Taiwan's workplace bullying prevention provisions took effect on July 1, 2026. Employers must handle complaints, investigate and decide under the Workplace Bullying Prevention Measures Regulations. The tools below organize deadlines and duties by workforce size for HR and legal teams.
Based on the Regulations, effective July 1, 2026 · Updated September 24, 2026
Month-based deadlines run by calendar months, as in the Regulations. “Working days” here exclude Saturdays and Sundays only; adjust for Taiwan public holidays and makeup workdays. Coordination time is excluded from the investigation-report period.
| Workforce | Decision deadline | Provision |
|---|---|---|
| Fewer than 30 | Three months from the day after receipt; possible one-month extension with notice | Art. 21(1) |
| 30–99 | Four months from the day after receipt; possible one-month extension with notice | Art. 21(2) |
| 100 or more | Report within two months after panel formation, with possible one-month extension; decision within one month after report completion | Arts. 14, 17–18 |
Attorney Hsu Chia-Chun | Workplace bullying deadline estimate (general reference only)
Enter receipt date and workforce size; the result can be printed for internal review.
A checklist based on the regulations, not an official finding or score.
Attorney Hsu Chia-Chun | Prevention-duty self-check (not an official finding)
Checked 0 / 14 items
Employers must record prevention measures and the processes and results of complaint acceptance, coordination, investigation and review, and keep them for three years (Art. 26). This checklist does not replace an authority's or labor inspector's assessment.
Decide whether to accept within ten working days after receipt and notify the complainant in writing. Register within seven working days from the day after acceptance (Arts. 10–11).
At 100 or more workers, form a panel within 15 working days after acceptance: at least three members, at least half external professionals and at least one-third of each gender (Art. 14). A member who is a party, or has a specified family or legal relationship with a party, must recuse; where other specific facts suggest possible bias, a party may apply in writing for the member's recusal, and the employer decides (Art. 15).
Give written notice; record interviews (audio or video) and keep written records; do not require the parties to confront one another; protect identifying information (Art. 16).
Notify parties in writing within ten working days after the decision, with the review method and deadline. A party may request a review once within 30 days. Do not impose prohibited adverse treatment on the complainant (Arts. 18, 20, 22).
These are generalized examples, not cases handled by Attorney Hsu or findings on any particular conduct.
A manager repeatedly names an employee when criticizing sales results.
An employee reports not being invited to role-related meetings for several weeks.
The company transfers a complainant to another unit to separate the parties.
The competent authority may fine violations of prevention and response duties. Depending on business size, nature or seriousness, it may increase the fine by up to half of the statutory maximum (Occupational Safety and Health Act, Arts. 43, 45).
| Situation | Fine (NT$) | Provision |
|---|---|---|
| Specified failures to take effective measures, investigate, handle or registerSome apply only after a notice to correct has been issued and its deadline missed. | 30,000–750,000Possible increase up to 1,125,000 | Art. 45 |
| Breach of specified prevention or immediate-response duties causing an occupational or work-related disease | 50,000–3,000,000Possible increase up to 4,500,000 | Art. 43(1)(3) |
| The organization's most senior person in charge is found to have engaged in workplace bullying | 10,000–1,000,000 | Art. 46(1) |
Where an investigation violates the regulations and has a serious procedural defect, an authority or labor inspector may require a new investigation, which the employer may not refuse (Occupational Safety and Health Act, Art. 22-2(5)).
Attorney Hsu has been invited to give workplace bullying and sexual harassment prevention lectures in industries including manufacturing, technology, energy, chemicals, logistics, shipping, cleaning services and social welfare organizations. In practice, Attorney Hsu has served as an investigation committee member in multiple workplace sexual harassment investigations and, since the new workplace bullying rules took effect, has taken part in more than ten workplace bullying investigations and consultations. Procedural fairness, confidentiality and lawful procedure are emphasized in every investigation.
Learn about lecture and investigation experience →Attorney Hsu does not represent a complainant and the respondent or employer in the same matter.