Salary & Benefits - EVA Air - Flying Toward Sustainability

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Salary and Benefits

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.

The Salary of Permanent Employees

	2021	2022	2023	Differentials
The number of permanent employees	8,516	8,326	8,374	0.006
Average salary of permanent employees (Unit: TWD)	1,251,878	1,426,435	1,942,570	0.362
Median salary of permanent employees (Unit: TWD)	729,180	857,045	1,381,384	0.612
The ratio of salary for the CEO to the average salary for permanent employees	4.689	4.611	3.772	-0.839
The ratio of salary for the CEO to the median salary for permanent employees	8.034	7.675	5.305	-2.370
The ratio of the percentage increase in annual total salary for the CEO to the median percentage increase in annual total compensation for all employees (excluding the CEO)				0.186

Note 1: Definition of permanent employees: It refers to the number of employees employed in Taiwan, including both domestic and foreign nationals, excluding the President, part-time employees, and those who have been employed for less than 6 months.
Note 2: Total salary includes base salary, overtime pay, allowances, bonuses, employee benefits, etc., but it does not include the estimated amount for share-based payments.
Note 3: Average salary of permanent employees = Total salary of permanent employees ÷ Total number of permanent employees.
Note 4: Median salary of permanent employees refers to the number that lies in the middle when arranging the salaries of permanent employees in ascending order.
Note 5: Differentials = (2023 data – 2022 data)/2022 data
Note 6: In 2023, fleet capacity, salaries, awards, and year-end bonuses were all higher than in 2022, so as a result, there was a relatively large increase in salaries for 2023.

2023 Female/ Male Salary and Compensation Ratio

		Overall	Flight crew	Cabin crew	Domestic Ground staff	Foreign Ground staff
Salary	Top mgmt.	1.05	-	-	1.00	1.10
	Management position	0.96	0.94	-	0.96	1.00
	Non-management	1.00	0.94	1.15	0.95	0.96
Compensation	Top mgmt.	0.97	-	-	1.00	0.94
	Management position	0.98	0.94	-	0.98	1.03
	Non-management	0.99	0.95	1.11	0.97	0.94

Note: In 2023, there was no female top management in the flight crew, no top management and no male management position in the cabin crew.

Ratio of Standard Salary of Entry-level Employee at Major Operating Locations to Local Minimum Wages

	2020	2021	2022	2023
Taiwan	1.597	1.583	1.505	1.439
U.S.A.	1.086	1.052	1.055	1.075
Canada	1.148	1.101	1.143	1.102

Note 1:The starting salary of entry-level employee / Local statutory minimum wage.
Note 2: Local statutory minimum wage: Monthly salary in the Taiwan region; hourly wage multiplied by the statutory standard working hours in America.
Note 3: The number of EVA Air’s employees in Los Angeles is more than one-third of total employees in the U.S.A.. Hence, the statutory minimum wage in the U.S.A. takes Los Angeles as calculation basis.
Note 4: In Canada, as the number of employees does not vary much among locations; the highest statutory hourly wage, Vancouver, is used as the calculation basis.
Note 5: The standard salary for grassroots staff does not vary by gender.

Sufficient Workers’ Retirement Reserve Funds

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 10.0%, 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, 2023, the balance of EVA Air’s Labor Retirement Reserve Fund Account with the Bank of Taiwan was TWD 6,781,300,250. As the balance increases every year, it is sufficient to meet the requirements of the employees eligible for retirement.

Item	2020		2021		2022		2023
Salary	11,183,429	76%	11,970,138	79%	13,256,585	78%	17,904,495	75%
Labor and Health Insurances	774,831	5%	770,394	5%	804,703	5%	923,831	4%
Benefits	2,114,650	14%	1,648,807	11%	2,220,069	13%	4,418,137	18%
Total Amount of Pension	716,572	5%	688,083	5%	689,778	4%	698,945	3%

Employee Benefits and Care

The Company strictly adheres to relevant 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 various 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 various units of the Company, playing the role of “care taker”. This program creates a caring network with Human Resource Division to timely discover, prevent and help employees to solve organizational or personal issues, in order to maintain the physical and mental health, and devote more energies to their jobs.

Benefits of permanent employees

Various welfare subsidies and bonuses:
Marriage cash gift/funeral allowance, group insurance, discounted airline tickets, retirement discounted airline tickets, year-end bonuses (subject to operational conditions), employee remuneration.

Statutory benefits:
Annual leave, parental leave without pay (such as FMLA in the U.S. and parental leave provided in Canada), retirement system under the Labor Standards Act, retirement benefits in the United States (such as 401(k) plans), both male and female employees are eligible to apply for parental leave without pay, and they have priority in returning to their original positions after the leave period expires.

* Stress management and employee care:
Implement self-assessment using a psychological stress test, and based on the results, arrange meetings and counseling services, provide life information announcements, organize seminars on mental and physical health and stress management, offer stress-relieving massage services, provide work adaptation counseling, establish mechanisms for caring about employee working hours and overtime, offer psychological and legal counseling, provide healthcare consultation, promote the borrowing of books and articles related to mental and physical health, provide a courtesy umbrella service, and conduct prevention campaigns against workplace bullying/sexual harassment.

Sports and health:
Employee cafeteria (food ingredients are inspected and comply with the safety and hygiene regulations of the Ministry of Health and Welfare), training pool, fitness gym, badminton court, table tennis room, library, employee sports clubs (badminton club, cycling club, hiking club, etc.).

Flexible work:
Flexibility in work arrangements to meet business needs, including options for work from home, reduced work hours during parental leave, and requests for adjusting work schedules, can be submitted for approval.

* Maternal health:
Prenatal and postnatal health care, provision of lactation rooms, partnership with childcare facilities, designated parking spaces for pregnant women, priority seating in the cafeteria for pregnant women, etc. Female cabin crew members are allowed to apply for administrative ground duties during pregnancy, ensuring a safe and comfortable pregnancy period. Female employees are entitled to paid maternity leave in accordance with relevant laws and regulations.

* Measures that exceed legal requirements:
Increasing employee health check-up frequency, and tracking and managing health check-ups. Providing retirement employees and their dependents with health check-up programs. In the case of a colleague experiencing a miscarriage, the Company offers a miscarriage leave that exceeds legal requirements and provides paid leave equivalent to maternity leave and maternity benefits.

Note：All welfare measures apply to all major operating locations of the Company, including Taiwan, the Americas (including the United States and Canada). Items marked with an asterisk (*) apply to welfare benefits in Taiwan.