Compensation and Benefits

Ardentec complies with each operation site’s local labor laws and regulations. Talent market compensation, industrial compensation standard related index, and corporate business operation performance review are regularly assessed. In the first quarter of each year, we conduct performance assessment and salary adjustment according to each employee’s contribution in the previous year, performance, and responsibility taking, etc., to ensure Ardentec employees’ compensation policy keeps highly competitive in each talent market. Ardentec upholds our fair and just principles on compensation and benefits, awarding based on performance and target contribution, excluding any prohibited discrimination items such as gender, age, race, religion, politics, marital status…etc.

In accordance with the Articles of Incorporation, from profit of the current year, Ardentec distributes 12% as employees’ compensation, sharing the company’ financial performance with employees.

In 2022, the non-management full-time employees of Ardentec’s headquarter were 1,503; the average salary was NTD 1,203,000; and the median salary was NTD 944,000, which was more than three times of the minimum wage of Taiwan.

Pension Benefit

We comply with applicable local pension laws and regulations at each of the operating sites to appropriate pension contribution, ensure pension contributions do suffice to guarantee employees’ lifestyles after retirement.


Long-term Service Trophy and Bonus

In order to express our gratitude to our employees who have been dedicated to their jobs and have worked hard for many years, Ardentec awards trophies and longevity bonuses to employees who have served for 5, 10, 15 and 20 years as an expression of appreciation. Encouraging our employees to pass on their valuable experience, we are united to face the challenges and opportunities of the future and grow together.

Family and Career Support

With Ardentec’s liberal attitude towards gender equality, employees are entitled to apply leave of absence (LOA) for parenting so that both personal and family care needs can be met. The Company also has a well-established leave management system; therefore, employees can apply for the leave according to their needs and flexibly organize their lives. In response to the trends of an aging society, low-rate fertility, and family size shrinks, the “family care and work from home” program was introduced to Ardentec headquarters. Employees who have direct relatives at home who are elderly or chronically/majorly ill and need to be accompanied and nursed may apply to work from home one day a month; therefore, employees are not restricted from their workplace and can take care of their direct relatives as well.

Workplace Safety and Health

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