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Yang Ming strives to offer highly competitive compensation and benefits to attract and retain excellent employees. The compensation and benefits provided by all our offices around the world comply with local legal requirements and are higher the local legal minimum wage. All our full-time employees are entitled to the insurance and pension plans required by law. Our overall compensation policy adheres to wage equality, and our employees are not paid differently based on regions, ethnicity, race, family background, social class, ancestry, religion, physical disability, gender, sexual orientation, pregnancy, marital status, union membership, political opinions, and age. The Company's reward system is considered based on the concept of total compensation, including salary and benefits, bonuses, and remuneration. There is no difference in starting salary between our female and male entry-level employees. The basic starting salary of new recruits in 2024 was NT$45,260, which was 165% higher than the minimum wage of NT$27,470 in Taiwan in 2024 and 180.18% higher than the basic living expense per person of NT$210,000 announced by the Ministry of Finance in 2024. The starting salary of the company is highly competitive in the market. The salary of non-managerial full-time employees is published on the Market Observation Post System on time as required.
Compensation Ratio
The Company always employs employees, adjusts their salary, and determines their promotion salary in accordance with the salary structure, never gives differential treatment due to gender difference, and ensures equal pay for equal work. The salary difference was mainly due to job duties, years of service, performance, and other non-gender factors.
- Average Salary of Non-Managerial Full-Time Employees and Its Difference Compared to the Previous Year
| Unit | 2024 | 2025 | Difference | |
| Total Salary of Non-Managerial Full-Time Employees | NT$ thousand | 3,775,792 | 2,849,154 | -25% |
| Number of Non-Managerial Full-Time Employees | Employee | 1,612 | 1,674 | 4% |
| Average Salary of Non-Managerial Full-Time Employees | NT$ thousand | 2,344 | 1,702 | -27% |
| Median Salary of Non-Managerial Full-Time Employees | NT$ thousand | 2,048 | 1,528 | -25% |
*Full-time employee median salary includes onshore employees, seafarers, and part-timers.
GENDER EQUALITY AND DIVERSITY
The Company has formulated the Procedures for Handling Sexual Harassment Prevention, Reporting and penalties to make sure that the dignity and personal freedom of employees, job applicants, and business partners are well-protected, that sexual harassment in workplace must never occur, and that preventive, corrective, and penalizing measures are appropriately taken where such incidents have unfortunately occurred. In 2025, an online training course and test on "Sexual Harassment Prevention Strategies and Handling Principles" was conducted for all shore-based staff, achieving a 100% pass rate.
In practice, promotional posters are posted in the workplace to increase employees’ gender equality awareness and deter sexual harassment. In addition, courses on sexual harassment prevention know-how and techniques organized by the Human Resources Department are available for the training of ‘seed staff’ from every department. The staff may then carry out necessary promotion to their respective departments. The same can be done by seafarers appointed by the Marine Department following relevant regulations.
As of the end of December 2025, female employees and executives accounted for 49.56% of the workforce, women held 34.88% of executive management positions, and females in STEM-related roles represented 23.84%. Additionally, the number of employees with disabilities fully complied with the People with Disabilities Rights Protection Act.
EMPLOYEE RIGHTS
Yang Ming is convinced that employees is the most precious assets of the Company. To realize the potential of employees for them to perform works of high quality, in line with the laws and regulations or in conformance with the performance of collective bargaining agreement with seafarers, we offer reasonable renumeration to our onshore and offshore employees and a well-rounded benefit system to care for our employees. Also, with the operative goals of the Company and personal performance combined, we provide incentives to attract and retain brilliant talents. The Company abides by the regulations of the Labor Standards Act and maintains a harmonious labor-management relationship.
Life Insurance (Group Insurance)
"Employee Group Comprehensive Insurance" is primarily designed to provide colleagues and their families with living and economic security when colleagues need hospitalization due to illness or injury, or unfortunately face death or disability during their tenure with the Company. Initial enrollment: 1,553 people, investment of NT$5,685,547, with monthly adjustments based on employee increases/decreases.
Trust
Employee Stock Ownership Trust：Yang Ming offers a 30% subsidy to encourage all employees to participate in the Employee Stock Ownership Trust plan and purchase the Company's shares.／Employee Savings Trust：We provide a 20% subsidy to encourage employees to build wealth over the long term by participating in the employee savings trust plan.
Health Check-ups
Better frequencies than those required by law are provided, namely once per year for personnel over 40 years old and once per 2 years for those below 40 years old. ／Health check cost increased to NT$10,000／One-day official leave is granted.
Appropriation of Benefit Funds
The Company appropriates 1.5‰ of operating income and deducts and uses 5‰ of employees' salary monthly as benefit funds in order for the Employee Welfare Committee to provide various benefits.
Paid Personal /Sick Leave
In addition to the leave as required by the provisions of the Labor Standards Act, onshore employees are provided with 5 days of paid personal/sick leave each year, so that they can have flexibility when they have to go on leave. Due to the nature of the work of seafarers, relevant shore leave is provided in accordance with the provisions of the Seafarer Act.
Flextime System
The system enables employees to adjust their working hours flexibly to not only avoid the trouble of commuting during rush hours, but also make it convenient to take care of their families or pick up their children.
Retirement Pension
Yang Ming's employee retirement policy has been established based on the "Labor Standards Act" and "Labor Pension Act." The Company makes a monthly pension contribution to designated accounts to ensure the contribution and payment of employees' pensions, thereby further encouraging their longterm service in the Company and growth with us.
Subsidies and Allowances
Allowances in 2025 – Number of employees receiving／benefited Amount invested/of the allowances：Birthday cash gift - 2,109 recipients; NT$10,545 (thousand)／Wedding cash gift - 22 recipients; NT$110 (thousand)／Retirement cash gift - 33 recipients; NT$330 (thousand)／Hospitalization benefit - 83 recipients; NT$166 (thousand)／Childbirth allowance - 34 recipients; NT$175 (thousand)／Education allowance for employees' children (2 times per year) - 1,082 recipients; NT$4,786.5 (thousand)／Scholarship for employees' children (2 times per year) - 167 recipients; NT$835 (thousand)
Wedding Gold Jewelry
In order to enhance the happiness of employees' families, Yang Ming holds an annual commemoration for the 40ᵗʰ, 30ᵗʰ, 20ᵗʰ and 10ᵗʰ anniversary of their marriages, where each family is given 22.5 grams, 18.75 grams, 15 grams, or 11.25 grams of gold accessories, respectively. In 2024, a total of 85 employees received the golden jewelry.
Preschool Center
To support the public childcare policy implemented by the government and provide a more convenient and friendly working environment for childcare for employees, the Company set up a cooperative preschool service center at the Xin Yi office building in Keelung, which was officially put into service on August 15, 2022. The preschool center enrolls preschoolers at the age of 2-6 and prioritizes the children and grandchildren of the employees. The monthly tuition is only NT$2,000, which is the same as that of non-profit kindergartens, significantly reducing the parenting and financial burden of the employees. With the center, the employees are able to give birth to and raise children with no worries and ensure work-family balance, facilitating a childcare-friendly workplace.
Club Activities
There were 32 clubs in 2025,table tennis, badminton, golf, volleyball, tennis, basketball, swimming, bowling, aerobic dance, yoga, fitness training, board games, photography, wine tasting clubs.
Safeguarding Overtime Rights
In compliance with the Labor Standards Act, the Company offers employees a choice between overtime pay and compensatory time off, subject to prior supervisor approval. Unused compensatory time off follows the validity period of annual leave. Any hours remaining upon expiration are automatically converted into wage compensation based on the applicable overtime rates and disbursed with salary, fully safeguarding employee rights.
Benefits for Seafarers
Taking family on board: Our seafarers are allowed to sail with their family on board. By staying with their family on board, the seafarers can maintain family ties and help their family understand their work and enhance their sense of identity. /Port Shuttle Bus: Providing port shuttle buses for colleagues to go ashore for leisure during non-duty hours, balancing life./High-data satellite internet communication: We provide high-data internet communication, allowing our seafarers to contact their family and friends through uninterrupted internet access offshore in order to maintain good social relations./Health checkup for seafarers: We encourage our seafarers to understand their physical condition and take health management seriously
Parental Leave Application Status
Retirement Protection and Maintenance of Labor Rights
The Company has formulated employee retirement and consolation regulations in accordance with the "Labor Standards Act" and the "Labor Pension Act." Retirement funds are appropriated monthly to designated accounts as required by law, ensuring the protection of pension contributions and payments to further encourage long-term service and dedication from employees. Furthermore, the Company strictly adheres to international human rights standards, International Labour Organization (ILO) principles, and domestic labor regulations to respect and safeguard labor human rights. We commit to following the notification procedures stipulated in the "Labor Standards Act" before implementing major operational changes that may significantly affect employee rights: a 10-day notice for those employed for more than three months but less than one year; a 20-day notice for those employed for more than one year but less than three years; and a 30-day notice for those employed for three years or more. The maintenance of labor rights for foreign crew members is handled in accordance with Collective Bargaining Agreements.
Employee Voice Survey
Employee care is a core focus of the Company's overall development. In addition to colleagues being able to directly provide feedback through the Chairman's mailbox and employee mailbox, the Company commissioned Mercer Taiwan to conduct an Employee Voice of Employee (VOE) survey, testing both seafaring and onshore colleagues. Through third-party professional assessment consulting, we aim to summarize Yang Ming employee voices, discover organizational status quo, understand areas for improvement, and plan future employee care and talent development blueprints, allowing colleagues and the company to grow together, enhance employee welfare, improve corporate organizational atmosphere, and seek better work environments and career development. We conduct a Voice of Employee (VOE) survey every two years. All Yang Ming onshore employees with a tenure of three months or more on the survey launch date are invited to participate. In 2025, the survey coverage rate reached 95% and the survey results show that the engagement score among shore-based employees is 62, meaning that 62% of onshore employees responded "strongly agree" or "agree." The survey results will undergo further analysis to serve as a basis for planning and driving relevant improvement actions.
EXECUTION GOALS
Onshore Employees
| Topic | Goals in 2025 | Execution Results in 2025 | Goals in 2026 | Mid-/Long-term Goals |
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| Employee compensation and benefits |
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