Happy Employee

Protect Labor Rights

FEDS follows international standards such as the United Nations Universal Declaration of Human Rights (UDHR) and the United Nations Global Compact (UNGC). All departments are required to implement human rights policies, and complies with labor laws and regulations including the Labor Standards Act, the Gender Equality in Employment Act, and the Occupational Safety and Health Act. Internal management policies are also enforced. These policies apply to all employees, suppliers and counter vendors. FEDS will conduct human rights due diligence focused on employee rights, health, and safety.

Explanation of Human Rights Policy

Tip: please scroll horizontally when viewing this page on your mobile device

Policy	Content of Commitment	Management Actions
Prohibition of Forced Labor	Comply with labor regulations and prohibit forcing employees to engage in labor services in any form.	Through sound personnel management systems and supplier management, promptly provide necessary assistance and communication for situations that may violate labor regulations.
Prohibition of Child Labor	No employment of child labor under 16 years of age.	In accordance with the Labor Standards Act, prohibit all operating locations and suppliers from employing child labor under 16 years of age.
Working Hours, Wages, and Benefits	All employees’ working and rest hours, work remuneration, and related matters must comply with regulations.	Strictly comply with labor regulations and, through systematic management, education and advocacy, and continuous review mechanisms, establish reasonable working hours and a friendly work environment.
Collaboration Freedom of Association and Labor Relations	Support employees’ rights to assemble, associate, and participate in club organizations, and safeguard employees’ freedom of speech.	Establish relevant management measures supporting employee assembly and association, and build diverse, smooth communication channels such as labor-management meetings and the employee feedback mailbox to safeguard employees’ freedom of association and collective bargaining.
Diversity, Equity, and Inclusion	Implement equal employment, eliminate inequality, and oppose all forms of discrimination, harassment, or bullying.	Safeguard equal pay for equal work, not affected by factors such as race, gender, or age. To prevent incidents such as discrimination, bullying, and sexual harassment, establish “Regulations for Establishing Measures of Prevention, Correction, Complaint, and Punishment of Sexual Harassment” and publicly promote them, enabling employees to work with peace of mind.
Maternity Protection	Provide appropriate and reasonable facilities and leave for employees who are pregnant, in labor, or breastfeeding.	Establish an institutionalized management mechanism implemented through the five steps of “identify, assess, consult, adjust, and track,” and provide a consultation window.
Health and Safety	Comply with labor regulations and provide employees with a safe and healthy work environment.	Actively implement occupational safety and health management, with no occupational injury incidents in 2025, and provide employees with health check-ups exceeding legal requirements, promoting the “Employee Health UP” program toward becoming a healthy and happy enterprise.
Privacy Protection	Ensure the privacy and security of personal data file management to prevent incidents of data leakage.	Establish internal standards in accordance with laws, implement personal data protection and information security management, and ensure data is properly stored and used.

Healthy Workforce Meets New Challenges in Retail

As of the end of 2025, FEDS had a total of 1,200 employees, comprising 1,194 full-time employees and 6 short-term contract employees, a decrease of 41 (-3%) from the previous year. The workforce is predominantly female, totaling 767 (64%), and the age distribution is concentrated in the 30–49 age group (56%); both the gender ratio and the main age distribution remained level with the previous year, indicating a stable human resource structure.

Employee Workforce Structure

Tip: please scroll horizontally when viewing this page on your mobile device

Category	2023			2024			2025
Category	Male	Female	Total	Male	Female	Total	Male	Female	Total
Full-Time Employees	470	810	1,280	448	790	1,238	431	763	1,194
Informal Employees	0	2	2	1	2	3	2	4	6
Number of Permanent Employees	470	810	1,280	448	790	1,238	431	763	1,194
Number of Temporary Employees	0	2	2	1	2	3	2	4	6
Number of Employees without Guaranteed Hours	0	0	0	0	0	0	0	0	0
Total Number of Employees	470	812	1,282	449	792	1,241	433	767	1,200

Note: Full-time employees are defined as those holding indefinite contracts and annual employees. Unofficial employees include temporary, seasonal short-term employees, monthly salary employees.

Tip: please scroll horizontally when viewing this page on your mobile device

Category		New Employees			Resigned Employees
Age	Gender	2023	2024	2025	2023	2024	2025
29 Years Old and Below	Male	61	48	41	52	50	37
29 Years Old and Below	Female	85	80	82	91	80	91
30 to 49 Years Old	Male	13	14	19	41	26	29
30 to 49 Years Old	Female	28	18	35	74	39	42
50 Years Old and Above	Male	3	0	4	20	8	13
50 Years Old and Above	Female	0	0	0	24	5	6
Overall	Male	77	62	64	113	84	79
Overall	Female	113	98	117	189	124	139
All		190	160	181	302	208	218

Note: Percentage of new and resigned employees = number of new and resigned employees ÷ the total number of employees in the age group.

Towards Establishing a Happy Workplace

To create a friendly workplace and help employees achieve happiness, FEDS ensures that all employee labor conditions comply with legal requirements and provide statutory benefits. Some employee welfare policies exceed legal standards, and FEDS is committed to ensuring employees can work with peace of mind. We plan action initiatives to create a “warm, healthy, and happy” workplace environment, enabling every employee to work in an equitable and respectful environment where they can fully utilize their talents. Through career training and transparent promotion channels, employees can create self-value and grow together with the company, achieving a win-win situation for both the enterprise and employees, advancing toward a healthy and sustainable happy workplace.

Labor-Management Meetings Promote Workplace Harmony

FEDS holds quarterly labor-management meetings. In 2025, headquarters and branches convened a total of 48 meetings, with discussions covering topics such as attendance systems, scheduling management, and childcare services. All resolutions of labor-management meetings apply to all employees, achieving a coverage rate of 100% and ensuring all employees are protected by consultation outcomes.

Eliminating Discrimination So That Employees Can Work with Peace of Mind

FEDS eliminates and prevents any incidents of discrimination, bullying, and sexual harassment. The Company has established the “Regulations for Establishing Measures of Prevention, Correction, Complaint, and Punishment of Sexual Harassment.” In addition to providing specific explanations during new recruits training, these regulations are also posted on the internal website and in public areas such as pantry, to promote awareness of sexual harassment prevention and allow employees to work with peace of mind. In terms of gender equality education training, The Labor Safety Department organizes courses including “Prevention of Workplace Illegal Harassment” and “Sexual Harassment Prevention” and other gender equality themed courses. In 2025, FEDS further promoted company-wide sexual harassment prevention training.

Allocating Suitable Working Hours Without Forced Labor

Due to the nature of the industry, FEDS operates year-round except under special circumstances, but this does not come at the expense of employees’ labor rights. In accordance with labor laws, FEDS implements flexible working hours. When business volume is high during events, FEDS provides employees with overtime pay or paid compensatory leave and appropriately adjusts monthly work hours to ensure employees receive adequate rest.

Implementing Occupational Safety and Health Management

FEDS, in accordance with the Occupational Safety and Health Act, has established an Occupational Safety and Health Committee and formulated the Committee’s Charter. The company also adopts the PDCA (Plan-Do-Check-Act) management model to develop safety management procedures, strengthening training, enhancing employees’ awareness, reducing the likelihood of occupational accidents.

FEDS Occupational Safety and Health Policy

Compliance with National Laws: Comply with domestic occupational safety and health regulations during implementation.
Good Safety Management: Implement staff training to reduce accident risks.
Health Protection for Employees: Strengthen employee health management and create a healthy workplace.
Participation of All Employees: Provide a communication platform for all employee involvement in safety and health.
Supervisors to Lead by Example: Support the implementation of safety and health to prevent occupational accidents.
Achieve Company Performance: Implement the PDCA management model to realize zero workplace accidents.

Diverse Communication Channels to Listen to Employee Voices

As FEDS values the thoughts and opinions of every employee, the company has established an internal grievance mechanism and also formulated the “Employee Feedback Handling Procedures,” which are explained in detail during new recruit training. The President is the highest authority responsible for employee complaints. Whether employees voice opinions through internal grievance mechanisms or external channels, they are actively handled and appropriately responded to. In addition, FEDS conducts an employee satisfaction survey every two years to understand employees’ perceptions.
The 2025 survey covered remuneration and benefits, training and development, equality and inclusion, AI application, and sustainability-goal awareness, with a 47% response rate and an overall satisfaction score of 3.37 (out of 5).

Jointly Safeguarding the Rights and Interests of Business Partners

Although department store counter staff, cleaning personnel, and security personnel are directly employed by individual brand counters and outsourcing companies, they work at FEDS’ various operating locations as long-term business partners. FEDS requires counter vendors and outsourcing companies to legally protect the labor rights of their employees through contractual agreements and maintains communication channels. In the event of any labor rights violations, the branches will report to the counter vendors and outsourcing companies, urging them to safeguard their employees’ rights.

10 Major Actions Under the Employee Health UP Program

In the spirit of “healthy employees for the sustainable development of enterprise,” FEDS strives to create a warm and healthy workplace and has implemented the “Employee Health UP” program for seven consecutive years, continuously maintaining employees’ physical and mental health through 10 health action initiatives. We will continue to refer to employee feedback to promote various health promotion activities, ensuring that every employee can Work Happy & Work Healthy!

10 Actions of the Employee Health UP Program

Action 1: Health Care Stations

The Labor Safety Department provides first aid kits, body fat scales, massage chairs, massage guns, health magazines, wireless jump ropes, and 20 other types of health care items for employees to use freely.

Action 2: Employee Health Management

We provide employee health check-ups more frequently than required by law, and collaborate with Far Eastern Memorial Hospital, where nurses actively track and care for employees’ health based on their test results.

Action 3: Influenza Vaccination Services

FEDS annually collaborates with local health authorities to provide on-site influenza vaccination services, offering fluvaccines to employees, and also extended to counter staff and customers. In 2025, a total of 984 individuals were served, a 31% increase.

Action 4: Power Walking for Carbon Reduction

To promote physical activity and reduce sedentary behavior, FEDS has held the “Walking for Weight Loss and Carbon Reduction” program for three consecutive years. In 2025, 478 employees parti cipated, collectively achieving 380.71 million steps.

Action 5: Popular Health Information

Regularly shares health education on chronic disease prevention and wellness via the intranet, enhancing employees’ health awareness; 172 articles were published in 2025.

Action 6: Health Points Collection Campaign

FEDS implemented the “Health 99 Points Card” program, rewarding employees with raffle tickets for participating in health promotion activities. In 2025, emp loyees accumulated 31,607 health points, up 9% from the previous year, and earned 3,042 raffle tickets.

Action 7: Gentle Health Reminders

Through digital signage in break rooms, FEDS promoted 48 messages on healthy eating, disaster prevention, and traffic safety in 2025. Over the past five years, 213 messages were disseminated, enhancing employees’ health and safety awareness.

Action 8: Employee Health Seminars

Through diverse health seminars, enhances employees' awareness of d isease preven tion, stress adjustment, and mental health, inviting professional physicians and psychologists to provide health knowledge. In 2025, 242 seminars were held (+34%).

Action 9: Employee Health Survey

FEDS regularly conducts health surveys to assess workplace health risks and support health management strategies. In 2025, 216 surveys were distributed with a 70% response rate, and 66 high-risk employees received follow-up care and health consultation services.

Action 10: On-Site Physician Consultations

FEDS adopts a tiered health management approach and provides on-site physician consultations through contracted medical institutions. In 2025, 48 consultation sessions were held with 386 participations, helping employees monitor their health and receive early intervention.

Communication Channels of Employee Opinions

Physical Channels

Labor-Management Meetings

Occupational Safety Meetings

Welfare Committee Meetings

Department Meetings

Cross-Functional Department Meetings

Rules and Measures

Improvement Proposal System

Incentives for Innovative Proposals

Measures for Handling Employee Opinions

Employee Opinion Surveys

Virtual Channels

President’s Mailbox

Department Mailbox

Contact Mailbox on FEDS’s Official Website

CSR Mailbox

Internal Bulletin

EIP Platform