Onboard employees in as little as 12 hours.
The most affordable solution on the market, saving you time and money.
We draft bilingual contracts that meet Taiwanese labor laws,
Employment contracts in Taiwan must include the job title and responsibilities, compensation details such as salary, bonuses, and pay cycle, as well as work hours and contract duration for fixed-term agreements. They should also outline the notice period for termination or resignation and specify entitlements to annual and sick leave. While contracts must be in Chinese, bilingual versions are common in international companies.
Health checks are not mandatory in Taiwan unless the role involves specific health and safety risks (e.g., healthcare, food industry, or physical labor).
Salaries should be outlined as gross annual compensation, divided into monthly payments. The contract should also specify any additional payments such as bonuses, benefits, and overtime.
Choosing an EOR in Taiwan ensures compliance with strict Taiwanese labor laws, simplifies payroll processes, and eliminates the need for establishing a local entity. EOR services in Taiwan streamline hiring, manage employment contracts, and handle benefits, allowing businesses to scale efficiently.
1. What are the key steps in employee onboarding in Taiwan?
2. When are pre-employment health checks required in Taiwan?
Health checks are typically not mandatory unless the role involves high health risks (e.g., healthcare or industrial jobs).
3. What documents are essential for onboarding in Taiwan?
4. Why businesses in Taiwan need EOR services?
5. How does EOR in Taiwan different from other countries?
Employees in Taiwan are typically paid monthly in New Taiwan Dollars (TWD). In addition to their base salary, employees may receive a 13th-month bonus around Lunar New Year and a 14th-month bonus in summer.
Remote employees must be treated the same as in-office employees, with the same salary, benefits, and adherence to Taiwanese tax laws. Payroll processing must comply with local tax and social security regulations.
Taiwan’s minimum wage is set by the government, and it varies depending on the sector and industry. The minimum monthly wage is NT$25,250.
1. What are the income tax rates in Taiwan?
Taiwan uses a progressive tax system with rates ranging from 5% to 40%, depending on income levels:
Additionally, local taxes (municipal and regional) may apply.
2. How are non-residents taxed in Taiwan?
Non-residents are taxed at a flat rate of 18% on income derived from Taiwanese sources.
3. When should annual tax returns be submitted in Taiwan?
Annual tax returns must be submitted by May 31 of the following year. Employers are responsible for withholding taxes and submitting them monthly.
4. What are the social security contribution requirements?
Both employers and employees contribute to social security, including health insurance and labor insurance. Employer contributions range from 17.25% to 20% of the employee’s salary, while employees contribute 9%.
Employees are entitled to a minimum of 7 days of paid annual leave after their first year of employment. This increases with seniority.
Employees are generally entitled to annual leave after completing a 6-month probationary period.
Public holidays are generally paid days off. Taiwan observes 13 national holidays annually, and this number can vary regionally.
1. What mandatory benefits must employers provide in Taiwan?
Employers are required to provide:
2. Is there a home office allowance for remote employees in Taiwan?
In Taiwan, there is no national requirement for a home office allowance. However, some companies may provide stipends to cover remote work expenses, such as utilities or internet costs.
3. Are meal allowances commonly provided in Taiwan?
Meal allowances are not legally required but are commonly provided in certain industries or as part of company benefits.
4. What additional benefits are typical in Taiwan?
Common benefits include:
An EOR in Taiwan enables companies to hire employees without establishing a local subsidiary. The EOR handles payroll, taxes, benefits, and employment contracts, ensuring compliance with Taiwan’s labor regulations and allowing for seamless business expansion.
Using Globaine’s EOR solution eliminates the need to establish a local entity, saving on legal, administrative, and operational costs, such as office setup and registration fees, while ensuring compliance with Taiwan’s labor laws.
Globaine guarantees quick onboarding by utilizing a streamlined process that includes pre-established agreements, automated systems for document management, and a local expert team ready to onboard employees efficiently.
Yes, Globaine can manage complex employment scenarios, including drafting bilingual contracts in Mandarin and English and handling terminations, ensuring compliance with Taiwan’s labor laws and minimizing risks.
In Taiwan, an EOR manages payroll, tax compliance, benefits, and employment contracts while adhering to local labor laws. This allows businesses to hire employees without a physical presence, streamlining HR processes and expansion.
