CyberLink believes the wellness and welfare of employees are the foundation for sustainable development. We place great value on human resources, implementing employee health management, fostering a vibrant and supportive workplace, and cultivating a learning organization that nurtures and develops employees’ career growth.
Health Management
Annual Physical Examinations
CyberLink provides annual health examinations for all employees, including on-site hospital checkups for general staff and in-hospital examinations for executive employees. In addition, we arrange four on-site health consultation sessions each year with contracted physicians. In 2024, a total of 384 employees completed health examinations, helping them gain a better understanding of their personal health status.
Paid Sick Leave
Beyond statutory leave entitlements, we provide all employees with 12 days of fully paid sick leave annually, ensuring the protection of their health and well-being.
Medical Office and Dedicated Nursing Services
We have established an on-site medical office and hired a professional occupational health nurse to oversee various health protection programs. These services provide initial care for injuries and illnesses as well as general health consultations. In 2024, a total of 161 health consultations were completed.
Nursery Room
We have set up a dedicated space for our employees’ breastfeeding needs and appointed childcare institutions for babysitting. For female employees who are pregnant, within one year postpartum, or who continue breastfeeding, we offer individualized health assessments and professional guidance. In 2024, a total of six employees participated in the maternal health protection survey. Following interviews and evaluations conducted by occupational health physicians, no health risks were identified.
Gym and Yoga Room
To build a healthy working environment, we have set up a well-equipped fitness center.
Massage Service
We have arranged licensed massage therapists to help employees relieve stress and relax.
Health Education and Promotion
We have established health bulletin sections to promote knowledge related to health promotion, disease prevention, and current infectious diseases. This initiative helps employees build accurate awareness of health and illness while encouraging the practice of effective personal health management.
Workplace Happiness
Employee Welfare Committee
CyberLink has established an Employee Welfare Committee, which regularly organizes recreational activities and manages the employee welfare fund. The committee provides employees with various subsidies, including national festival bonuses, marriage allowances, maternity benefits, funeral subsidies, and travel subsidies, fostering a harmonious, trusting, safe, and supportive work environment. In accordance with the law, we allocate a portion of our monthly revenue to the employee welfare fund.
Labor-Management Communication
CyberLink pays close attention to employees’ working conditions and welfare, and is committed to maintaining effective labor-management communication. We have established and convene labor-management meetings at least once every three months to discuss matters such as work conditions, employee benefits, and workplace improvements. In 2024, the attendance rate at these meetings was 87%, and a total of 32 agenda items were discussed.
Travel Leave & Subsidies
CyberLink offers two days of extra paid travel leave and subsidizes travel expenses every year to promote a healthy work-life balance.
Employee Club Funding
CyberLink encourages employees to establish interest clubs and provides club subsidies. As of the end of 2024, a total of 15 clubs had been formed, including a Yoga Club, Running Club, and Parenting Club, allowing employees to relieve stress and engage in diverse extracurricular activities.
Department Gathering Subsidies
To encourage team spirit, CyberLink subsidizes meal expenses for department gatherings every quarter.
Extra Benefits
In addition to the festival bonus for the Dragon Boat and Mid-Autumn Festivals, CyberLink also provides additional subsidies for events such as marriage, childbirth, and funeral support.
Talent Development
Employee Training
Talent is the key driver of CyberLink’s growth and development. To meet employees’ career development needs at every stage, we offer a diverse and systematic range of training programs, including new employee orientation, junior management training, elite talent programs, business English courses, and various seminars and lectures. In 2024, a total of 784 training sessions were held, accumulating 1,062.6 training hours, with 19,580 employee participations.
| 2024 Training | Sessions | Participants | Total Hours |
|---|---|---|---|
| Management Training | 26 | 343 | 35 |
| Professional Training | 641 | 15,119 | 769.5 |
| Elite Training | 21 | 245 | 28 |
| Language Training | 32 | 192 | 64 |
| Others | 64 | 3,681 | 166.1 |
| Total | 784 | 19,580 | 1,062.6 |
Career Development
We have established dual career development tracks—“Management” and “Professional”—to cater to the diverse strengths of our employees. These tracks provide a systematic competency development framework that progressively cultivates professional expertise, management and leadership skills, and strategic planning abilities. This approach ensures that employees continue to grow, realize their potential in suitable roles, and achieve their career goals.
Technical & Professional Training
We provide technical staff with specialized courses covering areas such as artificial intelligence, software development, and data analysis, helping employees continuously enhance their technical capabilities.
Leadership & Management Development
For mid-to-senior managers and high-potential leaders, we offer a series of leadership and strategic thinking programs to cultivate core competencies in organizational management and team leadership.
Soft Skills & Cross-Departmental Learning
To improve communication, collaboration, and problem-solving skills, we offer cross-departmental learning opportunities that promote knowledge sharing and diverse perspectives.
Retirement System
For regular employees prior to the implementation of the Labor Pension Act on July 1, 2005, we offer retirement benefits based on their years of service before the Act, as well as the subsequent years of service for those who, after the Act,chose to continue under the Labor Standards Act. When these employees meet the retirement conditions, retirement pay is calculated based on their years of service and the average salary of the six months prior to retirement. For up to 15 years of service (inclusive), two base points are granted for each full year; for service beyond 15 years, one base point is granted for each additional year, with the total capped at 45 base points. Each month, we contribute funds equal to 2% of these employees’ monthly salaries to a retirement fund, which is deposited at Bank of Taiwan in the name of the Labor Retirement Reserve Supervisory Committee.
Since July 1, 2005, we have established a defined contribution retirement plan in accordance with the Labor Pension Act. For employees who choose to participate under the Labor Pension Act, we contribute funds of at least 6% of these employees’ monthly salaries each month to their individual pension accounts at the Bureau of Labor Insurance. In addition, for overseas operations, we have established employee retirement plans in accordance with local labor laws and retirement regulations.
Besides allocating retirement reserves under the various retirement plans, we also engage professional actuarial consultants annually to conduct actuarial evaluations of our defined benefit retirement plans, in order to comply with legal requirements for public disclosure in the financial statements of listed companies and to ensure the adequacy of retirement fund contributions.
Employee and Workplace Safety
CyberLink is committed to creating a safe and healthy work environment. We strictly comply with the Occupational Safety and Health Act and related regulations, and have established comprehensive occupational safety and health management rules to ensure the safety and well-being of our employees.
| Item | Action | Frequency |
|---|---|---|
| 1 | The Administrative Management Department serves as the dedicated unit for overseeing matters related to workplace conditions and the personal safety of employees. We have established various guidelines, including Prevention of Ergonomic Hazards, Prevention of Diseases Induced by Abnormal Workload, Safety and Health Guidelines for Middle-aged and Senior Workers, and Prevention of Unlawful Infringement During the Performance of Duties, thereby ensuring comprehensive protection. | Annually |
| 2 | Strict Access Control: CyberLink adopts our self-developed FaceMe® AI facial recognition security system to verify personnel identity and manage access control. In addition, we have implemented a third-party security system by SECOM, nighttime and holiday security services, and a real-time police reporting system to protect the office environment and ensure the personal safety of employees. | Daily |
| 3 | Regular workplace cleaning and disinfection for a clean and safe working environment. | Daily cleaning and disinfecting every 6 months |
| 4 | Nighttime safety for overtime work, with a real-time alert system that has access to local police services. We also provide a dedicated taxi service for all employees. | Daily |
| 5 | Regular workplace safety inspections: We work with our office building's inspection unit to conduct regular checks and hold safety workshops to ensure workplace safety conforms with regulatory standards. | Every 6 months |
| 6 | Annual medical examination for all full-time employees. | Annually |
| 7 | Provide labor insurance based on the Labor Standards Act and additional group insurance for employees. | Annually |
Diversity and Gender Equality
Diversity Policy
CyberLink actively promotes gender equality, diversity, and an inclusive culture. We have established an anti-discrimination policy and a transparent grievance mechanism to ensure that every employee can work in a fair, respectful, and safe environment. For example, we have adopted a Prevention Plan Against Unlawful Infringement During the Performance of Duties, and, in response to the implementation of the Stalking and Harassment Prevention Act, we have formulated Measures for the Prevention, Complaint Handling, and Disciplinary Action of Sexual Harassment, as well as issued a Statement Against Workplace Unlawful Infringement, to prevent employees from being subjected to various forms of unlawful acts while performing their duties, thereby protecting their physical and mental health as well as occupational safety.
We also fully comply with internationally recognized human rights standards, including the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, and the UN Guiding Principles on Business and Human Rights. Through our human rights policies and internal control mechanisms, we ensure that recruitment, compensation, training, promotion, and retirement processes are free from discrimination based on race, gender, age, religion, sexual orientation, or other factors.
Employee Diversity and Equity
We have continued to recruit new talent to create job opportunities while upholding diversity in employment and ensuring fairness in compensation and promotion opportunities. In 2024, our Board of Directors included one female director, one of our co-presidents was female, women accounted for 34% of the workforce, and 8% of employees were non-Taiwanese nationals.
| 2024 Employee Gender Distribution | Headcount | Percentage |
|---|---|---|
| Female | 175 | 34% |
| Male | 342 | 66% |
| Total | 517 | 100% |
| 2024 Employee Nationality Distribution | Headcount | Percentage |
|---|---|---|
| Taiwan | 474 | 91.7% |
| Japan | 19 | 3.7% |
| America | 11 | 2.1% |
| Europe | 6 | 1.2% |
| Others | 7 | 1.4% |
| Total | 517 | 100% |
| 2024 Employee Age Distribution | Headcount | Percentage |
|---|---|---|
| Under 30 | 198 | 38% |
| 30 to 40 | 136 | 26% |
| 40 to 50 | 146 | 28% |
| Over 50 | 37 | 7% |
| Total | 517 | 100% |
| 2024 Female Diversity Indicators | Headcount |
|---|---|
| Women as % of total employees | 34% |
| Women as % of junior managers | 24% |
| Women as % of executives | 22% |
| Women in revenue-generating units | 31% |
| Women in product development positions | 24% |
| Retention rate after maternity leave | 100% |
