Taiwan Typhoon Leave Rules: Salary, Remote Work, and Labor Law

During typhoons in Taiwan, many people closely follow TV broadcasts or refresh webpages to see if their county or city has declared a suspension of work and classes. But what are the specific rules regarding typhoon leave?

Typhoon Leave Regulations in Taiwan

In Taiwan, the decision to suspend work and classes during typhoons is made by local governments under the Regulations Governing the Suspension of Work and Classes Due to Natural Disasters (天然災害停止上班及上課作業辦法). These rules apply mainly to government agencies and public and private schools, but they do not directly regulate private companies. For private companies, the Ministry of Labor provides guidance through the Guidelines on Labor Attendance and Wage Payment During Natural Disasters (天然災害發生事業單位勞工出勤管理及工資給付要點). According to these guidelines, employers and employees should reach an agreement in advance on attendance during natural disasters. If weather conditions make commuting or working unsafe, employees who cannot attend work must not be treated as absent or late, nor face any negative employment consequences. Thus, private companies are not automatically suspending operations during typhoons. Instead, the law gives employers and employees flexibility to decide whether to continue work, provided that safety is not compromised . This approach balances workplace flexibility with employee safety, helping businesses reduce risks while ensuring compliance with Taiwan labor law. Under the guidelines as amended on September 19, 2025, an employer that needs specific employees to work during a natural disaster must agree this with them in advance (with the consent of the union, or of the labor-management meeting if there is no union), and must provide commuting assistance such as transport or a transport allowance. If the employee cannot use their usual way of commuting and needs a taxi, the employer must pay the fare. For example, workers in essential industries such as hospitals, utilities, and construction may still be required to report for duty, depending on the nature of their work and prior agreements.

Right to Refuse Dangerous Work

Even if employees have previously agreed to work during a typhoon, they may still exercise their legal right to refuse dangerous work (退避權) if they believe commuting or working would endanger their safety. Employers cannot treat such refusal as absenteeism, tardiness, or impose any adverse consequences. This right is protected under Taiwan’s Occupational Safety and Health Act, ensuring that employee safety always comes first.

For the real-time updates to confirm whether work is suspended, check the Official Work and Class Status

When Are Employees Eligible for Typhoon Leave?

Three factors determine the eligibility for typhoon leave:

1. The location of the workplace

2. The commuting route

3. The employee’s place of residence

If any of these areas declare a typhoon holiday, the employee is entitled to take leave.

For example, if an employee lives in Taoyuan and commutes to Taipei City, but New Taipei City declares a work suspension, the employee may still take typhoon leave if their commuting route passes through New Taipei City. In short, if the workplace, residence, or commuting route falls within an area under suspension, the employee has the right not to attend work that day.

School closures without workplace suspensions

If schools are closed but workplaces remain open, parents who cannot arrange childcare may apply for family caregiving leave under Article 20 of the Act of Gender Equality in Employment.

• Employees can take this leave even if their spouse is not working. The former rule excluding them was repealed in 2022.

• Family caregiving leave (up to 7 days a year) is counted as unpaid personal leave, but employers cannot reduce attendance bonuses, affect performance evaluations, or take other adverse actions. Since January 1, 2026, it can be taken by the hour (56 hours a year).

• Employers are also prohibited from denying valid leave requests.

Rights of Remote Workers During Typhoons

For employees who have an existing remote work (work-from-home) arrangement, if the typhoon does not affect their ability to work, they are required to continue fulfilling their duties and will receive their salary as usual.

However, if severe weather or typhoon-related disruptions prevent them from performing their work from home (for example, due to power outages or internet failure), employers may not impose any adverse consequences. This means that the situation cannot be treated as inability to work, absenteeism, or a reason to deduct wages.

How is salary calculated during typhoon days?

• Typhoon Day as a “Workday” If the typhoon day is a “workday,” employees who attend work will receive their regular salary, while those who do not may not be paid. Whether employers choose to have additional overtime pay or bonuses for employees who work on that day depends on each company’s internal policies.

• Typhoon Day as a “Rest Day” If the typhoon day falls on a “rest day” and employees work, employers are required to pay overtime under Article 24 of the Labor Standards Act. If an employer suspends a regular day off or a holiday because of the disaster, Article 40 requires double pay and a make-up day off.

Key Points to Remember

• Typhoon days are not official holidays; they are safety measures to avoid risks caused by natural disasters.

• Employers are not legally obligated to pay wages when employees are absent due to typhoon leave, although the Ministry of Labor guidelines recommend not deducting them. Employers cannot force employees to use personal or other leave for the day, require make-up work, or deduct attendance bonuses.

• Employees who work as usual receive their regular salary, but on a regular workday there is no legal requirement for extra pay (the Ministry of Labor guidelines recommend it). If the employer requires them to work despite a suspension, it must provide commuting assistance and pay taxi fares where needed.

• Employees who do not work are generally not paid for that day.

• Employers should set out attendance, commuting assistance, and pay during natural disasters in advance in employment contracts or work rules. Requiring specific staff to work during a typhoon needs their prior agreement and the consent of the union, or of the labor-management meeting if there is no union.

Frequently asked questions