(FWA 2026/6/11)Under pressure from international brand supply chains, the EU, and the US, some Taiwanese enterprises have adopted the RBA Code of Conduct and even implemented a zero recruitment fee policy for migrant workers. Recently, one company decided to expand its zero-fee policy after its products were banned from import by U.S. Customs due to forced labor risks. Furthermore, under the Agreement on Reciprocal Trade (ART) signed with the United States, Taiwanese authorities have committed to implementing related policies. But has the policy already taken effect? Are employers currently paying the recruitment and agency fees for foreigners coming to Taiwan for “blue-collar” jobs? We have compiled the key information. If you are preparing to work in Taiwan, read on to find out.
Are employers currently paying all upfront fees for working in Taiwan?
The policy is not yet fully implemented. According to official plans, employers will not bear “all” the fees.
Current Policy Status: The Taiwanese government is indeed planning to promote the “zero recruitment fee” policy, requiring employers to cover overseas “recruitment fees.” However, only a few large multinational companies—aiming to meet international human rights standards and demands from EU and US clients—have voluntarily implemented full coverage. Most small and medium-sized enterprises have yet to adopt it.
Fees Being Clarified: Official authorities (such as the Ministry of Labor and the Ministry of Agriculture) will negotiate and cross-check with the migrant workers’ home countries to categorize the fees: which are recruitment-related costs that employers should bear, and which are personal service fees for the migrant workers. The exact fee distribution will only become clear after the policy officially takes effect.
So when will it take effect? Does it apply to all jobs?
It is expected to take effect within three years, but will be “limited to specific industries.”
Implementation Timeline: Under the U.S.-Taiwan Agreement on Reciprocal Trade (ART), Taiwan has committed to gradually implementing the relevant regulations within three years (estimated by 2029) after the agreement takes effect.
Limited Industries: The policy commitment currently applies only to the “manufacturing” and “fishing” industries. Other blue-collar jobs open to foreigners in Taiwan, including domestic care, construction, and agriculture, are not covered by the trade agreement’s zero recruitment fee commitment and will remain subject to current regulations and market mechanisms.
Will the fees be paid before I go to Taiwan? Will everything be covered?
The fees will not be paid in a single lump sum, nor will they cover all expenses.
Phased Payment Mechanism: Regarding the “recruitment fees” employers will bear under the planned zero recruitment fee policy, the Ministry of Labor stated that employers won’t be required to pay everything in a single “lump sum” upfront. Instead, the plan involves “phased payments during the employment period.”
Charges for Actual Services: Under current Taiwanese law, Taiwanese agencies that actually provide services to migrant workers can charge a service fee. The Ministry of Labor emphasizes that it will strictly enforce the “no advance collection, no overcharging” rule. Therefore, if an agency genuinely provides services, it can, in principle, still charge the migrant worker a service fee.
If my employer pays the recruitment-related fees, what happens if I find the job unsuitable after starting? Can I change jobs?
Taiwanese regulations generally prohibit blue-collar workers from transferring; legal transfers are only allowed in exceptional cases. However, due to the zero recruitment fee policy, contract termination rules may be adjusted and could become even stricter.
Legal Transfer Pathways: Under the current Employment Service Act, if a migrant worker finds a job unsuitable, they can apply to change employers legally if there is “mutual agreement between labor and management” (meaning the employer also agrees), or in situations “not attributable to the migrant worker,” such as the employer closing down or violating the labor contract or labor laws.
Future Contract Risks: Because the zero recruitment fee policy places high initial costs on employers, Taiwanese employer groups currently oppose the policy or strongly demand accompanying measures. Consequently, future systems or contracts may include specific mechanisms for early termination, and workers might have to bear partial responsibility for ending a contract early.
Do Not Cross the Red Line by “Losing Contact”: If a worker simply “loses contact” (absconds) without following legal procedures, they will face government tracking and deportation. Furthermore, they will be permanently banned from entering the country and will be unable to apply for work in Taiwan again.
Should I wait three years before going to work?
Choosing to work abroad requires considering local factors and comprehensively evaluating your personal career plans. You should weigh several factors: whether the zero recruitment fee policy will take effect on schedule, that regulatory details may still change, and that the new system will only apply to specific job categories.
Many Uncertainties Remain: A three-year adjustment period means regulatory details are still in flux. The willingness of most small and medium-sized enterprises to cooperate and the government’s assistance mechanisms remain in a tug-of-war. Blindly waiting might mean missing out on job opportunities right now.
Consider Current Opportunities: If you want to work in manufacturing, you can improve your English and relevant technical skills to compete for positions in electronics and bicycle companies that have already implemented the zero recruitment fee policy and joined the “Responsible Business Alliance (RBA).” When job hunting, ensure you seek out legal agencies recognized by your home country’s government to avoid being scammed by fake agencies.
