Employer of Record (EOR) in Taiwan

Hire in Taiwan in days, with no entity and no exposure to getting Labor Standards Act compliance wrong. We place you with the right vetted EOR partner, at pricing you will not get going direct, and stay on your side for the life of the relationship.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record does for you in Taiwan

An Employer of Record is a company that legally employs your Taiwan staff on your behalf. You choose the person and direct their work day to day. The EOR is the legal employer on paper, which is what lets you build a team in Taiwan without forming your own company.

In practice the EOR partner takes on everything that needs a Taiwan legal entity and local expertise: a compliant employment contract under the Labor Standards Act, monthly payroll with income tax, Labor Insurance, Employment Insurance, and National Health Insurance withholding, plus the mandatory Labor Pension contribution, employer contributions and all statutory filings to the Bureau of Labor Insurance, the National Health Insurance Administration, and the tax authority, statutory benefits and leave, and compliant onboarding and lawful exits with the correct statutory notice, since Taiwan is not at-will. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship. The only question worth spending time on is which partner is genuinely strong in Taiwan, and that is the question we answer for you.

01

Legal employer, on paper

A compliant Taiwan employment contract under the Labor Standards Act, with all statutory terms correct from day one.

02

Compliant from day one

Monthly payroll, income tax, Labor Insurance, Employment Insurance, and National Health Insurance withholding, the mandatory Labor Pension contribution, and all statutory filings to the Bureau of Labor Insurance, the National Health Insurance Administration, and the tax authority.

03

No entity required

Statutory benefits, annual leave, notice and severance under the Labor Standards Act, and lawful onboarding and exits. You get a working team in days; the EOR carries the legal weight.

How it works: four steps to a compliant hire

From first call to a compliant Taiwan hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Taiwan standards by the partner, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Taiwan contract is issued under the Labor Standards Act, with all statutory terms from day one. Your hire can start in days.

04 — Payroll & compliance run

Income tax, Labor Insurance, Employment Insurance, National Health Insurance, and the Labor Pension contribution calculated and withheld, payslips issued, statutory filings made to the Bureau of Labor Insurance and the tax authority. You direct the work; the compliance just runs.

What EOR in Taiwan costs

Two parts: the statutory cost of employing someone, and the EOR partner fee. In Taiwan the statutory employer cost runs through three separate insurance schemes plus a mandatory pension contribution, rather than one combined tax. We make all of it transparent before you commit, so there are no surprises.

Employer statutory contributions

Labor Insurance plus Employment Insurance: 8.75% of insured salary, capped at NT$45,800/month. Labor Occupational Accident Insurance: 0.12% to 0.96%, industry-rated, same cap. National Health Insurance: employer pays 60% of the 5.17% general rate, capped at NT$313,000/month. Labor Pension: at least 6% of monthly wage, capped at NT$150,000/month. Four mechanisms, three different ceilings, fully costed before you commit.

Minimum wage (2026)

NT$29,500 per month (NT$196 per hour) for 2026, one national rate reviewed annually by the Ministry of Labor, with no regional variation.

Income tax (employee)

Progressive resident rate from 5% to 40% across five bands (Income Tax Act Art. 5). Withheld monthly at source from the employee’s pay as an advance tax, reconciled annually. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run it through Bradford Jacobs

We know which EOR partners are genuinely strong in Taiwan, by sector and by complexity. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Taiwan’s employer cost splits across three separate insurance schemes plus a mandatory pension contribution, which makes it easy to under- or over-quote a monthly fee up front. We benchmark across our partner network for rates typically 15 to 25% below going direct, and renegotiate on your behalf at renewal. Most companies do not know how much room there is to negotiate. We do.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

Two decades placing and managing EOR arrangements across global markets, with the local knowledge of the Labor Standards Act, Taiwan’s three-scheme insurance structure, and Taiwan termination rules that keeps you compliant.

  • EOR specialists
  • Labor Standards Act & schemes
  • Risk removed

Built for conversion to your own entity

Most companies use EOR for 12 to 24 months, then move to their own Taiwan Limited Company. We plan that crossover and manage the transition when the economics justify it.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Why an EOR is the fastest compliant way into Taiwan

Two things slow foreign employers down in Taiwan: the time to register a company, and the risk of getting the Labor Standards Act’s notice, severance, and dismissal rules wrong. An EOR removes both.

Working time, leave & contracts

Compliance handled under one national Labor Standards Act. Taiwan employment law requires mandatory Labor Insurance, Employment Insurance, National Health Insurance, and Labor Pension contributions, and dismissal that is only lawful on a fixed list of statutory grounds, with statutory notice, rather than at-will termination. An EOR carries all of it correctly from day one, so a wrong assumption never becomes a liability.

Operational in days, not weeks

Registering a company in Taiwan commonly takes three to six weeks including tax and insurance enrolment, and you cannot legally employ anyone until that registration completes. An EOR removes that wait entirely: a compliant Taiwan contract is issued and your hire starts in days. You prove the market first, then incorporate later only if the headcount justifies it. This is the real value of EOR in Taiwan: speed into a market that otherwise rewards patience.

Everything your Taiwan EOR covers

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Taiwan contract

A compliant Taiwan employment contract under the Labor Standards Act, issued and maintained for you.

Payroll, insurance schemes & pension

Monthly payroll run, with income tax, Labor Insurance, Employment Insurance, National Health Insurance, and the Labor Pension contribution calculated, withheld, and filed correctly each month.

Statutory benefits

All statutory benefits administered: paid annual leave, the national holiday calendar, maternity leave (8 weeks) and paternity leave (7 days), and statutory notice on exit, which Taiwan requires since it is not at-will. The employee’s own National Health Insurance deduction runs approximately 1.55% of insured salary (before the dependent multiplier), and the employee’s Labor and Employment Insurance deduction runs approximately 2.5%, both deducted from salary, not billed to you.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how Employer of Record works in Taiwan.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Taiwan EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal employer obligations.

Usually within days once the role and salary are agreed, with a compliant Taiwan contract from day one. Compare that to the three to six weeks a company registration can take, during which you cannot legally employ anyone.

Not one number: Labor Insurance and Employment Insurance together cost 8.75% of insured salary (capped at NT$45,800/month), National Health Insurance adds a further employer share of 5.17% (capped at NT$313,000/month), and the mandatory Labor Pension contribution adds at least 6% of monthly wage (capped at NT$150,000/month). Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Taiwan legal employer meeting all Labor Standards Act, insurance-scheme, and tax obligations. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side.

The compliant contract, monthly payroll (income tax, the three insurance schemes, and the pension contribution), employer contributions, statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with no hidden extras.

Yes, and most companies do once the headcount and permanence justify it. We manage the transition from EOR to your own Taiwan Limited Company, and can support the incorporation itself. Most use EOR for 12 to 24 months first.

Ready to hire in Taiwan?

Tell us the role and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Taiwan.

Tax and labour data verified July 2026 (Ministry of Labor, Bureau of Labor Insurance, National Health Insurance Administration, Ministry of Finance). Figures change; we confirm the current position when we scope your hire.