The Committee sincerely appreciates the National Development Council’s continued attention to the concerns raised over the past several years. We recognize the NDC’s active role in coordinating with relevant authorities to explore viable solutions within the boundaries of the existing legal framework.

In light of evolving labor market conditions, including the rise of non-traditional employment models, persistent talent shortages, and inefficiencies in work permit processing, we respectfully present the following recommendations in this year’s White Paper. We look forward to continued collaboration with the NDC in offering well-informed policy advice to help formulate effective, innovative solutions.

Suggestion 1: Implement a modernized labor policy that promotes flexibility and protection for the digital economy.

According to the Directorate General of Budget, Accounting and Statistics, Taiwan had approximately 804,000 non-typical workers (characterized by flexible hours, independent or remote working, and project-based assignments) in 2024, representing 6.95% of the total workforce. Among them, 438,000 were part-time employees. These figures highlight the increasing importance of flexible work arrangements in Taiwan’s evolving labor market and raise concerns about whether current labor policies are adequately aligned with the needs of today’s more diverse and digital employment landscape.

Several countries have already initiated legislation or legal precedents to define a “third model” (a new classification that sits between traditional employment and contracting). For example, the United Kingdom and Chile have implemented new frameworks to support platform economy workers, while California’s Proposition 22 (which earned support from 58.6% of voters and was upheld by the state’s Supreme Court in 2024), allows app-based workers to operate outside traditional employment status while receiving limited benefits. These developments reinforce the demand for policies that balance worker autonomy with meaningful protection.

Taiwan’s binary distinction between employee and contractor offers limited protection for platform-based workers and fails to reflect their unique work patterns, resulting in a “lose-lose” situation. Workers classified as “independent contractors” are excluded from core labor protections, including health insurance, paid leave, and pensions. Yet reclassifying them as employees would undermine the flexibility and autonomy that many digital workers value. At the same time, digital platforms are constrained from investing in worker support or benefits due to the absence of a legal framework that accommodates flexible work arrangements. Without a defined alternative to the traditional employee–contractor dichotomy, such investments risk triggering worker reclassification. This outdated regulatory structure denies both workers and platforms the flexibility and legal certainty needed to foster a sustainable and inclusive platform economy.

The Committee recommends that the government introduce a legal framework called Independent Contractor Plus (IC+), acknowledging the flexible, dynamic nature of platform-based work while offering essential protections. The IC+ model would build on existing contractor status and introduce basic social protections such as minimum income standards, access to insurance and welfare programs, and union representation. Under this model, platforms would make proportional contributions to these systems to help establish a fairer and more resilient foundation for Taiwan’s digital labor market.

Bridging the gap between flexibility and security is vital not only to safeguard worker rights but also to guide Taiwan’s long-term workforce policy transformation. Given the cross-ministerial implications, the Committee urges the establishment of a task force led by the NDC, in collaboration with the Ministry of Labor and other relevant agencies. This task force should engage industry and labor stakeholders to define and implement the IC+ framework. This pathway will help generate evidence for broader legal reforms, mitigate sectoral imbalances, and prevent regulatory arbitrage across industries.

Suggestion 2: Establish a “trusted employer” framework to simplify paperwork for foreign workers and families.

To enhance Taiwan’s global competitiveness in attracting foreign professionals, it is essential to streamline the procedures governing their recruitment and relocation.  Taiwan’s immigration process imposes a significant documentation burden on foreign professionals and their families, particularly with respect to document legalization. Applicants frequently encounter delays stemming from translation, authentication, and legalization steps, at times involving overseas and Taiwanese authorities located in jurisdictions without nearby Taiwan representative offices. These procedural hurdles delay onboarding, complicate family relocation, and undermine Taiwan’s efforts to remain competitive in the global talent market.

To address this issue, the Committee recommends the adoption of a “trusted employer” framework that shifts certain administrative responsibilities from applicants to qualified employers. This model would reduce paperwork burdens and processing delays without diminishing government oversight or increasing costs. Under such a system, pre-vetted employers with proven compliance records would be permitted to streamline documentary requirements for foreign professionals and dependents under their sponsorship.

International precedents demonstrate the feasibility and efficacy of this approach:

• Singapore’s Complementarity Assessment Framework (COMPASS). While not a formal trusted employer scheme, COMPASS rewards responsible employers through a points-based evaluation that considers salary, qualifications, workforce diversity, and support for local employment. Employers that meet these criteria benefit from a more predictable and streamlined work pass approval process.
• The United Kingdom’s sponsor license system. Licensed sponsors are entrusted to self-certify key aspects of the visa process, such as verifying job offers and monitoring employee status. In exchange, they receive expedited visa processing and reduced documentation requirements. High-performing sponsors may qualify for premium service tiers with dedicated support.
• Australia’s accredited sponsorship of Temporary Skill Shortage visas. Accredited sponsors enjoy priority processing (typically under five business days) and reduced evidentiary requirements for repeat applicants. Accreditation is granted based on a strong compliance history, financial stability, and a minimum number of active sponsored employees.
• New Zealand’s Accredited Employer Work Visa (AEWV). Accreditation is contingent on demonstrating sound HR practices, responsible recruitment, and good standing with labor authorities. Accredited employers are then permitted to sponsor foreign talent with reduced administrative complexity, thereby improving efficiency across stakeholders.

The Committee urges the NDC and the Ministry of Labor to study and pilot a similar framework in Taiwan. A trusted employer program would retain necessary regulatory safeguards while reducing case processing backlogs, enhancing Taiwan’s international competitiveness, and improving the experience for foreign professionals and their families. This approach aligns with Taiwan’s broader goals of attracting high-caliber talent and fostering a world-class business environment.