In 2024, Wellell had a total of 215 employees at its Taiwanese headquarters and 603 employees around the world, 64% of whom were non-Taiwanese. The Company is dedicated to working with global brand partners at the forefront of providing medical products and services, contributing to the health and well-being of people worldwide. Guided by our business philosophy of “integrity, professionalism, and innovation,” we provide a friendly workplace, a diverse and inclusive working environment, comprehensive care and benefits, open and transparent communication channels, and a culture of genuine care. This ensures that our employees are in roles that match their talents, allowing them to shine on the global medical brand stage.
Wellell is committed to creating an equal, inclusive, and diverse working environment. Differences in race, nationality, gender, religion, and other factors have no impact on hiring, compensation, or promotion. As a multinational company, Wellell encourages its employees to respect their differences and learn together. In 2024, in compliance with the law, Wellell employed one person with a disability and hired two employees of indigenous descent to promote employee diversity and equal employment opportunities.
Diverse Communication Channels
To promote labor-management harmony, Wellell has established the Regulations on Labor-Management Meeting, under which labor and management representatives are elected in accordance with the law to attend labor-management meetings, which are held at least once per quarter. Based on the current number of employees, labor-management interaction, and the effective operation of internal communication channels, both labor and management can achieve good negotiation and consensus through the existing system. Currently, no labor union has been established, and no collective agreement has been signed with employees. However, the Company has established diverse communication channels to allow employees to submit suggestions and complaints at any time and protect the rights and benefits of employees.
| Communication channel | Communicated content |
| Employee assembly | Wellell holds two employee engagement assemblies annually, which are hosted by the president. The aim of these meetings is to build consensus and communicate current operations as well as future development plans, while also facilitating two-way communication and interaction with employees. Moreover, the brand day has been extended to global subsidiaries and affiliated companies. In addition to sharing company information, a variety of activities are designed to promote interaction and exchange between employees within the group. |
| Labor-management meetings | Conducted every quarter, a total of 4 labor-management meetings were held to discuss meals, environmental facilities, computer equipment, and other issues. At the same time, laws and regulations related to human resources were promoted and progress on health and safety in the workplace was explained. The meetings effectively facilitated communication and exchange of opinions between labor and management. |
| Wellell Monthly | Internal publications are issued to help employees access news about the Company. A total of 6 issues were published. The content covered the presentation of benchmark brands on the market, including those operating in the fields of medical materials, cultural and creative products, games and entertainment, as well as consumer goods. In addition, information on participation in domestic and foreign exhibitions, supplier meetings, customer visits, and seminar attendance was disseminated |
| Employee Welfare Committee | A total of 7 meetings were held to discuss various employee benefits and activities. The ticket distribution process was optimized and the procedures for various activities are continuously adjusted. Moreover, the annual budget is carefully reviewed and used efficiently to ensure the effective use of funds. |
| Grievance Channels | The Company has set up a “diverse feedback mailbox” where employees can express their opinions, file complaints, or report concerns. In 2024, no feedback or grievances were submitted. All cases were handled according to the Company’s standard procedures, ensuring proper communication with employees. |
| Employee opinion surveys | In 2024, Wellell organized a total of 9 events, and distributed questionnaires (with “very satisfied” rated as 5 points) after the events. The average satisfaction score was above 4.46 |