Employees are the most important and most valued assets of the Bank; thus, the Bank is committed to building a work environment where human rights are respected, free of discrimination and harassment, as well as safe, healthy, and friendly. In order to truly understand the needs of employees, the Bank has established diverse and bilateral communication channels to hear the voices of our employees.

In order to listen to the voices of our employees and understand their feelings, the questionnaire on employee satisfaction and engagement is divided into six aspects, including job satisfaction, workplace satisfaction, salary assessment satisfaction, education and training satisfaction, health check-ups and consultation satisfaction, and employee engagement. The results of the overall satisfaction of the top five aspects are thereof all "satisfactory", with an average score of 3.8 points (out of 5 points). The result of employee engagement is "dedicated", with an average score of 3.32 points (out of 5 points).

A total of 2,962 people responded to this questionnaire. The statistics of the questionnaire survey are as follows.

The questionnaire adopts sequential questions. According to the five-point scale of satisfaction/ engagement, it is expressed with a score of 1~5 points. The average scores and satisfaction / engagement levels of each aspect are as follows:

Employee Satisfaction Target for 2024: 60%

In order to achieve friendly interaction with its employees, the Bank has been holding labor-management meetings once every three months according to the "Chang Hwa Bank Guidelines for Labor-Management Meeting Implementation" since July 28, 1999, to conduct discussions and negotiations regarding matters such as labor-management relations and cooperation, employee salaries and benefits, and labor safety.

In response to changes such as amendments to labor policies, laws and regulations, the Bank and the CHB Corporate Union representatives re-initiated negotiations regarding collective agreement. The Bank and the CHB Corporate Union signed the collective agreement again on May 14, 2018. The contents of the collective agreement were established after being fully discussed by the representatives of the employer and the employees, and after taking account of labor-related laws and collective agreements of peers in the financial industry. Many of the provisions in this collective agreement are superior to current legal requirements, such as paid annual personal leaves, family care leaves and sick leaves; compensation payment for employees who passed away due to illness or accident while on unpaid leave due to military service, injury, or illness, as to take care of their surviving dependents; and bone marrow or organ donor leaves with duration adjusted according to actual needs, as to encourage employees to participate in public welfare. The Bank signed the "Collective Bargaining Supplementary Agreement" with the CHB Corporate Union on July 30, 2020, which was approved by the Department of Labor, Taipei City Government on record. With that, five articles in total were added (amended), including Article 7-1 "Anti-Free Rider Clause".

In order to exchange opinions with employees, the Bank has set up hotlines and an employee communication mailbox, so that employees' voices can be heard and responded to, as a way to improve the management of the Bank.

The Bank has established "Employee Complaint Notice" to provide employee complaint channels. Employees may submit grievances orally or in writing. The unit responsible for handling grievances will decide on the grievance within one month. If the grievant is dissatisfied with the decision, they may appeal to the Labor-Management Meetings.