Employee Matters

momo is committed to safeguarding employee well-being, creating a diverse and gender-equal workplace, empowering and cultivating industry talent, and promoting labor rights and equality. Guided by genuine care for its employees, momo attentively attends to every aspect of their needs.

2025 Performance Highlights

Related Material Topics

Human Rights Management + Diversity and Inclusion

momo' s Promises

• Support and comply with international human rights conventions, initiatives, and labor regulations to safeguard labor rights.
• Provide employees with diverse career training and establish a comprehensive talent development system.
• Offer clear promotion pathways and an annual salary adjustment mechanism, while continuously expanding and enhancing employee welfare systems to attract and retain talent.
• Strengthen occupational health and safety management systems, safeguard workplace safety in accordance with Environmental, Health, and Safety (EHS) policies, and provide physical and mental health care initiatives for employees.
• Establish transparent internal grievance channels to address employee feedback and concerns in a timely manner, ensuring that employee rights are protected and reducing the risk of talent turnover.

Management Mechanism

• Conduct human rights due diligence surveys in accordance with the United Nations Guiding Principles on Business and Human Rights (UNGPs) framework to identify material human rights issues and inventory relevant mitigation and remediation measures.
• Proactively conduct compliance audits and enhance employee awareness of human rights and gender equality through educational training and policy revisions.
• Promote a diverse and inclusive workplace through the "Gender Equality Committee," report target attainment to the Sustainable Development Committee, and convene CEO meetings at least twice a year to track progress.
• Implement the "Regulations Governing Performance Evaluation" to assess employee job performance, utilizing evaluation results as references for promotions, salary adjustments, bonus distributions, educational training, and career planning.
• Establish transparent and diverse grievance mechanisms to gather and properly handle employee feedback through multiple channels, reporting every case to responsible executives for review while conducting investigations and case-closure tracking to safeguard employee rights.

Action Plan

• Talent recruitment adheres to diversity and equality, actively promoting employment for persons with disabilities and middle-aged and senior workers without hiring caps. In 2025, there were 24 employees with disabilities, with the most senior having served at momo for 20 years; newly hired middle-aged and senior employees aged 50 and above totaled 37, with a retention rate exceeding 45%.
• Educational training expenses exceeded NT$4.14 million.
• Cumulative annual company matching contributions for the Employee Stock Ownership Trust (ESOT) totaled NT$26,284,000.
• Housing and Childbirth Subsidy : Subsidies for childbirth, childcare, children's education, and family support exceeded NT$4 million.