Communication and Freedom of Association
Harmonious labor-management relations serve as a critical foundation for sustainable corporate operations. EVA Air has consistently upheld the principle of equal treatment to safeguard the labor rights of all employees, strictly complying with local regulations regarding freedom of association and collective bargaining across all global stations.
We highly value and respond to all feedback and suggestions raised by employees through various channels. For individual labor relations, we engage in communication, interaction, and consensus-building with colleagues through channels such as care interviews, labor-management meetings, and the Employee Welfare Committee. In terms of collective labor relations, we regularly hold communication meetings with labor unions to listen and respond to their feedback and suggestions, balancing labor rights and corporate operations to create a win-win outcome.
Through multiple negotiations, EVA Air successfully renewed the collective agreements with both Taoyuan Flight Attendants Union and EVA Airways Corporation Affiliated Enterprises Union in 2025. Including the agreement with the Airline Pilots Association, the total employee coverage rate is approximately 40.4% (calculated as the number of union members who signed collective agreements and agreement divided by the total domestic ground staffs and all flight crews). For non-union employees, the Corporation continues to adhere to the principle of equal treatment regarding their compensation, benefits, and administrative management.
Labor-management Channels/ Frequency and Main Content
| Communication Channel |
Frequency |
Main Content |
Results |
| Labor-Management Meetings |
Quarterly |
Coordination and communication on labor-management issues |
- Effective in 2025, working shifts on the day before Lunar New Year’s Eve is eligible to receive red envelops contribution.
- To recognize employees' dedication and contributions following EVA Air's 10th consecutive SKYTRAX Five-Star Airline award, commemorative EVA Air down vests were presented to all employees.
- Collective agreements, including peace clauses, were successfully renewed with the Taoyuan Flight Attendants' Union and the EVA Airways Corporation Affiliated Enterprises Union.
- Women's uniforms were enhanced by introducing trouser options, and cabin crew luggage was upgraded to improve functionality, convenience, and comfort.
- Employee feedback regarding inflight meals, shuttle bus facilities, overseas accommodations, and baggage was referred to the relevant departments for evaluation and follow-up improvements.
- Airport operating environments and safety facilities were enhanced. Improvements included installing additional warning signs and upgrading lighting to address vehicle–pedestrian safety and inadequate parking lot illumination. Hardware issues, including insufficient counter lighting and air-conditioning configurations, were also referred to the responsible departments for review and improvement to further enhance operational safety.
- Workplace safety measures were further strengthened by installing fire door retainers to reduce the risk of doors remaining open, repairing magnetic locking devices on catering carts to improve operational safety, and optimizing the design of heat-resistant gloves to enhance workplace safety.
|
| Departmental Meeting |
Monthly |
Communication of the Company's business outlook, operating strategies, and major initiatives, while gathering employee feedback |
| Regular Communication Meetings with Labor Unions |
Monthly |
Coordination and communication on labor-management issues |
| Flight Crew Forums |
6 times/year |
Strengthen communication between active flight crew and management through regular meetings covering Company policies, flight safety, flight operations, and Crew Resource Management (CRM). |
| Employee Welfare Committee |
3 times/year |
Planning, coordination, and administration of employee welfare programs |
| Occupational Safety and Health Committee |
Quarterly |
Review, coordinate, and make recommendations on occupational safety and health (OSH) matters |
| First Officer Meeting Senior First Officer Meeting |
Every 6 months |
Collect feedback from newly qualified flight crew regarding flight operations and training experiences |
| Pilots’ Online Feedback Platform |
Whenever necessary |
Suggestions for improving operational practices |
| Regular Airport Ground Staff Team Sharing Meeting |
Once every quarter or every 6 months |
Understand employees’ thoughts through face-to-face communication; provide care and encouragement to enhance teamwork and improve job satisfaction. |
| Performance Evaluation and Interview |
2 times/year |
Understand employee perspectives through face-to-face communication, provide support and encouragement, and strengthen team cohesion and job satisfaction |
Employee Opinion Survey
EVA Air conducts an Employee Engagement Survey every two years to assess employees' engagement and organizational commitment. In 2026, the survey was administered anonymously by an independent external consultant through an online questionnaire to evaluate employees' perceptions across eight dimensions: sense of purpose, job satisfaction, well-being, employee engagement, job performance, innovation, stress management, and teamwork. The survey results serve as a key input for organizational improvement.
A total of 8,730 employees worldwide participated in the survey, representing a 74.3% response rate. The overall employee engagement rate reached 73.61%, exceeding both the previous survey results (67.2% response rate and 63.53% employee engagement) and the 2025 target of 70% for both indicators. The survey also found that 91.67% of employees agreed they clearly understood their work priorities and were able to achieve established objectives, while 90.54% agreed they effectively managed their work progress and completed assigned tasks within scheduled timelines.
| |
2022 |
2023 |
2024 |
2025 |
2025 Target |
| % of employees with top level of engagement |
80.01% |
63.53% |
63.53% |
73.61% |
70% |
| % of employees who responded to the survey |
51.2% |
67.2% |
67.2% |
74.3% |
70% |
