Respect Human Rights
UMC Human Rights Policy Declaration
UMC Anti-Discrimination
and Anti-Harassment Policy
Respect Labor Rights

UMC formulates human rights policies in compliance with local regulations and the essence of international norms/standards such as the Responsible Business Alliance Code of Conduct (RBA), the UN Global Compact, the International Labor Office Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises, the UN Universal Declaration of Human Rights, the UN Human Rights Norms for Business and the UN Guiding Principles on Business and Human Rights.


Scope of Application

UMC's human rights policies are applicable to UMC and its reinvestment businesses. UMC is committed to protecting human rights, ensuring that daily operations and all business activities meet the requirements, and expecting its suppliers, business partners, customers, and other individuals who are involved with the operation and development of UMC to comply with these policies.



Our Commitment

UMC takes into consideration human rights issues in all aspects of its operations, including employees, customers, suppliers, business partners, and the social environment in which UMC's operations are located. UMC will continue to provide multiple communication platforms and channels for stakeholders to ensure that stakeholders can express their opinions freely and safely, and the suggestions of stakeholders can be responded to effectively. UMC will adhere to the following management principles to ensure the implementation of human rights policies.



Management principles

  • Comply with the local regulations of the operation locations to provide a safe working environment
  • Forbid forced labor, child labor and human trafficking.
  • Provide equal job opportunities and remuneration without discrimination of race, gender, sexual orientation, age, nationality, political orientation, religion, marriage, physical disability, etc.
  • Offer unrestricted freedom of association and respect for employees' right to peaceful assembly and to collective bargaining.
  • Provide a safe, hygienic, and healthy working environment
  • Respect privacy, ensuring that personal data is collected and used in compliance with regulatory requirements
  • Fight against any form of discrimination, bullying and harassment
  • Implement responsible procurement and responsible production to ensure that there are no conflict minerals in the supply chain
  • Conduct human rights risk assessments regularly to review potential risks in operating activities
  • Establish mitigation and remediation measures to reduce the impact of human rights risks
  • Disclose the governance of human rights issues regularly to maintain information transparency




umc_csr_chairman_message_sign_en.png (18 KB)



Co-President, and CS Committee Chairman  

UMC clearly declares that it adopts the principle of "zero tolerance" for various illegal infringements in the workplace, prohibits any visible or invisible discrimination and harassment in the workplace, and expects all subsidiaries, joint ventures, suppliers, and partners to all abide by it.


Zero tolerance for discrimination

UMC prohibits discrimination in the workplace based on race, skin color, nationality, gender, sexual orientation, age, marital status, political position, religious belief or any other personal characteristics that are not related to work performance, including but not limited to verbal discrimination or using the above characteristics as the criteria for employee appointment, assessment and promotion.



Prohibition of harassment

UMC prohibits any deliberate offensive, hostile or harmful harassment in the workplace, including but not limited to sexual harassment, bullying, threats, intimidation, etc.



Implement education, training and advocacy

UMC implements anti-discrimination and anti-harassment training for all employees, and conduct regular publicity and testing of legal awareness every year to establish a workplace culture of safety, dignity, zero discrimination, zero harassment, mutual respect and tolerance, and equal opportunities.



Reporting and investigation procedures

In response to various types of discrimination, harassment or other illegal infringements in the workplace, the company has established the following complaint channels in the Director's Office of the Human Resources Department:

  • Workplace illegal infringement complaint hotline: extension 31995
  • E-mail address for complaint of illegal infringement in the workplace:


All employees are responsible for helping to ensure a working environment free from workplace violence. Anyone who experiences, witnesses, or hears about workplace discrimination or harassment and other illegal infringements must notify the company's human resources department or call the employee complaint hotline. After receiving the complaint, the company will conduct an investigation in a confidential manner. If the allegation is proven to be factual, due disciplinary actions will be taken against the perpetrator.



Disciplinary mechanism

For all kinds of discrimination, harassment, or other illegal infringements in the workplace, the company will take corresponding corrective measures and disciplinary actions based on the severity of the circumstances. If the circumstances are serious, the perpetrator will be dismissed. The company prohibits any acts of retaliation against the complainant, informant, or assisting investigator. Such retaliation will result in disciplinary actions.



umc_csr_chairman_message_sign_en.png (18 KB)



Co-President, and CS Committee Chairman  

Gender Equality

UMC decides employee recruitment, appointment, appraisal and promotion based on performance. No employee will be discriminated against due to gender. UMC provides clear specifications to ensure compliance with relevant gender equality laws.


Implementation of Fair Policies and Human Rights Protection

UMC supports and respects the International Labor Office Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises, the UN Universal Declaration of Human Rights, and the UN Global Compact, and abides by the Responsible Business Allianc Code of Conduct, RBA (formerly EICC) and related international advocacy principles. UMC has also formulated labor and gender equality regulations as well as human rights protection and labor policies at all its operating locations.


UMC's emphasis on core labor rights issues


No forced labor, no child labor, working hours, wages and benefits, human rights protection, non-discrimination and freedom of association. UMC's employee hiring policy specifically states that the use of child labor (under 15 years old) is prohibited and any practice that may lead to the use of child labor is forbidden.


Business integrity, no improper advantage, disclosure of information, intellectual property, fair business, advertising and competition, protection of identity, responsible sourcing of minerals, privacy and non-retaliation.

Employment Relationship

After each employee is hired, they all legally sign a labor contract with UMC.

Freely Chosen Employment

The hiring contract stipulates that this employer-employee relationship is established with the consent of both parties. The use of forced labor, slavery and trafficking is forbidden.

Working Hours

UMC rules state that employees’ regular working hours and overtime shall comply with applicable labor regulations, and the company developed an attendance system and regular inspections to manage working hours. UMC also regularly reminds its managers and employees of the above rules in labor-management meetings.

Equity and non-discrimination

UMC prohibits any tangible or intangible harassment, illegal infringement, or discriminatory behavior in the workplace. The company explicitly states that it will not use factors such as race, color, age, gender, sexual orientation, gender identity or expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information or marital status as standards for employee hiring, evaluation, or promotion. Furthermore, this policy will not affect opportunities for wages, promotions, rewards, or training. The company also collaborates with vendors who adhere to these principles.



Responsible Business Alliance Code of Conduct, RBA (formerly EICC)

In order to ensure workplace safety and comply with the labor right standards of the global electronic industry supply chain, UMC established its Responsible Business Alliance Code of Conduct, RBA committee in 2013 to focus on five areas: labor, health and safety, environmental, ethics and management system. The Responsible Business Alliance Code of Conduct, RBA committee clearly defines committee members’ authority and duty, sets related policies and performance objectives, and conducts self-assessments and reviews. In order to achieve company’s sustainable development, meet the requirements of our customers and bring benefits for the enterprise, UMC proactively work with customers and suppliers to promote related international human right standards and comply with RBA code.


Protection of Disadvantaged Groups

UMC supports the employment of people with disabilities, and has established channels for hiring people with disabilities. Through the Student Ambassador Project, people with disabilities such as physical handicap, visual impairment, hearing impairment, functional loss in vital organs and chromosomal abnormalities are hired. By the end of 2022, UMC headquarters in Taiwan should hire 138 disabilities in total and the actual number is 142, which exceeds the target ratio 1.0% specified by laws and regulations in Taiwan, demonstrating UMC’s care for disadvantaged groups. In the future, UMC will continue to actively carry out job evaluations internally to create more job opportunities for people with disabilities.


UMC respects the unique cultures of ethnic minorities. Since there is no indigenous people in Singapore, the indigenous employees are mainly employed in Taiwan fabs. Each year, indigenous employees are given 8 hours of ritual leave, which can be flexibly used a holiday on their own. By the end of 2022, UMC Taiwan had a total of 67 indigenous employees. In terms of gender, 28.4% are males and 71.6% are females. In terms of age, 20.9% are under 30 years old and 74.6% are between 30 and 50 years old, and 4.5% were above 50 years old.


  • Human rights appeals: UMC provides employees convenient and confidential appeals channels.
  • Training related to fair policies and human rights protection: The total number of training hours on human rights in 2022 is 18,066 hours, and the completion rate of the training is 100%.



Employee Communication

UMC respects the freedom of collective bargaining, assembly, and association of its employees. In compliance with local laws and regulations, all employees have the right to form and participate in the unions, collective bargaining, and peaceful assembly of their own choice, while also respecting the right of employees to refrain from such activities.


Employees and their representatives can openly communicate with management regarding working conditions and management methods, share their ideas and concerns without fear of discrimination, retaliation, threats, or harassment.

To achieve effective communication and problem-solving, UMC has established labor-management meetings, departmental meetings, seminars, and suggestion boxes, as well as various channels for employee complaints and appeals:

Communication channel

Dedicated window


1.Employee Relationship (ER Service) Hotline

Human resources division

Employee Relations
dept. Manager


2.Report of sexual harassment and unfair treatment

Human resources division

Senior Director


3.Fraud and Ethics Violation Report Box

Director, Legal Affairs and Compliance Division
Director of ADT Division

External reporting hotline:

Whistleblower Hot Lines:

03-5782258, extension:31425

4.CHO’s e-mail box

Human resources division

Vice President

5.CSR mailbox

Corporate sustainability committee
 6.Information Security and Confidentiality Protection Complaint

Deputy director of corporate Securit


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