Goals
Short-term
- Establish diverse and innovative recruitment avenues for attracting appropriate talents.
- Provide competitive salary benefits.
- Continuously provide the care for employees health and a healthy workplace.
Long-term
- Continuously provide a competitive global compensation framework linked to performance.
- Provide a challenging and innovative environment that allows employees to realize their potential.
- Establish welfare programs based on employee needs.
Management Approach
Responsible Functions
Human Resources management-related functions and the Employee Welfare Committee
Resources
Operational management budget, Learning and development budget, Employee welfare funds and related expenditures
Engagement Channels
- Management communication meetings
- Labor-management meetings
- Employee grievance box
- I Have a Suggestion platform
- Recruitment platforms
- Employee activity and service satisfaction surveys
- AI Chatbot
Evaluation Mechanism
- Annual review of competitiveness of total compensation and benefits relative to industry peers
- Hiring rate, onboarding rate, retention rate, and turnover rate
- Annual employee activity participation rate
- Annual utilization of health examination subsidies
- Annual utilization of flexible benefits programs
Progress and Results in 2025
Providing the Overall Competitive Compensation
According to the 2026 TWSE disclosures for listed companies 2025 employee compensation indicators, MediaTek’s average employee compensation expense, average salary of full-time non-managerial employees, and median salary of full-time non-managerial employees were NT$4.599 million, NT$4.465 million, and NT$3.552 million, respectively.
Talent Recruitment and Retention
- Applicant-to-hire ratio: 14:1
- Onboarding rate: 78%
- New hire retention rate: 97% within both two and three years
- Turnover rate: 5.8% globally and 5.5% in Taiwan .
Benefit Policies
- Flexible benefits reimbursement utilization rate reached 99%
- A total of 9,981 employees participated in health examinations, with subsidies amounting to NT$68.27 million
- Diversified health promotion activities were organized, achieving a participation coverage rate of 78.6%
2025 Global Employee Survey
Employees worldwide actively engaged in employee surveys, co-creating a better workplace experience together.
The Global Employee Survey (GES), conducted every two years, is one of MediaTek’s key initiatives for continuously gathering diverse employee perspectives and fostering an inclusive workplace. Through our employee listening platform, we collect feedback from employees at different stages of their career journeys.
The most recent GES was launched in October 2025, achieving an 83% participation rate with nearly 16,000 employees worldwide taking part. More than 10,000 employees provided written responses, representing a 19% increase compared with 2023. This strong engagement reflects our employees’ commitment to making their voices heard and shaping the future together.
In terms of employee engagement, MediaTek continued to outperform industry benchmarks, maintaining a score of 76%. In addition, 84% of employees expressed pride in the Company's efforts to create a positive impact on the world. The survey also highlighted opportunities for continuous improvement, and MediaTek remains committed to investing resources in enhancing the work environment so that every employee can realize their talents and full potential.
Recognized as a Leading Employer Locally and Globally
MediaTek’s commitment to talent development and employee experience continued to receive broad recognition in 2025.
Recruitment and Retention
MediaTek proactively attracts key talents from industry, academia and R&D institutions globally via a set of diverse recruitment and external communication avenues. Furthermore, the Company cultivates talents to keep up with the latest trends and has established professional competence development mechanism to retain talents proactively. In 2025, the Company recruited 1,572 individuals globally, of which, 63% of them were 30 years old or younger, which enables the Company to maintain a relatively younger talent structure, and is helpful in channeling energy into the diversity and innovation aspect of the products. Furthermore, in 2025, the resignation rate group-wide amounted to 5.8%, whilst in Taiwan, it amounted to 5.5%.
New Hires and Resigned Employees Worldwide
Hiring and Onboarding
MediaTek attracts outstanding talent worldwide through competitive compensation and benefits, a diverse learning environment, and meaningful work opportunities. In 2025, the Company planned to recruit 2,000 employees globally and received 27,740 applications, equivalent to nearly 14 times the planned hiring target. The onboarding rate reached approximately 78%, demonstrating the strength of MediaTek’s employer brand.
New Hire Retention and Support System
To help new employees adapt quickly to both their work and living environments, MediaTek has established a buddy program under which experienced employees support new hires during their onboarding journey. The Company has also implemented an integrated employee experience management system that regularly distributes surveys during employees’ first 180 days of employment. These surveys provide a more comprehensive understanding of employee experiences and interactions throughout different stages of the employee lifecycle, supporting greater employee engagement. In 2025, the response rate to new hire feedback surveys at Taiwan headquarters reached 70%.
Diverse Recruitment Channels
MediaTek continues to expand its talent acquisition approaches and develops workforce plans aligned with annual business strategies. The Company’s career portal provides a user-friendly and intuitive interface that enhances application efficiency and convenience for job seekers. In addition, MediaTek attracts talent through online job platforms, participation in large-scale recruitment events, and employee referral programs.
Compensation Policy
Providing Competitive Total Compensation
To attract global talent and strengthen employee retention, MediaTek regularly benchmarks local market compensation levels to ensure the competitiveness of its overall rewards programs. In Taiwan, MediaTek continues to maintain an industry-leading position compared to the Taiwan Stock Exchange (TWSE) disclosures on Average Employee Compensation Expense and the average and median compensation of full-time non-managerial employees required under TWSE regulations. In 2025, the average compensation of full-time non-managerial employees was 1.04 times that of the previous year, while the median compensation was approximately 1.03 times that of the previous year. For publicly disclosed employee compensation information, please refer to the ESG-related corporate information available on the TWSE Market Observation Post System.
MediaTek Executive Compensation and Stock Ownership Requirements
MediaTek’s executive compensation is determined with reference to the Company’s overall operating performance, as well as each executive’s role and responsibilities, contribution to the Company’s operations, and individual performance. Individual performance considerations include the implementation of the Company’s core values, leadership and management capabilities, the achievement of financial and sustainability development goals across environmental, social, and corporate governance dimensions, and overall operational management indicators. The Company also takes into account future risks and compensation practices among peer companies. The rationale of overall compensation is reviewed and assessed individually by the Remuneration Committee before being submitted to the Board of Directors for resolution. The compensation system, standards, and structure are reviewed from time to time based on actual operating conditions and relevant regulatory requirements, with the aim of balancing sustainable corporate development and risk management.
To further strengthen the value alignment between MediaTek’s executives and shareholders, as well as the Company’s commitment to sustainable operations, MediaTek established the MediaTek Inc. Executive Officer Stock Ownership Guidelines in 2022. The guidelines require executives to hold Company shares equivalent to a certain multiple of their annual fixed salary during their tenure and to meet the required shareholding level within three years after being appointed as an executive officer, thereby establishing a system that encourages long-term ownership of Company shares by executives.
Retirement Plans
MediaTek establishes employee retirement-related plans for its domestic and overseas operations in accordance with applicable local laws and regulations. In Taiwan, the Company has established the benefit plan in accordance with the Labor Standards Act and the contribution plan in accordance with the Labor Pension Act. In 2025, 99.5% of employees were covered by the contribution plan, while 0.5% of employees remained covered by the benefit plan.
Under the Labor Standards Act, retirement benefits are calculated based on employees’ years of service and average salary during the six months preceding retirement. Retirement reserves are contributed monthly at 2% of total payroll and deposited into a designated account at the Bank of Taiwan under the supervision of the Labor Pension Reserve Supervisory Committee. Under the Labor Pension Act, employer contributions are deposited monthly into individual pension accounts maintained by the Bureau of Labor Insurance. Employer contributions may not be less than 6% of an employee’s monthly salary. In 2025, retirement expenses recognized under the Defined Contribution Plan totaled NT$3.062 billion.
In addition to statutory pension contributions, MediaTek engages qualified actuaries each year to conduct pension fund valuations, records pension liabilities on its financial statements, and makes appropriate pension provisions to safeguard employees’ retirement benefits. These measures support employees in making long-term career plans with the Company and encourage sustained commitment and contribution.
