Taiwan Maternity and Parental Leave (育嬰留職停薪)

Taiwan's maternity and parental leave system runs on two main rails: 育嬰留職停薪 (parental leave without pay) and the corresponding 育嬰留職停薪津貼 (parental leave benefit). Maternity leave (產假) is separately guaranteed under the Labor Standards Act, with a Labor Insurance maternity benefit (生育給付) paid as a lump sum. The structure parallels Korea's combination of maternity and parental leave, though the durations and replacement rates differ.

產假 (Maternity leave)

• The Labor Standards Act guarantees 8 weeks (56 days) of paid maternity leave.
• With sufficient insured time, Labor Insurance pays a 生育給付 (maternity benefit) equal to roughly 2 months of average insured wage as a lump sum.
• A separate paid prenatal-checkup leave (產檢假, typically around 7 days) is available during pregnancy.

陪產假 / 陪產檢假 (Spouse's accompaniment leave)

• The spouse (typically the father) is entitled to around 7 days of paid leave for prenatal accompaniment and post-birth care (combined).

育嬰留職停薪 (Parental leave)

• Employed parents of a child under age 3 can take parental leave of up to 2 years per child.
• Both parents may take leave at the same time or in sequence.
• Wages are not paid during leave, but 育嬰留職停薪津貼 (parental leave benefit) is paid through Labor Insurance.

育嬰留職停薪津貼 (Parental leave benefit)

• With sufficient Labor Insurance contribution history, the benefit is paid for up to 6 months per child (combining both parents, up to 12 months per child).
• The replacement rate is around 60% of average insured wage, topped up by additional government support that brings effective replacement closer to 80% (subject to policy adjustments).
• The insured wage is capped, so high earners' benefits also have an upper limit.

From an immigrant perspective

• Foreign workers in legal employment with Labor Insurance can also claim maternity and parental leave benefits, but the work visa is tied to the employer, so leave with guaranteed return-to-work can be weaker on the immigration side.
• APRC holders and citizens receive the same treatment as nationals.
• Korean maternity and parental leave benefits are a separate system; receiving both at once for the same period is generally not feasible. If you remain on the books of a Korean employer, coordinate with HR in both countries to avoid conflicting leave statuses.

Things to watch

• Replacement rates, durations, and wage caps are typical 2026 levels and are revised yearly. Reconfirm on the 勞動部 / 勞工保險局 sites before applying.
• Refusing parental leave or penalising returnees is a violation of the 性別平等工作法 (Gender Equality in Employment Act), with complaints and remedies handled by the Ministry of Labor.
• Insufficient Labor Insurance history may allow the leave itself but not the benefit — check your contribution history first.

Official guidance: 勞動部 (Ministry of Labor), 勞動部 勞工保險局 (BLI)