E
Sustainable Environment
S
Prosperous Society
G
Corporate Governance

Workforce

CAL regards employees as family. We are always willing to communicate with respect and strive to reach a mutual understanding through negotiation.

Workforce

China Airlines has established a complete workforce through caring for employees, equal rights and diversification, regular performance evaluation based on fairness and objective principles, a complete salary and welfare system, and a sound internal recruitment and rotation system.

CAL regards employees as family. We are always willing to communicate with respect and strive to reach a mutual understanding through negotiation. We endeavor to create a more harmonious work environment based on an equitable, cooperative, and mutually respectful relationship. In such a work environment, labor and management reach a consensus through open and transparent negotiations and are more willing to engage in positive communication on collective agreement issues. CAL values the safety and health of passengers, employees, and all stakeholders. In addition to promoting the systematic management of occupational safety and health, we are committed to reducing occupational hazards, creating a friendly, safe, and healthy workplace, and pursuing a sustainable future.

Workforce Structure of CAL Group

As of the end of 2024, the total number of employees of CAL and Mandarin Airlines were 11,518 and 954, respectively. Compared to the number of employees in 2023, CAL added 260 employees and Mandarin Airlines added 69. The number of employees employed by the two airlines is in compliance with the regulations. CAL responded to flexible work requirements for basic ground service and employed 141 dispatched workers.

China Airlines'
Human Rights Policy
Total employees
Full-time employees11,392
Non-full-time Employees105
Temporary Employees21
Age
Under 301,293
31-506,890
Above 512,930
The Job Category
Business3,217
Air service4,459
Mintenance
2,197
Others1,645
Ranking
Senior management
132
Mid-level management355
Junior management179
Non-executive employees10,852
Region
Taiwan9,893
China179
Asia984
America287
Europe121
Oceania54
Education
Master/PhD1,472
Bachelor
9,510
Senior high493
Others

43

Note 1: Full-time Employees are those whose contracted work hours are normal work hours.
Note 2: Non-full-time employees are those whose contracted work hours are lower than normal work hours.
Note 3: Interns are not included in the total number of employees.Based on the headcount as of December 31, 2024.
Note 4: Job duties - others: including senior executives at the level of vice president and above, auditing and accounting, information technology staff, and all other personnel not categorized above.
Note 5: Senior executives: Level 1 managers and deputies or above; Mid-level managers: Level 2 managers and deputies; Junior-level supervisors: Level 3 managers and deputies.

Total employees
Full-time employees944
Non-full-time Employees10
Temporary Employees0
Age
Under 30228
31-50499
Above 51227
The Job Category
Business423
Air service238
Maintenance
146
Others147
Ranking
Senior management
20
Mid-level management36
Junior management33
Non-executive employees865
Region
Taiwan930
China24
Education
Master/PhD73
Bachelor
824
Senior high56
Others1

Note 1: Mandarin Airlines has no temporary employees.
Note 2: Interns are not included in the total number of employees
Note 3: Job duties - others: including senior executives at the level of vice president and above, auditing and accounting, information technology staff, and all other personnel not categorized above.
Note 4: Senior executives: Level 1 managers and deputies or above; Mid-level managers: Level 2 managers and deputies; Junior-level supervisors: Level 3 managers and deputies.

Gender Equality and Diversity

We place great importance in gender equality. In 2024, female employees accounted for 51.42% of CAL’s total workforce, with 30.33% in managerial positions; at Mandarin Airlines, the figures were 53.04% and 26.97%, respectively. Due to the nature of the aviation industry, CAL has a higher demand for professionals in certain fields of expertise, leading to a male / female gap that is common in society (detailed Workforce Gender Diversity Target tables in the Appendix). CAL is committed to providing a comfortable work environment that is conducive of balanced career development for all employees, regardless of gender. In order to safeguard the well-being and right to work of female employees, when a female flight attendant is pregnant, she may apply for unpaid leave or request a transfer to ground services. Upon completion of maternity leave, she may then apply to resume her duties as a flight attendant. In addition, two breastfeeding rooms have been set up at CAL Park for female employees to use at any time. For our male employees, they may apply for 7-day paternity leave with full pay during childbirth. In addition, to help our employees achieve work-life balance, CAL has signed agreements with 7 daycare centers and kindergartens in 2023 to provide special discounts for CAL employees.


CAL values diversity in the workforce. In 2024, CAL employed 82 Indigenous employees (0.71%) and 101 employees with disabilities. In addition to our commitment to expanding employment among indigenous people, we have employed staff with disabilities at a higher proportion than prescribed by law since September 2015. CAL received the Excellency Award at the Golden Wingspan Awards in 2016. We have redesigned job descriptions for employees with disabilities with a focus on improving working conditions and making adjustments to job requirements and career development. We also provide shuttle buses and regularly-scheduled health examinations for our employees with disabilities. In addition, we have signed long-term service contracts with visually impaired massage therapists to provide employees with free on-site massages, thereby providing job opportunities for the visually impaired and enhancing our employees' health at the same time.

Business
Male1,257
Female1,960
Air service
Male1,551
Female2,908
Maintenance
Male2,095
Female102
Others
Male692
Female953
Business
Male144
Female279
Air service
Male104
Female134
Maintenance
Male134
Female12
Others
Male66
Female81

Recruitment

Due to CAL Group's business growth and fleet / flight network expansion in recent years, we have recruited in various areas to meet the requirements of our growing business. To fulfill our commitment to social responsibility, we continue to promote industry- academia collaboration programs and employ people with disabilities. In 2024, CAL recruited 864 employees, including 846 full-time employees and 18 contract employees, accounting for 7.5% of the total workforce. Mandarin Airlines recruited 140 full-time employees, accounting for 14.68% of the total workforce.

Total employees
Full-time employees846
Contracted employee18
Age
Under 30602
31-50230
Above 5132
Gender
Male349
Female515
Work place
Taiwan547
China11
Asia224
Americas55
Europe21
Oceania6
Total employees
Full-time employees140
Age
Under 30109
31-5028
Above 513
Gender
Male66
Female74
Work place
Taiwan138
Asia2

Local Employees

The flight network of CAL spans across the globe, and a large number of job opportunities are available. This results in contributions to local employment and economic development. About 85.89% of all CAL employees are based in Taiwan. The composition of CAL's international employees includes foreign pilots from 22 countries, and flight attendants from Vietnam, Japan, and Thailand. We also employ local employees in 25 countries around the world. CAL endeavors to provide a friendly work environment for our international employees, with equal opportunities and benefits to our Taiwanese employees.

Europe
  • Employee: 41.38%
  • Management: 26.32%
Asia
  • Employee: 92.73%
  • Management: 45.74%
China
  • Employee: 96.58%
  • Management: 47.06%
Taiwan
  • Employee: 98.77%
  • Management: 100.00%
Oceania
  • Employee: 54.29%
  • Management: 16.67%
America
  • Employee: 64.65%
  • Management: 30.00%
China
  • Employee: 91.67%
  • Management: 30.56%
Taiwan
  • Employee: 100.00%
  • Management: 100.00%

Employee Turnover

Over the past three years, the average employee turnover of CAL has been 5.26%. Each of our employees is protected by an employment contract, and each contract clearly sets forth provisions regarding rewards, disciplinary actions, and employment termination. In addition, rules concerning termination of employment and the number of days required for a notice of resignation comply with the Labor Standards Act. With respect to locations where employee turnover rates are relatively high, we evaluate local labor-related regulations and wage levels and refer to comments made by resigning employees and local managers to see whether adjustments are needed in our salary and benefit practices. We also utilize internal systems and incentive programs to reduce turnover rates.

In 2024, the number of employees leaving CAL decreased by approximately 0.59% compared to 2023. The proportion of involuntary departures increased by 0.35%, while the voluntary departure rate decreased by 0.94%. CAL will continuously optimize internal management to maintain low turnover.

At Mandarin Airlines, employee turnover in 2024 decreased by approximately 2.24% compared to 2023, mainly due to personal career plans with applications for retirement or resignation. Despite the decrease in the turnover rate, Mandarin Airlines will continue to provide diversified channels of communication for its employees and gradually enhance its employee benefit system to retain talent.

Employee Retention

Periodic Performance Evaluations Conducted on a Fair and Objective Basis

CAL conducts performance evaluations three times a year, covering all employees except those with insufficient service periods, with a 100% execution rate. The system includes performance interviews to provide feedback and support. When performance improvement or consultation is needed, departments arrange meetings as necessary to enhance communication between supervisors and employees.

To ensure fairness, employees are assessed by multiple supervisors from various perspectives. Evaluation criteria are tailored by job level and professional function, covering core competencies and role-specific requirements. For supervisors, evaluations also include annual Management by Objectives (MBO) aligned with company strategy.

Cabin crew receive two-way performance feedback. Those with over one year of service are assessed based on attendance, rewards/disciplinary records, and job performance within standardized guidelines to ensure objectivity and avoid bias.

Sound Remuneration System

Every year, CAL offers employees reasonable remuneration packages, related benefits, and insurance coverage based on CAL's overall salary policy and earnings. Performance-based salary adjustments and promotions are also possible for employees with outstanding performance, ensuring that the promotion process is conducted in accordance with the principles of transparency and fairness. In addition, we provide various types of allowances and benefits (such as dividends, education and training, employee stock options, concessional airfares, and work allowances) and flexible benefit programs (such as retirement packages) to meet employees' various needs. Apart from enhancing the bond between employees and the management, this arrangement can also raise employee satisfaction and retention rates.

To support long-term retention and performance, CAL provides annual bonuses tied to business results and implements performance-linked increases in work allowances. The employee stock ownership trust also features a mechanism for annually increasing company contributions, incentivizing long-term participation, with both components subject to caps after five years.