Testimonial
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
5/5
INS Global is a leading partner in providing international Human Resources services. Through our PEO, your company can start hiring, set up operations, and start working in over 80 countries throughout the world, all while enjoying reduced costs hassle associated with global expansion.
As a safe and simple way to offer compliance assured HR functions for employees in an overseas target market, a PEO (Professional Employer Organization) in Taiwan gives companies a way to hire and manage employees in less than 48h. INS Global’s PEO in Taiwan is a professional third-party supplier of expert global mobility services.
An Employer of Record (EOR) in Taiwan offers employment outsourcing solutions to take care of HR and administrative responsibilities and streamline the global expansion process. INS Global is a provider of third-party EOR in Taiwan solutions to companies looking to improve and accelerate their international mobility.
A Professional Employer Organization (PEO), similar to an Employer of Record (EOR), provides HR services in foreign countries. Companies use PEOs to begin operations in a foreign market while avoiding the complicated regulatory burden of creating a separate legal entity.
When entering a new market, local regulations commonly create confusion and waste your workforce on issues related to HR. PEOs can help by legally employing your staff and managing standard employee services, like payroll, compensation, and benefits. PEOs simplify the process and help you save time and money.
Creating a company in a foreign market is time-consuming and expensive. Working with a PEO removes the need for a physical and legal presence in the target market, which allows your employees to work on things that really matter.
A PEO:
A PEO will know legal and administrative procedures that can ensure your company will comply with every important aspect of local law, making market entry safe and straightforward.
Entering a new market can lead to a high amount of fees and fines when simple HR issues are mishandled. PEOs will provide expertise for local regulations that reduce costly errors.
By managing recruitment, headhunting, contractor management, and payroll, a PEO can handle every HR process required for entering a new market, allowing you to focus on expansion and growth.
Approximate time for Company Incorporation in a foreign market: 4-12 months
Approximate time to establish a PEO contract: 5 days
*Global estimate
A PEO can handle every area of HR services and streamline this information into one point of communication.
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
INS Global’s PEO solution manages the recruitment of your employees in Taiwan in 4 simple steps:
When you’ve decided to enter into a new foreign market and want to begin a PEO/EOR agreement, it’s necessary first to comprehend the difference between these two services to choose the one which suits your individual needs:
Typically, depending on the local regulations, these two terms are essentially interchangeable, and many PEOs will offer both services.
Most workers in Taiwan are protected under the LSA (Labor Standards Act) as it is the primary legislation regarding working rights. The LSA stipulates the basic wages, working hours, holidays, and working conditions for employees in Taiwan. The minimum wage in Taiwan is 24,000 TWD per month and 160 TWD per hour.
This law covers both foreign nationals and domestic workers. Employment contracts in Taiwan can be divided into two categories: fixed-term contracts and short-term contracts.
Any work done over an indefinite and continuous period of time should be considered as a non-fixed term contract.
Short-term work should not exceed six months, and seasonal work should not exceed nine months.
The LSA also sets annual leave minimum amounts for workers in Taiwan. Annual leave days are structured to increase for every year of employment. These days must be provided based on the following conditions:
Additionally, the LSA stipulates that employers are required to provide a notice of employee termination. The required length of advanced notification is also structured around the length of employment. The needed notification period is:
The maximum working hours are eight hours per day and 40 hours per week. In Taiwan, every employee must receive two days off every seven days. One of these days is flexible and can be worked at overtime rates, and the other is a compulsory rest day.
Any work that exceeds the standard weekly hours mentioned above is considered overtime and regulated using the employee contract.
Overtime in Taiwan is calculated as:
Overtime must not exceed 46 hours per month without additional agreements.
Taiwan’s labor laws also extend to parental leave. According to the LSA, women should be provided with eight weeks of maternity leave. If she has been working at the same company for the prior six months, then she is entitled to receive full wages during the entirety of her maternity leave.
In cases where she doesn’t meet this requirement, she is entitled to receive half of her monthly wages. This paid time off also extends to miscarriages. Women who have already given birth are also given several breaks throughout the day for breastfeeding. Men are provided with three days of paternity leave. These laws also cover families who have decided to adopt as well.
In the event of a death of an immediate family member, employees in Taiwan are entitled to receive up to eight days of leave.
The employer is responsible for payroll contributions. These contributions cover necessary insurances, including labor, employment, pension, and health insurance. The rates for the required contributions are as follows:
Altogether, these insurance costs add 18.452% to the cost of employment, so employers should be aware of this when considering a recruitment budget.
No, it is necessary to use a local entity abroad to comply with each country labor law.
Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.
The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.
In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.
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