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Salary Strategy & Competitiveness Compensation & Benefits
📈 Remuneration Security
We adopt a competitive salary policy, conducting annual salary surveys to measure market standards and macroeconomic indicators. Suitable adjustments are made to ensure we continue to attract and retain top talent in the industry.
⚖️ Equal Pay & Equality
Remuneration is determined by professional knowledge and performance, with strict implementation of gender equality. Starting salaries for new employees are consistent regardless of gender, race, or background.
Statistics Entry-level Personnel Standard Salary Comparison
| Indicator / Year | 2024 | 2023 | 2022 | |||
|---|---|---|---|---|---|---|
| Gender | F | M | F | M | F | M |
| Legal Minimum Wage (NT$) | 27,470 | 26,400 | 25,250 | |||
| Standard Salary / Minimum Wage Ratio | 1.27 | 1.30 | 1.29 | 1.27 | 1.27 | 1.33 |
* Note: The calculation base for salary ratios includes full-time employees on board as of Dec 31 of that year who received full monthly salaries and bonuses.
Salary Statistics for Full-time Non-Executive Employees
| Year | Number of Full-time Employees | Average Salary (NT$ thousands) | Median Salary (NT$ thousands) |
|---|---|---|---|
| 2024 | 485 | 766 | 647 |
| 2023 | 493 | 766 | 607 |
| 2022 | 513 | 779 | 675 |
Bonus System & Profit Sharing 
Harvatek views our employees as partners in success. We align compensation with professional expertise and performance, upholding a "Profit Sharing" philosophy. Per our articles of incorporation, at least 6% of annual profits are allocated as employee rewards to recognize long-term commitment and attract top-tier talent.
Holistic Insurance Protection
Beyond statutory Labor and Health Insurance, we provide a "Group Integrated Insurance" plan fully funded by the company from day one.
Diverse Lifestyle Benefits 
Robust Pension System
In compliance with the Labor Pension Act, we contribute 6% of monthly wages to individual accounts. For years under the old system, we maintain contributions to a dedicated Taiwan Bank account.

