Fuburg values workforce stability and diversity. In line with its operational needs, the Company manages workforce allocation, recruitment and appointment, employee training, performance management, and compensation and benefits planning. Guided by the principles of fair employment and placing the right people in the right roles, Fuburg also monitors workforce distribution by age, gender, job function, and location as a reference for human resource management and organizational development.
Through internal training, external courses, and on-the-job learning, the Company strengthens employees’ professional capabilities and sustainability awareness, while arranging relevant training programs based on job requirements. Fuburg also continues to enhance its performance management and career development mechanisms, linking employee performance and professional capabilities with the Company’s operational objectives to support the shared growth of employees and the organization.
Fuburg’s compensation management complies with local laws and regulations and takes market salary levels into consideration. Salary and incentive plans are determined based on job responsibilities, professional capabilities, performance, and business results. The Company upholds the principles of gender equality and fair treatment, and seeks to ensure that recruitment, compensation, promotion, and development opportunities are not influenced by gender, age, ethnicity, or other factors unrelated to job performance.
Employee Analysis
Fuburg Workforce Profile in 2025
- Global workforce: 163 employees, with an average age of 38.79 years and an average length of service of 8.58 years.
- Taiwan workforce: 92 employees, with an average age of 36.02 years and an average length of service of 7.59 years.
| Year | Managerial Employees | Indirect Employees | Direct Employees | Total |
| 2024 | 41 | 79 | 55 | 175 |
| 2025 | 44 | 71 | 48 | 163 |
| Year | Doctoral Degree | Master’s Degree | Bachelor’s Degree | Junior College | Senior High School | Junior High School or Below |
| 2024 | 1.8% | 6.1% | 41.8% | 8.5% | 23.6% | 18.2% |
| 2025 | 1.23% | 6.13% | 46.01% | 8.59% | 19.63% | 18.40% |
Workforce Diversity in Taiwan
| 2024 | Indefinite-Term Employees | Fixed-Term Employees | Part-Time Employees | Subtotal |
| Male | 35 | 15 | 0 | 50 |
| Female | 41 | 0 | 1 | 42 |
| Total | 76 | 15 | 1 | 92 |
Overview of New Hires and Resignations at Fuburg Taiwan
| 2025 | New Hires | Resignations | |||||
| Number | Percentage (%) (Note 1) | Total New Hire Rate (%) (Note 2) | Number | Percentage (%) (Note 1) | Total New Hire Rate (%) (Note 2) | ||
| Age | 29 years old and below | 8 | 36% | 23% | 10 | 45% | 24% |
| 30-50 years old | 11 | 23% | 9 | 19% | |||
| 50 years old and above | 0 | 0% | 1 | 7% | |||
| Gender | Male | 6 | 13% | 10 | 22% | ||
| Female | 13 | 33% | 10 | 26% | |||
Note 1: Percentage (%) = Number of new hires in the same category (gender/age) in the current year / Total number of employees in the same category (gender/age) at the end of the current year
Note 2: Total (New Hire/Resignation) Rate = Number of (New Hires/Resignations) in the current year / Total number of employees at the end of the current year
Fuburg Taiwan Non-Executive Salary Overview
Unit: NT$
| 2024(A) | 2025(B) | Comparison with Previous Year (B-A) | |
| Number of Non-Executive Employees (person) | 78 | 74 | -4 |
| Average Non-Executive Employee Salary (NT$/person) | 540 | 572 | 32,000 |
| Median Non-Executive Employee Salary (NT$/person) | 500 | 541 | 41,000 |
Note: Non-executive employees refer to the weighted average number of employees reported in accordance with stock exchange regulations.
Human Resource Management
Fuburg allocates its workforce based on operational needs and job requirements, while monitoring workforce structure and changes through data on employee numbers, gender, age, job category, new hires, and employee turnover. The Company places strong emphasis on workforce stability and organizational continuity. In addition to managing employment practices in compliance with applicable laws and regulations, Fuburg supports employee retention through training and development, welfare programs, workplace communication, and occupational safety and health management, thereby reducing the potential impact of workforce turnover on operations.
Fuburg is committed to diversity and equal opportunity. Employment decisions are based on job-related competencies and business needs, without discrimination based on factors unrelated to job performance. Through fair employment practices and an inclusive workplace, the Company seeks to support employee retention while strengthening operational stability and organizational resilience.
Unit: NT$
| Human Resource Management Area | Management Focus | Disclosure Objective |
| Workforce Structure | Compile workforce data by gender, age, job category, and location. | Present the composition and diversity of the workforce. |
| New Hires and Turnover | Track annual new hires, departures, and changes in workforce composition. | Provide a basis for reviewing talent retention and recruitment strategies. |
| Diversity and Equal Opportunity | Make employment decisions based on job-related competencies and business needs, without discrimination based on non-job-related factors. | Promote equal employment opportunities, diversity, and inclusion. |
| Workforce Stability | Support employee retention through welfare programs, training, communication, and occupational safety and health management. | Maintain operational stability and strengthen organizational resilience. |
