The best Employer of Record providers in Taiwan, ranked
Ten providers that can employ staff on your behalf in Taiwan, scored on whether they employ through their own Taiwan-registered company rather than a partner, how they handle the Labor Standards Act and its 2019 dispatched-labour amendments, how accurately they run Labor Insurance, National Health Insurance and the 6 per cent Labor Pension, how plainly they explain their terms, and how they support you after signature. Taiwan is not a difficult EOR market in the way mainland China or Korea are, but it is a precise one: insurance enrolment is not retroactive, notice and severance are formulaic, and the year-end bonus is expected though not statutory.
Quick verdict
RemotePeople is our pick — best for companies for whom Taiwan is part of a Greater China or wider Asian plan. Also worth a call: MSA Asia for clients who also want incorporation, accounting and tax from one adviser, and Deel for software-first teams hiring in Taiwan and many other countries at once.
Read this before the ranking
Taiwan has no statute that mentions the Employer of Record by name. An EOR hire is an ordinary employment relationship under the Labor Standards Act (LSA), with the provider as the legal employer and your company directing the work. That triangle is what the LSA calls dispatched labour, and the 2019 amendments changed its terms: dispatched workers may no longer be hired on fixed-term contracts, the user enterprise becomes liable for wages and occupational-accident compensation if the agency fails to pay, and the Ministry of Labor presses for equal treatment between dispatched and directly hired staff. The provision that matters most to an EOR client is Article 17-1: if the user enterprise interviews and designates a specific worker before the agency hires them, that worker can demand direct employment from the user enterprise within ninety days of starting. Almost every EOR hire involves the client choosing the candidate. Serious providers structure the contracting sequence and their client agreement with this article in mind; weaker ones have never heard of it. The first question to ask any provider in Taiwan is which registered company will sign the employment contract, and how its agreement with you handles Article 17-1 and the user-enterprise liabilities of the 2019 amendments.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in Taiwan, handling of the LSA dispatched-labour regime, payroll and statutory accuracy across Labor Insurance, Employment Insurance, National Health Insurance and Labor Pension, transparency of terms and pricing, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion, we say so on the page.
An honest limitation: Taiwan’s company register is public. The Ministry of Economic Affairs’ Commerce Industrial Services Portal (findbiz.nat.gov.tw) lists every registered company and branch with its unified business number. We have not run that check for every provider and we do not have access to their contracts. Where a provider states that it employs through its own Taiwan company we record that as its claim, and we recommend asking for the unified business number and looking it up before you sign.
| # | Provider | Score | Taiwan footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Employs directly in Taiwan as part of its Greater China practice; Asia-Pacific HQ in Singapore | Companies for whom Taiwan is part of a Greater China or wider Asian plan |
| 2 |  MSA Asia | 8.7 | Own Taipei office within an eleven-office Asian network | Clients who also want incorporation, accounting and tax from one adviser |
| 3 |  Deel | 8.3 | Global platform; states it owns its Taiwan entity | Software-first teams hiring in Taiwan and many other countries at once |
| 4 |  Links International | 8.0 | Taipei office; Hong Kong-headquartered HR outsourcer | Companies that also want recruitment and work-permit handling |
| 5 |  Acclime | 7.7 | Taipei practice of an Asia-Pacific corporate-services group | Established companies that expect to incorporate later |
| 6 |  AYP Group | 7.4 | Singapore-headquartered; states it employs through its own Taiwan company | Cost-conscious hiring across Taiwan and South-east Asia |
| 7 |  Slasify | 7.1 | Founded in Taiwan, headquartered in Singapore; New Taipei branch | Start-ups wanting a platform with Taiwanese roots |
| 8 |  Eleventh Fleet | 6.8 | Taipei-headquartered boutique; Singapore-incorporated | One or two Taiwan hires with published, predictable fees |
| 9 |  Hire in Taiwan | 6.5 | Taipei-based, Taiwan-only advisory practice | A first hire that needs a senior adviser on the phone |
| 10 |  Dezan Shira & Associates | 6.2 | Pan-Asian advisory firm; no Taipei office listed | Groups already using the firm elsewhere in Asia who need one Taiwan hire |
Rankings reflect our assessment of each provider for hiring in Taiwan specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
RemotePeople’s Taiwan pages are among the most detailed a foreign employer will find: Labor Insurance, National Health Insurance and the six per cent Labor Pension, the Labor Standards Act’s notice and severance formulas, and the 2019 dispatched-labour amendments, with the employer burden put honestly at roughly 19.7 to 20.5 per cent once the NHI dependant factor is included. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, with its Asia-Pacific business run from Singapore, the company has more than 250 staff across 30 countries and over 3,000 clients, and Taiwan is handled by the same regional team that runs its Greater China hiring, which is useful for companies employing on both sides of the strait. Every client has a dedicated account manager backed by HR and employment specialists; recruitment, payroll for companies with their own Taiwanese company, contractor management and incorporation sit alongside EOR. EOR Flex starts at US$199 per employee per month. Deel leads on software integrations.
- Accurate, current statutory detail for Taiwan, including the NHI dependant factor
- One regional team for Taiwan, Hong Kong and mainland hires
- Dedicated account manager backed by HR and employment specialists
- Recruitment, payroll, contractor management and incorporation alongside EOR
- EOR Flex from US$199 per employee per month
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in Taiwan figure
- Work permits for foreign hires go through the Ministry of Labor case by case, as with every provider
- Taiwan entity
- Employs directly in Taiwan; enrols staff in Labor Insurance, NHI and Labor Pension
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
MSA Asia
MSA Asia is an Asia-only corporate-services firm whose EOR grew out of fifteen years of incorporating companies and running their accounting, tax and payroll, and Taipei is one of its own offices. That heritage shows in the details that trip up generalists: the old LSA retirement system versus the post-2005 Labor Pension, the supplementary NHI premium on large bonuses, and non-resident withholding in the first 183 days. Clients who later want a Taiwan subsidiary find the transition smooth because the same adviser handles the MOEA registration and the transfer of staff. The EOR is less productised than the platforms, so expect an adviser rather than a sign-up form, and coverage stops at the edge of its eleven-office footprint, so it is no use for Japan or Korea. On software Deel is well ahead; on Taiwan statutory depth MSA Asia is at least the equal of anyone on this page.
- Own Taipei office inside an Asia-only network that also covers the difficult markets: China and Vietnam
- Incorporation, accounting, tax and EOR from one adviser, so the EOR-to-entity path is planned from the start
- Deep statutory and tax knowledge; 1,500-plus international clients since 2011
- Adviser-led model suits companies that want to talk through Article 17-1 and severance exposure before hiring
- No self-service platform; onboarding is document-driven
- Coverage limited to its own footprint, so not a fit for a thirty-country rollout
- Less suited to a company wanting a single quick hire with no advisory conversation
- Taiwan entity
- Own Taipei office; ask for the registration number of the employing company
- Regional base
- Shanghai and Hong Kong
- Also offers
- Incorporation, accounting, tax, payroll, corporate advisory
- Operating since
- 2011
Deel
Deel is the best-known global platform, and for Taiwan it is a sound one. It states that it employs through its own entity rather than a partner, its contracts are compliant, and the software for onboarding, payslips, expenses, equipment and integrations is the best in this comparison by a distance. A Taiwanese national can be on payroll within a week. What you do not get is a Taiwan specialist who knows your account: support is competent, largely asynchronous and ticket-based, and a global template can be slow to reflect local practice on the year-end bonus, the one-fixed-day-off-plus-one-rest-day working-time rule, or the ninety-day window in Article 17-1. If you are hiring in Taipei, Warsaw and Toronto in the same quarter, Deel is hard to argue with. If Taiwan is the point, the two providers above give you more local judgement for a similar fee.
- Best-in-class software, integrations and employee experience
- States that it owns its Taiwan entity; fast self-service onboarding
- Contractor management, EOR, payroll, HRIS and immigration in one product
- Entity set-up service if you outgrow EOR in Taiwan
- Ticket-based support rather than a named Taiwan contact
- Local nuance on bonuses, working-time rules and dispatched-labour provisions can lag in a global template
- Pricing is per-employee-per-month and can rise with add-ons
- Taiwan entity
- Own entity (provider’s statement)
- Regional base
- Global; regional teams in Singapore and elsewhere
- Also offers
- Contractors, global payroll, HRIS, immigration, entity set-up
- Operating since
- 2019
Links International
Links International has run payroll outsourcing and recruitment in Asia for more than two decades and has a Taipei office of its own, with a Taiwan-specific site covering labour law, insurance and work visas. Its PEO/EOR sits alongside payroll outsourcing, visa application and recruitment, which makes it the natural choice when you want one firm to find the person, sponsor the work permit and run the monthly Labor Insurance and NHI filings. The Links One platform is functional and the group publishes a PEO/EOR cost calculator, which is more than most regional firms manage. The weaknesses come with the model: EOR is one service among many, the digital experience is traditional, and pricing is by quotation. On recruitment and visa handling it beats everyone above it; on advisory depth for the EOR-to-entity transition MSA Asia and Acclime are stronger.
- Taipei office and a long Asian payroll track record
- Recruitment, work-permit and payroll under one roof, so the Article 17-1 sequence is handled inside one firm
- Quarterly labour-law updates and a published PEO/EOR cost calculator
- Coverage across Asia-Pacific and the Middle East if Taiwan is one of several markets
- EOR is secondary to payroll outsourcing and recruitment
- Traditional service model with less software polish than the platforms
- Pricing by quotation rather than a public rate card
- Taiwan entity
- Taipei office; confirm which Links company signs the employment contract
- Regional base
- Hong Kong
- Also offers
- Payroll outsourcing, recruitment, visa application, company formation
- Operating since
- 1999
Acclime
Acclime Taiwan is the Taipei practice of a regional group with offices across Asia-Pacific, and its EOR sits alongside company registration, corporate secretarial work, accounting, tax and payroll. Its published Taiwan guides are among the more careful we read: they name all four mandatory insurance programmes, including Occupational Accident Insurance, state that enrolment takes effect from day one, and put the Foreign Investment Approval and registration timeline for a subsidiary at four to eight weeks, the honest comparison a company weighing EOR against incorporation needs. Service is professional and process-driven, oriented to established or multi-entity companies rather than a founder making a first hire. For a regulated or listed group that expects to incorporate in Taiwan within a year or two, Acclime is a strong fit; for a fast single hire, Deel or Eleventh Fleet will move faster.
- Taipei practice with a strong tax, regulatory and corporate-secretarial bench
- Careful public guidance on Taiwan’s four insurance programmes and the EOR-versus-entity decision
- Natural home for companies that will incorporate later and want the same adviser throughout
- Breadth across Asia-Pacific under one group
- Enterprise-style onboarding and documentation
- EOR is one service among many rather than the core business
- Less nimble than the platforms for a single quick hire
- Taiwan entity
- Own Taipei practice; confirm the employing company’s registration
- Regional base
- Hong Kong and Singapore
- Also offers
- Company registration, corporate secretarial, accounting, tax, payroll, immigration
- Operating since
- 2019 as Acclime, from older constituent firms
AYP Group
AYP Group is an Asia-only provider with a Singapore base, coverage across thirteen Asia-Pacific markets and a Taiwan page that states it employs through a directly owned Taiwan company with HR specialists in Taipei rather than a sub-contracted nominee. Its published Taiwan material is unusually specific: the 2026 minimum wage, the Labor Insurance ceiling, the new-system severance formula, the 10/20/30-day notice ladder and the Article 11 versus Article 12 termination routes are all set out, and it commits to a flat monthly fee with no per-filing surcharges. It is competitive on cost and responsive. The organisation is smaller than the providers above, the platform simpler than Deel’s, and its depth is in South-east Asia rather than North-east Asia. For Taiwan plus Singapore, Malaysia and Vietnam on a budget it is a sensible shortlist candidate; for Taiwan, Japan and Korea look higher up the list.
- States that it employs through its own Taiwan company with Taipei-based specialists
- Specific published guidance on Taiwan contributions, notice and severance
- Flat monthly fee with no per-filing surcharges (provider’s statement)
- One contract across thirteen Asia-Pacific markets
- Smaller team and footprint than the providers above
- Depth is in South-east Asia rather than Taiwan, Japan and Korea
- Verify the Taiwan company’s registration number as with every provider here
- Taiwan entity
- Own Taiwan company (provider’s claim)
- Regional base
- Singapore
- Also offers
- PEO, payroll, benefits, visa support, talent sourcing
- Operating since
- 2009
Slasify
Slasify was founded in Taiwan in 2016, moved its headquarters to Singapore, and runs a remote-first EOR, payroll and contractor platform with offices and partners across Asia, Europe, North America and Australia. Its Taiwan presence is a registered branch of the Singapore company in New Taipei City, and the founding team is Taiwanese, so contracts, payslips and support in Traditional Chinese are native rather than translated. It publishes a practical guide to Taiwan work permits, the ARC and the Employment Gold Card, and offers dedicated account managers rather than a pure ticket queue. Set against the providers above, it is a smaller organisation, its 150-plus countries rely heavily on partners beyond its own office list, and pricing is by quotation. For a start-up that wants a platform with Taiwanese roots and also has contractors elsewhere, it is worth a conversation; for a large Taiwan headcount, MSA Asia or Links carry more weight.
- Taiwanese founding team; Traditional Chinese contracts and support are native
- Registered Taiwan branch, plus offices in Singapore, Hong Kong, Malaysia, Vietnam and Xiamen
- EOR, payroll and contractor management on one platform; dedicated account managers
- Clear public guidance on Taiwan work permits and the Gold Card
- Taiwan presence is a branch of the Singapore parent rather than a local subsidiary
- Partner-dependent beyond its own offices
- Pricing by quotation
- Taiwan entity
- Slasify Pte. Ltd. Taiwan Branch, New Taipei City (as listed by the provider)
- Regional base
- Singapore
- Also offers
- Global payroll, contractor management
- Operating since
- 2016
Eleventh Fleet
Eleventh Fleet is a small Taipei consultancy, incorporated in Singapore and led by a Taiwanese entrepreneur and investor, that helps foreign companies and start-ups hire in Taiwan. It is the most transparent provider on this page: its Taiwan EOR site publishes a full rate card, with a monthly fee per employee, a one-off work-permit and ARC charge, onboarding and off-boarding fees, and a refundable deposit of one month’s salary and payroll taxes. It also states that clients are invoiced mid-month with employees paid on the fifth of the following month. The limits are scale and scope: the firm describes itself as having a handful of staff and relies on law firms and CPAs for specialist advice, so it suits one to a few hires rather than a team of twenty, and it is Taiwan-only. On price transparency it beats everyone above it; on depth of bench it does not compete.
- Published rate card covering monthly, onboarding, off-boarding and work-permit fees
- Taipei-based team with Taiwan incorporation and payroll alongside EOR
- Clear invoicing and payroll calendar stated up front
- Suited to a founder making a first Taiwan hire without a sales cycle
- Very small team; specialist questions go to external law firms and CPAs
- Taiwan only; no use for a multi-country rollout
- Contact is by web form rather than a platform
- Taiwan entity
- Taipei-headquartered; confirm which company signs the employment contract
- Regional base
- Taipei
- Also offers
- Taiwan incorporation, HR and payroll, remote staffing
- Operating since
- Not stated on its site
Hire in Taiwan
Hire in Taiwan is a single-market practice run from Taipei by a senior HR adviser who deals with clients directly. Its pitch is the opposite of the global platforms: no ticket queue, a direct line to the person who knows your file, and day-one enrolment as the baseline because Labor Insurance is not retroactive and a missed enrolment attracts a penalty plus full employer liability for any claim. Its published material on probation, notice and severance is accurate and blunt about the fact that a customary three-month probation does not create at-will employment. It sits here rather than higher because of size and track record: it is a new practice, its website does not name the employing company, and there is no platform. For a first hire where you want a senior adviser on the phone and a Taiwan-only focus, it is a credible alternative to Eleventh Fleet; for anything larger, look above.
- Direct access to a senior Taiwan HR adviser rather than a support queue
- Taiwan-only focus with accurate, practical guidance on enrolment, probation and termination
- Payroll and HR advisory alongside EOR for companies with an entity already
- New, small practice; ask which registered company employs your staff
- No platform; Taiwan only
- Pricing by conversation rather than a published schedule
- Taiwan entity
- Not named on its website; ask for the unified business number
- Regional base
- Taipei
- Also offers
- Payroll and compliance, HR advisory
- Operating since
- Recent; site published 2026
Dezan Shira & Associates
Dezan Shira & Associates is a well-regarded pan-Asian advisory firm with a long record in mainland China, India, Vietnam and South-east Asia, and a Global Staffing Solutions service that employs staff on a PEO basis where it has offices. Taiwan is not one of them. Its office directory lists no Taipei location, and its published staffing footprint names China, India, Vietnam, Singapore, Indonesia, the Philippines, Malaysia, Thailand, South Korea, Japan and Hong Kong, with further coverage through partners. A Taiwan hire through Dezan Shira would therefore be arranged from Hong Kong or Shanghai and, on the firm’s own account, through a partner rather than its own entity. That is acceptable for a multinational that already uses the firm across the region and needs a single Taiwan employee handled within an existing relationship, where its cross-strait structuring advice is a real advantage. For a company whose hiring is in Taiwan, every provider above offers more direct accountability.
- Strong pan-Asian legal, tax and accounting bench, particularly for China-plus-Taiwan structuring
- One adviser for a group already using the firm elsewhere in Asia
- Publishes extensively on Asian employment and tax law
- No Taipei office; Taiwan is not on its published staffing footprint
- Taiwan hires would be partner-dependent; ask who signs the contract
- Oriented to established corporate clients rather than a first-time hirer
- Taiwan entity
- None listed; partner arrangement to be confirmed
- Regional base
- Hong Kong and Shanghai
- Also offers
- Legal, tax, accounting, audit, corporate services, payroll
- Operating since
- 1992
How we scored
- Own-entity presence in TaiwanWhether the provider employs through a company or branch registered with the Ministry of Economic Affairs, or through a partner. Own entities mean one point of accountability; partners are acceptable when named and vetted.
- Handling of the dispatched-labour regimeWhether the provider can explain how an EOR hire sits under the Labor Standards Act as amended in 2019: indefinite contracts, user-enterprise liability for unpaid wages and occupational accidents, equal treatment, and the Article 17-1 right to demand direct employment.
- Payroll and statutory accuracyLabor Insurance and Employment Insurance at the current rates and ceiling, National Health Insurance including the dependant factor and the supplementary premium on bonuses, the 6 per cent Labor Pension, monthly withholding at resident or non-resident rates, and the annual withholding statement, all on the local deadlines.
- TransparencyAre fees, deposits, off-boarding charges and what is included explained before signature, or only after a sales cycle? Eleventh Fleet publishes a full rate card; most of the others quote.
- SupportIs there a named person who knows your account, reads Chinese and works Taiwan hours, or a queue? Has that person handled a year-end bonus round and a termination in Taiwan before?
Frequently asked questions
Is Employer of Record legal in Taiwan?
Yes. Taiwan has no statute that mentions the Employer of Record, and no licence is required to act as one. An EOR hire is an ordinary indefinite employment contract under the Labor Standards Act between the provider and the employee. Because that triangle is dispatched labour in the LSA’s terms, the 2019 amendments apply: indefinite contract, secondary user-enterprise liability for wages and occupational accidents, and the Article 17-1 right to demand direct employment. None of this makes the arrangement unlawful; it makes the choice of provider and the drafting of the client agreement matter. See our overview of where EOR is legal in Asia.
What does an EOR cost in Taiwan?
Two components. The provider’s fee is a flat monthly charge per employee, from a few hundred US dollars at the boutiques to considerably more at the global platforms, sometimes with onboarding, off-boarding and work-permit charges on top. The statutory employer cost sits on top of gross salary: the employer share of Labor Insurance and Employment Insurance (around 8.75 per cent of insured salary, capped), the employer share of National Health Insurance (3.1 per cent, multiplied by a dependant factor), Occupational Accident Insurance, and the 6 per cent Labor Pension. On base salary that is roughly 17 to 18 per cent; with the dependant factor included, providers commonly quote close to 20 per cent. Because Labor Insurance is capped at a modest insured salary, the effective percentage falls for senior hires. Our employer cost comparison across Asia puts Taiwan mid-table.
Can an EOR sponsor a work permit in Taiwan?
Yes. A foreign national needs a work permit from the Ministry of Labor’s Workforce Development Agency under Article 46 of the Employment Service Act, applied for by the Taiwan employer, which in an EOR arrangement is the provider. The employee then obtains a resident visa and an Alien Resident Certificate from the National Immigration Agency. Allow four to eight weeks on top of a normal onboarding. Senior professionals in the eight designated fields can instead apply themselves for an Employment Gold Card, which bundles permit, visa and ARC, and can then be hired by any employer, EOR included, without a separate permit.
How long can an employee stay on EOR in Taiwan?
There is no statutory limit. Since 2019 a dispatched worker must be on an indefinite contract, so the employment can continue as long as both sides wish. The practical constraints are Article 17-1, under which a worker the client designated can demand direct employment within ninety days of starting, and economics: most advisers agree that somewhere between fifteen and thirty Taiwan employees a subsidiary or branch becomes cheaper than EOR fees. Several providers on this page will incorporate the entity and transfer the staff when that point comes.
How do probation, notice and severance work in Taiwan?
The Labor Standards Act does not provide for probation; three months is customary and can be written into the contract, but it does not create at-will employment, and dismissal during probation still needs a lawful ground. Notice under Article 16 is ten days for service between three months and one year, twenty days for one to three years and thirty days beyond that, and either side may pay in lieu. Employer-initiated termination for business reasons under Article 11 attracts severance, which under the post-2005 Labor Pension system is half a month’s average wage per year of service, pro-rated and capped at six months; dismissal for grave misconduct under Article 12 carries neither notice nor severance but must be well documented. The year-end bonus is customary rather than statutory, but contract or practice can make it enforceable, so agree its treatment with the provider before the first hire. Our employment law guide for Asia and benefits guide have more.
EOR or my own entity in Taiwan?
Use an EOR when you are hiring a handful of people, need someone to start within weeks, or are testing the market before committing capital. Set up a subsidiary or branch when Taiwan will be a customer-facing operation with local invoicing, or when headcount is heading past fifteen to thirty. A Taiwan company requires Foreign Investment Approval, MOEA registration, tax registration and insured-unit registrations with the Bureau of Labor Insurance and the NHI Administration, typically four to eight weeks and a five-figure US-dollar budget. Providers that do both, MSA Asia, Acclime, Links, RemotePeople and Deel among them, can move staff from EOR to your own payroll without a break in insurance cover. For a broader regional view see our ranking of the best EOR providers in Asia.
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Ask usSources
- Labor Standards Act (勞動基準法), Ministry of Labor, including the 2019 amendments on dispatched labour (Articles 2, 9, 17-1, 22-1 and 63-1).
- Labor Insurance Act and Employment Insurance Act; Bureau of Labor Insurance premium rates and insured-salary tables.
- Labor Pension Act (2005) and Bureau of Labor Funds guidance on the 6 per cent employer contribution.
- National Health Insurance Act; National Health Insurance Administration premium rate, dependant factor and supplementary premium rules.
- Employment Service Act, Article 46, and Workforce Development Agency work-permit procedures; National Immigration Agency guidance on resident visas, the Alien Resident Certificate and the Employment Gold Card.
- Ministry of Economic Affairs, Commerce Industrial Services Portal (company and branch registration search).
- Provider websites and published documentation, reviewed September 2026.