Taiwan (TW)

Rules: LSA Article 43: ordinary sick leave (普通傷病假) up to 30 days/year at half pay. Hospitalisation leave (住院假): full pay for first 30 days of each hospitalisation episode; half pay up to 1 year total. Pregnancy check-up leave (產檢假): 7 paid days during pregnancy. Family care leave (家庭照顧假): up to 7 days/year deducted from sick leave balance. Medical certificate required from day 1 of paid sick leave in most employer policies.

Doctor note: 1 — employers require a clinic or hospital certificate from the first day for paid sick leave.

Employer pay: Ordinary sick leave: half pay (50% of salary). Hospitalisation: full pay first 30 days, half pay days 31–365. Labour Insurance ordinary injury/sickness benefit: 70% of average insured daily wage starting day 4 (3-day employer waiting period). Occupational injury/illness: full pay throughout treatment under Labour Insurance.

Long-term: Labour Insurance ordinary sickness benefit: 70% of average insured daily wage from day 4 onwards; maximum 6 months per episode. Occupational injury benefit: full pay with no waiting period. Long-term disability: Labour Insurance disability pension or lump sum depending on assessed disability grade.

Max hours: Standard 8 hours/day and 40 hours/week, with overtime limits and rest-day rules.

Min rest: Regular day off and rest day rules apply; shift rest rules depend on sector.

Overtime: LSA overtime pay rates: first 2 hours OT = 4/3 regular hourly rate (133%); hours 3–4 = 5/3 (167%). Working on scheduled rest day (休息日): first 2 hours at 4/3, subsequent hours at 5/3; minimum 4 hours counted regardless of actual time worked. Statutory holiday (例假) work: 2× pay plus a compensatory day off. Monthly overtime cap: 46 hours; bimonthly cap: 100 hours. Compensatory time-off (補休) in lieu of cash overtime is permitted if both parties agree in writing. Semiconductor and tech companies commonly apply comp-time — legally valid only with written agreement. Keep your own calendar record of overtime hours.