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Hiring Foreign Talent in Taiwan

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Hiring Foreign Talent in Taiwan

Planning to hire foreign talent in Taiwan? This video is your all-in-one guide to understanding the Taiwan work permit ,employment in Taiwan and visa process from an employer’s perspective. As Taiwan’s economy continues to grow and diversify, more companies are turning to international professionals to meet their talent needs – especially in areas like technology, education, healthcare, and engineering. However, hiring foreign nationals in Taiwan involves a structured legal framework, and it’s essential for employers to understand each step of the work visa Taiwan process to avoid delays, penalties, or rejections.

In this video, we’ll walk you through the entire Taiwan job hiring process – from preparing the correct documentation to applying for a work permit through Taiwan’s Ministry of Labor. We’ll explain the eligibility criteria for both employers and employees, the types of positions that qualify for foreign hires, and the documents required for submission. You’ll also learn about processing timelines, contract requirements, and best practices to ensure compliance with Taiwan’s employment laws, immigration regulations and tax compliance in Taiwan.

Beyond the standard work permit, you’ll be introduced to Taiwan’s special visa programs such as the Employment Gold Card. This program is designed to attract high-level international talent and offers multiple benefits, including a three-in-one permit for work, residence, and re-entry, along with tax incentives and family sponsorship options. Understanding these programs can give your business a competitive edge when it comes to attracting skilled professionals from around the world and strengthening your approach to employment in Taiwan, especially when managing a remote workforce in Taiwan or leveraging EOR in Taiwan support.

Whether you’re a startup looking to expand your team or a large organization bringing in specialized talent, this video will help you navigate the complex requirements of Taiwan job hiring with confidence. By following the proper procedures and staying informed, you can simplify your hiring process, maintain accurate payroll, and align with local standards such as minimum wage and average salary, ensuring a smooth transition for your foreign employees.

So, if you’re ready to take your hiring in Taiwan strategy global and tap into Taiwan’s vibrant talent market, reach out Galaxy Group and we can explain everything you’ll need to know about hiring expatriate workers legally and efficiently.

Simplify Hiring in Taiwan with Expert Support

Whether it’s work permits, visa applications, or full employment compliance—Galaxy Group is here to help you hire international talent with confidence.

Contact Our Experts Today

FAQ’S

How do employers get a Taiwan work permit for hiring foreign professionals?

Employers must first register with the Ministry of Labor and verify that the job role qualifies for foreign hires. They must then submit a Taiwan work permit application through the Workforce Development Agency, including documents like the employment contract and proof of qualifications. Once approved, the foreign professional can apply for their work visa and Alien Resident Certificate (ARC). Following this process ensures legal and compliant employment in Taiwan.

Taiwan’s Employment Gold Card offers foreign professionals a 3-in-1 permit for work, residence, and re-entry, valid for up to 3 years. It also provides tax incentives, freedom to switch employers, and the ability to bring dependents. This program supports high-level talent seeking flexible and long-term employment in Taiwan with fewer bureaucratic restrictions.

Employers must pay salaries in New Taiwan Dollars, follow local payroll in Taiwan regulations, withhold taxes correctly, and ensure enrollment in labor and health insurance. Proper payroll handling is key to staying compliant with employment in Taiwan laws.

A Comprehensive Guide to Work Permits in Hong Kong: Eligibility, Essentials, and Key Insights

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A Comprehensive Guide to Work Permits in Hong Kong: Eligibility, Essentials, and Key Insights

A Comprehensive Guide to Work Permits in Hong Kong Eligibility, Essentials, and Key Insights

In an era of global talent mobility, businesses are increasingly expanding their operations beyond domestic markets to access the skills and expertise needed to stay competitive. Hong Kong, with its established position as a gateway to Asia, continues to be a preferred destination for companies seeking to recruit international professionals.

Renowned for its business-friendly regulatory environment, robust legal system, and strategic proximity to regional markets, Hong Kong attracts organisations across financial services, technology, healthcare, logistics, and more. However, while the jurisdiction offers a favourable operating landscape, employing non-local talent requires careful navigation of its immigration framework.

To support this demand, the Hong Kong government has implemented a range of work permit and visa schemes, each tailored to different workforce needs—from experienced professionals and recent graduates to trainees and sector-specific workers. Understanding the distinctions between these schemes is critical to ensuring compliance, avoiding delays, and enabling a smooth onboarding process.

In this article, Galaxy Group offers a structured overview of the available work permits in Hong Kong, highlighting eligibility criteria, key distinctions, and strategic considerations for employers managing cross-border recruitment.

Table Of Content

Description Of Various Work Permit Schemes Specifying Overview, Basic Eligibility Criteria And Notes

Category – Employees
Scheme Overview Eligibility Notes
General Employment Policy (GEP) Aimed at attracting professionals to work in sectors that contribute to Hong Kong’s economy. A good educational background, typically a first degree in a relevant field.
Technical qualifications, professional abilities, or relevant experience with evidence, in special cases. 		The GEP is quota-free and non-sector-specific.
A confirmed employment offer that matches qualifications or experience and cannot be easily filled by the local workforce.
Tech Talent Admission Scheme (TechTAS) Provides a fast-track process for admitting non-local technology talent for R&D work in Hong Kong. Employer certification under the scheme and a valid quota by ITC.
Candidate for full-time employment in Hong Kong by the employer. 		Work experience is required in some cases.
Enhanced Supplementary Labour Scheme (Enhanced SLS) For the importation of labour at the technician level For non-local low-skilled or semi-skilled workers in industries facing genuine labour shortages.
Employers must prove local labour unavailability and submit a quota application. 		Ensures compliance with minimum wage laws and other labour protections.
Temporary permits are issued.
Foreign Domestic Helper Visa Individuals hired as domestic helpers by Hong Kong residents. A contract is required; the applicant must reside in the employer’s home. Includes specific protections for helpers, such as mandatory insurance coverage and minimum wage.
Special Scheme for Importation of Care Workers for Residential Care Homes Non-local care workers are to address labour shortages in residential care homes for the elderly or disabled. Employers must apply for a quota and prove their inability to recruit locally. Focused on meeting the demand in the healthcare sector.
Requires compliance with training and licensing standards.
Sector-Specific Labour Importation Scheme Designed to address industry-specific labour needs. Non-local workers for specific sectors with critical labour shortages (e.g., construction, manufacturing, etc.). Employers must provide evidence of a genuine shortage and adhere to quota restrictions.
Category – Training
Training Visa Entry arrangements for persons who wish to enter the HKSAR-specific training Visa permit to acquire training not available in the applicant’s country;
It requires sponsorship from a local organisation.
Training must be time-bound and non-repetitive. 		Typically, it is limited to 12 months to acquire special skills and knowledge, and it is not a work permit for employment purposes.
Category - Chinese Nationals
Admission Scheme for Mainland Talents and Professionals (ASMTP) Mainland Chinese residents with skills or experience not readily available in Hong Kong. It requires a confirmed job offer, similar to GEP. Specific to attracting talent from Mainland China.
Quota-free and non-sector-specific.
Admission Scheme for the Second Generation of Chinese Hong Kong Permanent Residents (ASSG) Persons who are the second generation of emigrated Chinese Hong Kong permanent residents from overseas may apply to return to work in the HKSAR under the Scheme. Applicants must be second-generation Chinese Hong Kong permanent residents born overseas.
Aged between 18 and 40.
Proficient in written and spoken Chinese (Putonghua or Cantonese) or English. 		Allows individuals to work, start a business, or reside in Hong Kong.
No prior job offer needed
Category – Students
Student Visa Non-local students accepted into a full-time course at a recognised Hong Kong institution. Requires proof of enrollment, financial resources, and accommodation arrangements. Allows part-time on-campus work and limited internships under certain conditions.
Immigration Arrangements for Non-local Graduates (IANG) Graduates from Hong Kong institutions seeking employment or starting a business. Must apply within six months of graduation for streamlined approval.
No job offer is needed initially.		 Enables fresh graduates to explore opportunities in Hong Kong.
Category – Others
Quality Migrant Admission Scheme (QMAS) Designed to attract global talent across various fields. Highly skilled individuals with exceptional qualifications and achievements.
Points-based system; no prior job offer required. 		Limited quotas
Working Holiday Scheme Youth from specific countries aged 18-30 (or 35 for certain countries) seeking to holiday and work temporarily. Allows work for up to 12 months.
Must hold valid travel insurance. 		Restricted to specific partner countries.
Facilitates cultural exchange.
Top Talent Pass Scheme (TTPS) Seeks to attract talent with rich working experience and good academic qualifications to enhance Hong Kong’s competitiveness High-income earners or graduates from the world’s top 100 universities with relevant work experience Proof of income or educational qualification from eligible universities. An offer of Employment is not required at the time of application.
Apply to non-locals, overseas Chinese nationals, Mainland residents, and non-mainland residents.

Conclusion

Hiring international talent in Hong Kong requires a clear understanding of the territory’s visa framework and a careful approach to compliance. For many businesses, navigating this process independently can be time-consuming and administratively demanding.

Engaging a knowledgeable partner with regional expertise can ease this burden, ensuring applications are correctly structured, timelines are met, and regulatory risks are minimised. With the proper support, companies can focus on growth while ensuring their global workforce is onboarded efficiently and fully compliant.

Galaxy Group supports businesses across Asia with precisely this kind of operational clarity.

Read our Guide “Should You Opt For EOR Services: 5 Key Reasons” to know why you should hire an EOR.

Need guidance on hiring international talent in Hong Kong?

Partner with Galaxy to ease your work permit application process.

Contact us now!

FAQ’S

What is the most common work permit in Hong Kong?

The General Employment Policy (GEP) is the most common work permit aimed at attracting professionals to work in sectors that contribute to Hong Kong’s economy not readily available in Hong Kong.

Yes, most work permits allow dependents to apply for Dependent Visas, enabling them to reside and, in some cases, work or study in Hong Kong; however, one has to follow specific application process for the same.

Applications typically take 4-6 weeks to process after all required documents are received, however the same varies from case to case. A longer processing time may be required during summer rush period between June and August.

Not in every case but many of them allow applying for permanent residency after seven years of continuous lawful residence in Hong Kong.

Yes, most work permits are not available to nationals of Afghanistan, Cuba, and North Korea due to specific restrictions.

Should a Small Business Outsource its Payroll Function?

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Should a Small Business Outsource its Payroll Function?

Small business outsource Payroll Function

Effective payroll management is a fundamental requirement for any organisation committed to operational excellence and regulatory compliance. For small and medium-sized enterprises (SMEs), however, maintaining accuracy and adherence to ever-evolving tax laws can place a considerable strain on internal resources, particularly as businesses expand into new markets and adopt flexible, remote working models.

In this context, outsourcing payroll has become an increasingly strategic consideration rather than a mere administrative choice. By entrusting this critical function to a reputable specialist, organisations can mitigate compliance risks, safeguard sensitive employee information, and redirect valuable time and effort toward core business objectives.

This article outlines the concept of payroll outsourcing and examines its principal benefits and potential challenges.

Read Our Blog: Payroll Outsourcing: A Cost-Effective Solution For Employers

 
 

Table Of Content

What is Payroll Outsourcing?

Payroll outsourcing involves engaging a qualified third-party provider to manage all payroll-related tasks for your organisation. Unlike general HR outsourcing – which may include recruitment and employee relations – payroll outsourcing focuses exclusively on ensuring employees are paid accurately and on time, in strict compliance with applicable laws.

A reputable payroll provider typically:

  • Calculates wages, taxes, and statutory deductions accurately

     

  • Disburses salaries promptly through secure payment channels

     

  • Prepares and files all mandatory tax documents

     

  • Maintains secure records and ensures compliance with local and international regulations

     

For small businesses expanding into new markets or managing a distributed workforce, outsourcing payroll to a specialist with expertise in global payroll can substantially reduce administrative burdens and legal exposure.

Why Payroll Outsourcing is on the Rise?

Modern business dynamics have introduced payroll challenges to small businesses that previously were encountered only by large organisations. With more companies hiring remote teams and managing cross-border operations, ensuring compliance, accuracy, and timeliness in payroll has become increasingly demanding.

Recent industry reports indicate that over 70% of organisations now outsource some or all payroll processes, primarily to:

  • Minimise Compliance Risk: Expert providers help avoid costly errors in tax reporting or employee classification.
  • Reduce Administrative Load: Outsourcing frees owners and managers to focus on high-value priorities.
  • Improve Accuracy: Professional payroll systems significantly reduce manual errors, a leading cause of pay discrepancies.

Key Advantages of Payroll Outsourcing

The advantages of payroll outsourcing extend significantly beyond routine payslip processing; with the support of a reliable payroll partner, organisations benefit from enhanced regulatory compliance, cost efficiency, operational scalability, robust data security, and the ability to redeploy internal resources toward higher-value strategic initiatives.

1. Strengthened Compliance

Outsourcing ensures that your payroll complies with the latest tax legislation, statutory contributions, and employment regulations relevant to your jurisdiction.

2. Controlled Costs

While outsourcing involves service fees, it can prove more cost-effective than hiring, training, and retaining in-house payroll staff or investing in and maintaining advanced payroll software.

3. Scalability

An outsourced solution can adjust seamlessly as your headcount changes, making it ideal for businesses planning to expand or hire internationally.

4. Data Security

Professional providers invest in sophisticated security systems and encrypted portals, protecting confidential employee information and reducing the risk of internal fraud.

5. Focus on Core Business

By delegating time-intensive payroll administration to experts, leaders can devote greater attention to strategic tasks that drive revenue and improve customer service.

Potential Drawbacks to Consider

While outsourcing payroll offers clear benefits, it may not suit every organisation. Common concerns include:

Reduced Direct Control: Some businesses prefer to retain internal management of sensitive payroll data.

Dependency on the Provider: The quality and security of your payroll depend on the provider’s systems and governance.

Service Costs: For very small teams, simple payroll software may suffice, but this shifts the compliance responsibility back to internal staff.

How Payroll Outsourcing Works?

While each provider may follow slightly different procedures, the overall process of outsourcing payroll generally adheres to a straightforward, well-defined workflow. This structured approach ensures that payroll is handled accurately, securely, and fully compliant with applicable regulations, allowing businesses to maintain oversight while minimising administrative burden.

A typical payroll outsourcing process includes the following stages:

  1. Initial Onboarding:
     The provider collects and reviews the organisation’s existing payroll data, employee records, contracts, and relevant compliance documentation to establish a secure foundation.
  1. Secure Data Submission:
     For each pay period, the company submits updated information – such as salary adjustments, hours worked, new hires, or terminations – through secure channels.
  1. Payroll Calculation and Processing:
     The provider calculates gross earnings, applies the appropriate statutory deductions and benefits, and prepares payslips for all employees.
  1. Payment Distribution:
     Employee salaries are disbursed accurately and on time via secure bank transfers or other approved payment methods.
  1. Tax Filing and Regulatory Reporting:
     All mandatory tax submissions and statutory reports are prepared and filed in accordance with local deadlines and compliance requirements.
  1. Reporting and Support:
     The organisation receives detailed payroll reports, dashboards, and audit trails to maintain oversight and support informed financial decision-making.

Essential Qualities of a Trusted Payroll Provider

Not all providers offer the same level of service. Look for payroll partners who provide:

  • Automated, error-free payroll runs

  • End-to-end tax filing support, locally and internationally

  • Employee self-service portals for payslips and tax documents

  • Active compliance monitoring and timely regulatory updates

  • Secure, encrypted data storage and user authentication.

  • Integration with your accounting and HR systems

  • Responsive, knowledgeable client support

When Should Small Businesses Consider Outsourcing Payroll?

Outsourcing payroll is often the best choice when:

  • Your team is expanding or working across multiple regions

  • Internal staff struggle to keep pace with changing regulations

  • Payroll administration consumes significant time and focus

  • You need robust data security and fraud mitigation

In-House Payroll vs Outsourced Payroll

Choosing between managing payroll internally and engaging a specialist provider is a decision that affects costs, compliance, and operational efficiency. For small businesses weighing the two options, it is crucial to understand how they differ in practice.

The following table provides a clear overview of the key distinctions, helping you evaluate which approach best aligns with your company’s resources, risk appetite, and growth ambitions. 

Comparison of in-house vs outsourced payroll.

Conclusion

For many small businesses, outsourcing payroll is not simply an operational convenience – it is a strategic move that enhances accuracy, compliance, and financial predictability in a complex regulatory environment. By entrusting payroll to experienced professionals, companies minimise legal risks, protect sensitive data, and unlock time to focus on growth and customer value.

However, the benefits depend greatly on partnering with a provider who understands your industry, region, and workforce needs. The right partner brings secure technology, regulatory expertise, and tailored solutions that scale with your ambitions.

For businesses seeking reliable payroll solutions in Singapore, Hong Kong, and Asia-Pacific, Galaxy Group combines local insight with global best practices to ensure your payroll is managed accurately and securely, giving you complete peace of mind to focus on what matters most: your success.

Switch to Stress-Free Payroll Solutions

 Contact Galaxy Payroll Group today and discover how our trusted payroll solutions can free your business to focus on what matters most.

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FAQ’S

What exactly is payroll outsourcing?

Payroll outsourcing involves engaging an external provider to handle all aspects of employee pay, including wage calculations, statutory deductions, tax filings, and payslip distribution. Unlike general HR outsourcing, this service ensures employees are paid accurately and complies with local laws.

A payroll outsourcing provider typically takes over the routine but complex tasks involved in payroll. This includes gathering employee pay data, processing salaries, calculating taxes and deductions, arranging payments to staff and tax authorities, and preparing detailed reports for the employer. Many providers offer secure online portals so employers can monitor payroll activity anytime.

Businesses can choose from

  • Full-service payroll providers manage the entire payroll cycle and compliance.

  • Professional Employer Organisations (PEOs) handle payroll alongside HR functions such as benefits and risk management.

  • Employer of Record (EOR) services, which legally employ staff on your behalf in overseas markets, ensuring full compliance.

  • Payroll software, which is technically self-managed, automates many payroll calculations.

A qualified payroll partner keeps current with national and regional tax requirements, ensuring accurate calculations, timely tax payments, and correct filing of year-end returns. This dramatically reduces the risk of penalties or audits.

Yes. Reputable providers supply secure online dashboards where you can check payroll records, payment histories, and compliance documents anytime.

Potential risks include sharing sensitive employee data with a third party and losing some internal control over pay processes. However, partnering with a trusted, certified provider with robust data protection measures significantly reduces these concerns.

In many cases, yes. Outsourcing removes the need for specialist payroll staff, expensive software licences, and time-consuming compliance work. For growing businesses, this can deliver substantial savings over time.

Payroll software automates calculations but requires your team to input data, check accuracy, and stay on top of tax rules. By contrast, outsourcing hands the entire process to external experts, providing peace of mind that payroll is run correctly and on time, with minimal effort from your in-house staff.

Discerning How Workforce Expansion Efficiencies Are Able to Help Companies Drive Business Growth

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Discerning How Workforce Expansion Efficiencies Are Able to Help Companies Drive Business Growth

Business professionals reviewing workforce expansion plan at Galaxy Group

In a world where market dynamics shift overnight and talent shortages can stifle growth, hiring swiftly is no longer a luxury but a necessity. Global companies that shorten their recruitment cycles and pair them with effective workforce planning are best placed to outperform competitors, manage costs, and adapt to change.

This blog explores why faster hiring is critical for international businesses, the tangible advantages it brings – from securing top talent to boosting innovation – and how strategic workforce planning complements speed with sustainability.

Table Of Content

Why Faster Hiring Matters for International Businesses?

In today’s hyper-competitive global markets, companies cannot afford the costly delays caused by protracted recruitment cycles. The speed at which an organisation attracts, secures, and deploys talent often determines whether it leads or lags behind its competitors. Fast hiring not only helps fill critical roles promptly but also keeps operations agile, drives market responsiveness, and strengthens a company’s reputation as an employer of choice.

Below are the core reasons why accelerating your hiring process is essential for sustained international success:

1. Immediate Access to Scarce Global Talent

Highly skilled professionals do not remain in the market for long. In major talent hubs, from Singapore and Hong Kong to the Philippines and Vietnam, competition for top performers is fierce. A sluggish hiring process can mean losing out to faster-moving companies.

Swift recruitment helps secure top-tier candidates before they accept competing offers, ensuring projects progress without disruption and strategic goals stay on track. Moreover, efficient hiring signals to potential employees that your organisation values decisiveness and operational excellence. These qualities attract high-calibre talent.

Read Our Guide: Employer’s Guide to Drafting International Employment Contracts.

2. Quicker Market Penetration

Speed to market is a critical competitive advantage. Entering new territories demands local insight and operational capacity, both of which hinge on having a capable local team in place. Lengthy recruitment and entity setup delays can cede first-mover advantage to competitors.

A streamlined hiring approach enables companies to establish a local footprint swiftly, capitalise on emerging opportunities, and adapt to market shifts without costly downtime.

3. Cost Savings Through Efficiency

Prolonged vacancies translate directly into financial loss, not only through repetitive advertising and prolonged interview cycles but also due to productivity gaps that burden existing teams. Overstretched staff often face burnout and declining morale, compounding the hidden costs of slow hiring.

Conversely, efficient recruitment cycles reduce advertising spend, limit downtime, and allow new hires to contribute to revenue generation sooner. Resources saved can be reinvested in growth initiatives rather than lost in administrative drag.

4. Enhanced Business Agility

Market dynamics change quickly, whether it is responding to sudden customer demand, launching new product lines, or pivoting in response to economic conditions. Companies with agile hiring capabilities can scale teams up or down as needed, maintaining business continuity and competitive momentum.

A workforce strategy that supports rapid recruitment equips organisations to seize opportunities and manage risks without compromising on compliance or quality.

5. Stronger Employer Brand

First impressions are lasting. For candidates, the recruitment experience is a reflection of a company’s values and culture. A seamless, timely, and transparent hiring process conveys professionalism, respect for candidates’ time, and organisational efficiency.

Candidates who experience smooth hiring journeys are more likely to recommend the company to peers, strengthening the employer brand and creating a virtuous cycle of attracting better talent.

6. Faster Path to Innovation

Speedy hiring also fuels innovation. Diverse, high-performing teams bring fresh perspectives and problem-solving capabilities. By onboarding skilled professionals quickly, companies enrich their collective expertise and foster a culture of innovation that is vital in fast-evolving industries.

Why Workforce Planning Matters?

Fast hiring delivers immediate results, but when paired with effective workforce planning, it also builds a resilient, future-ready organisation. Workforce planning equips companies with a clear picture of current and future needs for relevant skill-sets, ensuring that recruitment is not only swift but also strategic.

Benefits of Strategic Workforce Planning

While faster hiring solves immediate resourcing needs, long-term business resilience depends on having a clear view of your workforce today and tomorrow. Strategic workforce planning bridges this gap by aligning your talent strategy with your business goals, optimising costs, and ensuring you have the right skills in place to thrive amid changing market conditions.

Here are the key advantages that effective workforce planning brings to an organisation:

1. Identify and Close Skill Gaps

A thorough analysis highlights where skills are lacking and where competency must be strengthened. This allows leaders to effectively direct training, upskilling, or targeted recruitment, precisely where it is most needed.

2. Align Talent with Business Goals

Workforce planning connects hiring decisions directly with business strategy. Managers gain clarity on the skills and roles required to deliver on long-term objectives, avoiding misaligned hires and redundant roles.

3. Control Costs and Minimise Waste

Predictive planning reduces the need for last-minute hiring, which often results in overpayment or a poor fit. Better forecasting enables companies to invest sensibly in talent pipelines, training, and succession planning.

4. Enhance Retention and Engagement

Employees who see clear career paths and development opportunities are more likely to stay. Proactive planning creates a culture of growth and continuous learning, fostering loyalty and lowering turnover.

5. Strengthen Agility and Scalability

When markets shift, businesses with an accurate workforce plan can adapt faster. Whether scaling operations, entering new markets, or responding to economic disruption, a well-planned workforce offers the flexibility to pivot without chaos.

Conclusion

A culture of speedy and efficient hiring will best position your company to grow, compete, and thrive in dynamic global markets. Galaxy Group helps customers combine efficient global hiring with deep expertise in strategic workforce management:

Employer of Record (EOR): Hire in new markets without forming a local entity.

Payroll and Compliance: Ensure every hire is legally compliant and efficiently paid.

Business Advisory: Align workforce structure with business goals and future trends.

Talent Insights: Identify skill gaps and design training or recruitment to close them.

Our end-to-end support allows you to focus on growth while we manage the risks and complexity.

 

Disclaimer

This article is intended for general information purposes only and does not constitute legal, tax, or professional advice. While Galaxy Group strives to ensure the information is accurate and up to date, readers should consult qualified advisors for guidance tailored to their specific business circumstances and compliance obligations in each jurisdiction.

Ready to Hire Faster?

Galaxy Group provides end-to-end EOR, Payroll and Workforce Solutions across Asia Pacific – so you can hire top talent quickly and compliantly.

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FAQ’S

What is workforce planning, and why is it important?

Workforce planning is a strategic process that analyses an organisation’s current and future human capital needs. It identifies skill requirements, addresses workforce gaps, and ensures the right people are in the right roles to achieve business objectives. In a rapidly changing business environment, robust workforce planning helps companies stay competitive, manage costs effectively, and build resilience against market uncertainties.

Developing a successful workforce plan involves several key steps:

  • Define the organisation’s strategic direction.

  • Analyse the existing workforce and pinpoint skills gaps.

  • Create a clear action plan to bridge those gaps.

  • Execute the plan with appropriate recruitment, training, or restructuring.

  • Continuously monitor outcomes and refine the plan as needed.
    Following this structured approach ensures alignment between staffing needs and business goals.

Workforce training is the targeted process of equipping employees with the specific skills and knowledge needed for their current roles. It focuses on practical competencies and safety, ensuring employees can perform effectively.

Workforce development is broader; it includes training but also emphasises long-term employee growth, leadership development and succession planning. It aims to build capabilities that benefit both the individual and the organisation, over a period of time.

Organisations typically invest in several training formats, including:

  • Onboarding training: Integrates new hires smoothly into the company culture and operations.

  • Technical training: Teaches role-specific tools, systems, or processes.

  • Soft skills training: Develops communication, problem-solving, and teamwork capabilities.

  • Leadership and management training: Prepares employees for greater responsibility and strategic roles.

Workforce development programmes are structured initiatives to enhance employees’ skills, adaptability, and leadership potential. Examples include:

  • Upskilling programmes: Train staff to handle more complex tasks and responsibilities.

  • Reskilling programmes: Equip employees with new capabilities for different roles within the organisation.

  • Cross-training: Broadens employees’ skill sets to cover multiple functions, boosting flexibility and teamwork.

  • Leadership and succession planning: Identifies and nurtures future leaders to maintain business continuity.

These programmes help companies retain talent, reduce recruitment costs, and sustain innovation.

 

Strategic workforce planning supports business expansion by:

  • Ensuring optimal resource allocation and reducing unnecessary hiring expenses.

  • Enhancing productivity through well-matched skills and efficient workflows.

  • Increasing employee motivation and loyalty through clear development pathways.

  • Equipping the organisation to respond swiftly to market shifts and scale operations sustainably.  Collectively, these factors foster a resilient, high-performing workforce ready to deliver growth.

Why Global Teams Use EOR in Singapore?

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Why Global Teams Use EOR in Singapore?

EOR Singapore

Singapore has been consistently ranked the most pro-business country globally and one of the least corrupt nations globally. This makes it a prime destination for companies eyeing APAC expansion. However, like any country, setting up a business in Singapore involves time-consuming processes—from entity incorporation to employment compliance. That’s where an Employer of Record (EOR) becomes a game-changer. An EOR service in Singapore is a trusted third-party partner who legally employs your talent, handles HR operations, payroll, taxes, and compliance, without needing you to open a local entity.

Infographic- Why Global Teams Use EOR in Singapore

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Hidden Challenges of Cross-Border Employee Mobility in Taiwan

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Hidden Challenges of Cross-Border Employee Mobility in Taiwan

Hidden Challenges of Cross-Border Employee Mobility in Taiwan

Organisations are steadily broadening their regional and international reach in today’s fast-paced global landscape. Taiwan, praised for its robust digital ecosystem, dependable governance, and central positioning in Asia, remains an attractive destination for global enterprises. Yet, beneath it’s appeal lie subtle complexities surrounding cross-border employee mobility, particularly in relation to immigration, labour laws, and regulatory requirements.

 

Transferring staff internationally requires more than logistical preparation – it necessitates a comprehensive awareness of the host country’s legal, cultural, and economic environment. Although Taiwan’s employment structure is broadly investor-friendly, it comes with distinct challenges. These include employment contracts in Taiwan, changing norms around employee benefits in Taiwan, and legislation that favours local employee protection.

 

Understanding these less obvious but critical aspects of employee mobility is essential for any organisation seeking a smooth and sustainable expansion into Taiwan. In the sections that follow, we will examine the hidden challenges that businesses must anticipate and navigate to ensure both compliance and operational success in this dynamic market.

Table Of Content

Social and Cultural Meshing

Foreign professionals in Taiwan often encounter social and cultural hurdles that complicate workplace integration. The local communication style, which avoids confrontation and promotes politeness, may lead to miscommunication. Confucian traditions, which emphasise hierarchy and respect for titles, can clash with the flatter organisational cultures common among expatriates.

 

Given the importance of Guanxi networks, business practices such as after-hours gatherings may feel obligatory and complicate social interactions. Informal language barriers and limited awareness of cultural norms may further inhibit cohesion. To address these issues, employers should provide pre-arrival cultural training, ongoing language support, dual-language communication, mentorship, and inclusive team-building. Emphasising diversity training and fostering cross-cultural dialogue are also critical for long-term integration.

The Immigration Framework in Taiwan

Taiwan adopts a layered immigration policy, with distinct categories for foreign nationals, Mainland Chinese citizens, and individuals from Hong Kong and Macau. Programs like the Employment Gold Card and simplified channels via the Workforce Development Agency (WDA) have enhanced accessibility for select professionals. Yet, companies must still navigate a thorough application and approval process.

 

Foreigners may only work in Taiwan if their individual qualifications and employer credentials meet specific criteria. Most foreign employees are required to hold a relevant degree or possess considerable industry experience. Simultaneously, employers must demonstrate financial viability, often through revenue or capital thresholds, to sponsor foreign staff.

Facing Labour Law Restrictions and Employment Risk

Taiwan’s labour system does not support ‘at-will’ employment. Termination must have substantial legal grounds, such as restructuring or underperformance. Additionally, procedural compliance is essential, encompassing notice periods, severance compensation, and job search leave.

 

While designed to uphold workers’ rights, these provisions may prove difficult for foreign firms less familiar with the local framework. Misaligned employment contracts in Taiwan  or improperly managed terminations can lead to costly legal disputes and reputational damage.

Limited Sectoral Mobility and Workforce Reassignment Issues

A frequently overlooked obstacle is limited sectoral mobility. Employees in Taiwan are typically retained within their current industry – transitions from manufacturing to services, for instance, are rare. This limits versatility and complicates workforce planning for organisations aiming to develop cross-functional teams.

 

In addition, evolving policies on the minimum wage in Taiwan and entitlements require businesses to recalibrate their workforce mobility strategies accordingly.

 

Our guide: Minimum Wage Trends in 2025 : A Comprehensive Global Overview

Permit Approvals and Employer Eligibility

Companies seeking to employ foreign professionals must meet specific qualifying conditions, including revenue or trade volume benchmarks. Without such credentials, even highly skilled individuals may be unable to obtain a valid work permit.

Learn more about “How to Apply for work permit in Taiwan“

Even intra-company transfers face scrutiny, requiring adherence to employment law and confirmation that the local entity is authorised to sponsor overseas employees.

Legal Disputes and Employment Litigationy

Mediation is commonly encouraged in Taiwan, but courts frequently intervene in unresolved employment cases. Disputes often center around unfair dismissal, contract ambiguity, or workplace discrimination.

 

To avoid complications, businesses must operate in accordance with Taiwanese labour standards, especially in areas involving Taiwan employee benefits, severance practices, and reassignments. Failing to do so could result in back pay, reinstatement orders, or legal penalties.

Managing Non-Compete Covenants

To safeguard intellectual property and sensitive information, many businesses use post-employment restrictions. In Taiwan, non-compete clauses are only valid if four requirements are met:

  • The employer has a lawful interest to protect
  • The employee had access to sensitive business information
  • The clause is logical in scope and duration (maximum two years)
  • The employee receives fair compensation

Such clauses may be deemed invalid without adequate compensation or clarity, which could potentially increase competitive vulnerability.

 

Our guide: How to Hire International Employees : A Comprehensive Guide

Remote Work and the Shifting Definition of Employment

The growing trend of remote work has altered the traditional understanding of employment. Courts in Taiwan now evaluate employment status based on practical controls, operational integration, and economic dependence – rather than relying solely on contractual designations or physical presence.

 

Companies with a remote workforce in Taiwan should carefully structure these arrangements to avoid unintentionally triggering employer obligations under Taiwanese law.

Strains in the Compensation and Payroll Processes

Managing payroll in Taiwan entails compliance with tax regulations, social contributions, and the Labour Standards Act. Salaries must meet the legal minimums, and statutory benefits – such as National Health Insurance, labour insurance, and retirement funding – must be applied correctly.

 

Although the average salary in Taiwan varies across sectors, international employers must ensure that their compensation structures meet both legal and market demands to recruit and retain qualified personnel.

Conclusion

Cross-border employee mobility in Taiwan offers immense opportunities but also demands informed navigation. From immigration compliance to local employment laws, success hinges on expert support.

At Galaxy Payroll, we deliver more than consultation. We offer a fully managed solution for companies relocating employees, setting up new branches, or testing the market without full legal incorporation.

Our offerings include:

  • Business incorporation in Taiwan and regulatory compliance
  • Legally Compliant Employment Contracts in Taiwan
  • Comprehensive payroll services in Taiwan, including taxation and benefits
  • Immigration assistance, including permits for foreigners who can work in Taiwan
  • Employer of Record (EOR) options for companies not ready to establish an entity
  • Operational support for both remote and hybrid teams

With Galaxy Payroll as your compliance and payroll partner, you gain clarity, avoid regulatory setbacks, and scale operations efficiently.

 

Disclaimer: This blog is for informational purposes only and does not constitute any legal advice.

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FAQ’S

Can foreigners work in Taiwan legally?

Yes, foreigners can work in Taiwan legally, provided they obtain the appropriate work permit and meet eligibility criteria such as qualifications, salary thresholds, and sector-specific requirements.

Cultural and family integration, work permit and visa compliance, employment contract alignment, managing compensation and employee benefits and adapting to Taiwan’s Compliance system, are some of the lesser-known but critical challenges.

Employment contracts in Taiwan must comply with the Labour Standards Act and include necessary terms such as wages, working hours, leave, and termination. Bilingual contracts should specify the governing language in case of disputes.

Spouses and dependents may face challenges like visa restrictions, job limitations, and adapting to local schools and healthcare systems. Proper support can ease their integration.