Employees Structure

Employees are an enterprise’s most important asset, and CT is committed to creating a happy workplace and ensuring a safe working environment. It has strengthened its systems to protect employee rights and interests, upholds the employment philosophies of "placing the right person in the right position" and "making the most of everyone’s talents," and implements these through comprehensive internal organization and personnel systems, enabling the enterprise to maintain its competitiveness.

ž   Human Resources Management

CT fully complies with the provisions of the Labor Standards Act and has never employed child labor. Based on the fundamental human right to equal employment opportunities, hiring decisions are made solely on professional ability and experience. Century Steel has never considered race, color, nationality, social origin, ideology, religion, political affiliation, ancestry, place of birth, gender, sexual orientation, marital status, appearance, physical or mental disability, or past labor union membership in its employment practices, thereby ensuring diversity in hiring and fairness in remuneration and promotion opportunities.

As of the end of 2025, Century Iron & Steel’s total labor force was 323 persons (241 male and 82 female full-time employees). Compared with 2024, the Company’s headcount and composition did not fluctuate significantly. Among them, the number of foreign employees was 116 (116 male and 0 female). The average age of employees was 33.68 years. Employees were mainly engaged in clerical and general affairs work, as well as on-site work. As Century Iron & Steel’s headquarters is located in Guanyin, Taoyuan, most employees are residents of Taoyuan City. CT is an integrated steel mill and a large‑scale steel structure manufacturing plant, so its workforce is inherently predominantly male, resulting in a disparity in the ratios of male and female employees.

•         Number of Taiwanese Employees by Job Level and Age

Note: The management level refers to team leaders and above, and the non‑management level refers to staff, team members, assistants, and engineers.

•           

Statistics on the Number of Taiwanese Employees by Job Grade and Gender

Note:

1. The management level refers to team leader and above, and the non-management level refers to staff, team members, assistants, and engineers

2. The Company employs 100% local community residents as senior management

3. “Local” is defined as the Taiwan area

•            Number and Proportion of New Employees in 2025

There were 80 new employees in total (61 male and 19 female), of whom 39 were foreign migrant workers. Among new employees, overseas regions accounted for the largest place of residence, followed by the northern region. Among the ages of new employees, the proportion aged 30 to 50 was 54%, and the proportion under 30 was 39%. The retention rate of new employees reached 100%.

Note:

1. New hire rate (%) for each category (gender, region, age) = the number of new full-time employees in that category (gender, region, age) during the year / the total number of new employees in that category (gender, region, age) at year-end during the year

2. Retention rate: the number of persons still employed after a certain period, mainly 3 months

•            Number and Ratio of Employees Leaving in 2025

Changes in positions and resignations and retirements of Century Iron & Steel personnel are handled in accordance with regulations. Formally employed personnel may work until retirement at age 65 in accordance with the Labor Standards Act or voluntarily resign or retire early in accordance with the law. In 2025, the employee turnover rate was 24.53%, and the total number of employees leaving was 105, of whom 41 were foreign employees whose contracts expired, and the other reasons were career changes. The transfer rate was 1.52%, mainly transfers to subsidiaries. Understand the reasons for employee turnover and implement talent retention and employee care measures to reduce staff turnover.

Note:

Turnover rate: Number of employees leaving during the year/(number of employees on the job at year-end + number of employees leaving during the year)

Transfer rate: Number of employees transferred during the year/(number of employees on the job at year-end + number of employees transferred during the year)

Note:

1. Turnover rate (%) = number of full-time employees in that category (gender, region, age) leaving during the year / total number of employees leaving in that category (gender, region, age) at year-end during the year

2. Calculation of employee turnover includes those who left the Company voluntarily, through retirement, or due to dismissal.

Remuneration Management

The main components of employee remuneration include basic pay (including basic salary, meal allowances, position allowances, transportation allowances, etc.) and year end bonuses. Salary is determined based on a job responsibility pay system, with reference to market salary conditions, the Company’s financial and operational performance, and organizational structure, establishing employee salary standards. Based on the Company’s operational results from the previous year, additional cash bonuses are awarded according to position, contribution, and performance to incentivize and reward employees for their contributions at work.

ž   Ratio of Entry-Level Personnel Salaries by Gender to the Local Minimum Wage

Note:

1. The above table explains the 2025 operating locations (including Taoyuan Plant, Yunlin Plant, and Taipei Port Plant).

2. The local minimum wage in 2025 was NTD 28,590.

ž   Number of full-time employees not in managerial positions, average salary, and median salary.

Note:

1. Based on the “Full-time Non-management Employee Salary Information Checklist”

2. In 2025, the ratio of the annual total remuneration of the highest paid individual in the organization to that of a general employee was 6 to 1.

3. In 2025, the ratio of the annual change in total remuneration between the highest-paid individual in the organization and general employees was 38.45:1

ž   2025 Statistics on the Remuneration Ratio Between Male and Female Employees by Job Category

The female-to-male remuneration ratio was 1:1.29. Century Iron & Steel’s industry nature itself has a higher proportion of male colleagues, while females are mostly in administrative positions, and the differences in remuneration ratios by position category are due to differences in seniority and position category, resulting in different proportions of position allowances and work bonuses. As of the end of 2025, the remuneration ratios between male and female employees by job category are shown in the table below:

Note: Team members are below team leader; management/execution are team leader and above up to deputy manager; deputy manager/supervisor are manager level and above

Employee Benefits

To provide a friendly welfare system and meet employee needs, while promoting labor-management relations, encouraging employee feedback, and improving work efficiency, Century Iron & Steel regularly holds labor-management meetings each quarter. In 2025, a total of 5 labor-management meetings were held. In addition to basic protections, an Employee Welfare Committee has been established by both labor and management (including Taoyuan Plant, Taipei Port Plant, and Yunlin Plant) to provide employees with appropriate care in all aspects such as food, clothing, housing, transportation, education, and recreation, and to handle employee welfare activities and related subsidies. In 2025, Century Iron & Steel’s total employee welfare fund amounted to NTD 4,397 thousand.

ž   Maternity Employee Health Protection Program

In accordance with Articles 30 and 31 of the “Occupational Safety and Health Act” on maternal employee health protection policy, the Company establishes a Maternal Employee Health Protection Program to promote the health and well‑being of female workers and stakeholders, to prevent and avoid potential maternal health hazards in the work environment (including equipment, materials, and operations) through risk assessment, control, and improvement, thereby ensuring the safety of female workers and promoting their physical and mental health.

For female employees of CT who are pregnant, within one year postpartum, breastfeeding, or of childbearing age, work risk assessments are conducted, risk levels are assigned based on assessment results, and consultations are arranged with occupational medicine specialists for regular follow up and care to effectively manage the health of maternal employees. Physicians conduct relevant consultations, complete recommendation consultation forms and reports, and provide appropriate work arrangements along with suggestions for work improvements and adjustments. The Company promotes maternal protection information internally, offers guidance and consultations on health during pregnancy and breastfeeding, and has established lactation rooms to provide employees in need with a private, clean, convenient and safe environment.

ž   Reinstatement and Retention Status After Parental Leave

Century Iron & Steel complies with the provisions of the Gender Equality in Employment Act and grants full-time employees maternity leave, paternity leave, and unpaid parental leave. Therefore, unpaid parental leave does not differ by gender, position, or work area. Both male and female employees may apply for unpaid parental leave. 2 employees applied for unpaid parental leave, and by December, 1 employees had returned to work, with a return rate of 50% and a retention rate of 50%.

ž   Care for Retired Employees

The Company has established Regulations Governing Employee Retirement in accordance with the provisions of the government’s retirement regulations as enacted on July 1, 2005, and each month contributes 6% of an employee’s salary to their individual retirement account with the Bureau of Labor Insurance. For employees who voluntarily contribute additional retirement funds, the Company will withhold these amounts from their monthly salary at the elected contribution rate and remit the specified amount to their individual retirement accounts with the Bureau of Labor Insurance.

In 2025, the recognized expenses for defined contribution plans amounted to NTD 8,086 thousand.

CT values its retired personnel, and even after leaving the front line, retired employees remain part of the Company. Therefore, the CT Employee Welfare Committee cares about the living conditions and health of employees after retirement. If necessary, relevant channels for health examinations will also be provided, so that employees can enjoy retirement with peace of mind and good health.

In addition, CT also invites retired employees to return to the Company to share their experiences and guide current employees, passing on technical expertise and spirit to ensure that Century Steel’s corporate culture endures for generations.