Giga Computing has established a comprehensive job grade and salary system, offering remuneration that exceeds industry standards to maintain external competitiveness. At the same time, by defining job grades and levels, an appropriate salary structure has been set to ensure internal fairness. We also provide comprehensive welfare measures to ensure that employees can perform at their best in a balanced state of mind and body. This enhances workplace happiness, fosters a sense of unity, and reduces the intangible costs associated with high employee turnover.
In addition, Giga Computing attaches great importance to human rights protection and a diverse and inclusive workplace culture. Complying with relevant laws, regulations, and the Code of Conduct of its parent company, GIGABYTE, Giga Computing is committed to creating a fair, respectful, and inclusive working environment. We promise that employee recruitment, promotion, and other processes will not discriminate based on race, gender, age, skin color, sexual orientation, language, religion, political party, place of origin, nationality, disability, or marital status, and we prohibit any form of discrimination, forced labor, child labor, workplace harassment, or unlawful infringements.
Manpower Structure
| Locations | Employee Category | Under 30 Years Old | Aged 31 to 50 | Aged 51 and Above | Total | |||
| Male | Female | Male | Female | Male | Female | |||
| Giga Computing HQ | Senior managers | 0 | 0 | 11 | 2 | 17 | 1 | 31 |
| Mid-level managers | 1 | 0 | 78 | 14 | 26 | 8 | 127 | |
| Entry-level managers | 12 | 0 | 40 | 26 | 7 | 5 | 90 | |
| General employees | 153 | 58 | 159 | 124 | 26 | 14 | 534 | |
| Total | 166 | 58 | 288 | 166 | 76 | 28 | 782 | |
| U.S. Subsidiary | Senior managers | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| Mid-level managers | 2 | 0 | 0 | 0 | 0 | 0 | 2 | |
| Entry-level managers | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| General employees | 17 | 8 | 0 | 0 | 0 | 0 | 25 | |
| Total | 19 | 8 | 0 | 0 | 0 | 0 | 27 | |
| GIGAIPC | Senior managers | 0 | 0 | 0 | 0 | 6 | 1 | 7 |
| Mid-level managers | 0 | 0 | 7 | 4 | 5 | 1 | 17 | |
| Entry-level managers | 0 | 1 | 4 | 7 | 0 | 0 | 12 | |
| General employees | 21 | 12 | 13 | 19 | 6 | 4 | 75 | |
| Total | 21 | 13 | 24 | 30 | 17 | 6 | 111 | |
| Total | Senior managers | 0 | 0 | 11 | 2 | 23 | 2 | 38 |
| Mid-level managers | 3 | 0 | 85 | 18 | 31 | 9 | 146 | |
| Entry-level managers | 12 | 1 | 44 | 33 | 7 | 5 | 102 | |
| General employees | 191 | 78 | 172 | 143 | 32 | 18 | 634 | |
| Total | 206 | 79 | 312 | 196 | 93 | 34 | 920 | |
|
Percentage of total employees (by gender) |
22.39% | 8.59% | 33.91% | 21.30% | 10.11% | 3.70% | 100.00% | |
|
Percentage of total employees (by age) |
30.98% | 55.22% | 13.80% | 100.00% | ||||
Note 1: Senior managers: Management position (Managers of M07 Division-level or above)
Note 2: Mid-level managers: Management position (Managers of M05-M06 Assistant Manager/Manager level)
Note 3: Entry-level managers: Management position (Managers of M03-M04 Assistant Section Chief/Section Chief level)
Note 4: General employees: Professional position (P01-P09, from General Engineer/Staff to CTO)
Diverse Employee Benefits
To build a comprehensive benefits system, we not only adhere to legally mandated insurance, leave, retirement systems, and health checks but also offer additional benefits beyond legal requirements, creating a robust support network for our employees. Giga Computing HQ and GIGAIPC has joined the GIGABYTE Group's Joint Employee Welfare Committee to collaboratively establish new benefit policies and promotional activities for employees, enhancing workplace satisfaction. The Welfare Committee meets once a month to discuss matters such as providing employees with reasonable rights and benefits. They ensure compliance with local laws at operational sites and grant employees their fundamental rights, including insurance, retirement pensions, and leave. In 2025, total employee welfare expenditure for Giga Computing Headquarters and GIGAIPC reached NT$260,949 thousand, with an average of NT$292.22 thousand per employee, representing a 14.93% increase from the previous year.
|
Item |
Content |
|
Comprehensive Insurance Plan |
In addition to the statutory labor insurance and national health insurance, we also provide comprehensive group insurance, which includes life insurance, accident insurance, hospitalization medical insurance, critical illness insurance, and cancer insurance. Employees and their families are also eligible to enroll in these insurance plans. |
|
Comprehensive |
To comprehensively care for employees' health and well-being, regular health checkups are provided for employees who have been with the Company for more than two years. Employees aged 40 and above receive an annual health checkup, while those under 40 are eligible for a checkup every two years. In addition, extra health check subsidies are provided to senior managers and employees in high-risk positions. Additionally, we implement an Employee Assistance Program (EAP) that offers counseling services in areas such as mental health, financial matters, and legal issues to support employees' overall life needs and psychological well-being. Through the above measures, we demonstrate our commitment to and care for the overall well-being of our employees. |
|
Various Bonuses and Allowances |
To acknowledge the hard work of our employees, the Company provides various bonuses, including three major festival bonuses, birthday gifts, marriage/childbirth/funeral allowances, and travel allowances. In 2025, a total of 340 employees applied for marriage/childbirth/funeral allowances and travel allowances. |
|
Special Agreement Contractors |
To provide employees with a diverse range of benefits and discounts, we have signed agreements with 57 contractors. These contractors cover various fields such as dining services, childcare centers, and kindergartens, allowing employees to enjoy these services at more favorable prices. In addition, we offer employee discounts on company products, as well as free access to arts and cultural lectures, music performances, and related ticket discounts, enriching employees' lives and encouraging participation in cultural activities. |
|
Childcare Subsidy |
To reduce the childcare burden on employees, we provide a childcare subsidy of NTD 3,000 per month for employees in Taiwan with a child under the age of two, along with flexible working hours allowing for a 2-hour adjustment. In 2025, a total of 260 people applied for a total of NTD 843,000. |
|
Employee Clubs |
To encourage employees to enjoy a balanced life and interact with colleagues from different departments, we have established various clubs, including sports and dance, environmental services, and crafts. We also organize leisure activities such as E-Sports tournaments, sports events, and family days to promote diverse interests and foster communication among employees. |
|
Pension |
According to the "Labor Standards Act," we allocate monthly retirement reserves for employees under the old retirement scheme. Additionally, for employees under the new retirement scheme as per the "Labor Pension Act," we contribute 6% of their insured salary to their retirement pension each month, with the option for voluntary contributions ranging 0 to 6% to their individual retirement account established by the Bureau of Labor Insurance. |
|
Scholarship |
Employees and their children who are enrolled in public or private schools, approved cram schools, open junior colleges, open colleges, or in-service programs, and who hold a formal academic degree, are eligible to apply for scholarships ranging from NTD 1,000 to NTD 4,000 in the form of book vouchers. In 2025, a total of 336 applicants applied for the scholarship, with a total amount of NTD 646,000 distributed. |
|
Movie Appreciation Activities |
The Welfare Committee arranges for reservations for external movie theaters. All employees and their family members can participate, and free drinks and snacks are provided. Holding this activity can reduce stress, enhance employees' work satisfaction and sense of belonging, and promote employee relaxation and strengthen team cohesion. |
|
Vision Impairment Massage Services |
Employees can make massage appointments each month through the "Reservation Management System." After booking, they can visit the fitness center at the scheduled time to enjoy a 15-minute massage session with an on-site massage therapist. In 2025, a total of 2,221 visits to the massage service were recorded. |
|
Enhancing Employee Well-Being |
Provide diverse benefit policies and activities, health and wellness initiatives, employee engagement activities, and hold 6 employee welfare-related activities/lectures each year. |
 |
 |
|
||
2025 Gigabyte Cup Esports Competition |
Calligraphy Class |
Handicraft Course Series |
||
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|
 |
 |
||
2025 Gigabyte Group Sports Family Day |
Club Activity – Singing Club |
Club Activity – Xiao Club |
At Giga Computing, our philosophy is "happy workplace, enriching life," with a "people-first" approach to caring for every employee. We protect all our colleagues with the concept of a "family."
For employees ending their careers due to retirement or termination of employment, we provide the following transitional support programs to enhance their continued employability and career planning. These programs ensure a smooth transition and help maintain competitiveness, thereby improving their ability to continue employment and achieve their career goals.
| Item | Content |
|
Career consultation |
The EAP provides career counseling services. |
|
Psychological support |
We provide professional psychological support to help employees cope with the stress and emotional fluctuations caused by career transitions. |
|
Personal interview |
Conduct interviews with departing or terminated employees to identify suitable internal positions based on their goals, skills, interests, and needs, and if no appropriate internal roles are available, provide support and career transition advice. |
|
Legal consultation |
Providing legal consultation services to help employees understand their rights and options during career transitions. |
|
Internal communication |
Organize seminars to help employees understand the content and importance of skill enhancement and transition assistance programs. |
|
Retirement planning |
Welfare Committee clubs (such as the Go Green Club) welcome retired employees to join, encouraging them to stay physically active, which helps maintain their health. This initiative strengthens social connections and interactions, reducing the sense of isolation after retirement, while also allowing retirees to stay connected with the Company and continue experiencing its culture and support. |
Human Rights Commitment and Communication
Giga Computing supports international human rights conventions and complies with the regulations of the regions in which it operates. We have established various human rights standards to protect employees’ human rights. In the event of relevant incidents, employees can submit complaints through the "Giga Computing HR Mailbox" or via labor-management meeting representatives. All related complaints are handled by dedicated personnel, ensuring that the identity of the complainant and details of the complaint process are kept confidential to protect employee rights.
|
Human Rights Commitment |
Actual Actions |
|
Talent Inclusion and Nondiscrimination |
|
|
Prohibition of Forced Labor |
|
|
Preventative Workplace |
|
|
Gender-friendly Workplace |
|
For more information, please refer to Chapter 2 of GIGABYTE's Corporate Code of Conduct: Equal and Safe Working Environment
Giga Computing has established a comprehensive job grade and salary system, offering remuneration that exceeds industry standards to maintain external competitiveness. At the same time, by defining job grades and levels, an appropriate salary structure has been set to ensure internal fairness. We also provide comprehensive welfare measures to ensure that employees can perform at their best in a balanced state of mind and body. This enhances workplace happiness, fosters a sense of unity, and reduces the intangible costs associated with high employee turnover.
In addition, Giga Computing attaches great importance to human rights protection and a diverse and inclusive workplace culture. Complying with relevant laws, regulations, and the Code of Conduct of its parent company, GIGABYTE, Giga Computing is committed to creating a fair, respectful, and inclusive working environment. We promise that employee recruitment, promotion, and other processes will not discriminate based on race, gender, age, skin color, sexual orientation, language, religion, political party, place of origin, nationality, disability, or marital status, and we prohibit any form of discrimination, forced labor, child labor, workplace harassment, or unlawful infringements.
Manpower Structure
| Locations | Employee Category | Under 30 Years Old | Aged 31 to 50 | Aged 51 and Above | Total | |||
| Male | Female | Male | Female | Male | Female | |||
| Giga Computing HQ | Senior managers | 0 | 0 | 11 | 2 | 17 | 1 | 31 |
| Mid-level managers | 1 | 0 | 78 | 14 | 26 | 8 | 127 | |
| Entry-level managers | 12 | 0 | 40 | 26 | 7 | 5 | 90 | |
| General employees | 153 | 58 | 159 | 124 | 26 | 14 | 534 | |
| Total | 166 | 58 | 288 | 166 | 76 | 28 | 782 | |
| U.S. Subsidiary | Senior managers | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| Mid-level managers | 2 | 0 | 0 | 0 | 0 | 0 | 2 | |
| Entry-level managers | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| General employees | 17 | 8 | 0 | 0 | 0 | 0 | 25 | |
| Total | 19 | 8 | 0 | 0 | 0 | 0 | 27 | |
| GIGAIPC | Senior managers | 0 | 0 | 0 | 0 | 6 | 1 | 7 |
| Mid-level managers | 0 | 0 | 7 | 4 | 5 | 1 | 17 | |
| Entry-level managers | 0 | 1 | 4 | 7 | 0 | 0 | 12 | |
| General employees | 21 | 12 | 13 | 19 | 6 | 4 | 75 | |
| Total | 21 | 13 | 24 | 30 | 17 | 6 | 111 | |
| Total | Senior managers | 0 | 0 | 11 | 2 | 23 | 2 | 38 |
| Mid-level managers | 3 | 0 | 85 | 18 | 31 | 9 | 146 | |
| Entry-level managers | 12 | 1 | 44 | 33 | 7 | 5 | 102 | |
| General employees | 191 | 78 | 172 | 143 | 32 | 18 | 634 | |
| Total | 206 | 79 | 312 | 196 | 93 | 34 | 920 | |
|
Percentage of total employees (by gender) |
22.39% | 8.59% | 33.91% | 21.30% | 10.11% | 3.70% | 100.00% | |
|
Percentage of total employees (by age) |
30.98% | 55.22% | 13.80% | 100.00% | ||||
Note 1: Senior managers: Management position (Managers of M07 Division-level or above)
Note 2: Mid-level managers: Management position (Managers of M05-M06 Assistant Manager/Manager level)
Note 3: Entry-level managers: Management position (Managers of M03-M04 Assistant Section Chief/Section Chief level)
Note 4: General employees: Professional position (P01-P09, from General Engineer/Staff to CTO)
Diverse Employee Benefits
To build a comprehensive benefits system, we not only adhere to legally mandated insurance, leave, retirement systems, and health checks but also offer additional benefits beyond legal requirements, creating a robust support network for our employees. Giga Computing HQ and GIGAIPC has joined the GIGABYTE Group's Joint Employee Welfare Committee to collaboratively establish new benefit policies and promotional activities for employees, enhancing workplace satisfaction. The Welfare Committee meets once a month to discuss matters such as providing employees with reasonable rights and benefits. They ensure compliance with local laws at operational sites and grant employees their fundamental rights, including insurance, retirement pensions, and leave. In 2025, total employee welfare expenditure for Giga Computing Headquarters and GIGAIPC reached NT$260,949 thousand, with an average of NT$292.22 thousand per employee, representing a 14.93% increase from the previous year.
|
Item |
Content |
|
Comprehensive Insurance Plan |
In addition to the statutory labor insurance and national health insurance, we also provide comprehensive group insurance, which includes life insurance, accident insurance, hospitalization medical insurance, critical illness insurance, and cancer insurance. Employees and their families are also eligible to enroll in these insurance plans. |
|
Comprehensive |
To comprehensively care for employees' health and well-being, regular health checkups are provided for employees who have been with the Company for more than two years. Employees aged 40 and above receive an annual health checkup, while those under 40 are eligible for a checkup every two years. In addition, extra health check subsidies are provided to senior managers and employees in high-risk positions. Additionally, we implement an Employee Assistance Program (EAP) that offers counseling services in areas such as mental health, financial matters, and legal issues to support employees' overall life needs and psychological well-being. Through the above measures, we demonstrate our commitment to and care for the overall well-being of our employees. |
|
Various Bonuses and Allowances |
To acknowledge the hard work of our employees, the Company provides various bonuses, including three major festival bonuses, birthday gifts, marriage/childbirth/funeral allowances, and travel allowances. In 2025, a total of 340 employees applied for marriage/childbirth/funeral allowances and travel allowances. |
|
Special Agreement Contractors |
To provide employees with a diverse range of benefits and discounts, we have signed agreements with 57 contractors. These contractors cover various fields such as dining services, childcare centers, and kindergartens, allowing employees to enjoy these services at more favorable prices. In addition, we offer employee discounts on company products, as well as free access to arts and cultural lectures, music performances, and related ticket discounts, enriching employees' lives and encouraging participation in cultural activities. |
|
Childcare Subsidy |
To reduce the childcare burden on employees, we provide a childcare subsidy of NTD 3,000 per month for employees in Taiwan with a child under the age of two, along with flexible working hours allowing for a 2-hour adjustment. In 2025, a total of 260 people applied for a total of NTD 843,000. |
|
Employee Clubs |
To encourage employees to enjoy a balanced life and interact with colleagues from different departments, we have established various clubs, including sports and dance, environmental services, and crafts. We also organize leisure activities such as E-Sports tournaments, sports events, and family days to promote diverse interests and foster communication among employees. |
|
Pension |
According to the "Labor Standards Act," we allocate monthly retirement reserves for employees under the old retirement scheme. Additionally, for employees under the new retirement scheme as per the "Labor Pension Act," we contribute 6% of their insured salary to their retirement pension each month, with the option for voluntary contributions ranging 0 to 6% to their individual retirement account established by the Bureau of Labor Insurance. |
|
Scholarship |
Employees and their children who are enrolled in public or private schools, approved cram schools, open junior colleges, open colleges, or in-service programs, and who hold a formal academic degree, are eligible to apply for scholarships ranging from NTD 1,000 to NTD 4,000 in the form of book vouchers. In 2025, a total of 336 applicants applied for the scholarship, with a total amount of NTD 646,000 distributed. |
|
Movie Appreciation Activities |
The Welfare Committee arranges for reservations for external movie theaters. All employees and their family members can participate, and free drinks and snacks are provided. Holding this activity can reduce stress, enhance employees' work satisfaction and sense of belonging, and promote employee relaxation and strengthen team cohesion. |
|
Vision Impairment Massage Services |
Employees can make massage appointments each month through the "Reservation Management System." After booking, they can visit the fitness center at the scheduled time to enjoy a 15-minute massage session with an on-site massage therapist. In 2025, a total of 2,221 visits to the massage service were recorded. |
|
Enhancing Employee Well-Being |
Provide diverse benefit policies and activities, health and wellness initiatives, employee engagement activities, and hold 6 employee welfare-related activities/lectures each year. |
2025 Gigabyte Cup Esports Competition
Calligraphy Class
Handicraft Course Series
2025 Gigabyte Group Sports Family Day
Club Activity – Singing Club
Club Activity – Dongxiao Club
At Giga Computing, our philosophy is "happy workplace, enriching life," with a "people-first" approach to caring for every employee. We protect all our colleagues with the concept of a "family."
For employees ending their careers due to retirement or termination of employment, we provide the following transitional support programs to enhance their continued employability and career planning. These programs ensure a smooth transition and help maintain competitiveness, thereby improving their ability to continue employment and achieve their career goals.
| Item | Content |
|
Career consultation |
The EAP provides career counseling services. |
|
Psychological support |
We provide professional psychological support to help employees cope with the stress and emotional fluctuations caused by career transitions. |
|
Personal interview |
Conduct interviews with departing or terminated employees to identify suitable internal positions based on their goals, skills, interests, and needs, and if no appropriate internal roles are available, provide support and career transition advice. |
|
Legal consultation |
Providing legal consultation services to help employees understand their rights and options during career transitions. |
|
Internal communication |
Organize seminars to help employees understand the content and importance of skill enhancement and transition assistance programs. |
|
Retirement planning |
Welfare Committee clubs (such as the Go Green Club) welcome retired employees to join, encouraging them to stay physically active, which helps maintain their health. This initiative strengthens social connections and interactions, reducing the sense of isolation after retirement, while also allowing retirees to stay connected with the Company and continue experiencing its culture and support. |
Human Rights Commitment and Communication
Giga Computing supports international human rights conventions and complies with the regulations of the regions in which it operates. We have established various human rights standards to protect employees’ human rights. In the event of relevant incidents, employees can submit complaints through the "Giga Computing HR Mailbox" or via labor-management meeting representatives. All related complaints are handled by dedicated personnel, ensuring that the identity of the complainant and details of the complaint process are kept confidential to protect employee rights.
|
Human Rights Commitment |
Actual Actions |
|
Talent Inclusion and Nondiscrimination |
|
|
Prohibition of Forced Labor |
|
|
Preventative Workplace |
|
|
Gender-friendly Workplace |
|
For more information, please refer to Chapter 2 of GIGABYTE's Corporate Code of Conduct: Equal and Safe Working Environment