Employee Matters

momo is committed to safeguarding the well-being of our employees, creating a friendly workplace with diversity and gender equality, empowering and cultivating industrial talents, promoting labor rights and equality, and taking good care of our employees.

2024 Performance Highlights

Related Material Topics

Human Resource Management: - Labor Shortage and Talent Attrition

momo's Promises

• Expand issues concerning our commitment to the Human Rights Policy and the corresponding scope of application in support of and in compliance with international human rights conventions and initiatives as well as labor laws and regulations.
• Provide a diverse range of career training for employees and set up a comprehensive talent development plan.
• Provide clear pathways for advancement and an annual salary adjustment scheme; continue to organize and strengthen employee benefits to attract and retain talents.
• Strengthen the occupational safety and health management system; enforce the environment, safety and health policy to ensure a safe working environment; as well as provide employees with physical and mental well-being services and health promoting activities.
• Establish a smooth internal grievance channel to promptly respond to employee opinions and demands, ensuring the protection of employee rights and interests, thereby reducing the likelihood of talent attrition.

Management Mechanism

• Roll out the human rights due diligence process in accordance with the United Nations Guiding Principles on Business and Human Rights, identify material human rights issues, and take stock of mitigation and remedial measures.
• Perform proactive compliance checks and raise awareness of human rights and gender equality among employees through education and training, along with policy revisions.
• Promote a diverse and friendly workplace and implement occupational safety and health management through the Gender Equality Promotion Committee and the Occupational Safety and Health Committee, report the achievement of related targets to the Sustainable Development Management Committee, and convene at least two executive meetings each year to track the implementation status of aforesaid matters.
• Implement the "Performance Appraisal System" to evaluate the performance of staff and using the results as a reference for promotion, pay adjustment, bonus payment, education and training and career planning.
• Establish a transparent and diversified grievance mechanism to understand and properly address employee concerns through multiple channels. Each case is reported to the responsible supervisor for awareness, followed by investigation and closure tracking to ensure the protection of employee rights.

Action Plan

• Promote employment for the physically and mentally challenged and the middle-aged and the elderly, with no upper limit on recruitment, aimed at promoting diversity and equality in talent recruitment. In 2024, there were a total of 30 employees with disabilities, with the most senior having worked at momo for 19 years. Among newly hired employees aged 50 and above, there were 21 mid-to-late career individuals, with a retention rate exceeding 57.14%.
• The expenditure on training and education exceeded NT$5.34 million.
• Made a total of NT$27.28 million in contributions to the employee stock ownership trust.
• Provided over NT$410 million in family support subsidies for childbirth, childcare and children' s education for employees.