Social Inclusion

EVA Air maintains a comprehensive performance management system and conducts annual performance evaluations based on job-specific assessment criteria. Evaluation results are incorporated into compensation decisions and salary adjustments, while year-end bonuses are awarded based on operating performance and individual contributions.
To ensure fair and competitive remuneration, EVA Air complies with applicable labor laws and regulations in all operating locations. Employee compensation is provided in accordance with local legal requirements and is not differentiated by gender. In 2025, the average number of full-time non-managerial employees was 8,841. The average annual compensation was NT$2,229 thousand, representing a decrease of 0.81% from the previous year, while the median annual compensation was NT$1,564 thousand, representing a decrease of 3.24%.
EVA Air also benchmarks entry-level compensation against local labor market requirements. At key operating locations, entry-level standard salaries exceeded local minimum wage requirements by 1.504 times in Taiwan, 1.025 times in the United States, and 1.115 times in Canada. Standard salaries for entry-level employees were not differentiated by gender.

 

EVA Air maintains retirement benefit plans in accordance with applicable regulations and conducts annual actuarial assessments to ensure adequate retirement fund provisions. In 2025, the contribution rate for the old pension scheme was 5.0%, consistent with the statutory requirement, while the contribution rate for the Labor Pension Act scheme was 6.0%. All employees eligible under either scheme were covered by the retirement benefit program.
As of December 31, 2025, the balance of EVA Air’s labor retirement reserve account with the Bank of Taiwan was NT$8,020,685,311. Based on actuarial assessments, the reserve was sufficient to meet future retirement obligations.

EVA Air is committed to supporting employee well-being and continuously reviews and enhances working conditions and employee benefits beyond statutory requirements. In addition to providing a supportive work environment, EVA Air promotes its Employee Assistance Program (EAP) to support employees’ physical and mental well-being. To strengthen employee support, a network of Care Ambassadors has been established across departments in collaboration with the Human Resources Division. Through timely identification, preventive support, and appropriate assistance, the program helps address organizational and personal issues that may affect employee well-being, engagement, and performance. By fostering a healthy and supportive workplace, EVA Air seeks to enhance employee well-being and organizational resilience.

 

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 2025, there were 207 female crew members applied for ground duties; moreover, there were 498 employees applying for unpaid paternal leave, which male was accounted for 4.02% and female was 95.98%. There were 45.65% of employees who were eligible applied for unpaid parental leave, and all applications were approved; 97.22% of these applicants returned to their workplace after their leaves. We provide an excellent work environment which motivates our employees to return to work.