Can I Actually Hire a Foreigner in Taiwan? A Practical Guide for International Companies

For international companies exploring Taiwan as their next market, one of the earliest and most practical questions is this: can we actually hire foreign professionals here, and if so, how?

The short answer is yes. Taiwan actively welcomes foreign professional talent, and its legal framework offers multiple pathways for companies to bring in the expertise they need. However, each route comes with its own eligibility criteria, salary requirements, and administrative process. Understanding which applies to your situation before you start recruiting can save significant time, cost, and compliance risk.

This article breaks down the three main hiring routes for foreign talent in Taiwan, based on the current Employment Service Act framework.

Route 1: Professional & Technical Workers

The most common route for foreign companies is hiring foreign nationals in professional or technical roles. Under Taiwan's Employment Service Act, eligible positions span a wide range of fields including engineering, information technology, finance, law, research and development, manufacturing, and other specialist disciplines.

To qualify, a candidate typically needs to meet one of the following criteria:

• Hold a relevant professional license or qualification recognised in Taiwan

• Hold a bachelor's degree with at least two years of relevant work experience

• Hold a master's degree or above in a relevant field

• Have five or more years of relevant experience combined with a notable professional achievement

One critical and frequently overlooked requirement is the minimum salary threshold. As of the current Employment Service Act provisions, foreign professional workers must be offered a minimum monthly salary of approximately NT$47,97, significantly higher than Taiwan's statutory minimum wage. This threshold exists to ensure foreign hires are filling genuinely specialised roles, and it frequently catches companies off guard during budget planning.

Route 2: Foreign Students Working Part-Time

Taiwan's universities host a growing population of international students, many of whom are eligible to work part-time during their studies. The rules are straightforward:

• During the academic term: a maximum of 20 hours per week

• During official university break periods: no hourly restriction applies

For international companies looking to build a future talent pipeline in Taiwan, this route offers a low-commitment way to identify and nurture promising candidates — particularly in technical or bilingual roles — before considering a full work permit sponsorship upon graduation.

Route 3: Foreign & Overseas Chinese Graduates Transitioning to Work

Perhaps the least utilised, but most strategically valuable, route for foreign companies is Taiwan's point-based system (評點制) for foreign nationals and overseas Chinese students who wish to remain in Taiwan to work after graduating from a local university.

Under this system, candidates accumulate points across criteria including educational background, language ability, salary level, and field of study. A minimum score of 70 points is required to qualify.

The salary thresholds under this route are lower than the standard professional work permit, making it an accessible entry point for companies hiring early-career talent:

• Bachelor's degree graduates: approximately NT$37,619 per month or above

• Master's degree graduates: approximately NT$45,000 per month or above

Given that Taiwan's universities produce a strong pipeline of engineering, semiconductor, and technology graduates — including many with international backgrounds and bilingual abilities — this route represents a significant and underutilised talent channel for foreign companies building their first local team.

Why Getting This Right Matters

Work permit applications in Taiwan are processed through the Workforce Development Agency (WDA) under the Ministry of Labor. Applications that include mismatched qualifications, incomplete documentation, or salaries below the applicable threshold are among the most common causes of rejection — causing delays that can push back hiring timelines by months.

Beyond the permit itself, employers are also responsible for enrolling new hires in Taiwan's Labor Insurance (勞保), National Health Insurance (健保), and Labor Pension (勞退) systems from day one. These obligations apply regardless of which hiring route is used.

Based on current Employment Service Act requirements. Regulations are subject to change — contact UBIK Talents for the most up-to-date guidance.