law-labor

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台灣勞基法的工時、加班費、請假和解僱規定速查

中文翻譯

---
name: "law-labor"
description: "分析台灣《勞動基準法》下的勞動法基礎，包括工時、加班、請假與終止契約的規定。當使用者需要理解僱主的義務、計算加班費、評估解僱是否合法，或設計合規的人資政策時使用，即使他們說的是「我要付多少加班費」「我可以開除這名員工嗎」「員工有哪些假可以請」或「我們有遵守勞動法規嗎」也適用。"
metadata:
  category: "WP-20 法學院"
  tags: ["law", "labor", "employment", "taiwan"]
---

# 台灣勞動法（勞動基準法）

## 概述

勞動基準法（勞基法，LSA）訂定了台灣的最低勞動標準，涵蓋工時、加班、請假、工資與終止契約。這些都是「最低標準」，僱主可以給得更好，但不能更差。這個 skill 聚焦在台灣特有的規定。

## 框架

```
鐵律：勞基法是底線，不是天花板

勞基法裡的一切，都代表僱主義務的「最低」標準。
僱傭契約可以高於這些標準，但「絕對不能」低於。
契約條款如果提供的比勞基法最低標準少，就算員工簽了也無效。
「員工同意了」不能當作抗辯。
```

### 工時與加班

| 規則 | 標準 |
|------|---------|
| 正常工時 | 每日 8 小時，每週 40 小時 |
| 加班上限 | 每月 46 小時（經勞資協議可延長到 54 小時） |
| 休假日 | 每週 1 天例假 + 1 天休息日 |

**加班費計算：**
| 時段 | 費率 |
|--------|------|
| 平日加班，前 2 小時 | 平日每小時工資的 1.34 倍 |
| 平日加班，第 3-4 小時 | 平日每小時工資的 1.67 倍 |
| 休息日加班，前 2 小時 | 1.34 倍（最低計算 4 小時） |
| 休息日加班，第 3-8 小時 | 1.67 倍 |
| 休息日加班，第 9-12 小時 | 2.67 倍 |
| 例假日加班 | 2 倍 + 補休一天 |
| 國定假日加班 | 2 倍 |

### 請假權益

| 類型 | 權益 |
|------|------------|
| 特休 | 6 個月：3 天 → 1 年：7 天 → 2 年：10 天 → 3-5 年：14 天 → 5-10 年：15 天 → 10 年以上：每年 +1 天（上限 30 天） |
| 病假 | 每年 30 天，半薪（住院：再加 1 年） |
| 事假 | 每年 14 天，無薪 |
| 產假 | 8 週，全薪（任職滿 6 個月後） |
| 陪產假 | 7 天，全薪 |
| 生理假 | 每月 1 天（前 3 天併入病假，半薪；超過的部分無薪） |

### 終止契約的規定

**僱主可以「預告」終止（第 11 條）：**
- 歇業或轉讓
- 虧損或業務緊縮
- 不可抗力停工超過 1 個月
- 業務性質變更，有減少勞工的必要
- 勞工確不能勝任工作

**預告期間：**
| 年資 | 需要的預告 |
|--------|----------------|
| 3 個月至 1 年 | 10 天 |
| 1 至 3 年 | 20 天 |
| 3 年以上 | 30 天 |

**僱主可以「不經預告」終止（第 12 條）：**
- 訂立契約時為虛偽意思表示
- 對僱主或同事實施暴行或有重大侮辱
- 受有期徒刑以上刑之宣告確定（非緩刑）
- 違反勞動契約或工作規則，情節重大
- 故意損耗機器、工具、原料、產品
- 無正當理由繼續曠工 3 日，或 1 個月內曠工達 6 日

**資遣費**：每滿一年發給 0.5 個月平均工資（勞工退休金條例的新制）

## 輸出格式

```markdown
# 勞動法分析：{情況}

## 適用的規定
| 規定 | 勞基法條文 | 要求 |
|------|-----------|-------------|
| {主題} | 第 {N} 條 | {要求} |

## 合規評估
| 領域 | 狀態 | 落差 |
|------|--------|-----|
| 工時 | ✓/✗ | {細節} |
| 加班費 | ✓/✗ | {細節} |
| 請假 | ✓/✗ | {細節} |
| 終止契約 | ✓/✗ | {細節} |

## 建議
{達成合規的具體行動}
```

## 範例

### 正確的應用
**情境：** 員工在星期二（平日）工作 10 小時。月薪底薪：新台幣 50,000 元。

計算：
- 時薪：NT$50,000 / 30 / 8 = NT$208.3
- 前 2 小時加班：NT$208.3 × 1.34 × 2 = NT$558.2
- **加班費合計：NT$558** ✓

### 不正確的應用
- 「員工簽了契約，同意不領加班費」 → 無效。勞基法的加班費率是最低標準，不能用契約拋棄。違反鐵律：勞基法是底線。

## 常見陷阱

- **適用 vs 不適用：** 台灣的勞基法涵蓋大多數勞工。某些類別（經理人、主管、勞動部指定的特定行業）可能有調整過的規定，但這些例外範圍「很窄」。不要假設主管 = 不適用。
- **出勤紀錄是強制的：** 僱主必須保存每日出勤紀錄至少 5 年。沒有做到，就會產生有利於員工主張的推定。
- **沒休完的特休 = 折現發放：** 年底或終止契約時沒休完的特休，必須以現金折算發給。「過期作廢」的政策是違法的。
- **勞動檢查：** 勞動部會進行檢查。違反勞基法的罰款從新台幣 2 萬元到 100 萬元不等，累犯者會被公布名稱。
- **這是教育性指引，不是法律意見：** 台灣的勞動法很複雜，而且經常修訂。針對具體情況，請諮詢勞動法律師或勞動部。

## 參考資料

- 勞基法全文（中文），見 `references/lsa-full-text.md`
- 勞工退休金制度（新制/舊制），見 `references/labor-pension.md`

英文原文

---
name: "law-labor"
description: "Analyze Taiwan labor law fundamentals under the Labor Standards Act including working hours, overtime, leave, and termination rules. Use this skill when the user needs to understand employment obligations, calculate overtime pay, evaluate whether a termination is lawful, or design compliant HR policies — even if they say 'how much overtime pay do I owe', 'can I fire this employee', 'what leave are employees entitled to', or 'are we complying with labor law'."
metadata:
  category: "WP-20 法學院"
  tags: ["law", "labor", "employment", "taiwan"]
---

# Taiwan Labor Law (Labor Standards Act)

## Overview

The Labor Standards Act (勞基法, LSA) sets minimum labor standards in Taiwan. It covers working hours, overtime, leave, wages, and termination. These are MINIMUMS — employers can offer better but not worse terms. This skill focuses on Taiwan-specific requirements.

## Framework

```
IRON LAW: LSA Is a Floor, Not a Ceiling

Everything in the LSA represents the MINIMUM employer obligation.
Employment contracts can exceed these standards but NEVER go below them.
A contract clause that provides less than LSA minimums is void even if
the employee signed it. "The employee agreed to it" is not a defense.
```

### Working Hours & Overtime

| Rule | Standard |
|------|---------|
| Regular hours | 8 hours/day, 40 hours/week |
| Overtime cap | 46 hours/month (can extend to 54 with labor-management agreement) |
| Rest day | 1 regular day off (例假) + 1 rest day (休息日) per week |

**Overtime Pay Calculation:**
| Period | Rate |
|--------|------|
| Weekday overtime, first 2 hours | 1.34x regular hourly rate |
| Weekday overtime, hours 3-4 | 1.67x regular hourly rate |
| Rest day (休息日) overtime, first 2 hours | 1.34x (minimum 4 hours counted) |
| Rest day overtime, hours 3-8 | 1.67x |
| Rest day overtime, hours 9-12 | 2.67x |
| Regular day off (例假) overtime | 2x + compensatory day off |
| National holiday overtime | 2x |

### Leave Entitlements

| Type | Entitlement |
|------|------------|
| Annual leave (特休) | 6 months: 3 days → 1 year: 7 days → 2 years: 10 days → 3-5 years: 14 days → 5-10 years: 15 days → 10+ years: +1 day per year (max 30) |
| Sick leave (病假) | 30 days/year at half pay (hospitalization: additional 1 year) |
| Personal leave (事假) | 14 days/year, unpaid |
| Maternity leave (產假) | 8 weeks at full pay (after 6 months employment) |
| Paternity leave (陪產假) | 7 days at full pay |
| Menstrual leave (生理假) | 1 day/month (first 3 counted as sick leave at half pay; additional at no pay) |

### Termination Rules

**Employer can terminate WITH notice (Art. 11):**
- Business closure or transfer
- Operating losses or business contraction
- Force majeure suspension > 1 month
- Business nature change requiring workforce reduction
- Employee clearly unable to perform duties

**Notice periods:**
| Tenure | Notice Required |
|--------|----------------|
| 3 months - 1 year | 10 days |
| 1 - 3 years | 20 days |
| 3+ years | 30 days |

**Employer can terminate WITHOUT notice (Art. 12):**
- Misrepresentation at hiring
- Violence or serious insult toward employer/coworkers
- Criminal sentence (not probation)
- Serious breach of contract or work rules
- Deliberate damage to equipment/products
- Absence without leave for 3+ consecutive days or 6+ days in a month

**Severance pay**: 0.5 months' average wage per year of service (new system under Labor Pension Act)

## Output Format

```markdown
# Labor Law Analysis: {Situation}

## Applicable Rules
| Rule | LSA Article | Requirement |
|------|-----------|-------------|
| {topic} | Art. {N} | {requirement} |

## Compliance Assessment
| Area | Status | Gap |
|------|--------|-----|
| Working hours | ✓/✗ | {detail} |
| Overtime pay | ✓/✗ | {detail} |
| Leave | ✓/✗ | {detail} |
| Termination | ✓/✗ | {detail} |

## Recommendation
{Specific actions to achieve compliance}
```

## Examples

### Correct Application
**Scenario:** Employee works 10 hours on a Tuesday (regular workday). Base monthly salary: NT$50,000.

Calculation:
- Hourly rate: NT$50,000 / 30 / 8 = NT$208.3
- First 2 overtime hours: NT$208.3 × 1.34 × 2 = NT$558.2
- **Total overtime pay: NT$558** ✓

### Incorrect Application
- "The employee signed a contract agreeing to no overtime pay" → Void. LSA overtime rates are minimum standards that cannot be waived by contract. Violates Iron Law: LSA is a floor.

## Gotchas

- **Exempt vs non-exempt**: Taiwan's LSA covers most workers. Certain categories (managers, supervisors, specific industries designated by the Ministry of Labor) may have modified rules, but the exemptions are NARROW. Don't assume management = exempt.
- **Attendance records are mandatory**: Employers must maintain daily attendance records for at least 5 years. Failure to do so creates a presumption in favor of the employee's claims.
- **Unused annual leave = cash out**: Unused special leave at year-end or termination must be paid out in cash. "Use it or lose it" policies are illegal.
- **Labor inspection**: The Ministry of Labor conducts inspections. Penalties for LSA violations range from NT$20,000 to NT$1,000,000 and repeat offenders are publicly named.
- **This is educational guidance, not legal advice**: Taiwan labor law is complex and frequently amended. Consult a labor attorney or the Ministry of Labor for specific situations.

## References

- For LSA full text (Chinese), see `references/lsa-full-text.md`
- For labor pension system (新制/舊制), see `references/labor-pension.md`