Global Employment Solutions & PEO in Taiwan

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Taiwan. Traditional methods of establishing global employment and subsidiaries in Taiwan typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Taiwan in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Taiwan.
• Omnipresent hires the selected candidate through our local professional employment organisation in Taiwan.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Taiwan.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

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 include Labor Insurance and National Health Insurance.

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.