EOR Taiwan
Hiring in Taiwan made easier with EOR
An Employer of Record (EOR) is your one-stop solution to employ and manage workers efficiently in Taiwan! Your Employer Of Record (EOR) takes care of:
- HR Administration
- Payroll
- Compliance
Leading enterprises across all industries rely on us
Facts & stats about working in Taiwan
TWD NT$
Salary payment currency
English / Mandarin
Contract language
40
Working hours per week
176 TWD
Min. hourly salary
21.63%
Employer cost
10 - 15
Bank holidays per year
Employ staff in Taiwan hassle-free with EOR
The all-in-one guide to hiring in Taiwan
Hire and manage your workforce anywhere in APAC
Contracts & Agreements
In Taiwan, employment contracts are governed by Labor Standard Laws.These contracts may be oral or written in the official language. It is common and recommended to have all contract terms documented in written form. There are two kinds of employment contracts in Taiwan:
Definite-term Contracts
A definite-term contract is for temporary, short-term, seasonal or specific work. In the contract, a date of finishing work is specified and agreed by employer and employee. Depending on the nature of work, the maximum period of employment should not exceed 1 year.
Indefinite-term Contracts
Indefinite-term contracts are issued for permanent jobs, and where the period of work is forecast to continue beyond 1 year. They are the most common contract type in Taiwan.
With An EOR solution, your employees sign a legal contract with the Employer Of Record while they share a normal working relationship with you.
Compensation & Benefits
Minimum Pay
The minimum wage in Taiwan is governed by Labor Standard Laws. It is set to 26,400 TWD per month.
Payout Cycle
The payroll cycle may be bi-weekly or monthly, varying from industry to industry. Monthly payroll is commonly applied in Taiwan.
Working Hours
The total number of working hours in a week is set to 40 hours. Employees are required to work 8 hours a day for 5 days a week. In case of overtime, the laws empower the employee to receive additional payment. For the first two hours, the employee is entitled to receive payment at the rate of 134% of their salary. For the next two hours, the rate is increased to 167% of their salary.
Guaranteed Benefits
- Employers in Taiwan are required to include statutory benefits for their employees, which include health insurance, time-offs, maternity and paternity leaves.
- Employers may also voluntarily give additional benefits to their employees such as housing allowance, meal allowance, festival bonuses and more.
Ask us for a Salary Benchmark for your EOR worker.
Your one-stop solution to all your HR tasks: Employer of Record (EOR)
Taxes & Costs
Tax for Employees
For employees in Taiwan, Labor Standard Laws has set tax brackets basis income brackets:
| Taxable income band (NTD) | National income tax rate | |
|---|---|---|
|
Up to NTD 560,000 |
5% |
|
|
NTD 560,001 - NTD 1,260,000 |
12% |
|
|
NTD 1,260,001 - NTD 2,520,000 |
20% |
|
|
NTD 2,520,001 - NTD 4,720,000 |
30% |
|
|
Above NTD 4,720,001 |
40% |
|
Employer Cost
Employers are required to pay 21.63% in taxes for employing a worker. This includes pension, health insurance, employment insurance, labour insurance, accident insurance, overdue wages, and a disable levy.
Ask us for a Gross to Net simulation or a Total Employment Cost calculation for your EOR worker.
Leaves
Every employee working in Taiwan is entitled to different types of leaves throughout the year:
Annual Leave
The paid annual leave for employees in Taiwan is dependent on their tenure:
| Employment Period | Paid leave | |
|---|---|---|
|
0.5 - 1 year of employment |
Paid leave of 3 days |
|
|
1 - 2 years of employment |
Paid leave of 7 days |
|
|
2 - 3 years of employment |
Paid leave of 10 days |
|
|
3 - 5 years of employment |
Paid leave of 14 days |
|
|
5 - 10 years of employment |
Paid leave of 15 days |
|
|
10+ year of employment |
1 additional day is given every year, the maximum annual leave is 30 days. |
|
Sick Leave
There are two types of sick leaves in Taiwan:
- Regular sick leaves, where an employee may take up to 30 days off to recover. The employer is entitled to pay 50% of the employee’s salary during this type of leave.
- Serious sick leaves, where the employee may take 1 year off every 2 years in case of hospitalization. This kind of time-off is unpaid.
Parental Leaves
Parental leave can be claimed for a period of up to 2 years by either parent. The leave must be used before the child's third birthday and is only possible if the employee has worked for longer than six months. The Bureau of Labor Insurance provides an allowance for eligible workers.
Along with these, employees in Taiwan are also entitled to maternity and paternity leaves, bereavement leaves, civic
duty leaves as well as marriage leaves. For a full list of leaves and public holidays that your new hire in Taiwan is
entitled to, talk to one of our experts
.
Termination & Severance
Termination
By law, employers terminating an employment contract must give a valid reason for ending the working relationship. In Taiwan, it is most common to come to a mutual separation agreement although termination due to performance or redundancy is also possible. When a termination occurs, the notice period in an employment contact is followed. At a minimum the notice period in Taiwan is:
- More than three months, but less than one year company service: 10 days
- More than a year, but less than three years company service: 20 days
- More than three years company service: 30 days
Severance Pay
The terminated employee is entitled to severance pay by law. Employees who joined before 2005 are issued 1 month's salary for each year of service as severance pay, whereas those who joined after 2005 are entitled to half a month's salary for every year of employment. Any non taken holidays, expenses, or benefits must also be paid upon termination.
Ready to expand your business across multiple countries in the APAC region?
Why choose an Employer Of Record (EOR)
in Taiwan?
An Employer Of Record (EOR) solution is relevant for multiple use cases:
- Enter new markets quickly & expand internationally with ease.
- Hire skilled talent in a foreign location.
- Avoid contractor misclassification & convert contractors to employees.
- Mobilize existing talent for secondment or remote opportunity.
- Focus on core business activities while you outsource HR administration.
Why trust BGC as your Employer Of Record (EOR)?
Industry Expertise
Since 2005, BGC has an extensive experience and proven track record of earning the trust of numerous clients.
Technology Leverage
Streamline operations with advanced technology which result in quicker time to onboard and pay.
Cost-effective pricing
Transparent and affordable monthly pricing that allows you to scale your workforce without any hassles.
Talk to us and make hiring in APAC a breeze!
"*" indicates required fields