Pursuant to the General Data Protection Regulation (“GDPR”) of European Union, we are committed to protect your data and put you in control. We have updated and will periodically update our Privacy Notice in line with GDPR. See our latest version of the Privacy Notice.
This site uses cookies to offer you a better browsing experience. Find out more on how we use cookies here.

Sustainability Report


We believe that talents are crucial to the continuous growth and profitability of a company and a happy and safe workplace is helpful in arousing the creativity of the employees and boosting their morale. Hence, we are dedicated to creating a friendly and safe work environment and, starting with the corporate culture, encouraging open and transparent communication culture, and breaking through cultural and geographic restrictions. All the employees who are competent in their work have the equal opportunity of promotion. We provide competitive salary and welfare, comprehensive educational training, and a comfortable and sate work environment to attract outstanding talents.

8-1Friendly Workplace
Certification of Healthy Workplace & Sports Enterprise
Employees spend one-third of their time at the workplace. Health and vigor are the key prerequisites for employee drive and morale! Getac takes concrete action to implement employee care and create a healthy workplace culture.

To help employees have good exercise habit, senior executives act as a model to promote sport culture. They join sports clubs together with the employees and encourage establishment of more clubs like these in different forms and organization of fun competitions, in the hope to help employees cultivate regular exercise habit. Annual spots competitions are organized at operating locations to cultivate teamwork spirit and enhance the friendship between the employees in addition to improving their health.

The good sports atmosphere helped the Company receive the “Taiwan i Sports” mark from the Sports Administration. The Company provides grants to the employees who participate in sports competitions at the province or local level, such as marathon or dance competition, as an encouragement to exercise and keep the balance between the work and leisure. Since the epidemic, all the external activities were suspended in 2021 and employees did not have a chance to participate in compititions.
  • An Equal And Harmonious Workplace: With our people-centric approach, Getac endeavors to provide employees with a safe and friendly workplace. The company prohibits unequal treatment, discrimination, sexual harassment, and workplace bullying, and guarantees proper work hour management and protection of labor rights.
  • Labor Practices: Employee work hour management and salary payments are in line with or better than regulatory standards and are subject to the inspection and supervision of competent authorities.
  • Protect labor rights: Getac's production bases have all established union groups or labor-management meetings in accordance with national laws, in order to promote formal dialogs between employers and employees through a collective bargaining mechanism. Around 82.82% of Getac employees are currently covered by collective agreements.
  • Equal Job And Promotion Opportunities: With respect to employment and promotion, we hold to being fair and objective, taking into consideration individual competence, diversity, and localization when hiring or recruiting talented individuals. We also promote local economic development and employment opportunities, so as to provide everyone with equal career development opportunities. Due to adjustments of global manpower resources in 2021, the ratio of locally hired supervisors was 76.76%, an increase of 8.7 percentage points from the previous year. The ratio of female supervisor is 21.8% in 2021, an increase of 1.5% as compared to 20.3% in the previous year. 
  • Balancing Employees' Physical And Mental Health: In order to promote the balance of employees' physical and mental health, the company organizes various activities. With the domestic COVID-19 epidemic situation becoming unpredictable in 2021, work-from-home was activated when the epidemic Alert Level was raised to 3 from May to July. The monthly movie appreciation was suspended for several months until the epidemic stabilized, and the annual year-end banquet was also temporarily suspended due to the epidemic. Parent-child family activities, as well as staff fun and sports competitions, were also suspended. The annual company travel was suspended due to the unpredictable nature of the epidemic. The NT$20,000 travel subsidy was deferred to the next year, and applications were accepted for employees to convert the travel subsidy into private health check subsidies of up to NT$20,000.
  • Freedom of Association: The Staff Welfare Committee has adopted the Social Club Application and Subsidy Regulations, which is disclosed on the company's internal portal. A social club may be established if it involves legit leisure, cultural, and entertainment activities participated by 12 or more employees to encourage employees to keep fit and balance their work and leisure life.
  • Employee Grievance Channel & Sexual Harassment Grievance Channel
    Taiwan : Speakout_Getac@getac.com.tw
     Vietnam : President's Email Box      
    China : Speakout.kshr@mpt-solution.com.cn
                 Getac Perspective WeChat Platform

Salary and Benefits
  • Compensation System: Employee remunerations are based on laws and regulations stipulated in Taiwan and China. Salary standards and extent of adjustments are not influenced by gender, race, religion, political affiliation, marital status, and union membership. The Remuneration Committee periodically participates in salary surveys to examine the association between employees' salary and welfare measures and those of the market. Every year, employee bonus is appropriated according to the company's business performance and is subject to the approval of the Board of Directors and resolution at the shareholders'meeting. These measures are expected to attract, retain, and motivate outstanding employees.
  • Welfare System: Comprehensive welfare measures are provided and arranged by the Welfare Committee. For employees working in Taiwan headquarters, the benefits include labor and health insurance, maternity and paternity leaves (or parental care leave), group insurance, birthday and festive gifts, club funding, employee travel subsidies, employee canteen, gym, English course subsidies, and breastfeeding room. These benefits are superior to the requirements set by the Labor Standards Act. To boost employees' relations with their families and children, movie screenings are held every quarter and employees' families are encouraged to participate. Kunshan employees are entitled to maternity and paternity leaves, leave for female employees to breastfeed their babies at home, and various social insurance protection in accordance with local laws and regulations. In addition to employee travel subsidies and birthday gifts, allowances based on employees' job positions are also provided.
  • Parental Care Leave: The Company has complied with the Act of Gender Equality in Employment and formulated the Regulations for Implementing Unpaid Parental Leave for Raising Children, which state that employees with one year or more of work experience at Getac can apply for a maximum of 2 years of unpaid parental care leave before their children turn three-years-old. After the completion of their unpaid parental care leave, Getac will arrange for them to be reinstated and update them on the company's latest happenings.
  • Retirement Plan: Retirement applications and approvals are based on the Labor Standard Act and the Labor Pension Act. In pursuant to relevant regulations, Getac files report and contributes pension to dedicated pension account of the Bank of Taiwan (applicable to the old pension system) or employees'personal pension account (applicable to the new pension system).
Training and Talent Fostering
The Organizational Development Center has devised a talent blueprint to enhance the Company's overall competitiveness and maximize the potential for learning in the Company. In line with the latest trends in the field of AI and the Company's digital transformation strategy, talent cultivation is constantly fostered and employees are provided with much needed new skills for the age of intelligent technologies.In terms of hard skills, we engage external and internal instructors to deliver professional knowledge and skills and hold technology forums for learning new technologies. As for soft skills, we focus on talents'ability to maintain interpersonal relationships and to communicate.In addition, Getac has designed a wide range of courses based on the employees'needs for different career development phases. We also continuously develop online training tools, give more course selection and promote comprehensive learning while ensuring the continuous learning of the employees during the pandemic through livestreaming or pre-recorded videos.

In 2021, the average number of hours of education and training received by all employees of Getac Holdings Corporation was 60.73, a decrease of 14.67 hours compared to 2020. The difference is due to the fact that during the COVID-19 pandemic, in order to avoid social clusters, fewer physical courses and large-scale courses were held for direct employees, and fewer external courses were attended by supervisors and indirect employees, which is the main reason for the decrease in total training hours. However, the number of training hours for indirect employees increased rather than decreased. In recent years, the Company has been optimizing the content of online digital courses, so that employees are free to enroll in them according to their individual job requirements and use their free time to complete them online. In 2021, indirect employees received 62.91 hours of training and supervisors received 48.60 hours of training.
A Healthy And Safe Workplace
Getac Group values every employee, and “Happy Enterprise and Safe Workplace” is our goal. In addition, to comply with local safety and health regulations and standards, Getac takes strict safety and health control measures to establish internal policies, and continuously improves through regular and irregular inspections to prevent occupational disasters and minimize injuries. Furthermore, we actively promote the physical and mental health of employees through event planning and achieve the balance of work and life.

All plants of Getac Holdings have introduced ISO45001 occupational Health and Safety Management Certification System or Management System of equivalent level, and establishes clear operational regulations for compliance, including Labor Management Procedures, Environmental Safety and Health Handbook, Healthy Operation Regulations, as well as Occupational Illness Prevention Regulations, to prevent occupational disasters and accidents from occurrence. We aim at achieving the zero-incident goal and implement on-site safety management rigorously.

Getac's management target is to achieve zero deaths and occupational illnesses. We continue to implement workplace health and safety management practices in the hope that all of our employees can work happily and return home safely. The disabling injury frequency rate (IR) was 0.186 (per 200,000 hours of work), which is lower than the occupational injury rate of 0.248 of previous year.

  • CEO Messages

  • Sustainability Communication

  • Ethical Management

  • Sustainable Supply Chain

  • Prohibiting Procurement Of Conflict Minerals

  • Environmental Protection

  • Green Product

  • Friendly Workplace

  • Social participation

  • CSR Questionnaire

  • We sincerely welcome any suggestions regarding this Report.

    Irene Sun
    Corporation Relations Office
    Email: Getac.csr@getac.com.tw

  • Irregular Business Conduct Reporting

    Lisa Kung
    Director of Auditing Office
    Email: gtcaudit@getac.com.tw