Human Rights
Respect for human rights is a core value at ASUS, incorporated into our Corporate Code of Conduct and applied throughout our global operations and supply chain. ASUS is committed to ensuring that all employees are treated with respect and fairness, and requires suppliers to adhere to applicable laws as well as social and environmental standards. To enhance human rights protections within the supply chain, ASUS reviews the labor and employment conditions of our partner suppliers, sets high standards, and has issued the ASUS Human Rights Statement. Through the following concrete actions, we strengthen suppliers’ implementation of their human rights responsibilities.
【Formulate Supplier Code of Conduct】
ASUS’s Supplier Code of Conduct clearly prohibits the use of child labor and any form of forced labor, and forbids charging recruitment fees.
【Declaration of Compliance】
Require all suppliers to sign the Declaration of Supplier Code of Conduct to ensure first-tier suppliers comply with the RBA Code of Conduct.
【Human Rights Due Diligence】
Conduct an annual supply chain human rights due diligence, tiering supplier risks based on indicators such as recruitment procedures, contract management, wages and benefits, working-hour alerts, forced labor, freedom of movement, freedom of association, humane treatment, anti-discrimination and anti-harassment, and collective bargaining. For highrisk suppliers, RBA-qualified auditors perform on-site audits of human rights management and labor conditions, conduct random worker interviews to verify actual conditions, and provide anonymous complaint channels to prevent retaliation.
【Grievance and Communication】
Establish a bilateral grievance mechanism: production-line workers can anonymously submit complaints via a bulletinboard QR code, and ASUS requires supplier management to address and track each case to closure.
【Information transparency and disclosure】
Publicly disclose annual supply chain management performance, including human rights due diligence, risk assessments, audit findings, and supplier engagement outcomes.
【Supplier training】
Conduct regular sustainability training, inviting third-party certified auditors to share best practices for remediation, helping suppliers strengthen their management systems and effectively implement corrective actions.
Living Wage
A living wage is a critical element in safeguarding employees’ basic living standards and dignity, and it stands as one of the core pillars of responsible manufacturing. Beyond improving employee welfare and job stability, a living wage also enhances supply chain resilience and sustainability.
Since 2025, ASUS has advanced its Living Wage Improvement Program based on RBA guidance and the Anker Research Institute's living wage methodology, conducting wage structure inventories and gap analyses for suppliers with ongoing business relationships and providing guidance to help them establish reasonable wage adjustment mechanisms. The program prioritizes the electronics assembly sector and other labor-intensive industries, using on-site visits and employee interviews to understand actual wage conditions and setting phased improvement targets. Suppliers are also required not to compensate for low wages through excessive working hours, thereby strengthening the transparency of working hours and wages and ensuring that compensation meets human rights standards.
In 2025, living wage surveys were completed for 8 final assembly plants, of which 5 had minimum wages that already met the local living wage benchmark, indicating that long-term suppliers have gradually established competitive wage systems aligned with market conditions. Some suppliers' wages are close to the living wage benchmark and require continued, gradual improvement through system adjustments, while a small number of suppliers still show wage gaps, reflecting differences in labor market conditions and wage structures across regions and industries.
For suppliers whose wages still fall short of the living wage benchmark, ASUS works with their management teams to review wage structures and develop improvement measures, including establishing wage adjustment mechanisms and improving the transparency of wage information, while requiring that wage shortfalls not be offset by excessive overtime. For suppliers with larger gaps, ASUS also provides guidance to help them develop three- to five-year wage improvement plans, raising wage levels in phases while continuously tracking improvement progress.
In 2026, ASUS will leverage its sustainable supply chain platform to strengthen data-driven monitoring and performance tracking, improving the transparency and effectiveness of implementation. ASUS will also evaluate the feasibility of collaborating with third-party organizations to verify results, thereby enhancing external trust and continuing to align supply chain labor conditions with international standards, achieving a sustainability goal that benefits both the company and workers.