Ensure adequate wages at or above cost of living estimates or benchmarks 

We follow Anker's two-step living wage methodology. First, we gather data on the cost of a basic yet adequate standard of living for a worker and their family in a given location. Second, we assess whether actual wages (excluding overtime, bonuses, and in-kind benefits) meet or exceed this standard. If wages fall short, we request improvement plans from the relevant entities (e.g., Acer offices, contractors, suppliers). 

Details of our approach: 
 

Step 1: Living wage benchmark using Numbeo 

We use Numbeo, a leading cost-of-living database, to determine living wage standards. It provides data on expenses such as food, utilities, housing, transportation, childcare, and clothing, based on its December 2024 statistics. For example: Numbeo US Data (updated regularly).
 

Step 2: Wage surveys 

We surveyed employees, contractors, and suppliers to compare their average monthly wages with Numbeo benchmarks: 

• Acer employees: We focused on the top three countries by employee count. Local HR Compensation & Benefits teams provided average wage data, which we compared to the relevant Numbeo figures. 
• Contractors: Global HR contacted contractors to supply average wage data for general employees. These were compared to Numbeo standards. 
• Suppliers: Acer’s supplier outsourcing team surveyed tier-1 suppliers. Their HR departments submitted average wages and the wage gap relative to Numbeo benchmarks. If below standard, we requested improvement plans. 

Monitoring Working Hours, including Overtime Management

To ensure compliance with employee working hour regulations and to maintain a healthy work-life balance, Acer has established a comprehensive attendance clock-in system. All employees are required to record their daily attendance via an electronic system, which automatically calculates daily and monthly total working hours and provides real-time alerts for any irregularities. The managers are responsible for reviewing their subordinates' working hour records and overtime requests to ensure that overtime is justified and compliant with company policies. The Human Resources Department consolidates working hour and overtime data across departments as a reference for workforce allocation. 

Ensure employees are paid for overtime work 

To safeguard employee rights and comply with labor laws, Acer has implemented a clear mechanism for overtime pay to ensure all qualifying overtime hours are compensated in accordance with regulations. Employees must submit overtime requests in advance via the MyAcer platform under the eLeave system, which requires approval from their direct supervisors. After completion of overtime work, actual hours must be recorded in the system. The system automatically cross-checks clock-in records against declared hours, and upon verification, the approved overtime pay is included in the monthly payroll. 

HR regularly monitors overtime records and compensation payments to ensure seamless policy execution. Furthermore, the company provides grievance channels for employees to raise concerns regarding overtime pay. Through this system, Acer is committed to fostering a transparent, fair, and compliant compensation and labor environment. 

Regularly engage with workers' representatives on working conditions  

Acer offers multiple channels for employee communication. For example, in Taiwan, quarterly labor-management meetings are held to facilitate dialogue on employee rights and needs between labor and management representatives. Across global operational sites, labor unions exist in countries including Italy, France, Germany, the Netherlands, Spain, and China (Shanghai region only). Topics discussed include fostering a supportive work environment, optimizing workflows, and business-related matters.

Routinely monitor the gender pay gap to achieve equal remuneration for men and women 

We conduct an annual gender pay gap analysis covering both base salary and total compensation, segmented by region and job function. This review helps identify any disparities and ensures equitable compensation practices. When discrepancies arise, we investigate root causes and collaborate with relevant teams to implement corrective actions. Our objective is to promote pay equity throughout the organization and uphold our commitment to equal pay for equal work, regardless of gender.  

Expand social protection coverage for workers beyond public programs  

At our HQ in Taiwan, in addition to the National Health Insurance provided by the government, the company purchases supplementary group insurance for every employee. These insurances include life insurance (coverage equivalent to 25 times monthly salary), accidental injury insurance (10 times monthly salary coverage), accidental medical insurance, hospitalization insurance, vaccine insurance, and cancer medical insurance, all fully paid by the company. Additionally, the company offers free health check-ups and employee psychological counseling services.

Ensure employees are taking their paid annual leave entitlements

To safeguard employee physical and mental health and uphold leave entitlements, Acer has established a robust paid annual leave management system that encourages employees to plan and take leave appropriately. Annual leave entitlement is automatically calculated and recorded in the eLeave system according to labor laws and employee tenure. Employees can check remaining leave balances and submit leave requests via the system at any time. Supervisors are responsible for assisting employees in scheduling leave to prevent long-term leave accumulation or situations where work pressure inhibits taking leave.

HR regularly monitors annual leave usage across departments, proactively reminding supervisors to assist employees with low leave utilization or extended leave absences. At year-end, a summary report on unused leave is submitted to management for review.  

Provide training or reskilling to mitigate negative effects of industrial or climate transition changes 

In response to the rapid development of digital transformation and AI technologies impacting the industry, Acer actively promotes AI literacy courses (e-Learning), as well as classroom training such as “RPA x AI Process Automation Practical Applications,” to help employees acquire emerging digital tools and skills, thereby minimizing the impact of transformation on employee career development. To ensure training relevance and effectiveness, participants are required to reflect post-training on how to apply RPA in their own work and submit concrete application outcomes.