BOE

Employee Rights Protection

Human Rights

BOE strictly complies with the requirements of the Labor Law of the People's Republic of China, the Labor Contract Law of the People's Republic of China, the Social Insurance Law of the People's Republic of China, the Provisions on the Prohibition of Using Child Labor, the Law of the People's Republic of China on the Protection of Minors, and other relevant laws, regulations, and international practices in its operating locations. Furthermore, the Company follows the Responsible Business Alliance (RBA) Code of Conduct, formulating and effectively implementing collective contracts, labor contracts, and various human resource management systems in a law-abiding and compliant manner.

The Company has formulated and publicly released the BOE Human Rights Policy, explicitly stating its compliance with international human rights conventions, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work as well as the Fair Recruitment Initiative and other internationally recognized human rights rules. The Policy applies to BOE Technology Group and all its subsidiaries, and encourages all partners to adopt similar policies within their own enterprises to practice human rights protection principles. The Policy focuses on 10 areas: the right to work hours and rest, wage and benefit security, prohibition of forced labor, prohibition of child labor, occupational health and safety, elimination of discrimination and harassment, freedom of association and collective bargaining, supplier responsibility, information privacy and security and stakeholder engagement. It also stipulates action principles for grievances and remedies to ensure effective implementation.

Employee Communication

BOE places great importance on employee feedback and organizational health. The Company has established a systematic and diversified employee feedback mechanism as a key practice to enhance governance transparency, promote employee well-being, and advance sustainable development. BOE conducts an annual employee satisfaction survey covering all employees, including dispatched personnel. The survey assesses employee experience across 15 dimensions under four key pillars—Goals, Work, Rewards, and Team—including corporate culture, working conditions, learning and development, and teamwork, providing a comprehensive understanding of employee experience and organizational climate.

In 2026, the employee satisfaction survey achieved a participation rate of 82%. The results showed that approximately 90% of employees have confidence in the Company’s vision and are willing to make long-term contributions. Overall employee satisfaction remains at a relatively high level, exceeding norm reference benchmarks. Notably, satisfaction scores for dimensions including “operational efficiency” and “leadership” improved significantly compared with the previous survey. Under “operational efficiency”, the score for the statement “The Company’s policies and processes effectively support teams in accomplishing their work” increased by 22% year-on-year, reflecting continuous optimization of daily decision-making workflows. Under “leadership”, employees reported higher satisfaction with metrics including “Managers care about employees’ physical and mental well-being”, “Support and facilitate cross-department collaboration”, and “Encourage employees to apply innovative approaches at work”. To address the key improvement areas identified through the survey, the Company will conduct focus group interviews to explore underlying causes, complemented by targeted research on critical scenarios to accurately find pain points. Based on these findings, the Company will formulate targeted action plans and communicate progress openly with employees in a timely manner, ensuring that all feedback is acknowledged and corresponding actions are implemented.

Looking ahead, BOE will continue to put employee voice at the center of its management approach, integrating employee experience into decision-making processes and driving the continuous enhancement of both organizational effectiveness and employee satisfaction.

Recruitment Management

The Company has formulated a series of institutional documents, such as the Group Recruitment Management Policy, specifying that personnel recruitment must strictly comply with the laws, regulations, and industry norms of relevant countries (or regions). We fully respect the customs of different countries (or regions) and ethnicities and adhere to the principle of equal employment to ensure compliance and fairness throughout the entire recruitment process. In other relevant institutional documents, the Company simultaneously sets forth requirements to ensure compliance, fairness, and transparency in hiring procedures. These include standardizing the recruitment process, providing humanistic care, refining selection mechanisms, and promoting an outstanding employer brand image, all of which are strictly implemented. The Company attaches great importance to talent employment and acquisition, adhering to the principles of broadbased and diversified talent attraction. We attract suitable talent through various recruitment channels, including social recruitment, campus recruitment, and online platforms. Meanwhile, we actively collaborate with the Ministry of Education and local employment service platforms to deepen localized talent cooperation, providing support for regional employment.

Performance-Based Incentive Compensation Structure

BOE is committed to building a multi-level incentive system covering short-, medium-, and long-term horizons. A strong performance-based incentive pay structure covers all employees (including interns and dispatched workers), with variable compensation strongly linked to performance levels to fully stimulate the initiative and creativity of all talent.

For frontline operational personnel, the company issues monthly performance bonuses based on the achievement of individual performance targets, providing timely incentives and effectively promoting the continuous emergence of high short-term performance.
For non-frontline employees, the company conducts quarterly or semi-annual performance evaluations and rewards employees with outstanding performance based on the completion of key tasks. At the same time, the company integrates annual business performance with individual contributions to issue annual performance bonuses, which are strongly tied to performance levels, fully rewarding employees for their efforts and achievements throughout the year.
For overseas local employees, BOE respects the characteristics of each market and cultural differences, formulating bonus incentive plans adapted to local conditions, and strongly linking target bonus months to organizational performance and individual performance to ensure alignment between organizational and personal performance and employee rewards.
For senior management personnel, the company strictly follows the Management Measures for Senior Management Compensation, linking their performance compensation closely to the company’s overall business performance, the performance of the divisions they oversee, and individual contributions, reinforcing the correspondence between responsibility and rewards.

In addition, BOE provides long-term equity incentives to employees with outstanding performance contributions, allowing them to share in the company’s continuous growth and long-term value return, further enhancing the sense of belonging and cohesion among core talents.

Employee Benefits

BOE offers a wide range of employee benefits, including complimentary breakfast and lunch, staff dormitories, shuttle bus services, free parking, birthday greetings, marriage gifts, additional annual leave, annual health check-ups, and Employee Assistance Program (EAP) services. These benefits are designed to support employees across different stages of their professional and personal lives. The Company fully guarantees employees' rights to rest and leave. Various statutory leaves (national annual leave, marriage and bereavement leave, maternity leave, childcare leave, work-related injury leave, etc.) are implemented in accordance with national and local regulations. The company's paid parental leave policies cover all its employees. On this basis, employees are also entitled to Group bonus annual leave. The Company ensures that employees achieve a reasonable work-life balance and fully enjoy their corresponding rights, continuously enhancing their sense of gain and cohesion. Meanwhile, we have formulated the Special Agreement on the Protection of the Rights and Interests of Female Employees. We focus on the needs of female employees by providing customized health management, fully implementing statutory rights such as maternity leave and allowance policies, equipping workplaces with nursing rooms, and providing specialized mental health support to create a workplace environment that cares for and respects women.

Parental Leave Benefits: Supporting Employees and Families, Building a Sustainable Future

To help employees balance their career development with family commitments and to provide practical support during the parenting stage, BOE offers parental leave benefits to all employees, including dispatched and contracted workers. Through these initiatives, the Company demonstrates its commitment and care to the well-being of employees and their families.

Recognizing the diverse needs across different regions, BOE has implemented a flexible paid parental leave program that reflects local circumstances while extending benefits beyond statutory requirements. Depending on the location, employees are entitled to 5 to 10 days of paid parental leave each year. In certain regions, employees with multiple children are eligible for additional paid leave to better support the needs of larger families. In 2025, 6,645 employees in mainland China utilized parental leave, accounting for a total of 44,246 leave days. Among them, 2,705 female employees took a total of 19,015.5 days, while 3,940 male employees took a total of 25,230.5 days. BOE is also committed to supporting female employees throughout childcare and breastfeeding. In addition to paid leave, nursing rooms have been established at manufacturing sites to provide breastfeeding employees with hygienic, comfortable, and private spaces. Moving forward, BOE will continue to uphold its “people-centered” philosophy by fostering a supportive and inclusive workplace where employees and the Company can grow together, contributing to a more sustainable future.

Occupational Health and Safety

BOE adheres to the philosophy of “Humanity, Life First.” Guided by the principle of “Safety First, Prevention as Priority, and Comprehensive Governance,” the Company continuously improves its institutional framework, strengthens risk control mechanisms, and conducts ongoing health and safety training to create a stable and reliable work environment, thereby laying a robust safety foundation for high-quality development. BOE has established a systematic health and safety management system. In accordance with relevant laws, regulations, and corporate development requirements, the Company has strengthened management mechanisms and solidified control measures in both production and administrative safety domains, achieving refined health and safety management across all scenarios and processes.

Diversity and Equal Opportunity

Consistently upholding a talent philosophy centered on diversity, inclusion, and equal empowerment, BOE respects and values individual differences in gender, age, ethnicity, religion, cultural background, and work experience, providing all employees with equal development opportunities free from discrimination and bias. The Company has established a fair and impartial system for recruitment, appointment, promotion, and professional development, fostering an open and respectful workplace. We leverage cultural diversity to invigorate the organization and harness equal opportunities to drive collaborative growth.

2025
Proportion of Female Managers	23%
Proportion of Women in STEM-Related Roles	22.4%

Employee Development and Training

BOE has employees from different regions and cultural backgrounds, all sharing a common name—BOE people, who are BOE's most valuable asset.

BOE is committed to creating a mutually respectful, harmonious, and ideal working environment for employees, building a platform for symbiotic development with the company, and providing comprehensive career development planning and training support for all employees (including Hong Kong, Macau, Taiwan, foreign employees, interns, labor dispatch staff, and part-time staff).

Talent Development

Through the continuous implementation of the Organization and Human Development Plan (OHDP), BOE periodically drives organizational structure upgrades and talent planning, dedicated to building a market-oriented, international, and professional talent team. Utilizing digital tools, the Company evaluates talent across the two dimensions of performance and capability, creating a “9-Box Grid” for talent distribution to clearly identify high-potential (HiPo) talents and successors for key positions. By collecting supervisor feedback and development suggestions, combined with offline talent review meetings, the Company deeply aligns business strategies with talent requirements and formulates targeted development action plans to support the employee growth within the organization. BOE has always been committed to building an open and fair selection and promotion system. Guided by the BOE SCORE leadership model and combined with scientific evaluation and open competition, we select outstanding talents with both professional depth and managerial potential, providing a platform for excellent young leaders to excel. By assigning key missions and challenging tasks in real-world scenarios, the Company deeply stimulates employee potential, strengthens their sense of mission and value-creation capabilities, and drives continuous corporate development alongside the comprehensive growth of employees.

BOE Leadership SCORE Model

BOE HiPo Talent Development Project

Employee Training Programs

BOE clearly defines the mandatory onboarding training, as well as thematic training programs for employees at different stages of development, as outlined in the Employee Handbook and the Training Management System. We have established both vertical and horizontal development platforms for employees, forming a comprehensive training system that spans industrial talent, core specialists, management talent pipelines, and future leaders, continuously empowering employee growth and career advancement.

In terms of career development, the company has set up a dual talent development system for both management and professional skills, helping employees quickly improve in both areas. Through the “Galloping Horses” project, we have enhanced internal job rotation system, offering employees more diverse career opportunities and choices, inspiring their potential, and encouraging them to be proactive, motivated, and creative.

Simultaneously, the company conducts systematic awareness campaign and certification training on professional ranking policies every year to ensure accurate communication, help employees clearly plan their career paths, provide real-time policy advice and growth guidance, support employee skill development from multiple angles, and continuously stimulate the development momentum of both the organization and individuals.

In terms of developing high-potential talent and leaders, in 2025 the company officially launched the Group HiPo Talent Development Program. Based on internal and external models and the extraction of top-performer behaviors, it clarified the selection criteria for high-potential talent and identified and empowered young key talents and frontline managers from the post-85s and post-90s generations who combine outstanding performance, strong sense of mission, and management potential. The training system focuses on three core modules: 'Self-Breakthrough, Collaborative Influence, and Business Excellence,' delivered through 7 hours of online courses and 4.5 days of in-person training, to build a talent reserve for the group.

During the same period, the company continued to carry out the “Leadership Development Program” for mid-to-senior managers, focusing on 'self-cultivation, character building, and skill enhancement.' Through workshops, cross-industry visits, and discussions on trending topics such as AI-empowered business and internationalization, participants absorbed best practices and completed 11.5 days of intensive training, systematically improving their management thinking and leadership skills. In addition, the company kept focusing on the systematic improvement of industry professionals' and specialists' abilities, offering various general and professional training programs to provide structured support for employee growth and development. Managers at all levels and key business personnel extracted valuable business insights and management thinking through course development, teaching, and case studies, collectively building an open knowledge capital repository. This provides rich, dynamic resources for talent development and creates a closed loop of transforming intellectual achievements into value.

In terms of empowering language skills in a globalized context, the company focuses on the group's global strategy needs and sees improving employees' language abilities as an important part of systematic talent development. In 2025, the company continued to run its annual English exam program, providing language training for all employees (including interns, temporary staff, and part-time workers), creating a fair and convenient language certification platform. Over the year, it organized 236 English exams in 14 cities across the country, serving 8,103 employees. This program precisely supports the organization's strategy, helping the company systematically identify and prepare talent with international communication skills, providing solid language support for overseas business expansion, cross-border team collaboration, and innovative development, while continuously boosting the company's overall competitiveness in the global market. At the same time, by leveraging authoritative third-party language certification systems, employees can accurately assess their language proficiency, offering a "capability certificate" for internal cross-regional and cross-business mobility and job promotion, effectively enhancing employees’ career competitiveness and their drive for growth.

Our Stories

In terms of family support and gender equality care, we believe that the happiness of every employee is what matters the most to us. Especially, we hope to wholeheartedly protect the growth and development of female employees, while providing genuine support and companionship to families with childcare responsibility.

Parenting Support and Rights Protection

BOE carefully ensures mother employees’ parental and breastfeeding leave, and has set up a warm and comfortable lactation room, providing a private and clean space for breastfeeding mothers, giving them a sense of ease when returning to work. At the same time, we proactively extend our services. For matters of concern such as childcare subsidies and new maternity insurance regulations, we promptly organize them into "warm reminders," reminding our mother employees in the warmest way: when she can apply, what materials she needs to prepare, and how to follow the procedures. Every bit of protection is meant to help everyone work and live with peace of mind.

Women's Care and Health Protection

Through the EAP Employee Care Platform, we offer a series of mental health empowerment activities for female employees, helping them relieve stress, have gentle conversations with themselves, and meet a better version of themselves. At the same time, we organize annual health checkups for all employees every year, offering exclusive check-up plans for female employees, so that every female employee can stay informed about their health status and take full control of their health. In addition, we provide exclusive mutual aid coverage for special illnesses for female employees, giving them extra peace of mind and confidence.

Corporate Annuity Plans

Beyond the statutory compensation system, the company has established an enterprise annuity plan to provide all employees with multi-level, long-term non-salary benefits, further improving the employee pension security system and effectively enhancing post-retirement benefits and quality of life. The enterprise annuity plan allocates funds into employee accounts at a 2:1 ratio between the company and employees. Depending on the specific plan, the average annual expenditure for enterprise annuities over the past three years is about 200 million yuan. By providing employees with additional long-term welfare support, we effectively enhance their sense of professional security and belonging, help build a harmonious, stable, and responsible employment environment, continuously deepen sustainable development practices, and enhance the value of social responsibility.

Full-Cycle Health Management System

The company adheres to the concept of "prevention is better than cure" and has established a full-cycle health management closed loop that includes company-wide physical examinations, targeted screenings, subsidy protection, and crisis assistance: while maintaining full coverage of physical examinations for all employees, the company has provided four consecutive years of free specialized cancer screening genetic testing covering key areas such as the gastrointestinal tract, liver and lungs, and thyroid. In 2025, the number of participants in cancer screenings reached 13,000. To ensure employees with abnormal screening results visit hospitals for professional diagnosis and treatment in a timely manner, and to alleviate employees' financial concerns, the company has set up a "Gastrointestinal Endoscopy Special Subsidy," creating a full-process, closed-loop health management protection for employees' health. When employees encounter major illnesses and need urgent treatment, the company assists them in accessing a green channel for medical care, actively helping employees seek high-quality medical resources and ensuring timely treatment. The company also conducts diverse health promotion activities such as emergency cardiac training and health consultations, promoting the extension of health management from screenings to daily interventions.

BOE is committed to building a comprehensive, multi-level talent development support system, not only focusing on employees' job skills but also strongly encouraging and investing in their long-term career development and lifelong learning. Through resource support and incentive mechanisms, it empowers employees' professional growth and knowledge advancement.

Professional Qualification Certification Incentive Program

National Senior Professional Technical Title Special Award: To support employees' career growth and empower professional development, the company encourages employees to apply for and obtain national professional technical titles, and has established special incentive policies. Employees who successfully receive national senior or senior technical titles will receive a one-time bonus.

High-value Professional Qualification Special Rewards: We encourage employees to actively pursue further studies and obtain high-value professional qualification certificates based on business development and personal planning. For employees who have obtained high-value professional qualifications such as electrical engineer, safety engineer, or cost engineer, each business unit can establish personalized reward and support policies to strongly support their professional advancement and long-term career development.

Knowledge Resource Platform Support

To ensure employees can conveniently and efficiently access cutting-edge knowledge and literature, the Group subscribes to multiple third-party literature data platforms for free and is available to all employees. Platform resources cover a wide range of disciplines, integrating a large number of Chinese and foreign language databases (including journals, papers, newspapers, standards, and other types) to meet the daily research and learning needs of different disciplines and languages. With the help of the knowledge resource platform, employees can promptly track and access core domestic and international research achievements and cutting-edge technology trends, keeping their knowledge and skills fresh and providing a solid knowledge foundation for the group's sustainable technological innovation and talent development.

Language and Specialized Skills Empowerment

To meet the needs of global business development and the improvement of individual overall qualities, the company has established a dedicated language proficiency support mechanism: it continuously provides employees with language certification programs such as TOEIC, offers language empowerment training, builds a fair and convenient language proficiency certification platform, and sets up special incentive mechanisms. For employees who pass the exam certification, full subsidy for exam fees is provided, helping them break through language barriers and broaden their international perspective. In 2025, the company will hold nearly 100 online and offline language training sessions, and organize 236 TOEIC and other language exams in 14 cities nationwide, with 1,744 people passing the exams and receiving reimbursement.

Inclusive Workforce