Human Rights Policy
Trust and Open Communication
MERRY regards its employees as the most vital partners in its business operations. Grounded in talent sustainability, the company values and implements DEI (Diversity, Equity, and Inclusion) principles. It is committed to fostering a secure, equitable, and inclusive work environment, ensuring that employees are not subjected to discrimination, harassment,or unequal treatment based on race, gender, religious belief, age, political affiliation, or any other status protected by applicable laws. The company aspires for all employees, within a supportive workplace, to attain four types of returns: enhanced compensation and professional capabilities, strong camaraderie, and opportunities for philanthropic contributions.
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27.15% of Female Senior Executives Ratio
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Investment in training reached NT$6.61 million
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Total training hours 267,221 hours
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No major occupational disasters for Full-time Employee
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Driving DEI to create a diverse and inclusive friendly workplace
Human Rights Due Diligence
MERRY's Human Rights Policy applies to all MERRYʼs operating locations. It adheres to the commitments of the Responsible Business Alliance (RBA) and diligently fulfills its corporate social responsibility to safeguard the fundamental human rights of all personnel. The policy supports and complies with various international human rights conventions, including “the Universal Declaration of Human Rightsˮ, “the UN Global Compactˮ, “the UN Guiding Principles on Business and Human Rightsˮ, and “the International Labor Organization (ILO)ˮ. It strictly prohibits any acts of human rights infringement and violation, and explicitly demonstrates fair and equitable treatment and respect for all personnel.
Scope of Application
MERRY's Human Rights Policy applies to MERRY and all its operating locations.
Management Principles
MERRY has established the following management principles for significant human rights issues:
- Prohibition of forced labor
- Prohibition of child labor
- Prohibition of all forms of discrimination and harassment
- Provision of fair wages and working conditions
- Provision of a safe and healthy work environment
- Respect for employees' freedom of association
Human Rights Governance
MERRY actively conducts human rights management, integrating it into its daily operations to ensure the respect and protection of human rights in all aspects. human rights governance is comprised of the Board of Directors, management,and pertinent organizational units. The highest decision-making bodies are the Board of Directors and the Sustainability and Nomination Committee, which reports to the Board of Directors. Its primary responsibilities include formulating corporate social responsibility and sustainability directions and goals, developing relevant management policies and concrete implementation plans, and tracking and reviewing the execution status and effectiveness. human rights management is coordinated by the friendly workplace unit, which operates under the Sustainability Promotion Task Force.
Human Rights Education and Training
Currently, the Taiwan Headquarters, MECL, and MEVN all conduct human rights-related education and training for new hires upon their onboarding. Other operating locations will progressively incorporate human rights awareness and education and training into their annual planning.
| Operating Locations |
Training Audience | Execution Time/ Method | Training Percentage |
Total Training Hours |
|---|---|---|---|---|
| Taiwan HQ |
All New Employees (excluding seconded personnel)
|
Equal Employment/ Contract Signing Anti-Discrimination and Harassment Training Course |
100% 100% |
49.3 79.7 |
| MECL | All Personnel | The 2024 RBA training program covers 8 topics, including human rights and ethical business conduct,delivered through 18 offline training sessions (total of 26 hours). | 99% | 62,383 |
| MEVN | Indirect Employees | The 2025 RBA training program includes basic and standard training,covering topics such as labor,ethics, environment, health and safety, and management systems (total of 2 hours). | 84% | 685 |
|
※ Statistical Period: 2025/1/1~2025/12/31 |
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Human Rights Due Diligence Process
Survey Frequency and Coverage Rate
MERRY conducted human rights due diligence in 2023 and will regularly review its human rights management status, performing due diligence every three years to examine human rights management issues,formulate and implement mitigation plans, and issue human rights assessment reports. The primary subjects for this survey were senior executives at the Taiwan Headquarters, the highest-ranking executives of subsidiaries, and HR personnel of subsidiaries,serving as representatives for all employees. Based on this definition, 37 representatives were selected, with 31 responses collected, achieving a response rate of 83.8%.
Risk Identification Results
Human Rights Risk Mitigation and Remedial Measures Implementation Status
Based on the 2024 due diligence findings, we continue to manage and monitor the following issues in 2025:
Personal Data Protection and Management Policy
To rigorously uphold personal data protection and privacy management, the Company strictly adheres to the provisions of the "Personal Data Protection Management Regulations." This policy applies to all employees of the Company and its affiliated enterprises, governing the lawful collection, processing, and use of employee personal data strictly within defined and specific purposes.
Data Processing Operational Guidelines
execution standards and operational procedures are established to manage employee personal data—including data entry, storage, editing, correction, retrieval, deletion, output, and transmission—based on legitimate business requirements. Dedicated units are assigned full responsibility for data management and governance.
Security Protection Measures
- Hard-Copy Document Control: Physical documents containing personal data are securely stored in dedicated, locked safes. Access and decryption privileges are strictly restricted to designated and authorized personnel.
- Digital File Security: Electronic files are safeguarded by robust multi-layered security protocols, including internal end-to-end encryption, secure hosting environments, and strict role-based access control (RBAC).
These comprehensive measures effectively mitigate risks such as theft, alteration, damage, loss, or unauthorized disclosure, ensuring total data security and integrity.
Execution and Outcomes of Personal Data Protection Notifications
The Company explicitly incorporates personal data protection notifications into employment contracts, ensuring that all new hires thoroughly understand the purpose, scope, methods, and rights regarding the collection, processing, and use of their personal data.
2025 Performance Highlights:
- Target Audience: 293 new-hire employees
- Implementation: Transparent disclosure via employment contracts
- Completion Status: All 293 new new-hire employees thoroughly reviewed and signed the notification terms
- Completion Rate: 100% (293/293)
This achievement underscores the Company's active compliance with statutory notification obligations under applicable privacy laws, fostering a culture of privacy awareness and ensuring that every new team member is fully aligned with personal data protection practices.
Human Rights Initiatives
All operational sites comply with labor and employment laws and international standards, prioritizing labor human rights, Occupational Health and Safety. We are committed to maintaining a sound, safe, and healthy working environment.Any tangible or intangible acts of sexual harassment and discrimination, including those based on race,religion, skin color, nationality, gender, freedom of association, privacy, forced labor, child labor, and any improper employment practices, are strictly forbidden in the workplace. Applicable to all group operating locations, MERRYʼs Code of Business Conduct and Ethics and related regulations concretely safeguard employee rights and interests.Furthermore, grievance channels and disciplinary measures have been established, with strict protection of complainants'relevant data. In 2024, there were no incidents of human rights violations. A human rights policy was formulated,submitted to the Board of Directors, subsequently published on the company website, and human rights due diligence was conducted.
To ensure all operating facilities provide a safe working environment and that employees are treated with respect, the Taiwan Headquarters, MECL, and MEVN currently provide human rights-related education and training upon new employee onboarding. Other operating locations will progressively incorporate human rights awareness and education training into their plans year by year. MERRY assesses human rights risks at each operating location, identifying its primary manufacturing sites (Shenzhen, Thailand, Vietnam) as areas with potential significant human rights risks. In addition to implementing relevant human rights measures, it also proactively sought RBA Certification Audit ( VAP ) to strengthen human rights management at these operating locations, which also enables clients to easily verify MERRY's certification results via RBA-Online.
- Since 2018, we have undergone the RBA Validated Assessment Program (VAP) and consistently obtained the RBA Silver Certificate (certificate valid for 2 years).
- Upon the certificate's expiration in 2023, we proactively applied for an RBA Certification Audit and obtained the RBA Silver Certificate.
- Before the certificate expires in 2025,we will proactively apply for an RBA Certification Audit.
- In 2021, MERRY underwent an RBA VAP assessment and obtained RBA Gold Level certification (valid for 2 years).
- Upon the certificate's expiration in 2023, we proactively applied for an RBA Certification Audit and obtained the RBA Silver Certificate.
- Before the certificate expires in 2025,we will proactively apply for an RBA Certification Audit.
METC
- In 2023, an internal human rights self-assessment system was established and is regularly conducted annually.
- In 2024, the self-assessment confirmed no major deficiencies.
- In 2025, the self-assessment confirmed no major deficiencies.
Employee Communication
MERRY is committed to promoting diverse employee communication channels, establishing effective two-way communication,and accurately and efficiently disseminating company information to strengthen labor-management relations.
- MERRY conducted a Q4 2025 employee satisfaction survey at Taiwan headquarters, achieving an 85% response rate. The overall average satisfaction score was 4.08 (on a 5-point scale), with positive ratings (scores of 4 and 5 on the 5-point scale) reaching 74%, clearly demonstrating employeesʼ positive recognition and feedback regarding the current work environment and organizational operations.—Accordingly, we have identified the following two key areas for optimization:
1.AI Digital Tool Efficiency ：To address colleaguesʼ needs for tool support, we are not only implementing tools but also committed to fostering a culture of “digital empowerment,ˮ with the goal of comprehensively enhancing the digital literacy of all employees by 2026. By strengthening digital literacy training, we aim to create an environment that encourages colleaguesʼ innovation and development through various initiatives by 2026.
2.Feedback and Knowledge Sharing ：Strengthen the employee feedback mechanism and regularly share feedback to ensure that valuable insights and improvement directions are communicated transparently. - All Hands Meeting ：In 2025, a total of 4 events were organized, achieving an average participation rate of 83% and a satisfaction score of 4.4 (on a five-point scale).
- Employee Grievances and Feedback ：In 2025, the Headquarters received a total of 27 employee grievances and feedback items, while MECL received a total of 33 .
- Labor-Management Meetings ：Labor-Management Meetings are held four times annually to discuss and resolve key quarterly activities or labor-management-related policies.
