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UMC provides a competitive overall compensation and benefit package to attract excellent talent to join the UMC team. Principles related to compensation, benefits and performance evaluations are listed below :

• UMC’s employee compensation is based on educational level, performance, and market value, regardless of gender, race, religion, political position and marital status. UMC ensures that employees in the same role and grade with comparable performance, are compensated under a consistent pay structure, supporting gender pay equity while remaining market competitive. 
• UMC employees enjoy the compensation and benefits which are in line with all applicable local laws and regulations in terms of minimum wage, working hours (including overtime), social insurances, retirement pension, and other mandatory benefits.
• In order to form a cohesive bond between UMC and its employees as well as abide by regulations, UMC has provided various forms of compensation and benefits, including salary increases, differentiated bonus, employee compensation, stock remuneration (employee stock option certificates, treasury shares, restricted stock award), etc.
• Besides providing various types of insurance benefits and pensions according to regulations, UMC provides employees with additional group insurance, and travel insurance for overseas business trips to ensure work and life security for its employees. This will in turn strengthen the trust and cohesiveness between UMC and its employees.
• To provide more diversified remuneration and improve employee well-being, UMC has implemented an employee stock ownership plan in Taiwan since 2024, and over 90% of our permanent employees are eligible to participate in the plan. Under the plan, UMC provides subsidies to help eligible employees purchase company stock to support long-term investing, mitigate investment risks, and enhance talent attraction and retention.
• In order to achieve personal, divisional and company performance goals as well as understand the job performance of employees for management by objectives, UMC conducts annual performance appraisals for all employees regardless of gender and job category twice a year. The annual performance appraisal focuses on past work achievement and the future goal setting. The types of appraisals include management by objectives, multidimensional performance appraisal, agile conversations and feedback. In 2025, the completion rate of multidimensional performance appraisal is 46.9%, and 43.4% including subsidiaries.
• The focus of the annual performance appraisal includes reviewing of previous performance and the setting of future goals. For team-based performance appraisal, employees who participate in projects have to include personal objectives and team objectives in the goal setting. Managers and employees work together to agree on the priority of focuses, and devise developmental plans based on current working style, capability, career goals, and project evaluation. Employees with poor performance will be supplemented with key improvement plans to improve work efficiency. In addition to annual performance communication, UMC also encourages the managers to have communication and agile feedback with all employees on regular basis. Through the one-on-one interview system, the managers can conduct performance communication with colleagues at any time to reach mutual consensus for agile conversations.

UMC is committed to providing workplace with work-life balance and offers all employees various welfare benefits beyond what is required by statutory regulations including holidays, insurance, financial assistance for emergencies, subsidies for marriage/childbirth/funerals, discounts in designated shops and employee assistance service. Temporary employees and contractors enjoy the same benefits.

• Paid Leave that is Superior to Local Regulations

1. 1. Additional supplemental holidays are given for colleagues to use flexibly.
   2. To provide better care to newly hired female employees, UMC provides fully paid maternity leave even if the employee's period of service is less than 6 months.
   3. Provide maternity leave (up from statutory 448 hours to 480 hours).
   4. To provide support to fellow employees, for those whose spouse’s grandparents are deceased, the funeral leave will up from statutory 24 hours to 48 hours. whose spouse’ great grandparents passed away will be given a funeral leave of 24 hours at full-pay which is superior to the Labor Standards Act.

• Health Care and Emergency Help

1. 1. Regularly conduct employee health checks, plan health promotion activities, set up a health care system, and actively track and care for employee health.
   2. Equipped with employee assistance programs (EAP), injury and illness treatment and care to take care of employees' health comprehensively.
   3. Provide company group insurance, cancer insurance, medical insurance, accident insurance, hospitalization condolences, emergency relief funds to assist colleagues in emergency situations. In addition, UMC has increased subsidies for major illness/disability care and provides long-term care (LTC) consultation resources to strengthen support for employees and their families.

• Diverse Activities and Discounts in Designated Shops

1. 1. Welfare committee holds diverse activities such as year-end party, Secretary's Day, Company's Anniversary Day, Engineers’ Day, one-day travel, family day, and art festival, etc.
   2. Social club evaluations and subsidies for employee social club activities.
   3. Corporate agreements with stores all over Taiwan – a specially designed APP allows colleagues to enjoy discounts for food, clothing, housing and travel.

• Parenting Measures and Breastfeeding Environment

1. 1. To encourage employees to have children, UMC provides measures ranging from care and nursing consultation during pregnancy, maternity leave, maternity inspection leave, exclusive parking space, priority meal pickup, maternity subsidy, unpaid parental leave, certified breastfeeding room, night shift transfer and other measures. UMC also provides an annual childcare allowance of NT$10,000 for each child aged 1 to 6.
   2. To provide comprehensive assistance, UMC signed contracts with neighboring kindergartens to take care of the day-care needs of employees ' children, and assists in the registration work of the primary and secondary schools in the science park.
   3. In cooperation with the Administration, a non-profit kindergarten will be set up to give employees more comprehensive support for family care.

• Friendly Working Environment

1. 1. Staff cafeterias, free shuttle bus, activity center, telecommunications/banking/insurance on-site services, convenience stores/coffee shops and other stores are available in office buildings and fab sites.
   2. Provide flexible working hours.
   3. UMC also provides U Gym leisure and fitness classes to encourage healthy lifestyles and enhance employees’ well-being.

UMC complies with local statutory regulations and systems related to retirement to safeguard the retirement rights of our employees. In Taiwan, in terms of labor pension system, UMC allocates the worker’s retirement reserve funds to the Labor Pension Reserve Supervisory Committees at a rate of 2% of total salary expenses each month in compliance with regulations, and then allocates the funds to a designated bank account at the Bank of Taiwan on a monthly basis. UMC ensures sufficient allocation annually, and processes the employee labor pension payment in accordance with the Labor Standards Law. Since July 1, 2005, for employees who opt for the retirement system under the Labor Pension Act, 6% of their monthly salary is paid into their individual labor pension account to secure their rights and interests. For employees who voluntarily choose to contribute to their retirement funds, at a rate that they have agreed upon, their contributions will be deducted from their monthly salary and deposited into a personal retirement account managed by the Bureau of Labor Insurance.

When employees apply for retirement, the company not only provides pension application service, but also awards "UMC Recreation Center Lifetime Membership,” which offers a selection of healthful and interesting activities for retirement live.

Guided by the concept of “benefits across different life stages,” UMC continuously strengthens employee support and care by providing corresponding programs from early career development and family building, to health management, care needs, and retirement planning— helping employees work with peace of mind, live well, and grow long-term with the company.

UMC is committed to fair, transparent, and consistently applied compensation practices. We offer reasonable and market-competitive compensation to attract and retain talent, support employee well-being and labor dignity, and foster positive social impact.

UMC’s Living Wage Policy applies to all UMC Group companies. We also expect our suppliers, business partners, customers, and other relevant parties across our operations and value chain to uphold and comply with this policy.

Currently, employee wages across all UMC operational locations meet or exceed local living wage benchmarks. The UMC Group will continue to ensure that wages earned within standard working hours are sufficient to cover the basic living needs of our employees and their families.

UMC adopts the internationally recognized Anker Methodology for estimating living wages, utilizing publicly available cost-of-living data provided by local governments or relevant living wage databases in our areas of operation to calculate a living wage sufficient for basic necessities. UMC regularly reviews and flexibly adjusts its compensation system each year to ensure that salary levels meet or exceed living-wage standards, while reflecting changes in the cost of living and market competitiveness. Concurrently, we extend the living wage concept to our supply chain management, driving more suppliers and contractors to participate in and implement these commitments through continuous communication and advocacy.