Social Inclusion

In the labor-intensive aviation industry, EVA Air has established a well-rounded performance evaluation system. Pay raises are given according to the evaluation results together with the overall wage system. In addition, year-end bonuses are given based on the operation performance and the extent of contribution of the employees to boost employee morale and motivate them. In this way, hard work is associated with higher salaries, which will motivate the talents of the industry to stay. EVA Air adheres to the local labor laws of each country regardless of gender, and the salaries of all employees are in compliance with laws and regulations. We provide competitive salaries in an effort to attract passionate talents from around the world.

In 2024, EVA Air’s average number of non-managerial full-time employees for the year was 8,562. The average salary was NT$2,247,000 (a 16.44% increase from the previous year), with a median salary of NT$1,616,000 (a 17.19% increase from the previous year). Additionally, the standard salaries of entry-level employees at EVA Air’s major operating locations in Taiwan was 1.565 times higher than the local minimum salary; in the United States, it was 1.092 times higher than the local minimum; and in Canada, it was 1.110 times higher than the local minimum. Additionally, standard salaries of entry-level employees do not vary by gender.

 

With respect to employee retirement, EVA Air engages external accountants annually to calculate retirement reserve funds. The money contributed to the retirement reserve funds now accounts for 5.0%, higher than the statutory rate 2.0%; the new system requires 6.0%. The employees in both the old and new systems are 100% included in the pension system. As of December 31st, 2024, the balance of EVA Air’s Labor Retirement Reserve Fund Account with the Bank of Taiwan was TWD 7,546,974,150. As the balance increases every year, it is sufficient to meet the requirements of the employees eligible for retirement.

The Company strictly adheres to national laws and fully implements all labor rights entitled to employees by law. The Company upholds the principle of caring for and taking care of employee well-being, proactively reviewing and enhancing labor conditions and benefits. Under the premise of sustainable operations, EVA Air will continue to progressively improve labor conditions.
EVA Air provides employees with a five-star environment and wholehearted care. We promotes the Employee Assistance Programs by organizing the staff in units of the Company, playing the role of “care taker”. This program creates a caring network with Human Resource Division to discover, prevent and help employees to solve organizational or personal issues in a timely way. This helps them maintain their physical and mental health, and devote more energies to their jobs. It also keeps the corporation competitive, thus creating win-wins for employers and employees alike.

 

EVA Air provides employees with benefits such as maternity leave, pregnancy checkup accompaniment and paternity leave, and parental leave in accordance with the law. In Taiwan, for example, female employees (typically primary caregivers) are entitled to 8 weeks of paid maternity leave, while male employees (typically non-primary caregivers) are granted 7 days of paid pregnancy checkup accompaniment and paternity leave. All eligible employees may apply for unpaid parental leave, and during the first six months (approximately 24 weeks), they can receive a subsidy equal to 80% of their average monthly insured salary.

In 2024, there were 275 female crew members applied for ground duties; moreover, there were 541 employees applying for unpaid paternal leave, which male was accounted for 4.99% and female was 95.01%. There were 49.27% of employees who were eligible applied for unpaid parental leave, and all applications were approved; 95.72% of these applicants returned to their workplace after their leaves. We provide an excellent work environment which motivates our employees to return to work.