employees are entitled to a maternity leave of 42 business days (combined with pre-maternity leave), that is, up to 8.4 weeks or even 10 weeks if it overlaps with consecutive national holidays, in hopes of consistent protection for the mother so that female employees fully recuperate before they return to work. Unpaid parental leave may be applied for as needed, too.

The Group continues with maternal care for its female staff. Besides compliance with regulations regarding breastfeeding at work, there is the breastfeeding room in the workplace according to law. Breastfeeding rooms in the headquarters, TCS, and BNP TCB Life are recognized by the Taipei City Government as outstanding office spaces. 

To ensure that colleagues can enjoy family life beyond work, male employees may apply for fully paid pregnancy checkup accompaniment leave and paternity leave before and after labor. In addition, male and female employees alike, with childcare demand, may take advantage of the 7-day fully paid family care leave or unpaid parental leave. Effective 2026, to enforce the government's policy of flexible care, the minimum duration available to be applied for of unpaid parental leave is adjusted from 30 days to "month". Colleagues may apply for allowance and salary subsidy during unpaid parental leave with the Bureau of Labor Insurance, which in total can come up to 80% of the insured salary for up to 6 months.

Flexible Working Hours and Part-Time Work

To fulfill the commitment of creating a people-oriented and friendly workplace, TCB strives to provide flexible working hours support for employees while maintaining operational efficiency. This helps colleagues achieve the best balance between work and personal life. For example, under the premise of not affecting company operations, employees may flexibly adjust their daily start and end times within normal working hours. Colleagues who need to care for their families may also apply to reduce their working hours by one hour per day, thereby retaining flexibility in their schedules. In addition, the company has long employed part-time staff. Employees who submit part-time applications may be approved, provided that such arrangements do not conflict with the company's interests.

Welfare Facilities

The Group values the health of its employees. Its subsidiaries and affiliated branches have also set up facilities based on office space and employees' needs, such as medical rooms, breastfeeding rooms, employee welfare centers, company canteens, and parking lots.

The recreation center at TCB's head office is equipped with multi-functional courts, gyms, and yoga and dance studios. Employees can form teams to play basketball, badminton, and other ball sports, or arrange aerobic, yoga, dance, and other lessons with professional instructors. To encourage employees to join clubs for events outside of work, relieve work stress, and enhance communication and interactions, since 2020, employee clubs registered and established in accordance with the "Guidelines for the Management of TCB Employee Clubs" may apply for subsidies for related club activity expenses. As of the end of 2025, a total of 15 clubs had been registered, with a total subsidy amount of NT$455,000.

Healthcare

To enhance employees' awareness of self-health management and put into practice the concept that "prevention is better than cure," TCFHC commissions professional medical institutions to provide comprehensive employees health checkups once every 3 years at each unit. In addition, the Group provides subsidies for self-funded health checkups and additional subsidies for specific items to encourage employees to identify health risks early and receive timely intervention and management.

As far as the prevention against infectious disease is concerned, vaccinations are available thanks to integration of resources among subsidiaries. BNP TCB Life invites medical doctors to be based on site to give flu shots in the two rounds of the "government/self-funded flu vaccine" campaign plus concurrent COVID-19 vaccination. TCS has followed suit. The other subsidiaries, on the other hand, offer subsidies for self-funded flu vaccinations to comprehensively boost employees' immunity and protection.

In addition, since 2020, TCB has participated in the "Corporate Epidemic Prevention Alliance" certification organized by the Taiwan Immunization Vision and Strategy (TIVS). Except for receiving the silver award in the first year, TCB has won Epidemic Prevention Vanguard Gold Award for 5 consecutive years from 2021 through 2025. TCS has also received the "Epidemic Prevention Vanguard Gold Award" for two consecutive years, demonstrating TCFHC's outstanding achievements in workplace epidemic prevention and employee healthcare.

Besides providing subsidies for health checkups, TCB has proactively promoted employee health in recent years through weight management programs, advocating a healthy lifestyle of "smart diet x regular exercise". To strengthen employees' health knowledge and awareness, in-person workshops have also been held on topics such as "Eating out Healthily to Defeat Body Fat", "Must-learn to Lose Weight! Why Exercise Does Not Work for You or Makes You Even Fatter?", "Poison in Life and Food Safety", "Getting Rid of Metabolism Syndrome with Ease", "Build a High-metabolism, Lean-body-type Physique", "Eating for Brain Health: Tips for Dining Out". These activities attracted a cumulative total of 1,598 participants, of whom 128 successfully lost weight, with an average weight loss of 4.53 kg per person, demonstrating concrete results.

Protecting employees' physical and mental health has become an important issue for corporate sustainability. During the 2025 "Occupational Safety and Health Week", TCB held special lectures on stress relief and positive thinking, covering topics such as "Stress Management and Emotional Regulation" and "SMART TALK, ACTIVE LISTEN". These sessions guided employees to identify sources of stress and develop emotional regulation skills, helping them maintain healthy interpersonal interactions and psychological balance in a high-pressure work environment. Total annual training hours reached 10,658.

In addition, TCB was the first to introduce ISO 45003:2021 Occupational health and safety management as part of its continuous effort to optimize the management mechanism and to build a safe, healthy, and friendly workplace through systematic identification and analysis of sociopsychological risk factors.

Besides providing generous childbirth subsidies, TCFHC also continues to promote health protection measures for female employees and strengthen workplace-friendly support mechanisms. For female employees during pregnancy and within one year after childbirth, the occupational safety and health supervisor conducts workplace risk assessment, while professional physicians providing on-site health service evaluate health risks and provides suggestions based on individual job duties and physical conditions. Meanwhile, pregnancy-related health education and guidance are provided to help colleagues safely go through pregnancy and childbirth while adapting to work.

Employee Assistance Program (EAP)

To help employees copes with stress in both work and life, the Group continued to promote the Employee Assistance Program (EAP), providing diversified and professional psychological support resources.

BNP TCB Life has implemented the Employee Assistance Program (EAP) since 2017 to help employees relieve work-related stress and address challenges encountered in the workplace and daily life. Comprehensive psychological counseling services are available via phone, mail, or face-to-face session to support employees in maintaining physical and mental well-being and achieving a balance between work and family life. Counseling topics include parent-child communication, emotional and interpersonal relationships, family and partner issues, and work-related stress. In 2025, the average monthly utilization was 3 consultations.

By introducing the EAP in 2025, TCB hopes to help employees address personal issues such as stress at work, how to manage conflicts, and family relationships. Employees can choose a suitable way of counseling, over the phone, communication software, email, or face to face, for example in order to strike a balance between work and life. Throughout 2025, a headcount of 82 people per month on average received counseling over the phone, through communication software, or by email. A headcount of 11 people on average did face-to-face counseling.

Overall, through the establishment and promotion of the EAP, the Group continues to reinforce its employee mental health support system, helping colleagues maintain strong psychological resilience and good quality of life in a high-pressure working environment.