Labor Rights

• Personal Leave: A personal leave may be taken when an individual has personal business to attend to. There may be no more than a total of 14 days of a personal leave in one year.
• Sick Leave: Those needing bed rests due to illness may request a sick leave. There may be no more than a total of 30 days of sick leaves, except hospitalization.
• Official sick leave: For a work-related injury that requires a bed rest, an official sick leave shall be granted.

• Foreign worker who bears an Alien Resident Certificate is required to have National Health Insurance.
• Those foreign laborers employed by a business with more than five workers, must participate in the Labor Insurance Program through the business.
• Foreign laborers hired as household helper shall have the option of joining the Labor Insurance Program.
• Employment Service Act as well as Labor Insurance regulations shall govern all rights and responsibilities concerning the insurance of foreign laborers.

• All factories, mines in the public and private sectors, or other enterprise organizations with 50 employees or above, shall set-aside and allocate employees’ welfare funds, from the total amount of capitals at the time of establishment, the total monthly business incomes, the monthly salaries or wages of each staff member or workers, and selling of scraps at the time of each sale, to process and handle employees’ welfare businesses, all employee, including foreign workers should enjoy the welfare.
• Those enterprises which have not yet organized Employee Welfare Committee by law also should have its own Employee Welfare Rule and the foreign workers shall be notified by their employers upon signing the contract. 

• An employer or the commissioned private employment services institution shall notify and register the address of their work place, within three days after the foreign worker's entry into the Republic of China, Taipei City Foreign and Disabled Labor Office with the form for notification of a foreign worker's entry into ROC.
• Taipei City Foreign and Disabled Labor Office will conduct an inspection in conformity with the Foreign Worker's Living Care Service Plan after issuing the certificate for receiving an employer's notification of a foreign worker's entry into the ROC.
• After a foreign worker enters the country, he/she needs to reside in the approved address of the accommodation. If the employer changes the place of residence for the foreign worker (for example, if the caregiver moves with the patient, the institution changes the place of residence or the employer appoints the commissioned private employment services institution to arrange resettlement), within 7 days after the change, by the form of notification of a foreign worker's change of accommodation, it should be notified to the local competent authority of the original place of work and the original place of residence, and it should also be notified to the local competent authority of where he/she moves to. 

• When business is in recession and the employer is downsizing staff, bankruptcy or sell-out, etc. However, there must be prior notification and payment of severance pay
• When the laborer is at fault and the offense is one recognized by the Labor Standards Law; however, the employer may not terminate employment without prior notification or payment of severance pay
• When the employer is at fault and the offense is one recognized by the Labor Standards Law, the employee may terminate the contract without prior notification and may request severance pay

• In the course of an employee executing his or her employment duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination, causes him or her as hostile, intimidating and offensive working environment and infringes on or interferes with his or her personal dignity, physical liberty or affects his or her job performance
• An employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination as an exchange for the establishment, continuance, modification of a labor contract or as a condition to his or her placement, assignment, compensation, evaluation, promotion, demotion, award and discipline

Taipei City Foreign and Disabled Labor Office: it provides Employment Service Act and relevant regulations, consultations, emergency cases, etc.
For Bilingual Services:

• English: +886-2-2338-1600, ext. 4113, 4115, and 4116
• Bahasa Indonesia: +886-2-2302-6651, +886-2-2338-1600 ext. 4122,4124,4129,4131,4132
• Filipino: +886-2-2302-6632, +886-2-2338-6100 ext. 4120, 4127
• Thai: +886-2-2338-1600 ext. 4119
• Vietnamese: +886-2-2302-6705, +886-2-2338-1600 ext. 4114

Fax No.: +886-2-2302-6623
Office hours: 8:30 am ~ 5:30 pm
Address: 4F., No.101, Bangka Blvd., Wanhua Dist., Taipei City 10851, Taiwan (R.O.C.)

• Taoyuan International Airport Office
  Phone Number: 886-3-398-9002
• Kaohsiung International Airport Office
  Phone Number: 886-7-803-6804, 886-7-803-6419

Consultation Hotlines of "Ministry of Labor":

• Direct Hiring Service Center: +886-2-6613-0811 (dialing for questions about the employers' direct hiring of the foreign workers)
• Workforce Development Agency, Ministry of Labor: +886-2-8995-6000 (dialing for questions about foreign workers' qualifications and work permits)