Remuneration, Benefits & Employee Care
Remuneration Policy
TS Holdings conducts annual salary surveys to measure itself against top-performing financial institutions locally and abroad. The Company has designed a fair and incentive compensation system complete with competitive salary and welfare packages to reward its employees. TS Holdings has been a composition of "Taiwan High Compensation 100 Index" for 12 consecutive years since 2014.
TS Holdings assesses salaries based on objective factors such as the capabilities, educational background and experience required for the applied position. All starting salaries are higher than the minimum wage stipulated in the Labor Standards Act. The average annual salary for full-time non-supervisory employees is 7.0 times higher than the basic living expenses per person announced by the government authorities during the year. The Company is committed to implementing gender pay equality and equal pay for equal work, narrowing the pay gap between males and females. The starting female/male salary ratio between males and females is 1:1, ensuring that employees' salaries do not differ due to gender, age or race. Compensation is determined based on job roles and responsibilities to ensure it is reasonable and competitive, with regular salary reviews conducted annually. The Company also tracks pay equity metrics to strengthen monitoring of compensation across gender and job levels, serving as a reference for future compensation policy, and providing a genuinely equitable environment where employees can fully develop their talents.
Performance Management
Management Method
TS Holdings has tracked the performance of its employees using a Balanced Score Card (BSC) system for many years, in which Taishin's strategic goals are broken down into specific objectives and benchmarks. This allows Taishin to evaluate sustainability from a variety of aspects, including customers, finance, internal process, and learning and growth.
Full-time employees who have passed the probationary period, regardless of gender or rank, are required to undergo annual assessments, and the proportion of employees received the regular performance and career development reviews is 100%. In addition to fair assessment of individual performance, Taishin uses multi-dimensional assessment approaches of 180-degree, 270-degree and 360-degree tools (including supervisors, subordinates, peers, self-evaluation) and other different dimensions to assess employee performance and use them as the basis for IDP.
Performance System
- Management by Objectives, MBO：By formulating clear and fair assessment standard and through explanations and guidelines, enabling all employees to implement tasks such as goal setting at the beginning of the year, annual goal adjustment, and annual assessment in the online eMBO system. In 2025, all employees in Taishin who met the assessment qualifications had completed the performance management cycle.
- Multi-dimensional Evaluation (including 180,270 or 360 degrees): The multi-dimensional assessment method is "all-round evaluation and feedback" conducted by employees themselves, direct supervisors, subordinates, colleagues in the same department and across departments, etc. By referring to these feedbacks, those assessed can have a more comprehensive and objective understanding of their own strengths, weaknesses and development needs, and such feedbacks can also serve as the basis for their future career and ability development.
- Performance Grading: According to the achievement of the goals and the display of the core values, the performance level of the unit is allocated, and it is used as the decision-making basis for subsequent bonuses, promotions and performance coaching management.
- Team Performance Evaluation: According to the company's three-year strategies, expand down to business division strategies and department goals, then assign team goals to individual performance goals based on these, and set up functional scoring tables with 10-13 items for management positions and non-management positions, which include customer orientation, innovation and problem solving, communication and coordination, and teamwork. Through self-evaluation and supervisor scoring, check the performance gap in the team to ensure the achievement of team goals, and detect mistakes from them for timely guidance and improvement.
- Agile Communication: In daily management, when an employee's performance fails to meet expectations, the supervisor will conduct a performance interview with the employee to understand the reasons in detail and let the employee understand where the problem is. The two parties then jointly formulate solutions, measurement indicators and improvement schedules, and regularly review the achievement of the goals within 1-3 months, while providing incentives and counseling to employees according to the achievement status.
Improvement System
The performance management system opens top-performing employees to promotion opportunities, competitive compensation, and career development. As for employees who perform not as expected, TS Holdings has "Performance Improvement Guidelines" in place to help them improve.
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Daily Management
When a supervisor discovers no-as-expected performance, the supervisor is required to engage the employee immediately in a performance interview to find the cause of under-performance, and outline improvement plans, assessment indicators and an improvement schedule.
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Duration of Performance Improvement
The Supervisor is required to observe the employees and check the process and schedule of improvement plan, while offering guidance or correction as deemed appropriate.
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At the End of the Improvement Period
The supervisor and the employee will jointly evaluate completion of the improvement plan. In addition to informing the assessment results, the supervisor is also responsible for inspiring employee to pursue better performance.
Employee Benefits & Care
Driven by the organization's service spirit of devotion, attention, empathy, sincerity and passion, TS Holdings provides employees with benefits that are superior to those required under the Labor Standards Act, and has designed a series of benefit plans that take care of employees from their first day on board to retirement, addressing their needs and the needs of their family members at different stages of life cycle. For more comprehensive disclosure about employee welfare and benefits, please visit Holdings' talent recruitment website.
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Flexible work hours
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- The company has planned up to 5 flexible shift types for employees to organize their time better. These plans can help employees balance their family life or avoid peak traffic to reduce commuting time. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees.
- The Company provides comprehensive remote work equipment and corresponding system resources (mobile office VPN, and electronic signature system) for use by employees based on the nature of their work and business requirements while complying with all regulations and risk management requirements. In the event of special conditions, employees can process work remotely at home which increases work hour flexibility. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees.
- To provide better care for our employees, the Company has designed a variety of flexible shift arrangements—including part-time hours—tailored to the characteristics of each department, allowing employees to choose flexibly according to their needs. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees.
- On special holidays and family days, employees can flexibly get off work 1 hour earlier. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees.
- Employees with children under the age of three may request to reduce daily work by 1 hour each day or adjust their work hours so that they have more time for their children.
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Learning Subsidies
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- Learning Account (Industry originality): Every TS Holdings full-time employee is allocated 10,000 credits in their learning accounts per year that they can spend on the Company's internal "Self-study Courses" or to take courses or certification exams organized outside TS Holdings, and hence develop professional skills at their own discretion. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees Domestic and international on-job training subsidies: To support development of top talents, Taishin provides qualified employees with subsidies amounting up to NT$ 20,000 per semester as an encouragement for undertaking ongoing education outside work hours Furthermore, the Company selects senior managers to undergo EMBA courses organized by renowned overseas institutions from time to time, which helps broaden managers' global perspectives and establish local connections. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by Taishin to its employees.
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Subsidy for financial certification exams: To support development of top talents, TS Holdings provides qualified employees with subsidies amounting up to NT$ 20,000 per semester as an encouragement for undertaking ongoing education outside work hours Furthermore, the Company selects senior managers to undergo EMBA courses organized by renowned overseas institutions from time to time, which helps broaden managers' global perspectives and establish local connections. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees
- Subsidy for financial certification exams: TS Holdings offers comprehensive incentives to encourage employees in acquiring finance-related certifications, and hence raise the level of professional knowledge across its talent base. By offering complete learning guidance and incentives, these courses are intended to help employees acquire their certification and build professionalism in TS Holdings's brand. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees
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Son/ Daughter 's Wedding Leave
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TS Holdings cares for employees as well as their family members, and allows employees to take children's wedding leaves so that they can take part in the big moments of their Son/Daughter 's lives. Every employee is entitled to 1 fully paid day of children's wedding leave from the first day onboard. Couples who are both TS Holdings employees may apply to take leave on the same day.
Our employee benefits are one-of-a-kind in the industry. There is currently no minimum requirement in relevant laws and regulations. This is a benefit provided by TS Holdings to its employees
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Family Support System
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In order to provide a working environment for employees to be able to start a family with peace of mind, TS Holdings provides a number of family friendly leaves that are more favorable than the laws and regulations, including paid or longer maternity leave, pregnancy checkup leave, pregnancy checkup accompaniment and paternity leave, and family care leave), allowing employees to devote themselves to different important stages of life with confidence and take due responsibility for raising their families while devoting themselves to work.
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Paid Volunteer Leave
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TS Holdings adopts a "Volunteer Leave" system that grants employees one full day of annual leave for 6 cumulative hours of volunteer service, subject to a maximum of 5 days per year. The system was introduced to reward volunteers for their selfless acts.
In 2025, a total of 547 applications were approved for 313 days of paid volunteer leave, representing a significant 45% increase from the previous year (377 applications / 227 days). While paid volunteer leave is not legally mandated, TS Holdings provides this as an enhanced employee benefit.
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Long-time Service Rewards
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As a recognition for employees' long-term contribution, TS Holdings introduced a set of "Long-time Service Reward Standards" in 2004 that rewards senior employees with a commendation, bonus, and a letter of gratitude from the Chairman for having completed 5, 10, 15, 20, 25, 30 and 35 years of service.
In 2025, a total of 1,605 persons were eligible for long service incentives, and total rewards amounted to approximately NT$ 13 million. There is no minimum legal requirement for long-service awards. This is a benefit provided by TS Holdings to its employees.
Maternity Protection Benefits
TS Holdings pays close attention to maternity and child labor protection. We strictly prohibit the hiring of child labor under the age of 16 and we provide related benefits and systems for different stages from prenatal, pregnancy, postpartum, and parenting care for female employees. They are explained in the table below.
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Female employees
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Female employees can take 1 day of menstrual leave each month to rest at home.
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Pregnant employees
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- We provide prenatal care, postpartum care, labor and health insurance, group insurance, and childcare benefits for different stages of pregnancy.
- We provide services for maternity clothes for pregnant female employees to provide mothers-to-be with comfortable clothes.
- We provide employees who undergo invasive assisted reproduction procedures, or who accompany their spouse for such procedures, with 2 days of fully paid fertility leave per year.
- Female employees are entitled to 64 hours of paid prenatal check-up leave and 60 days of paid maternity leave, which are superior to regulatory requirements. The Company may provide up to 9 months of tocolysis leave based on the health conditions of the mother and the doctor's instructions to help employees adjust their physical and mental conditions.
- If an employee suffers a miscarriage, the Company provides paid miscarriage leave of at least 5 days and up to 4 weeks.
- TS Holdings engages physicians to organize regular health seminars and hazard identification courses for pregnant employees and those who have given birth for less than 1 year. In addition, these physicians provide suggestions on how the workplace can be improved to eliminate hazards, and offer consultation and health education to those in need.
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Postpartum care and childcare
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- A childbirth subsidy of NT$20,000 per child, with a total of NT$8,500,000 subsidized in 2025.
- Sign special contracts with childcare and infant daycare institutions to provide preferential plans for childcare and infant care.
- Employees with children under the age of three may request to reduce daily work by 1 hour each day. Employees who have worked for more than 6 months may apply for parental leave without pay for up to 2 years, in which 6 months of the leave will be covered by social insurance, providing subsidies equivalent to approximately 80% of their salary.
- We have set up nursing rooms at TS Holdings Tower, Neihu Building, TS Holdings Life Building, Jianbei offices to provide mothers with a comfortable nursing rooms.
- TS Holdings provides family care leave and paternity leave superior to regulatory requirements and provides all employees with the right to apply for childcare leave without pay and reinstatement in accordance with laws.
- We have signed special contracts with postpartum nursing institutions.
- TS Holdings engages physicians to provide onsite services and health seminars for pregnant employees or employees with newborns.
- We set up children's education scholarships to reward outstanding performance of employees' children. We provided NT$20,435,500 in subsidies for children's education in 2025.
