Taiwan Leave Laws and Holidays

Employees with 1 year of service are entitled to 3 days of leave. This increases to 7 days for 2 years, 10 days for 3 years, and continues increasing up to a maximum of 30 days for 10 or more years of service.

The notice period for taking annual leave should be reasonable and is typically agreed upon by both employer and employee, depending on company policy.

Annual leave needs to be approved by the employer. The process and criteria for approval are usually outlined in the employment contract or company policy.

Annual leave quotas are fixed according to the years of service and do not usually allow for additional quotas outside of these stipulations.

Annual leave accrues progressively based on the length of the employment period, starting from the second year of employment.

Carry over of unused annual leave is permitted, but it is generally limited to one year. Specific rules can vary by company policy.

Unused annual leave is paid out upon termination of employment, calculated based on the current salary rate.

There is generally no end-of-year payout for unused annual leave unless specified by company policy.

Additional rules regarding annual leave can vary significantly between different companies and are usually specified in the employment contract or company handbook.

Employees are entitled to 30 days of sick leave for ordinary illnesses and 1 year for serious illnesses, per year.

Employees are required to notify their employer as soon as possible in the case of sickness, preferably before their workday starts.

Sick leave generally needs to be justified with a medical certificate, especially for extended periods of absence.

For serious illnesses, employees may be entitled to additional sick leave extending up to one year, subject to medical certification and approval.

Sick leave is granted based on individual incidents of illness rather than accruing over time.

Sick leave does not carry over to the next year; it is reset annually.

Unused sick leave is not paid out upon termination of employment.

There is no payout for unused sick leave at the end of the year.

Extended sick leave may require a detailed medical examination report or an official doctor's note to validate the need for prolonged absence.

Fathers are entitled to 5 days of paternity leave, which can be used consecutively or separately around the time of childbirth.

Fathers should notify their employers in advance of their intention to take paternity leave, ideally as soon as the expected date of childbirth is known.

While paternity leave is a statutory right, the exact timing of leave may require approval based on operational requirements.

Statutory paternity leave is fixed at 5 days and additional leave beyond this quota is not commonly granted.

Paternity leave is granted per childbirth event and does not accrue over time.

There is no carry over for unused paternity leave as it is intended for use specifically around the time of childbirth.

Paternity leave cannot be paid out on termination as it is intended to be used during the childbirth period.

Unused paternity leave is not paid out at the end of the year, as it must be used in relation to the specific childbirth event.

Paternity leave is intended for fathers in relation to their own newborn child, and does not apply to other family situations.

Pregnant employees are entitled to 8 weeks of maternity leave, which can be taken 4 weeks before and after childbirth.

Employees are expected to notify their employers of their pregnancy as soon as possible to facilitate workplace adjustments and leave planning.

Maternity leave is a statutory right and does not require approval, although employees must notify their employer and provide medical certification.

The legal entitlement for maternity leave is fixed at 8 weeks, with no provisions for additional statutory quota.

Maternity leave does not accrue over time but is available per pregnancy as a fixed entitlement.

Carry over of maternity leave to subsequent years is not applicable as it is granted per pregnancy event.

Maternity leave cannot be paid out upon termination as it must be used in relation to the pregnancy and childbirth period.

There is no payout for unused maternity leave at the end of the year as it is tied to specific pregnancy events.

Employees on maternity leave are protected from termination of employment, except under exceptional circumstances not related to pregnancy or childbirth.

The quota for personal leave is not statutorily defined and can vary significantly between different employers.

The required notice period for personal leave can vary by employer, and employees are often encouraged to give as much notice as possible.

Personal leave typically requires approval from an employer, and the criteria for approval may depend on the nature of the request and business needs.

Additional personal leave is generally at the discretion of the employer and may depend on individual circumstances and company policy.

Personal leave does not usually follow standard accrual rules and is often granted on a case-by-case basis.

Carry over rules for personal leave are not commonly applicable, as this type of leave is usually not subject to standard accrual or carry over practices.

Personal leave is not typically subject to payout upon termination, as it is granted at the discretion of the employer and used for specific personal reasons.

There is no end of year payout for personal leave, as it is generally used as granted and does not accumulate.

Rules for personal leave can vary widely between different companies and may include stipulations such as the reason for the leave and its impact on business operations.

Bereavement leave entitlement ranges from 3 to 8 days depending on the relationship with the deceased (e.g., more days for closer family members).

Employees should inform their employer about the bereavement as soon as reasonably possible to arrange for leave.

Bereavement leave is usually granted without formal approval due to its urgent and sensitive nature, though notification is still required.

The quota for bereavement leave is fixed based on the familial relationship to the deceased and additional days are not typically granted.

Bereavement leave does not accrue; it is granted as needed based on specific circumstances.

There is no carry over for bereavement leave as it is intended for immediate use following the death of a family member.

Bereavement leave is not subject to payout on termination, as it must be used at the time of the bereavement.

There is no end of year payout for bereavement leave.

The duration of bereavement leave varies depending on the relationship to the deceased, with immediate family members typically warranting longer leave.

Marriage leave in Taiwan is typically granted for 3 days, during which employees are allowed to take time off for their wedding ceremony. The leave is paid at the employee's regular wage.

Employees are required to inform their employer about their intention to take marriage leave at least 3 days prior to the intended leave date to allow the employer to adjust work schedules.

Employers must approve marriage leave requests, but approval is usually granted as this leave is mandated by law for employees getting married.

Marriage leave is fixed by law and cannot be extended beyond the three-day allowance, except in exceptional cases that may require special arrangement with the employer.

Marriage leave is granted as a one-time entitlement for the wedding and does not accumulate from year to year.

Since marriage leave is a one-time entitlement for the wedding, it must be used within the designated time frame and cannot be carried over to the next year.

Unused marriage leave is not paid out if the employee leaves the company before utilizing it, as it is a one-time event-based leave.

Marriage leave is not subject to end-of-year payouts as it is not an accrued leave type.

Marriage leave is a statutory entitlement under Taiwan's labor laws, and employers cannot deny employees this leave if they meet the eligibility requirements.

Parental leave is available to parents of children under the age of 3, with the entitlement being up to 2 years of unpaid leave per child. This leave is intended to help parents care for their child and balance work-life responsibilities.

Employees must notify their employers at least 3 days before taking parental leave to allow sufficient time for work adjustments and planning.

Employer approval is required, but the leave is generally granted as a legal entitlement, provided the employee meets the eligibility criteria for parental leave.

Parental leave is granted up to the statutory maximum of 2 years for each child. There are no provisions for additional leave beyond this period.

Parental leave is an unpaid leave, and as such, it does not accumulate or get accrued like other forms of paid leave such as annual leave.

Since parental leave is typically taken in one block, it does not carry over to future periods. Employees must use it within the time frame established by the law.

Since parental leave is unpaid, there is no payout for unused leave upon termination of employment.

Parental leave does not have an end-of-year payout because it is an unpaid leave and not an accrued benefit.

Parental leave is a statutory right provided under Taiwan's labor laws. Employees are entitled to take the leave if they meet the eligibility criteria, and employers must comply with the law in granting the leave.