If you manage contractors through Remote in Russia and need urgent assistance, please contact your Remote representative.
Remote makes employment in Taiwan easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
Remote-Owned Local Entity
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
Capital city
Taipei
Currency
New Taiwan dollar
(NT$, TWD)
Languages spoken
Mandarin Chinese
Services available:
Capital city
Taipei
Currency
New Taiwan dollar
(NT$, TWD)
Languages spoken
Mandarin Chinese
Population size
23,568,378 (2020)
Ease of doing business
Very easy
Cost of living index
65.35 (2022)
Payroll frequency
Monthly
VAT - standard rate
5%
GDP - real growth rate
3.11%
Looking to employ workers in Taiwan? Companies hiring in Taiwan must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.
Remote can employ your team in Taiwan on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Taiwan team. You can also pay contractors now in Taiwan with Remote in some currencies (talk to an expert now for full details).
The Taiwanese Labor Standards Act is the principal regulation that spells out provisions for employment relationships and workers’ rights which are applicable to Taiwan’s workforce of 11.5 million.
Employees in Taiwan enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.
Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Taiwan.
We can help you get a new employee started in Taiwan quickly. The minimum onboarding time we need is only 16 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Taiwan are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes affect your payroll and your employees’ paychecks in Taiwan.
10.5%: Labor Insurance
1%: Employment Insurance
6%: Pension Fund
5.17%: Health Insurance
0.20%: Accidental Insurance
0.025%: Overdue Wages
10.5%: Labor Insurance contribution
5.17%: Health Insurance
1%: Employment Insurance
5%: Up to 560,000 ($19278.11)
12%: 560,001 – 1,260,000 ($19278.11 - $43559.98)
20%: 1,260,001 - 2,520,000 ($43375.74 - $86751.48)
30%: 2,520,001 - 4,720,000 ($86751.51 - $162486.90)
40%: 4,720,001 and above ($162486.93)
In Taiwan, employees are entitled to annual paid vacation, depending on their tenure with an employer.
Unused vacation days can be rolled over for two years, after which they’re monetized and paid to the employee.
There are 15 paid public holidays and employees must be paid double their normal wages if expected to work on a public holiday.
Employees are entitled to two distinct types of sick leave, defined by the Taiwanese Labor Standards Act.
Regular sick leave can last for up to 30 days, during which an employee is entitled to 50% of their normal salary. For serious health challenges requiring hospitalization, employees can take one year of unpaid leave off, every two years.
A female worker shall be granted maternity leave before and after childbirth for a combined period of eight weeks. The female worker can also start the maternity leave four weeks prior to childbirth.
Fathers are entitled to seven days of paid paternity leave.
Parents with children aged below three can take up to two years of unpaid parental leave, with labor insurance benefits (equivalent to 60% of the employee’s standard wages paid per child) paid, if the employee has been contributing to the Labor Insurance fund.
Employee contracts can be terminated if a just cause is established, with a notice period provided before the termination comes into effect.
The Taiwanese Labor Standards Act defines mandatory notice periods employers must provide, depending on how long an employee has worked.
Employees who commenced working before the 2005 Labor Standards Act was enacted, are entitled to a severance package equivalent to a month’s pay for every of continuous service.
Employees who begun working after the enactment of the 2005 Labor Standards Act are entitled to half month’s wages for every year of continuous employment.
The length of the probation period can be agreed upon by the employer and the individual employee. It is widely practiced that a 3-6 months trial period is used.