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In Taiwan, probationary periods typically last for the first three months of employment and are used by employers to assess the suitability and performance of new employees. During the probationary period, employees are entitled to the same rights and benefits as non-probationary employees under the Labor Standards Act (LSA) and other relevant labor laws: However, both the employer and the employee have the right to terminate the employment contract during the probationary period with a shorter notice period.
In Taiwan, probation periods are open to negotiation between employers and employees. Though there is no upper limit set in place by law, the standard length of a probational period typically lasts three months.
There is no upper limit in place, but it is uncommon to extend beyond three months. Any extension to the probationary period initially agreed would require consent from both parties.
Yes, an employer can legally dismiss an employee during the probationary period. However, employers should bear in mind that they are still required to follow all applicable labor laws and regulations. This includes providing valid reasons for termination and giving proper notification of dismissal. It is also customary to pay severance pay even when dismissing during the probation period.
There is no notice required if the employee has been employed for less than three months. However, if they have been employed for more than three months, then they should give 30 days’ notice of their resignation.
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There is no requirement for giving notice of termination if the employee has been employed for fewer than three months. However, if they have been employed for more than three months, then the appropriate notice period should be given.
If the employee has been employed for more than three months, then they should give 30 days’ notice of their resignation. If they have been employed for fewer than three months, then no notice is required.