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SALARY PAYMENT IN New Taiwan dollar (TWD, NT$, $)
CONTRACT LANGUAGES Chinese / English
PAYROLL TAX 17.152%
PAYROLL CYCLE Bi-weekly or monthly
TIME TO HIRE 12 hours
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Hire and pay talents
with Horizons in
180+ countries
Horizons is a leading Taiwan HR and employment firm, enabling you to hire employees for your business in Taiwan in as little as 12 hours.
The Horizons suite of employment and compliance solutions your business is able to hire quickly, cost-effectively, and in line with Taiwan labor laws and tax regulations. Businesses benefit from hiring in, investing in, or job outsourcing to, Taiwan in a range of industries, from customer service, to accounting services, to software development. We also process monthly payroll, and, as a Taiwan Employer of Record, absorb all local employer liabilities. Partnering with our Taiwan PEO is the quickest and most cost-effective way to enter the Taiwan market.
PEO Platform Hire in Taiwan, and pay employees through our platform or app. | PEO Cost Our Taiwan PEO solution is the most affordable on the market. | Time-to-hire Fast onboarding in Taiwan, hire in as little as 12 hours. |
Contracts We draft labor contracts compliant with Taiwanese labor law. | Local Benefits We administer all mandatory benefits and contributions in Taiwan. | 185+ Countries It doesn’t stop with Taiwan — we are an international PEO |
Historically, individual employment contracts in Taiwan were not a common practice. However, in today’s employment landscape, individual employment contracts are common in Taiwan.
While individual employment contracts are not mandatory, employers are advised to establish these contracts when hiring new employees. Best practice is to draft a concise, written contract in the local language. Contracts should clearly state the employee’s job description, their responsibilities, and the compensation and benefits attached to the role.
In Taiwan, both offer letters and employment contracts should state the salary and any compensation figures in Taiwan dollars (TWD/NT$). Horizons can assist you to draft employment contracts, either through our Taiwan PEO or your own local entity.
Employment regulations in Taiwan are generally covered in the Labour Standards Act (LSA). However, there are some occupations in Taiwan that are not covered by this Act. In these circumstances, the Civil Code covers terms and conditions in individual contracts that are not covered in the LSA.
There are two main types of employment contract that recognized by the LSA. These contracts govern fixed-term and non-fixed-term employment. Fixed-term employment can be classified as:
All employers with more than 30 employees must have their written work rules registered with Taiwan’s local labour authority.
Probationary period | 3 months, unless otherwise stated in writing |
Termination notice period | 0 to 3 months employment: no min. – standard 7 days 3 months to 1 year employment: min. 10 days 1 to 3 years employment: min. 20 days Over 3 years employment: min. 30 days |
Severance | 1 month’s salary per year of employment (max. 6 months) |
Probationary period | 3 months, unless otherwise stated in writing |
Termination notice period | 0 to 3 months employment: no min. – standard 7 days 3 months to 1 year employment: min. 10 days 1 to 3 years employment: min. 20 days Over 3 years employment: min. 30 days |
Severance | 1 month’s salary per year of employment (max. 6 months) |
In Taiwan, the average work week consists of 40 hours – with eight hours per work day.
Aside from the highest-level country manager of an entity, all employees in Taiwan are eligible for overtime, even if they are on a salary. For the initial two hours of overtime on a standard work day, overtime is paid at a rate of 133%. The next two hours of overtime is paid at a rate 166%.
There are subsequent rules and costs if overtime occurs on a public holiday or rest day. In Taiwan, it is illegal for employers to request employees to work overtime on their day off.
Quick, compliant employee hiring in 12 hours—no subsidiary required.
There are several major public holidays in Taiwan, and the majority of employees receive them off work every year as paid leave.
Turkey has a range of national public holidays that are celebrated annually. In 2022 these holidays are:
Date | Holiday name |
---|---|
1 Jan Sunday | Republic Day/New Year’s Day |
2 Jan Monday | Republic Day/New Year’s Day observed |
20 Jan Friday | Lunar New Year Holiday |
21 Jan Saturday | Lunar New Year’s Eve |
22 Jan Sunday | Lunar New Year’s Day |
23 Jan to 29 Jan | Lunar New Year Holiday |
25 Feb to 27 Feb | Peace Memorial Day Holiday |
28 Feb Tuesday | Peace Memorial Day |
1 Apr to 3 Apr | Public Holiday |
4 Apr Tuesday | Children’s Day |
5 Apr Wednesday | Tomb Sweeping Day |
22 Jun Thursday | Dragon Boat Festival |
23 Jun to 25 Jun | Dragon Boat Festival Holiday |
29 Sep Friday | Mid-Autumn Festival |
30 Sep to 1 Oct | Mid-Autumn Festival Holiday |
7 Oct to 9 Oct | National Day Holiday |
10 Oct Tuesday | National Day |
Taiwan, there are public holidays for which employees are given the day off. These public holiday.
If any of these days fall on a Saturday, the preceding Friday will be a public holidays. Alternatively, if any of these days fall on a Sunday, the proceeding Monday will be a public holiday.
In Taiwan, employees pay a progressive income tax. The highest tax rate is around 45% and begins at a salary level of NTD 10,310,001.
Employers in Taiwan must comply with local labor laws that stipulate the payment of certain benefits. Employers are required to provide benefits to employees and offer assistance with enrollment in the country’s social security systems. Additionally, employers must and pay for the following types of insurance:
Employers in Taiwan also need to pay at least 6% of an employee’s insured grade, towards their pension plan. This benefit is paid into an employee’s Individual Pension Account.
All employers in Taiwan are required to enroll and participate in the National Health Insurance Act (NHIA). The NHIA states that all employers must provide comprehensive health coverage for their employees.
It is not compulsory for employers to provide their employees with private health insurance. However, many senior executives in Taiwan receive some form of private health insurance in their benefits.
When employers choose to provide their employees with supplemental benefits, this is generally made through a personal allowance. The employee is then able to purchase a health care plan that meets their requirements. Employers should budget no less $300 to cover the cost of private health insurance.
For employees that need to travel outside of Taiwan – as part of their job role – they need an appropriate travel insurance policy. This policy must include provisions for trip cancelation, baggage, medical repatriation, evacuation, and emergency travel expenses. Any employees that need to purchase travel insurance can can claim expenses through normal reimbursement channels.
All employees in Taiwan are entitled to paid annual leave. The amount of annual leave is determined by the number of years that an employee has been with a company.
Employees in Taiwan are entitled to 30 day’s sick leave per year. This is paid at a rate that is half their standard pay. If an employee is hospitalized, they are entitled to a maximum of one year’s unpaid sick leave.
The total amount of sick leave in Taiwan must not exceed one year, in every two consecutive years.
In Taiwan, female employees are entitled to maternity leave before and after childbirth. The combined period for maternity leave is allocated at eight weeks.
Male employees in Taiwan are entitled to five day’s paid paternity leave. This can be taken when the mother of a male employee’s child has given birth.
The minimum wage in Taiwan is set at 23,100 NTD per month. This works out to be a minimum hourly wage of 150 NTD.
There are strict overtime laws that employers in Taiwan must abide by. For the first two hours of overtime, employees who are eligible must be paid at a rate that is 133% of their regular pay. For the second two hours of overtime, employees must be paid at a rate that is 166% of their regular pay.
Employment laws also stipulate additional regulations for employees that work overtime on rest days or public holidays. In these circumstances, employers will generally need employees to request managerial approval prior to commencing overtime. This is because unpaid overtime wages can alter an employee’s termination and severance.
Minimum Wage Country Comparison Chart | (Per month in USD) |
Switzerland (Geneva) | $4,000 |
Italy | $2,255 |
Taiwan | $793 |
Algeria | $156 |
Uzbekistan | $22 |
In relation to guaranteed benefits, employers in Taiwan need to include statutory minimums concerning time-off, health insurance, and maternity and paternity leave.
There are nine annual public holidays in Taiwan, for which employees receive a day off. Additionally, employees are eligible for paid annual leave, based on the number of year’s service they hold with a company.
Female employees in Taiwan are entitled to maternity leave before and after childbirth for a combined total of eight weeks. Female employees that have worked for a company for more than six months receive maternity leave at full pay. For those that have worked less than six months, they receive maternity leave at half pay.
Male employees in Taiwan are eligible for five day’s paid paternity leave.
Employers in Taiwan should be aware of the voluntary benefits that many employees will expect. These benefits can include:
In Taiwan, the majority of restrictions for benefits and compensation stem from collective bargaining agreements or trade unions. While trade unions are not common in Taiwan, employers are advised to check whether their industry or employees are covered by such unions.
With Horizons, you get quick service, transparent pricing, and expert support.
A Taiwan PEO and a Taiwan EOR are two types of companies which specialize in providing human resources services to businesses in Taiwan.
The main difference between a Taiwan PEO and a Taiwan EOR is in the scope of their services.
Taiwan PEOs provide a full range of HR services, including payroll, benefits administration, and employee recruiting—all under one roof as a co-employer. Engaging a Taiwan PEO is essentially outsourcing your HR duties in Taiwan.
Taiwan EORs actually take over as the legal employer of your employees based abroad. Taiwan EORs become responsible for labor compliance for your employees in Taiwan.
At Horizons, we offer both PEO and EOR services in Taiwan. Get in touch now and let us know what service you are seeking.
A PEO in Taiwan can feasibly hire both local and foreign nationals to work in Taiwan.
However, the ability of Horizons to sponsor your foreign national employee in Taiwan may be limited due to visa quotas practiced in many countries.
Contact us with your requirements and our Global Mobility team with review the case and get back to you within 2 business days.
In most cases, Horizons’ Taiwan PEO can hire & onboard your employee within 24 hours. The actual start date of the employee will depend on their notice period obligation to their previous employer as well as any relevant hiring rules in Taiwan.
It is possible to get a work visa in Taiwan. Horizons’ Global Mobility team is a dedicated team of work visa experts. They assess the details of each case to determine feasibility and costs before Horizons applies for the work visa on behalf of your employee. If the Global Mobility team determines that your case is feasible, the process is smooth and transparent. Visa spots in Taiwan are limited, however—get started today to secure your employees’ visa spot.
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