Pros
The annual leave increase is capped at 21 days, with the option to carry forward 14 unused annual leave days to the next fiscal year.
Cons
1. The WFH policy is ultimately decided by your reporting manager; HR has little influence. If your manager prefers a return to the office five days a week, you have no alternative. 2. Annual company restructuring occurred, and news of the CEO's departure was only disclosed on the day. 3. Operations in Asia resemble a startup, disconnected from HQ, lacking the budget for necessary tasks despite aspiring to handle everything. 4. Staff members do not receive annual health check-ups. 5. There is no provision for birthday leave or family leave. 6. Bonuses are capped at 1.5 months, fixed if targets are met. However, there's a catch – even with a 100% bonus from the company, if your manager rates your personal performance low, you may receive no bonus, regardless of the company's overall earnings. 7. There is no backpay; despite the fiscal year ending in April, salary increments effective from May are not retroactively compensated, as they should be. Actual increment starts from July. 8. Staff training lacks dedicated management, there's a limited budget for team bonding, and no annual Dinner and Dance events should be expected. 9. From June to August, every Friday offers a half-day off, contingent on yearly management reviews and it should not considered as a staff benefit. 10. When an employee leaves or resigns, their workload is distributed among existing staff instead of hiring a new team member.