The Company has not yet established norms for human rights policies but has practiced the spirit of human rights. In accordance with Article 6, Paragraph 2 of the Occupational Safety and Health Act, and with reference to the Ministry of Labor’s Guidelines for Preventing Illegal Harm While Performing Duties, Prevention Plan for Illegal Harm When Performing Duties of Chunghwa Post Co., Ltd. has been established and implemented. The Headquarters and post offices (Taipei Mail Processing Center) shall set up Workplace Unlawful Conduct Prevention and Response Task Force to be in charge of the prevention, handling, and implementing effectiveness of unlawful conduct prevention and the formulation of improvement measures. A dedicated hotline and fax are provided to protect employees from physical and mental harm caused by actions of others when performing their duties.

In addition, the Gender Equality Working Group has been established to be in charge of promoting gender equality related business, which is convened by the vice president supervising the Department of Human Resources, and the committee members shall consist at least 2 external experts and scholars, and the proportion of each gender of the members shall not be less than 1/3. In principle, a meeting is convened every four months. Every year, employees are arranged to participate in courses on human rights, gender mainstreaming, and prevention of sexual harassment and illegal infringement in the workplace (including physical and digital training). Outsourced security personnel must receive relevant training and education as prescribed by law, showing our dedication to creating an environment free of gender discrimination.

In accordance with the Sexual Harassment Prevention Act and the Gender Equality in Employment Act, the Company has established the “Guidelines for Sexual Harassment Prevention, Complaint Filing, Investigation, and Handling” and set up the Sexual Harassment Complaint Investigation Committee to handle sexual harassment complaint investigations. The Company has also established complaint and consultation channels and takes appropriate preventive, corrective, and disciplinary measures in response to sexual harassment incidents to protect employees’ rights and privacy. If an investigation confirms that sexual harassment has occurred, the perpetrator will be subject to appropriate disciplinary action based on the severity of the case. Upon request by the complainant or victim, at least two psychological counseling sessions will be provided. During the investigation process, depending on the physical and mental condition of the parties involved, the Company will proactively refer them to or provide psychological counseling and legal assistance. The Company will also continue to track, review, and supervise the implementation of disciplinary actions or handling measures to ensure their effective execution and prevent similar incidents or retaliation from occurring.

In 2025, there were no incidents involving the use of child labor and forced labor, or violations of the rights of indigenous peoples. However, 50 workplace bullying-related incidents occurred, 50 of which have been closed (3 cases withdrawn, 24 not established, 13 established, and 10 were not accepted for processing.). A total of 16 sexual harassment cases were reported during the year; 15 cases have been closed( 1 case withdrawn, 3 not established, and 11 established). All cases involved physical or verbal sexual harassment, and were not related to gender-based sexual harassment; one case remains unresolved (under investigation).

In 2025, sexual harassment prevention education and training (a mandatory course, 2 hours for employees and 4 for supervisors) was added to the E-Learning mechanism. The Headquarters and post offices (centers) also held several in-person sexual harassment prevention lectures and included sexual harassment prevention in the annual personnel performance evaluation of each post offices (center) to strengthen the Company’s promotion of workplace sexual harassment prevention.

Workplace Unlawful Conduct Reporting Hotline
Tel: 02-23921310 ext. 2110
Fax: 02-23964884

Gender Equality Reporting Hotline
Tel: 02-23969549
Fax: 02-23969103
Email: psn01@mail.post.gov.tw

Chunghwa Post attaches great importance to the physical and mental health of employees. To promptly gather the feedback and insights from the employees, the labor-management meeting is convened every three months. In addition, the Company handles at least 50 Employee Assistance Program (EAP) professional consultation cases annually. Qualified external professional service providers are engaged to offer employees counseling services in areas including psychological well-being, legal affairs, financial planning, management, health, and medical care. Furthermore, seminars and workshops related to employee’s physical and mental well-being are also organized on a regular basis. In 2025, a total of 263 sessions, including 168 case consultations and 95 sessions of related lectures were held.

Chunghwa Post has maintained a harmonious relationship with the Chunghwa Postal Workers’ Union. The Trade Union Cooperation and Coordination Briefing is organized once a year. The two parties reach a consensus on enhancing the rights and interests of employees through rational and peaceful negotiation. A collective agreement was signed in 2017 and implemented after being approved by the Ministry of Labor After multiple rounds of consultation and discussion between labor and management, several employee rights protection matters were revised and submitted to the Ministry of Labor for approval on May 29, 2025. The Company notified the public that the revisions would take effect on May 30 of the same year.The percentage of total employees covered by the collective agreement in 2025 was 98.86%. The part not covered included the deputy business (technical) director, and personnel holding managerial positions and higher, who are considered as the employer, and therefore did not join the labor union.

We encourage women to join the workplace, empowering them to develop confidence and independence, and thrive by contributing their unique qualities and professional skills. As of the end of 2025, the overall proportion of female employees is 33.61%, of which 55.88% are women holding positions as senior executives (directors and above), while that of female directors and supervisors among board members is 44.44%.By implementing three employee-support measures, namely the  "Youzheng Topschool", "Edu-care Services in the Workplace", and "Contracted Childcare Services”, Chunghwa Post provides affordable early childhood education services to the children of over 100 employees, easing the burden of childcare.Relevant benefits and measures will continue to be discussed and promoted to encourage young employees to “dare to get married, be willing to have children, and raise children happily” while the young children of our employees can receive the best care.

Regarding the case of alleged mistreatment of children at the Kaohsiung Linyuan Post Office Childcare Service Center in October 2025, parents filed complaints with local councilors and the media, alleging that staff at the center treated children inappropriately, including verbal intimidation and physical punishment. The center was operated by the "Kaohsiung City Love and Care Education Development Association", and Chunghwa Post was merely the venue provider. This organization also operates several non-profit kindergartens and childcare centers in Kaohsiung. After verification by relevant authorities, this has drawn significant public attention. The Education Bureau of Kaohsiung City Government immediately launched an investigation, and the K-12 Education Administration (MOE) held an emergency meeting. In accordance with Article 30, Paragraph 3 of the "Regulations Governing the Implementation of Workplace-based Early Childhood Education and Care Services", the agency agreement was terminated, and a public announcement was made to dissolve our cooperative relationship with the organization.

To effectively manage employees’ occupational safety and health, Chunghwa Post introduced the ISO 45001 management system at its Headquarters in 2020 and established a promotion task force. The Company subsequently assisted its post offices in building the system. Except for the Yilan, Hualien, Taitung, and Penghu Post Offices, which did not meet the required number of personnel, the system was established in 2022 at 15 post offices, namely Keelung, Taipei, Banqiao, Sanchong, Taoyuan, Hsinchu, Miaoli, Taichung, Changhua, Nantou, Yunlin, Chiayi, Tainan, Kaohsiung, and Pingtung, as well as at the Taipei Mail Processing Center. The Safety and Health Technology Center (SAHTECH) was entrusted in 2025 to conduct the internal audit of the Occupational Safety and Health Management System at 19 post offices, the Taipei Mail Processing Center, and the Headquarters. Every year, the unit supervisors will assign qualified personnel to perform hazard identification and risk assessment and then formulate appropriate management targets based on the current situation. All the employees have completed on-the-job training on occupational safety and health between 2022 and 2025, which conforms to the stipulations of the Occupational Safety and Health Act requiring at least 3 hours of training every three years. The total number of trainees of the on-the-job training on occupational safety and health reached 18,753 in 2025.

Before signing contracts or commencing work with contractors, each contract management unit should be aware of the working environment, hazards, and occupational safety and health regulations within the scope of the contract, and the necessary measures to be taken in accordance with these regulations. All contractors are informed in advance that they must comply with the company’s "Safety and Health Work Rules" and sign a "Hazardous Factor Notice" and a "Contractor’s Commitment to Work Safety, Health and Environmental Management". Before hiring new or existing workers and changing their jobs, contractors must provide them with general safety and health training appropriate to the job requirements, for no less than 3 hours. Furthermore, when changes occur in construction methods, equipment, or work procedures, or when there are abnormalities improvements in environmental safety and health or major occupational safety incidents, corrective and preventive measures are proposed, and hazard identification and risk and opportunity assessment shall be reviewed and updated to ensure that occupational safety and health risks can be effectively controlled.

The engineering procurement contract contains a specific section regulating occupational safety and health, construction site management, work coordination, and project meetings, with corresponding penalty provisions established. The site management section stipulates that daily toolbox meeting is required (including site disaster prevention, hazard notification, and uploading of data and photos to the MOTC’s Construction Safety Real-Time Dynamic Management System APP). To enhance the construction quality and safety of our projects and establish a supervision mechanism for ongoing projects, the Company has established an "Action Plan to Promote Construction Quality Improvement and Reduce the Occurrence Rate of Defects" to reduce common defects during construction inspections.

The Company has established a set of standard procedures for responding to the accident in order to reduce the injury and risk after the accident. The Headquarters, post offices and the Taipei Mail Processing Center all set up accident handling groups, with the director of the labor safety unit serving as the convener. Accidents are handled in accordance with the "Accident Handling and Identification Principles of Chunghwa Post Co., Ltd.". The severity of the event is first sorted out to determine the level of investigation. Then the investigation teams corresponding to each level will complete the investigation within a specific time frame. Strict control and improvement measures are carried out to prevent similar incidents from happening again.

The nature of the core business of Chunghwa Post is similar to the transportation industry. Therefore, the Company has established an accident prevention and implementation group to prepare monthly reports and statistics for the traffic accidents of the field staff at post offices (centers) under its jurisdiction. Quarterly meetings are held to review and analyze the cause of the accident and propose preventive plans. In 2025, the number of postal vehicle traffic accidents was 787.To reduce traffic accidents, continuous improvement measures are implemented.

The Company provides a good working environment with the belief of taking care of employees and working together for the mutual benefits. The Company has established plans for ergonomic hazard prevention, maternal health protection, prevention of diseases caused by abnormal workloads, and prevention of workplace violence and unlawful infringement during the performance of duties. Some post offices have set up medical rooms and high-quality breastfeeding (lactation) room to provide health consulting services to the employees and contractors, and nurses or contract nurses are hired in accordance with legal regulations to promote health and safety lectures. We also sign on-site health service contracts with qualified physicians for their regular visits to the Company for health education, health promotion, and health guidance to enhance the employees’ awareness of independent health management.

Chunghwa Post conducts employee health checkups on a regular basis, with a subsidy of NT$3,500 per person provided for employees aged 40 and above, and field staff under 40. Impacted by inflation and rising basic wages, health checkup costs continue to rise. To safeguard employee health and provide a friendly working environment, the subsidy will be adjusted to no more than NT$4,500 per person per visit, starting from 2026. To safeguard the health of field staff, the health checkup program has been adjusted. Since 2017, annual health checkups have been provided for field staff aged 50 and above on a yearly basis, while from 2021, the program has been expanded to include staff aged 40 and above to under 50 every two years, while those under 40 receive health checks every three years.

At the same time, we also care about the health of outsourced workers. The contract stipulates that the contractor should carry out relevant health examination for its own employees. In 2025, there were no cases of related occupational disease among all workers.

In addition, to improve the health protection of our employees, we provide employee group injury insurance, term life insurance, and consolation payments and accidental injury insurance can be applied by field personnel who are bitten by dogs when performing duties (including commuting to and from work). When our field associates have an accident, he or she may contact the Employees Welfare Association or the labor union of the service unit for the assistance of insurance claims.