Employee structure

FPCC views employees as its most important asset and provides good work and environment

FPCC supports and complies with the Universal Declaration of Human Rights, UN Global Compact, and International Labour Organization Declaration on Fundamental Principles and Rights at Work, and established the Human Rights Policy to protect employees' rights (see the website for details on the Human Rights Policy and Human Rights Concerns and Methods). All FPCC employees are protected by the Human Rights Policy and Human Rights Concerns and Methods.

Human Resource Structure

In 2024, the total number of full-time employees at FPCC was 5,110 with an average age of 45.1. Due to industry characteristics, the men-women ratio was around 9.45:1. The ratio of employees with a bachelor degree or above was around 68.1%. 75.9% of employees held an entry-level supervisor or a lower-level position, 81.4% were working in Central Taiwan, and the average years of service was 17.2 years.

The 4,994 formal employees accounted for 98% of all employees in 2024, and 100% were R.O.C. citizens. The 116 informal employees (e.g., consultants, fixed-term contract-based personnel, work-study students, and directors) accounted for 2%. Except for directors, all informal employees held full-time positions.

The nature of the work of the Company’s workers who are not employees (contractors) is mainly equipment maintenance, construction, and environmental cleaning. The number of contractors in 2024 was the equivalent of 4,043 people based on the total annual working hours.

The difference in the number of FPCC employees in 2024 compared to the previous year was less than 2%, so there was no significant fluctuation.

Human Resources Structure Statistics-Gender

Human Resources Structure Statistics-Region

Note 1:Permanent employees: Full-time or part-time employees who signed an open-ended (i.e., perpetual) contract

Note 2:Temporary employees: Employees who signed a fixed-term contract. The contract expires at a fixed time, has a specific task with an assessed time or is terminated when an event is completed (e.g., when a work project is concluded or the employee that originally held the position returns).

Note 3: Non-guaranteed hours employees: Employees who are not guaranteed a minimum or fixed number of hours of work every day, week, or month, but may be in a state where they can work as needed, such as temporary employees, zerohour contract employees, and on-call employees

Note 4:Full-time employees: Employees who work a certain number of hours each week, month, or year according to legal and practical definitions of work hours

Note 5: Part-time employees: Employees who work fewer hours each week, month, or year compared with full-time employees

Note 6: Operation locations in northern Taiwan include Taipei, New Taipei City, and Taoyuan, and operation locations in central Taiwan include Changhua and Yunlin

Note 7: A new operation location in southern Taiwan was added in 2024, which includes Kaohsiung.

Non-employee Information for 2024

Note 1: The number of non-employees is estimated using the full-time equivalent (FTE) method. Number of people = working hours / daily working hours / number of working days in the whole year. If the number of people is less than 1, it will be counted as 1 person. The number of working days in 2024 is estimated based on 250 days.

We continue to implement innovative organization management and streamline the organizational structure. In 2024, a total of 140 formal FPCC employees were separated (including 59 retirees), which was an employee turnover rate of 2.75%, better than the petrochemical industry’s 7.32%, and fully demonstrated what we have accomplished in taking care of our employees and their trust in and identification with the Company. We expect the number of employees that retire will increase year by year, and set the target employee turnover rate of under 5%.

Age Distribution of Separated Formal Employees

Note 1: Source of industry information: Directorate-General of Budget, Accounting and Statistics (time series data inquiry - exit rate)
Note 2: Formula: Number of male (female) employees separated / number of formal employees

FPCC has been fair, impartial, and open with its recruiting operation and has never hired child labor to do any work. We maximize our recruitment sources through multiple channels and hire according to the performance of each examinee. The number of new formal employees totaled 60 in 2024, accounting for 1.18% of all employees. Most new employees are aged 30 or under, accounting for 1% of all employees. We will continue to recruit new employees as the source of organizational innovation.

New Formal Employees of FPCC in 2024

Note: Formula: Number of new male (female) employees / number of formal employees

There are specific regulations in place for the promotion, evaluation, training, and reward or punishment systems for all employees, so that everyone is treated fairly. As such, no discrimination, violation of human rights, or forced labor incidents occurred in 2024. The ratio of people with physical or mental disorders hired over the most recent 3 years meets the requirement set forth in the People with Disabilities Rights Protection Act of no less than 1% of the total number of employees.

FPCC takes gender equality very seriously. Even though the ratio of female employees is relatively low due to industry characteristics, in 2024, female second level  supervisors accounted for 9.92%. With transparent and standardized promotion channels, the number of second level female supervisors has increased in recent years, showing our efforts in creating a workplace environment with gender equality. The percentage of senior management hired locally in Taiwan was 100%.

Number of Female Second Level Supervisors or Higher

Unpaid Parental Leave

In order to realize the idea of a happy workplace, we set up nursery rooms on the premises and created friendly offices to meet the needs of colleagues who need to breastfeed or collect their breast milk during business hours. We also offer child care leave according to the law. Colleagues who meet the criteria may adjust their work hours to reflect their needs.

Statistics of Unpaid Parental Leave

Note 1: Retention rate refers to the ratio of employees reinstated after parental leave and stay for at least one year
Note 2: Retention rate formula: Number of employees still active 12 months after being reinstated from parental leave / number of employees reinstated from parental leave in the previous reporting period

Hiring Local Workers