DR.WU firmly believes that employees are the Company's most important and valuable assets. Only in a safe, healthy, and supportive environment can employees fully leverage their professional expertise and realize their personal value. To this end, DR.WU continuously promotes a friendly workplace culture, pays close attention to work–life balance, values physical and mental well-being as well as workplace safety, and establishes a secure, comfortable, and supportive working environment through sound systems and caring measures. We aspire to be a trusted and recognized brand enterprise where every employee is willing to devote themselves to their work, develop their careers with peace of mind, and achieve happiness and balance in life.

Employee Benefits

DR.WU values the contributions of every employee and is committed to providing a comprehensive and people-centered benefits system. From statutory protection and compensation incentives to flexible leave arrangements and physical and mental well-being support, the Company offers holistic assistance to help employees balance work and life and focus on their career development with confidence.

Compensation and Incentives

DR.WU is committed to providing a competitive and motivating compensation and incentive framework. In addition to salaries that are above industry standards, the Company offers year-end bonuses, employee remuneration, and other diversified incentive programs. In accordance with Article 20 of the Company’s Articles of Incorporation, no less than 20% of employee compensation shall be allocated to non-managerial employees. This provision shall take effect starting from the distribution of employee compensation for fiscal year 2025, which will be implemented in 2026.

DR.WU closely links managerial performance evaluation with corporate sustainability. The performance assessment of managers not only focuses on operating results, but also takes into account the implementation of environmental and social responsibilities. Relevant sustainability indicators are designed in accordance with the functional characteristics of each department and serve as reference bases for performance evaluation and management decision-making, while also influencing managers’ overall performance outcomes and remuneration.

For the Marketing Department, performance evaluation incorporates participation in brand-related public welfare and social engagement activities. The Procurement Department includes the environmental friendliness of packaging materials as part of its performance indicators, in order to promote the development of a green supply chain. The Administration Department links its performance evaluation to the management of electricity and water consumption in office premises and the implementation of energy-saving measures. For the Warehousing and Logistics Management Department, transportation efficiency, resource consumption, and related carbon-reduction initiatives are incorporated into operational performance reviews.

Through daily management and decision-making processes, DR.WU managers simultaneously consider operating performance and sustainability impacts, strengthening the implementation of sustainable development responsibilities and gradually embedding ESG principles into the Company's management culture and long-term business strategy.

The salaries of non-managerial full-time employees at DR.WU are higher than the industry average, demonstrating the Company’s emphasis on continuously enhancing compensation and benefits for frontline employees and implementing the principle of profit sharing. Through a well-structured and market-competitive incentive system, DR.WU not only strengthens employee engagement and commitment but also attracts and retains outstanding talent, fully recognizing employees’ efforts and contributions.

        ▼ Salary Information for Non-Managerial Full-Time Employees (NT$ thousand)

Comprehensive Benefits Support

DR.WU places great importance on work–life balance. In addition to statutory benefits, the Company established an Employee Welfare Committee in 2015 to jointly plan and promote diversified employee welfare programs, ensuring that employees enjoy a comprehensive and supportive benefits system that helps balance family life and career development. Key benefits include:

• Flexible working hours (for office personnel)
• Advance annual leave system more favorable than statutory requirements
• Employee travel activities
• Appreciation dinners, birthday celebrations, and other social gatherings
• Employee shopping discounts
• Complimentary coffee, beverages, and warm snacks

Learning, Growth, and Team Culture

DR.WU firmly believes that continuous employee development is a key cornerstone of sustainable and stable corporate growth. The Company encourages employees to engage in proactive learning, cross-departmental collaboration, and professional advancement. Through a well-structured training system and diverse learning resources, employees are supported in continuously enhancing their professional capabilities and career competitiveness.

At the same time, DR.WU places great emphasis on teamwork and organizational cohesion. By organizing regular engagement activities and promoting company-wide participation mechanisms, the Company fosters an open, positive, and cohesive corporate culture, enabling employees to grow together and move forward in an environment of trust and support.

In 2024, total employee training hours reached 1,178.5 hours, with 560 participations in training programs. Total training costs (including training expenses and employee wage costs for training hours) exceeded NTD 548 thousand.

        ▼ 2024 Training Programs

Occupational Safety and Health

DR.WU prioritizes the safety and health of every employee and strives to create a secure and friendly workplace. In compliance with the Occupational Safety and Health Act, Regulations on Labor Health Protection, Sexual Harassment Prevention Act, and Gender Equality in Employment Act, the Company implements comprehensive workplace safety and health management practices, focusing on both physical health and psychological well-being to ensure employees can work and grow in a respectful and supportive environment.

Physical and Mental Well-Being

To promote employee well-being and enhance overall quality of life, DR.WU continuously implements diverse and comprehensive health promotion measures, addressing employees’ physical conditions and psychological needs both at work and in daily life. These initiatives aim to foster a caring and supportive workplace while enhancing employee happiness and engagement. Measures include:

• Group accident insurance and business travel insurance to comprehensively protect employees during work and daily activities
• On-site medical and health services (six times annually), providing health consultations and health promotion education
• Health check-up subsidies and a half-day paid health check leave to encourage employees to prioritize their health

Workplace Safety Assurance

To prevent workplace accidents and create a safe and friendly working environment, DR.WU employs two certified occupational safety and health professionals responsible for supervising and implementing safety and health management plans. This ensures that all safety measures are effectively executed to safeguard employees’ health and workplace safety. Key practices include:

• Office environment sanitation and disinfection (monthly)
• Drinking water quality inspections (quarterly)
• Access control measures, including main entrance, laboratory, and server room controls
• Disaster prevention drills (semi-annually)
• Insurance coverage for public liability and commercial fire risks (including fire, earthquakes, and typhoons)
• Regular reporting of building safety and fire inspections to relevant authorities in coordination with the building management committee

Sexual Harassment Prevention

To ensure equality in the workplace, DR.WU has established the “Measures for Sexual Harassment Prevention, Complaint Handling, and Disciplinary Actions” in accordance with relevant laws and regulations. These measures clearly define prevention mechanisms and handling procedures and provide accessible complaint channels to ensure incidents are addressed promptly and appropriately while safeguarding the rights of all parties involved. No sexual harassment complaints were received in 2025.

Retirement System

In accordance with the Labor Standards Act, the Company has established employee retirement regulations and contributes retirement reserves on a monthly basis based on total employee payroll, depositing such amounts into a dedicated retirement fund account. Following the implementation of the Labor Pension Act on July 1, 2005, employees may choose to be covered either by the retirement provisions under the Labor Standards Act or by the pension system under the Labor Pension Act, with pre-existing years of service preserved. For employees who opt for the Labor Pension Act system, the Company contributes a minimum of 6% of the employee’s monthly salary to the pension account.