We use cookies to allow our website to function properly, personalize content and advertisements, provide social media features, and analyze traffic. We also share information about your use of our website with our social media, advertising, and analytics partners.
Annual performance
The Company has continued to demonstrate long-term achievements across three key areas—employee development, environmental and occupational safety management, and social care—building a sustainable enterprise characterized by both resilience and responsibility. First, in terms of talent development, employees participated in an average of 47 hours of education and training per year, reflecting the Company’s commitment to enhancing employees’ professional knowledge and career capabilities and to strengthening organizational competitiveness through systematic training mechanisms. By fostering a culture of continuous learning, employees are able to remain agile and innovative in a rapidly changing industry environment.
In the areas of environmental protection and occupational safety, all production sites in Taiwan and worldwide have obtained ISO 14001 Environmental Management System and ISO 45001 Occupational Health and Safety Management System certifications. This indicates that the Company has established a comprehensive EHS management framework, continuously improving process efficiency, reducing environmental impacts, and ensuring that all employees work in a safe and healthy environment. Consistent implementation across the global supply chain and manufacturing sites further demonstrates the Company’s commitment to unified management in its international operations.
At the same time, the Company has long invested in social welfare. From 2018 to 2025, the “Inspirational Care Activity” reached a cumulative total of 13,750 households, providing companionship and support to disadvantaged families through concrete actions. This sustained social engagement not only reflects the spirit of corporate citizenship, but also extends the Company’s positive impact into communities, creating broader and lasting value. Overall, the Company has achieved balanced and tangible sustainability outcomes across talent development, environmental protection, safety, and social contribution, working together with society to build a better future.
47 hours
Employees participate in educational training on average per year.
13750
Cumulative number of cared households from 2018 to 2025
Employment Status
Sunon regards employees as the Company's most important asset. Accordingly, we have established human resource management procedures, compensation and reward mechanisms, and work rules based on the labor laws and regulations of the locations where we operate, and we regularly review the latest regulatory requirements to safeguard employees' labor rights and interests. In addition, the Company expressly prohibits child labor, discrimination, workplace sexual harassment, forced labor, and similar misconduct, and has established independent grievance channels to provide employees with a safe, equal, and free working environment.
In recruitment and appointment, the Company places emphasis on academic and professional qualifications, expertise, integrity, and commitment. We also employ persons with disabilities in accordance with applicable laws to protect their right to work. Employees at the same grade level and with the same job functions are entitled to the same benefits, salary standards, and training systems, without distinction based on gender, age, nationality, or other factors. Performance evaluations are conducted regularly each year as the basis for employee retention, promotion, salary adjustments, and bonus allocation.
Employee Structure and Distribution
As of the end of 2025, Sunon employed a total of 8,123 employees, of whom 48.4% were male and 51.6% were female. All employees were full-time employees, and the Company did not employ part-time employees or employees without guaranteed working hours. As overseas operations continue to expand, the Company follows a principle of prioritizing local hires in order to avoid talent gaps, establishes localized teams, and actively recruits and develops local residents as part of its diversified talent employment strategy. Over the past three years, 95% of management positions at the Company's major operating sites have been held by local talent, and the total number of employees has also shown a year-by-year growth trend.
Employee Structure (by Gender, Nationality, and Age Distribution)
| Distribution / Employee Type | Direct Employees | Indirect Employees | Total | ||||
|---|---|---|---|---|---|---|---|
| Management | Technical Personnel | Other Personnel | Number of Employees | Percentage | |||
| Gender Distribution | Male | 2,618 | 326 | 898 | 87 | 3,929 | 48.4% |
| Female | 3,122 | 265 | 401 | 406 | 4,194 | 51.6% | |
| Nationality Distribution | Taiwan | 19 | 114 | 337 | 192 | 662 | 8.1% |
| China | 5,343 | 472 | 834 | 256 | 6,905 | 85.0% | |
| Philippines | 378 | 5 | 125 | 42 | 550 | 6.8% | |
| Japan | 0 | 0 | 1 | 1 | 2 | ＜0.1% | |
| Indonesia | 0 | 0 | 1 | 1 | 2 | ＜0.1% | |
| Vietnam | 0 | 0 | 0 | 1 | 1 | ＜0.1% | |
| Jordan | 0 | 0 | 1 | 0 | 1 | ＜0.1% | |
| Age Distribution | ≥ 50 years old | 26 | 57 | 50 | 33 | 166 | 2.1% |
| 30 ~ 49 years old | 3,248 | 476 | 940 | 374 | 5,038 | 62.0% | |
| ＜30 years old | 2,466 | 58 | 309 | 86 | 2,919 | 35.9% | |
| Total | 5,740 | 591 | 1,299 | 493 | 8,123 | 100.0% | |
Employee Structure (by Employee Type, Gender, and Employment Region)
| Employee Type / Region | Taiwan | China | Philippines | Total | |||||
|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | Male | Female | ||
| Direct Employees | 5 | 14 | 2,575 | 2,768 | 38 | 340 | 2,618 | 3,122 | |
| Indirect Employees | Management | 52 | 33 | 266 | 226 | 8 | 8 | 326 | 265 |
| General Staff | 300 | 222 | 594 | 473 | 20 | 14 | 914 | 709 | |
| Fixed-term Contract Employees | 7 | 1 | 3 | 23 | 61 | 74 | 71 | 98 | |
| Total | 364 | 270 | 3,438 | 3,490 | 127 | 434 | 3,929 | 4,194 | |
| Percentage | 4.5% | 3.3% | 42.3% | 43.0% | 1.6% | 5.3% | 48.4% | 51.6% | |
Note: Fixed-term contract employees refer to employees whose labor contracts with the Company are for a fixed term.
Employee Structure Trend Over the Past Three Years
| Region / Year | 2023 | 2024 | 2025 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Taiwan | 345 | 276 | 340 | 263 | 364 | 270 |
| China | 2,692 | 2,903 | 3,072 | 3,217 | 3,438 | 3,490 |
| Philippines | 45 | 122 | 114 | 328 | 127 | 434 |
| Total | 3,082 | 3,301 | 3,526 | 3,808 | 3,929 | 4,194 |
Note: In response to new product development and capacity expansion, the total number of employees has increased year by year in recent years.
Employment of Local Residents
The Company actively promotes a talent localization strategy and, based on a merit-based employment principle, prioritizes the development and appointment of local talent to enhance organizational decision-making efficiency and strengthen its connection with the places where it operates. Each site plans diversified recruitment and development mechanisms based on local labor market needs. In addition to expanding local employment opportunities, the Company also supports employees in building professional and managerial capabilities through competitive compensation systems and systematic training, gradually developing management teams with both local insight and global perspective to strengthen organizational resilience and overall competitiveness. In 2025, the overall proportion of local employees hired at the Sunon's major operating sites reached 99.5%, and 83% of senior management positions were held by local talent.
| Region / Level | Senior Management | Middle Management | Front-line Management | Front-line Staff | Total | |||||
|---|---|---|---|---|---|---|---|---|---|---|
| Number Employed | Percentage | Number Employed | Percentage | Number Employed | Percentage | Number Employed | Percentage | |||
| Taiwan | Local | 13 | 100% | 46 | 100% | 26 | 100% | 543 | 99% | 628 |
| Non-local | 0 | 0% | 0 | 0% | 0 | 0% | 6 | 1% | 5 | |
| China | Local | 1 | 25% | 39 | 74% | 432 | 99% | 6,433 | 100% | 6,905 |
| Non-local | 3 | 75% | 14 | 26% | 3 | 1% | 3 | ＜0.1% | 23 | |
| Philippines | Local | 1 | 100% | 0 | 0% | 4 | 50% | 545 | 98% | 550 |
| Non-local | 0 | 0% | 5 | 100% | 4 | 50% | 2 | 2% | 11 | |
| Total | Local | 15 | 83% | 85 | 82% | 462 | 99% | 7,521 | 100% | 8,083 |
| Non-local | 3 | 17% | 19 | 18% | 7 | 1% | 11 | ＜0.1% | 40 | |
Note 1: Senior management refers to managers at department level and above; middle management refers to section manager level; and front-line management refers to unit supervisor level.
Note 2: "Local" refers to employees who hold the nationality of the place where they work.
Employment of Employees from Disadvantaged Groups
The Company is committed to building a diverse, equal, and inclusive workplace and actively promotes employment opportunities for disadvantaged groups, including persons with disabilities and Indigenous peoples. In accordance with the People with Disabilities Rights Protection Act, the Company employs persons with disabilities and supports their successful integration into the workplace and the application of their strengths through inclusive recruitment measures, job design adjustments, and accessible workplace facilities. At the same time, through internal training and support mechanisms, the Company ensures fair treatment in career development, compensation and benefits, and working conditions, thereby fulfilling its commitment to social inclusion and sustainable development.
| Disadvantaged Group / Year | 2023 | 2024 | 2025 | ||||
|---|---|---|---|---|---|---|---|
| Number Employed | Percentage | Number Employed | Percentage | Number Employed | Percentage | ||
| Persons with Disabilities | Mild / Moderate | 4 | 1.29% | 6 | 1.66% | 5 | 1.42% |
| Severe and Above | 2 | 2 | 2 | ||||
| Indigenous Peoples | 1 | 0.16% | 2 | 0.33% | 3 | 0.47% | |
Note 1: This data covers employees in Taiwan only
Note 2: The employment ratio for employees with disabilities is calculated using a weighted employment ratio. In other words, where a person with a severe disability or above is employed and paid at least the statutory minimum wage, each such individual is counted as two persons for calculation purposes.
Proportion of Female Employees by Level Over the Past Three Years
The Company safeguards gender equality in the right to work and places importance on the promotion and career development of female employees. Due to the characteristics of the industry, certain job categories remain male-dominated. However, the Company continues to enhance female employees' willingness and capability to take on supervisory roles through training and leadership development, thereby gradually increasing women's participation in management. In 2025, the proportion of female front-line supervisors rose to 51%. In addition, the Company implements laws and regulations related to gender equality, establishes comprehensive parental leave without pay systems and family-friendly measures, and creates a diverse, equal, and inclusive workplace environment to continuously enhance the retention and development opportunities of female talent.
| Level / Year | 2023 | 2024 | 2025 |
|---|---|---|---|
| Senior Management | 17% | 14% | 11% |
| Middle Management | 26% | 25% | 24% |
| Front-line Management | 47% | 47% | 51% |
| Front-line Staff | 52% | 53% | 52% |
Non-employee Workers
Certain tasks are supported by external contractors, including office and plant security, cleaning services, operation of employee cafeterias, dormitory management, and transportation services. As of the end of 2025, the total number of such external workers was 143.
| Region / Year | 2023 | 2024 | 2025 |
|---|---|---|---|
| Taiwan | 6 | 6 | 7 |
| China | 93 | 105 | 119 |
| Philippines | 10 | 10 | 17 |
| Total | 109 | 121 | 143 |