Social Inclusion

Harmonious labor-management relations are a crucial foundation for sustainable business operations. The Company consistently upholds the principle of equal treatment for employees and safeguards their labor rights. Suggestions and feedback provided by employees through various channels are valued and addressed. For individual labor-management relations, caring interviews, interactive meetings between labor and management, and employee welfare meetings are conducted to communicate, interact, and seek consensus with employees. In terms of collective labor-management relations, regular communication meetings are held with the labor union on a monthly basis, where the demands and suggestions of each union are heard, ensuring a balance between employees' rights and the smooth operation of the Company, thus creating a win-win situation.
There had been a conflict over adjustments to be made to avoid a strike with the Taoyuan Union of Pilots (TUP). However, with coordination from the Executive Yuan, the Ministry of Labor, the Civil Aviation Administration, and Taoyuan City’s Department of Labor, we finally reached consensus with the TUP on January 28, 2024. We created a win-win that protects travelers’ rights and interests while also preserving labor-management harmony. At present, the collective agreements that EVA Air has signed with three unions continue to have effect. These agreements cover approximately 45.4% of EVA Air’s workforce (number of union employees with signed collective agreements & agreements/total number of domestic employees).
EVA Air’s attitude of care for our employees has never changed, and employee salaries/benefits have continued to rise in recent years. In the future, to comply with the principles of corporate sustainability, reasonability, and feasibility, we will continue to increase employee salary and benefits. Aiming for an atmosphere of labor-management harmony, we will work together to provide travelers with the safest, most outstanding aviation service possible.

In 2024, we commissioned external expert consultants to conduct an anonymous survey of our workplace climate. We sought to understand our employees’ feelings of commitment and identification with the workplace on nine dimensions, namely their job expectation, contribution, sense of belonging, growth, cognition, emotion, action, job competency and job satisfaction. The survey also touched on our engagement, employee net promoter score (eNPS), stress management, job happiness, job purpose, job experience and feelings of trust. A total of 7,403 employees around the world participated in the questionnaire survey, and the response rate was 67.2%, which has reached the 2023 target of 60%. Furthermore, the target of engagement rate is also set at 70%.The results of this survey will serve as an important reference for the internal improvement of the organization. EVA Air will conduct a questionnaire survey once every two years to keep updated on the opinions and needs of our employees, and to create an attractive workplace and become the best employer.