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Human Rights Management

EVA Air believes that respect for human rights is the core value of corporate sustainable development. To safeguard the basic human rights of employees, suppliers, customers and partners, in addition to abiding by local laws and regulations, EVA Air also followed the United Nations Universal Declaration of Human Rights and the two covenants (ICCPR and ICESCR), the International Labour Organization- The Declaration of Fundamental Principles and Rights at Work, the United Nations Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises, and the Ten Principles of the United Nations Global Compact to establish the "EVA Air Human Rights Policy Statement", creating a human rights protection environment based on protection, respect and compensation that prohibits any violations of human rights, and allows people to be treated fairly and with dignity. The Human Rights Policy Statement and amendments to it are subject to review by the Chairman.
In addition, the Company has formulated the "EVA Air Human Rights Management Framework" in accordance with the "EVA Air Human Rights Policy Statement" and other regulations, with the Human Resources Division serving as the dedicated unit responsible for human rights management. We conduct regular risk assessments on major human rights issues, conduct human rights due diligence, and develop mitigation and remediation measures for risks assessed as moderate or above. In 2025, EVA Air complied with applicable labor laws and regulations governing recruitment and employment across all operating locations and throughout the supply chain. No incidents of child labor, or forced or compulsory labor, were identified.

Fair and Living Wages

EVA Air adheres to the local labor laws of each country, and the salaries of all employees are in compliance with, or exceed, the relevant salary laws and regulations of the place of operation. These include requirements on minimum basic wages, extended working hour wages, statutory benefits, and paid annual leave.
EVA Air provides timely payment for a living wage that is sufficient to cover employees’ living expenses. Full-time entry-level employees receive a fixed salary that ensures a reasonable standard of living, both for them and their families. In principle, raises are no less than the annual growth rate of the Consumer Price Index (CPI) in Taiwan, to guarantee that employee pay is no less than the living wage.
EVA Air upholds the principle of equal pay for equal work and maintains a non-discriminatory compensation system regardless of gender, sexual orientation, race, age, religion, or marital status. Compensation decisions are based on objective performance evaluations and the overall compensation policy. Year-end bonuses are awarded based on operational performance and individual contributions, reinforcing the link between performance and rewards.
To support employee development, EVA Air provides dual career pathways for management and professional employees, together with progressive competency development programs, incentive mechanisms, promotion and job rotation opportunities that enable employees to develop according to their strengths and career aspirations.
Base pay is established with reference to market conditions and fairly reflects employees' skills and experience. The compensation structure is reviewed regularly to ensure fairness and competitiveness while supporting talent retention and strengthening long-term organizational competitiveness.
In 2025, 100% of EVA Air's entry-level employees received compensation that met or exceeded the applicable living wage across all operating locations.

Comparison of Entry-level Base Pay, Local Minimum Wage, and Local Cost of Living at Key Operating Locations (2025)

	Taiwan	USA (San Francisco Airport Area)	Canada (Vancouver)
Entry-level Base Pay	43,000	119,728	76,779
Local Minimum Wage	28,590	119,603	68,878
Local Cost of Living	25,031	51,054	34,010

Note：Local cost of living data were obtained fromNumbeo as of April 30, 2026. The figures are updated periodically and exclude housing rental costs.

EVA Air Human Rights Due Diligence Process

01 Commitment

Comply with international standards and local laws, and formulate the human rights policy and statement.

02 Identification

Identify salient human rights issues and vulnerable groups in the organization's attributes and operating style.

03 Evaluation

Regularly assess human rights impact on employees, suppliers (including contractors, subcontractors, service providers), partners (such as subsidiaries, joint ventures, and local communities), customers and service processes and determine the degree of risk exposure.

04 Action

Based on the regular assessment of human rights risk level, formulate different action plans and mitigation measures.

05 Remedy

In response to incidents of human rights violations, provide different levels of remedial measures such as system improvement, material compensation, psychological counseling and punishment.

Role of EVA Air	Salient human rights issue	Affected parties	Evaluation factors	Risk Level in 2025
As an employer	Overtime working	All employees (including female, indigenous, migrant employees, etc.)	Number of people working more than 12 hours a day. Number of people whose overtime working hours on working days and rest days are more than 46 hours in a single month.	Medium
	Fair salary		Whether the salary is paid on time and in compliance Is there any difference in salary due to gender, race, nationality, etc.	Medium
	Discrimination/ Harassment/ Workplace unlawful infringement		Number of cases of sexual harassment. Number of cases of unlawful infringement in the workplace.	Medium
	Occupational safety & health		Number of cases in occupational accidents statistics. Abnormal workload identification and risk investigation.	Medium
	Privacy protection		Whether there has been an abnormal information security management and control or external intrusion resulting in the leakage of employees’ personal data.	Low
	Forced labor		Number of employee appeals.	Low
	Freedom of assembly and negotiation		Labor-management channels/ frequency.	Low
	Maternal health protection	Female employees who are pregnant, within one year after parturition, or breastfeeding	Pregnancy and post-partum health hazard assessment.	Low
	Child labor	New recruits and minors exposed to child labor risks (for preventive identification)	Recruitment process.	Low
As a buyer	Working conditions	Tier 1 suppliers and their employees	Has the Supplier Code of Conduct been communicated to suppliers? Have the suppliers ever been punished for violating the laws and regulations such as working hours, wages, and occupational safety? Have the suppliers considered sustainability and the impact on the environment while operating?	Low
	Occupational safety & health
	Environmental protection
As a service provider	Privacy protection	All customers	Whether there has been an abnormal information security management and control or external intrusion resulting in the leakage of customers’ personal data. Number of cases in which customer feedback is related to discrimination. Recognition of potential human trafficking signs by front-line employees.	Low
	Prohibition of discrimination
	Human trafficking
As an investor	Working conditions	All subsidiaries/ joint ventures and their employees	Have the subsidiaries/ joint ventures signed the Code of Conduct? Have the subsidiaries/ joint ventures ever been punished for violating the laws and regulations such as working hours, wages, and occupational safety? Have the subsidiaries/ joint ventures considered sustainability and the impact on the environment while operating?	Low
	Occupational safety & health
	Environmental protection
As a community member	Noise	Residents living near the airport	Does aircraft take-off and landing noise comply with international norms or verification standards? Number of noise-related cases in corporate social responsibility mailboxes.	Low
As a community member	Environmental Pollution	All community residents	Does the air pollutant control of aircraft and ground vehicles comply with environmental regulations or original factory specifications? Number of cases related to air pollution/climate change in corporate social responsibility mailboxes and environmental issue report mailboxes.	Low

Salient Human Rights Issues and Mitigation Measures for Medium-or Higher-Risk Issues (by job type)
Full-time employees

Salient human rights issue - employee	Job type	System optimization	Facility upgrades	Regulatory basis	Education and awareness-raising campaign	Early warning system
Overtime working	Flight and cabin crew	Implement in-flight rest scheduling for inflight crews. Lift requirement to submit refund request before departure.	Expand workforce on regional routes.	Crews to be dispatched in accordance with the Aircraft Flight Operation Regulations (AOR) and other applicable regulations.	Raise awareness of regulations on working hours and in-flight rest scheduling, and take measures to address overtime risks.	Continuously monitor flight schedules to ensure they are not affected by weather, mechanical issues, or air traffic control, which may result in overtime risks.
Overtime working	Ground staff	Review monthly work and overtime hours; analyze causes of overtime; make improvements. Regularly review business operations and labor allocation, and make necessary adjustments.	System to require that overtime be requested in advance. System provides abnormal time alerts during scheduling and when there is overtime, to enable early response.	Establish working hour and overtime standards in accordance with the law, and make adjustments as necessary based on actual circumstances.	Issue regular bulletins about working hour regulations, to enhance employee awareness. Conduct trainings for managers on working hour regulations and management mechanisms.	Identify high-risk individuals through monthly reviews of abnormal working hours. Provide early warnings to employees through abnormal working hour system notifications.
Fair salary	Flight and cabin crew	Regularly review employee salaries and welfare conditions; make adjustments as needed. Review salary payments to ensure compliance with local laws and regulations, and to prevent discrimination based on gender or sexual orientation.	Regularly review employee salaries and welfare; make adjustments as needed.	Determine job titles in accordance with the Company’s organizational structure, business activity, and nature of work, and the fixed remuneration standard for each position is formulated taking internal and external factors into account. Fixed remuneration standards must comply with local laws and regulations in operating locations.	Conduct regular human rights trainings to promote the concept of fair salary, including equal pay for equal work, with exceptions for seniority, award and discipline, performance, and other reasonable non-sexual or non-sexual-orientation factors.	Establish channels for employee feedback, communication, and complaints.
Fair salary	Ground staff
Occupational safety & health	Flight and cabin crew	Conduct workplace hazard identification and risk assessments, and encourage employee participation in improvement initiatives. Convene regular Occupational Safety and Health Committee meetings to review, coordinate, and recommend OSH improvements.	Improve working environments or equipment based on investigation findings where necessary.	Maintain the effectiveness of the OSH management system through ISO 45001 and TOSHMS certification. Implement employee health protection programs in accordance with applicable regulations.	Require new employees to complete OSH training upon onboarding. Conduct annual refresher training. Provide health education, medical information, and seminars delivered by external specialists.	Maintain occupational incident reporting mechanisms and OSH reporting channels. Provide annual health examinations and follow-up consultation for employees requiring additional support.
Occupational safety & health	Ground staff
Discrimination/Harassment/Workplace unlawful infringement	Flight and cabin crew	Conduct workplace unlawful infringement risk identification and assessments and implement improvement measures where necessary.	Improve working environments or facilities based on investigation findings.	Implement measures for preventing workplace unlawful infringement and sexual harassment.	Require new employees to complete training upon onboarding. Conduct annual refresher training and awareness programs. Invite external experts to deliver educational seminars.	 Maintain reporting channels for workplace unlawful infringement through dedicated hotlines, email, and EVA team+. Maintain dedicated reporting channels for sexual harassment.
Discrimination/Harassment/Workplace unlawful infringement	Ground staff

Employee Complaints

To safeguard employee rights and interests, EVA Air has established the Employee Complaint Handling Procedures, which provide formal channels for employees to raise workplace concerns. The Company engages in timely communication and coordination with employees to seek mutually acceptable resolutions.
Between 2022 and 2025, a total of 50 employee complaints relating to labor practices were submitted through the formal complaint mechanism. Most of the newly reported cases involved disputes over salary determination and compensation arrangements. To reduce the likelihood of similar labor disputes, EVA Air will continue to strengthen communication with employees regarding employment terms and conditions, while addressing complaints through fair, constructive, and good-faith dialogue.