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From
$249/month
$49/month
2% of gross salary / month
Horizons is a leading Taiwan HR and employment firm, enabling you to hire employees for your business in Taiwan in as little as 12 hours.
The Horizons suite of employment and compliance solutions your business is able to hire quickly, cost-effectively, and in line with Taiwan labor laws and tax regulations. Businesses benefit from hiring in, investing in, or job outsourcing to, Taiwan in a range of industries, from customer service, to accounting services, to software development. We also process monthly payroll, and, as a Taiwan Employer of Record, absorb all local employer liabilities. Partnering with our Taiwan EOR is the quickest and most cost-effective way to enter the Taiwan market.
Note, a Taiwan Employer of Record is also known as a Taiwan Professional Employer Organization (PEO).
Hire in Taiwan, and pay employees through our platform or app.
Our Taiwan EOR solution is the most affordable on the market.
Fast onboarding in Taiwan, hire in as little as 12 hours.
We draft labor contracts compliant with Taiwanese labor law.
We administer all mandatory benefits and contributions in Taiwan.
It doesn’t stop with Taiwan — we are an international EOR
Historically, individual employment contracts in Taiwan were not a common practice. However, in today’s employment landscape, individual employment contracts are common in Taiwan.
While individual employment contracts are not mandatory, employers are advised to establish these contracts when hiring new employees. Best practice is to draft a concise, written contract in the local language. Contracts should clearly state the employee’s job description, their responsibilities, and the compensation and benefits attached to the role.
In Taiwan, both offer letters and employment contracts should state the salary and any compensation figures in Taiwan dollars (TWD/NT$). Horizons can assist you to draft employment contracts, either through our Taiwan EOR 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.
3 months, unless otherwise stated in writing
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
1 month’s salary per year of employment (max. 6 months)
3 months, unless otherwise stated in writing
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
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.
Turkey has a range of national public holidays that are celebrated annually. In 2025 these holidays are:
| Date | Holiday name |
|---|---|
| 1 Jan Wednesday | New Year’s Day |
| 25 Jan to 2 Feb (Saturday to Sunday) | Chinese New Year Holiday |
| 28 Feb Friday | Peace Memorial Day |
| 3 Apr Thursday | Children’s Day Holiday |
| 4 Apr Friday | Children’s Day |
| 5 Apr Saturday | Qing Ming Festival |
| 1 May Thursday (For private sector employees) | Labour Day |
| 30 May Friday | Dragon Boat Festival Holiday |
| 31 May Saturday | Dragon Boat Festival |
| 6 Oct Monday | Mid-Autumn Festival |
| 10 Oct Friday | 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.
Probationary employment periods are not compulsory in Taiwan. Even if a probationary period is stipulated in an employment contract, if an employee is dismissed during the probationary period, all requirements that relate to statutory cause, advance notice, and severance pay apply to the termination.
In Taiwan, there are restrictions on the termination of employment. For an employee to be dismissed, the termination must be for one or more of the following reasons:
In any of the above circumstances, employers are required to provide reasonable notice and pay the employee. The only circumstances where notice and severance pay would not be required, are for serious breaches. This could include situations where the employee is violent towards their employer or co-workers, or causes willful property damage.
In circumstances where an employer or employee is required to provide notice, the following periods apply:
Employees in Taiwan are entitled to two day’s paid leave – per week – during the notice period. This can be for the purpose of finding new employment. Employers can choose to make payment in lieu of the designated notice period.
Navigating employee terminations and handling severance packages can be complicated for companies expanding overseas for the first time. Horizons’ Taiwan EOR can mitigate risk for foreign companies and provide guidance through this process.
The minimum wage in Taiwan is set at NT$27,470 per month. This works out to be a minimum hourly wage of NT$183.
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 |
| Australia | $1996 |
| 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.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
Generally speaking, the terms “Taiwan PEO” and Taiwan EOR” are used interchangeably.
In most cases, Horizons’ Taiwan EOR 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.
Holiday Schedule in Taiwan [2025]
