Employing overseas graduates for hospitality services
FAQs - Employer Section
Detail ：
Yes. In accordance with Articles 47 and 48 of the Employment Service Act, with respect to the employment of foreign workers to engage in work as referred to in Article 46, paragraph 1, subparagraphs 11 of the Employment Service Act, employers shall first make a domestic recruitment with reasonable labor terms before hiring international and overseas Compatriot graduates for hospitality jobs. Employers can submit related documents to the Ministry of Labor when applying for permission to hire international and overseas Compatriot graduates for hospitality jobs only when the required vacancies cannot be filled through domestic recruitment.
1. Before hiring international and overseas Compatriot graduates for hospitality jobs, employers shall first engage in domestic recruitment, with said procedures are the same as domestic recruitment before hiring foreign workers. 2. Additionally, when employers wish to recruit foreign workers (including international and overseas Compatriot graduates in Taiwan) after failing to fill the required vacancies through recruiting domestic workers with one of the following ways meeting the requirements for reasonable labor conditions, job advertisement contents, union notifications, or worker and notification data as stipulated in Article 17, paragraphs 1 to 3, Regulations on the Permission and Administration of the Employment of Foreign Workers, they may apply for a recruitment certificate to a government employment services institution in the place where the workplace is located within 60 days after the expiration of the domestic recruitment without going through the domestic recruitment procedures before recruiting foreign workers (including international and overseas Compatriot graduates in Taiwan). (1) Employers have completed recruitment registration at the government recruitment services institutions and agreed to publish the registration data on the Taiwan Jobs website and have proceeded with the recruitment of domestic workers for a minimum of seven days from the next day of registration. (2) Employers have made recruitment advertisements on the Taiwan Jobs website and have proceeded with the recruitment of domestic workers for a minimum of seven days from the next day of registration.
To simplify the domestic recruitment procedure, employers hiring multiple international and overseas Compatriot graduates for hospitality jobs may file one application for domestic recruitment to a government employment services institution at the same time. However, government employment services institutions will issue one recruitment certificate and specify different serial numbers in the certificate based on the number of vacancies to facilitate employers to hire international and overseas Compatriot graduates.
Employers continuing recruitment drive may submit documents to the Ministry of Labor to apply for a continued employment permit within 15 days after the next day of receiving the certificate of continued employment.
No. Please refer to the “Hiring International and Overseas Compatriot Graduates for Hospitality Jobs Flowchart” (annex) to apply for the permit to hire international and overseas Compatriot graduates for hospitality jobs or for the employment extension permit.
When applying for an employment extension permit of international and overseas Compatriot graduates, employers will not need to re-submit the proof of technical conditions. When international and overseas Compatriot graduates change employers they must re-submit the proof of technical conditions except when the salary amount meets the requirement for exemption of technical conditions.
1. The total number of vacancies for international and overseas Compatriot graduates shall not exceed 30% of the average number of employees in the previous years starting from two months before the month of application. 2. However, employers must hire at least one international and overseas Compatriot graduate for hospitality jobs.
Not necessary.
Yes. In accordance with Article 56 of the Employment Service Act, when an employed foreign worker has been absent from work without permission and has lost contact for three consecutive days or when the employment of an employed foreign worker has been terminated, the employer shall notify in writing the local competent authorities, immigration authorities, and the police within three days. When an employed foreign worker is absent from work and has lost contact, the employer may notify in writing the immigration authorities and the police to conduct an inspection. Additionally, in accordance with Article 68 of the Regulations on the Permission and Administration of the Employment of Foreign Workers, when a foreign worker is in a situation as stipulated in Article 56 of the Employment Service Act, employers shall notify central competent authorities in addition to reporting to the local competent authorities, the immigration authorities, and the police.
1. The pension system (“Old System”) under the Labor Standards Act shall apply to foreign workers who are not the compulsory insured under the Labor Pension Act (such as foreign spouses, those who have permanent residency) provided that they are eligible for the pension system under the Labor Standards Act. 2. In accordance with Article 56 of the Labor Standards Act, employers shall contribute between 2% and 15% of the total monthly wages of foreign workers to the labor pension reserve funds and deposit said amount in a designated account every month. Please directly contact the local labor administration authorities (department (bureau) of labor or department (bureau) of social affairs of county and city governments) for the application procedures and required documents for opening a designated account for the labor pension reserve fund.