Taiwan severance rules differ significantly from Korea. We advise both Korean employers and employees on dismissal, severance, and employment contract disputes with practical litigation and compliance strategy.
This page is reviewed by Attorney Wei Tseng and connects related columns with the consultation flow.
Key Points
- Dismissal scenarios are generally grouped into economic redundancy, disciplinary dismissal, and voluntary resignation, each with different severance implications.
- Severance is typically calculated based on years of service and average wage, with statutory caps.
- Even with voluntary resignation, severance may still be claimable when Labor Standards Act exceptions apply (e.g., non-payment of wages, abuse, major legal violations).
- Minimum service-period clauses are often unenforceable unless strict legal conditions are satisfied.
- In pressured termination situations, preserve evidence such as attendance records, evaluations, and email communications.
- Minimum wage and related labor thresholds should be reviewed against current regulations.
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