Hiring in Taiwan

Taiwan’s tech sector and skilled talent attract companies, but its labor laws require careful handling. Omnipresent serves as your Employer of Record (EOR), ensuring compliance with Taiwan’s tax and employment regulations, no local entity needed.

We handle payroll, social security, and benefits like 10 days of leave, enabling you to hire teams in Taipei or beyond effortlessly. Our platform provides a tech-driven employment solution.

• Swift, compliant hiring.
• Payroll in TWD, fully managed.
• Local market insights.
• Seamless hiring and expansion.

Employer costs include Labor Insurance, Labor Pension, and National Health Insurance (NKI). Use the OmniCalculator to estimate costs, or contact us for further information.

The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 5% - 40%.

Employee Contributions

Labor Insurance programme (ordinary insurance)

2.1% of pensionable salary*

*Pensionable salary, insurance salary and the income basis are obtained from prescribed tables of grades; thresholds apply. National Health Insurance programme

Effective January 2024, the employer’s contribution rate for the National Health Insurance (NHI) is decreased to 4.84% (previously 4.87%), and the minimum wage is increased to TWD 27,470 (previously TWD 26,400).

Standard is 40 hours 5 days/week. Overtime restriction. Scaling overtime payment. Employees are entitled to a minimum of 2 days off each week.

Employees may take 30 days of sick leave per year at half wage if not hospitalised. If hospitalised 1 year of sick leave within 2 years is allowed.

Maternity leave of up to 8 weeks. Mother gets 100 % wage if she worked for the company 6 months prior to birth, otherwise 50%.

Paid paternity leave of 5 days.

Annual leave entitlement is not very generous and depends on the total time of employment. Ranges between 3 - 15 days.

An employer and the employee can agree to carry over unused annual leave to the next year. However, any remaining annual leave must be converted into wages and paid to the employee at the end of the second year.

Severance payment after the trial period depends on the duration of employment.

The LSA contains an exhaustive list of the grounds for termination. Notice period may depend on the duration of employment, type of contract, termination cause, terminating party.