The company publishes the "Trinasolar Global Human Rights Principles" , and its commitment to respecting human rights covers issues such as preventing human trafficking, prohibiting forced labor and child labor, working hours and minimum wage standards, supply chain responsibility, environmental management, product responsibility, diversity and non-discrimination, prohibiting harassment, freedom of association and collective bargaining, privacy and freedom of speech.
Trinasolar is committed to protecting the rights and interests of all employees. The company strictly abides by national laws and regulations, pays attention to and refers to international human rights conventions and labor standards such as the United Nations Guiding Principles on Business and Human Rights, formulates and continuously improves internal rules and regulations, and incorporates the protection of human rights and labor rights into the Employee Business Conduct and Ethics Code.
In addition, we have included child labor, forced labor, human rights and other social issues into the supplier social responsibility assessment method, and supervise suppliers not to employ child labor and forced labor.
We firmly prohibit the use of child labor or forced labor, and stipulate in the Employee Handbook that we actively safeguard the basic rights and interests of employees through multiple rounds of identity information review, internal or third-party background investigation, and specified working hours and overtime approval process. Trinasolar has obtained the SA8000 international social responsibility standard certification.
In 2025, Trinasolar did not engage in any illegal incidents such as employing child labor or forced labor.

The company signs labor contracts with employees in accordance with laws and regulations, and clearly stipulates the rights and obligations of both employees and employers.
In 2024, the labor contract signing rate of Trinasolar employees reached 100%.
Trinasolar strictly abides by the Trade Union Law of the People's Republic of China and respects employees' rights to join independent labor unions, collective bargaining and freedom of association.
A labor union committee and a workers' congress have been established to safeguard the legitimate rights and interests of employees.
In order to create a fair and open working environment, we have set up employee complaint channels and informed all employees in the Employee Handbook.
For employees' complaints, direct supervisors, department managers and the Human Resources Department will promptly resolve the employee's issues or provide reasonable explanations. If an employee is not satisfied with the solution, he or she may appeal to the immediate supervisor's superior. The immediate supervisor, superior supervisor and the Human Resources Department will discuss the employee's complaint and respond to the employee within 5 working days. The entire complaint process and all related information will be strictly confidential.

Trinasolar strictly abides by the relevant wage management laws and regulations in each operating location, establishes a Human Resources Committee (HRC), and continuously improves the salary structure, increases salary levels, and optimizes the incentive system.
In September 2023, the company issued the "Equity Incentive Plan Management System" for the first time, and the incentive coverage rate for non-frontline production personnel reached 31%.

Trinasolar prioritizes human‑centered care, delivering thoughtful benefits to every employee and continuously enhancing their sense of well‑being and belonging.
In 2025, the Company comprehensively reviewed its existing benefits system, referenced best practices, and studied the introduction of supplementary benefits beyond statutory requirements. For example, our paid parental leave policy and dedicated paid health days cover 100% employees globally. The Company places high importance on employees' family responsibilities, promotes gender equality, and will continuously improve non-statutory benefits such as parental leave, paternity leave, etc.

Female-to-male median hourly earnings ratio: 1:1.02
Female-to-male median bonus ratio: 1:1.03

Trinasolar is committed to providing fair, continuous learning and capability enhancement opportunities through a systematic training mechanism. Skills, knowledge, and management capability training covers all full-time employees and outsourced personnel. The training system follows the "721" development principle (70% practice, 20% exchange & feedback, 10% classroom learning), covering mentorship and team training, supporting employee career growth and personal development.