Gender Equality in Employment Act (2008.11.26 )
Chapter I General Provisions
第 一 章 總則
Article 1
To protect gender equality of right to work, implement thoroughly the constitutional mandate of eliminating sex discrimination, and promote the spirit of substantial gender equality, the Act is hereby enacted.
第 1 條: 為保障性別工作權之平等，貫徹憲法消除性別歧視、促進性別地位實質平等之精神，爰制定本法。
Article 2
Arrangements made by employers and employees that are superior to those provided for by the Act shall be respected.
The Act is applicable to public personnel, educational personnel and military personnel, provided that, Articles 33, 34 and 38 of the Act shall not be included.
Complaints, remedies and processing procedures for public personnel, educational personnel and military personnel shall be handled in accordance with respective statutes and regulations governing personnel matters.
第 2 條
雇主與受僱者之約定優於本法者，從其約定。
本法於公務人員、教育人員及軍職人員，亦適用之。但第三十三條、第三十四條及第三十八條之規定，不在此限。
公務人員、教育人員及軍職人員之申訴、救濟及處理程序，依各該人事法令之規定。
Article 3
The terms used in the Act shall be defined as follows:
1.Employee means a person who is hired by an employer to do a job for which wage is paid.
2.Applicant means a person who is applying a job from an employer.
3.Employer means a person, a public or private entity or authority that hires an employee. A person who represents an employer to exercise managerial authority or who represents an employer in dealing with employee matters is deemed to be an employer.
4.Wage means compensation which an employee receives for his or her work, including wages, salaries, premiums, fringe benefits and other regular payments under whatever name which are payable in cash or in kind, or computed on an hourly, daily, monthly or on a piece-work basis.
第 3 條
本法用辭定義如下：
一、受僱者：謂受雇主僱用從事工作獲致薪資者。
二、求職者：謂向雇主應徵工作之人。
三、雇主：謂僱用受僱者之人、公私立機構或機關。代表雇主行使管理權
之人或代表雇主處理有關受僱者事務之人，視同雇主。
四、薪資：謂受僱者因工作而獲得之報酬；包括薪資、薪金及按計時、計日、計月、計件以現金或實物等方式給付之獎金、津貼及其他任何名義之經常性給與。
Article 4
The term competent authorities used in the Act are referred to the Council of Labor Affair of the Executive Yuan at the central government level, the municipal governments at the municipal government level, and the county/city governments at the county/city level.
Matters stipulated in the Act which are concerned with the competences of the competent authorities for other purposes shall be handled by those authorities for other purposes.
第 4 條
本法所稱主管機關：在中央為行政院勞工委員會；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
本法所定事項，涉及各目的事業主管機關職掌者，由各該目的事業主管機關辦理。
Article 5
In order to examine, consult and promote matters concerning gender equality in employment, the competent authorities at each government level shall set up committees on gender equality in employment.
The committees on gender equality in employment referred to in the preceding Paragraph shall have five to eleven members with a term of two years. They shall be selected from persons with related expertise on labor affairs, gender issues or with legal backgrounds. Among them, two members shall be recommended by workers' and female organizations respectively. The number of female members of the committees shall be over one-half of the total membership.
Matters concerning the organization, meeting and other related issues of the committees referred to in the preceding Paragraph shall be drawn up by the competent authorities at each government level.
In the case of local competent authorities which have already set up commissions on employment discrimination, they may handle the related matters referred to in this Act, provided that, the composition of these commissions shall be in accordance with the provisions of the preceding Paragraph.
第 5 條
為審議、諮詢及促進性別工作平等事項，各級主管機關應設性別工作平等會。
前項性別工作平等會應置委員五人至十一人，任期兩年，由具備勞工事務、性別問題之相關學識經驗或法律專業人士擔任之，其中經勞工團體、女性團體推薦之委員各二人，女性委員人數應占全體委員人數二分之一以上。
前項性別工作平等會組織、會議及其他相關事項，由各級主管機關另定之。
地方主管機關如設有就業歧視評議委員會，亦得由該委員會處理相關事宜。該會之組成應符合第二項之規定。
Article 6
For the purpose of promoting employment opportunities for women, the competent authorities at the municipal, country (or city) government level shall prepare and earmark necessary budgets to provide various occupational training, employment service and re-employment training programs for them. During these training and service periods, child-care, elder-care and other related welfare facilities shall be set up or provided for.
The Central Competent Authority may provide financial assistances for those competent authorities at the municipal, country (or city) government level that have provided occupational training, employment service and re-employment training programs, and set up or provide child-care, elder-care and other related welfare facilities during those training and service periods mentioned in the preceding Paragraph.
第 6 條
直轄市及縣（市）主管機關為婦女就業之需要應編列經費，辦理各類職業訓練、就業服務及再就業訓練，並於該期間提供或設置托兒、托老及相關福利設施，以促進性別工作平等。
中央主管機關對直轄市及縣（市）主管機關辦理前項職業訓練、就業服務及再就業訓練，並於該期間提供或設置托兒、托老及相關福利措施，得給予經費補助。
Article 6-1
The scope of labor inspection being executed by the competent authorities shall include the content of prohibition of sex or sexual orientation discrimination, prevention and correction of sexual harassment, measures for promoting equality in employment of the Act.
第 6-1 條 :
主管機關應就本法所訂之性別、性傾向歧視之禁止、性騷擾之防治及促進工作平等措施納入勞動檢查項目。
Chapter II Prohibition of Sex or Discrimination
第 二 章 性別歧視之禁止
Article 7
Employers shall not treat applicants or employees discriminatorily because of their sex or sexual orientation in the course of recruitment, examination, appointment, assignment, designation, evaluation and promotion. However, if the nature of work only suitable to a special sex, the above-mentioned restriction shall not apply.
第 7 條
雇主對求職者或受僱者之招募、甄試、進用、分發、配置、考績或陞遷等，不得因性別或性傾向而有差別待遇。但工作性質僅適合特定性別者，不在此限。
Article 8
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of holding or providing education, training or other related activities.
第 8 條: 雇主為受僱者舉辦或提供教育、訓練或其他類似活動，不得因性別或性傾向而有差別待遇。
Article 9
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of holding or providing various welfare benefit measures.
第 9 條: 雇主為受僱者舉辦或提供各項福利措施，不得因性別或性傾向而有差別待遇。
Article 10
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of paying remuneration. Employees shall receive equal pay for equal work or equal value. However, if such differentials are the result of seniority systems, reward and punishment systems, merit systems or other justifiable reasons of non-sexual or non-sexual-orientation factors, the above-mentioned restriction shall not apply.
Employers may not adopt methods of reducing the remuneration of other employees in order to evade the stipulation of the preceding Paragraph.
第 10 條:
雇主對受僱者薪資之給付，不得因性別或性傾向而有差別待遇；其工作或價值相同者，應給付同等薪資。但基於年資、獎懲、績效或其他非因性別或性傾向因素之正當理由者，不在此限。
雇主不得以降低其他受僱者薪資之方式，規避前項之規定。
Article 11
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of retirement, severance, job leaving and termination.
Work rules, labor contracts and collective bargaining agreements shall not stipulate or arrange in advance that when employees marry, become pregnant, engages in child-birth or child-raising activities, they have to leave their jobs or apply for leave without payment. Employers also shall not use the above-mentioned factors as reasons for termination.
Any prescription or arrangement that contravenes the stipulations of the two preceding Paragraphs shall be deemed as null and void. The termination of the labor contract shall also be deemed as null and void.
第 11 條
雇主對受僱者之退休、資遣、離職及解僱，不得因性別或性傾向而有差別待遇。
工作規則、勞動契約或團體協約，不得規定或事先約定受僱者有結婚、懷孕、分娩或育兒之情事時，應行離職或留職停薪；亦不得以其為解僱之理由。
違反前二項規定者，其規定或約定無效；勞動契約之終止不生效力。
Chapter III Prevention and Correction of Sexual Harassment
Article 12
Sexual harassment referred to in this Act shall mean one of the following circumstances:
(1) in the course of an employee executing his or her employment duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination, causes him or her a hostile, intimidating and offensive working environment and infringes on or interferes with his or her personal dignity, physical liberty or affects his or her job performance.
(2) an employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination as an exchange for the establishment, continuance, modification or assignment of a labor contract or as a condition to his or her designation, remuneration, personal evaluation, promotion, demotion, reward and punishment.
第 三 章 性騷擾之防治
第 12 條
本法所稱性騷擾，謂下列二款情形之一：
一、受僱者於執行職務時，任何人以性要求、具有性意味或性別歧視之言詞或行為，對其造成敵意性、脅迫性或冒犯性之工作環境，致侵犯或干擾其人格尊嚴、人身自由或影響其工作表現。
二、雇主對受僱者或求職者為明示或暗示之性要求、具有性意味或性別歧視之言詞或行為，作為勞務契約成立、存續、變更或分發、配置、報酬、考績、陞遷、降調、獎懲等之交換條件。
Article 13
Employers shall prevent and correct sexual harassment from occurrence. For employers hiring over thirty employees, measures for preventing and correcting sexual harassment, related complaint procedures and punishment measures shall be established. All these measures mentioned above shall be openly displayed in the workplace.
When employers know of the occurrence of sexual harassment mentioned in the preceding Article, immediate and effective correctional and remedial measures shall be implemented.
Related guidelines concerning preventive and correctional measures, complaint procedures, and punishment measures mentioned in the preceding Paragraph shall be drawn up by the Central Competent Authority.
第 13 條
雇主應防治性騷擾行為之發生。其僱用受僱者三十人以上者，應訂定性騷擾防治措施、申訴及懲戒辦法，並在工作場所公開揭示。
雇主於知悉前條性騷擾之情形時，應採取立即有效之糾正及補救措施。
第一項性騷擾防治措施、申訴及懲戒辦法之相關準則，由中央主管機關定之。
Chapter IV Measures for Promoting Equality in Employment
第 四 章 促進工作平等措施
Article 14
When female employees encounter job difficulty because of menstruation, they may request a menstruation leave for one day in one month. The number of this leave shall be incorporated into sickness leave.
The computation of wage of a menstruation leave shall be made pursuant to the related statutes and administrative regulations governing sickness leave.
第 14 條
女性受僱者因生理日致工作有困難者，每月得請生理假一日，其請假日數併入病假計算。
生理假薪資之計算，依各該病假規定辦理。
Article 15
Employers shall stop female employees from working and grant them a maternity leave before and after childbirth for a combined period of eight weeks. In the case of a miscarriage after being pregnant for more than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for four weeks. In the case of a miscarriage after being pregnant for over two months and less than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for one week. In the case of a miscarriage after being pregnant for less than two months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for five days.
The computation of wage during maternity period shall be made pursuant to the related statutes and administrative regulations.
While employees' spouses are in labor, their employers shall grant them three days off as a fraternity leave.
During the preceding fraternity leave period, wage shall be paid.
第 15 條
雇主於女性受僱者分娩前後，應使其停止工作，給予產假八星期；妊娠三個月以上流產者，應使其停止工作，給予產假四星期；妊娠二個月以上未滿三個月流產者，應使其停止工作，給予產假一星期；妊娠未滿二個月流產者，應使其停止工作，給予產假五日。
產假期間薪資之計算，依相關法令之規定。
受僱者於其配偶分娩時，雇主應給予陪產假三日。
陪產假期間工資照給。
Article 16
After being in service for one year, employees may apply for parental leave without payment before any of their children reach the age of three years old. The period of this leave is until their children reach the age of three years old but cannot exceed two years. When employees are raising over two children at the same time, the period of their parental leave shall be computed aggregately, provided that, the maximum period shall be limited to two years the youngest one has received raising.
During the period of parental leave without payment, employees may participate in the original social insurance programs continuously. Premiums originally paid by the employers shall be exempted and premiums originally paid by the employees may be postponed consecutively for three years.
Payment of subsidies for parental leave shall be prescribed by other statutes.
The measures for implementing matters concerning parental leave shall be drawn up by the Central Competent Authority.
第 16 條
受僱者任職滿一年後，於每一子女滿三歲前，得申請育嬰留職停薪，期間至該子女滿三歲止，但不得逾二年。同時撫育子女二人以上者，其育嬰留職停薪期間應合併計算，最長以最幼子女受撫育二年為限。
受僱者於育嬰留職停薪期間，得繼續參加原有之社會保險，原由雇主負擔之保險費，免予繳納；原由受僱者負擔之保險費，得遞延三年繳納。
育嬰留職停薪津貼之發放，另以法律定之。
育嬰留職停薪實施辦法，由中央主管機關定之。
Article 17
After the expiration of the parental leave referred to in the preceding Article, employees may apply for reinstatement. Unless one of the following conditions exists and after receiving permission from a competent authority, employers may not reject such application:
(1) Where the employers' businesses are suspended, or there are operating losses, or business contractions.(2) Where the employers change the organization of their businesses, disband or transfer their ownership to others pursuant to other statutes.(3) Where force majeure necessitates the suspension of business for more than one month.(4) Where the change of the nature of business necessitates the reduction of workforce and the terminated employees cannot be reassigned to other suitable positions.
In the case of employers cannot reinstate employees due to the causes referred to in the preceding Paragraph, they shall give notice to the affected employees thirty days in advance and offer severance or retirement payments in accordance with legal standards.
第 17 條
前條受僱者於育嬰留職停薪期滿後，申請復職時，除有下列情形之一，並經主管機關同意者外，雇主不得拒絕：
一、歇業、虧損或業務緊縮者。
二、雇主依法變更組織、解散或轉讓者。
三、不可抗力暫停工作在一個月以上者。
四、業務性質變更，有減少受僱者之必要，又無適當工作可供安置者。
雇主因前項各款原因未能使受僱者復職時，應於三十日前通知之，並應依法定標準發給資遣費或退休金。
Article 18
Where employees are required to feed his or her baby of less than one year of age in person, in addition to the rest period stipulated, their employers shall permit them to do so twice a day, each for thirty minutes.
The feeding time referred to in the preceding Paragraph shall be deemed as working time.
第 18 條
子女未滿一歲須受僱者親自哺乳者，除規定之休息時間外，雇主應每日另給哺乳時間二次，每次以三十分鐘為度。
前項哺乳時間，視為工作時間。
Article 19
For the purpose of raising children of less than three years of age, employees hired by employers with more than thirty employees may request one of the following from their employers:(1) to reduce working time one hour per day; and for the reduced working time, no remuneration shall be paid.(2) To adjust working time.
第 19 條
受僱於僱用三十人以上雇主之受僱者，為撫育未滿三歲子女，得向雇主請求為下列二款事項之一：
一、每天減少工作時間一小時；減少之工作時間，不得請求報酬。
二、調整工作時間。
Article 20
For the purpose of taking personal care for family members who need inoculation, who suffer serious illness or who must handle other major events, employees hired by employers with more than five employees may request a family leave. The number of this leave shall be incorporated into normal leave and not exceed seven days in one year.
The computation of wage during family leave period shall be made pursuant to the related statutes and administrative regulations governing normal leave.
第 20 條
受僱於僱用五人以上雇主之受僱者，於其家庭成員預防接種、發生嚴重之疾病或其他重大事故須親自照顧時，得請家庭照顧假；其請假日數併入事假計算，全年以七日為限。
家庭照顧假薪資之計算，依各該事假規定辦理。
Article 21
When employees make a request pursuant to the stipulations of the preceding seven Articles, employers may not reject.
When employees make a request pursuant to the preceding Paragraph, employers may not treat it as a non-attendance and affect adversely the employees' full-attendance bonus payments, personal evaluation or take any disciplinary action that is adverse to the employees.
第 21 條
受僱者依前七條之規定為請求時，雇主不得拒絕。
受僱者為前項之請求時，雇主不得視為缺勤而影響其全勤獎金、考績或為其他不利之處分。
Article 22
In the case of spouses of employees who are not engaged in any gainful employment, the stipulations of Articles 16 to 20 of the Act shall not apply, provided that, the employees have justifiable reasons.
第 22 條: 受僱者之配偶未就業者，不適用第十六條及第二十條之規定。但有正當理由者，不在此限。
Article 23
Employers hiring more than two hundred and fifty employees shall set up child care facilities or provide suitable child care measures.
Competent authorities shall provide financial assistance for those employers who have set up child-care facilities or provide suitable child care measures for their employees.
The standards of setting up child care facilities, providing child care measures and matters related to financial assistance shall be drawn up by the Central Competent Authority after consulting with other related public authorities.
第 23 條
僱用受僱者二百五十人以上之雇主，應設置托兒設施或提供適當之托兒措施。
主管機關對於雇主設置托兒設施或提供托兒措施，應給予經費補助。
有關托兒設施、措施之設置標準及經費補助辦法，由中央主管機關會商有關機關定之。
Article 24
For the purpose of assisting those employees who have left their jobs due to the reasons of marriage, pregnancy, child-birth, child-care or taking personal care of their families, competent authorities at each government level shall adopt employment service, occupational training and other necessary measures for them.
第 24 條:主管機關為協助因結婚、懷孕、分娩、育兒或照顧家庭而離職之受僱者獲得再就業之機會，應採取就業服務、職業訓練及其他必要之措施。
Article 25
For those employers who hire the employees who have left their jobs due to the reasons of marriage, pregnancy, child-birth, child-care or taking personal care of their families and with outstanding results, competent authorities at each government level may provide suitable rewarding measures for them.
第 25 條: 雇主僱用因結婚、懷孕、分娩、育兒或照顧家庭而離職之受僱者成效卓著者，主管機關得給予適當之獎勵。
Chapter V Remedies and Appeal Procedures
第 五 章 救濟及申訴程序
Article 26
When employees or applicants are damaged by the employment practices referred to in Articles 7 to 11 or Article 21 of the Act, the employers shall be liable for any damage arising therefrom.
第 26 條:受僱者或求職者因第七條至第十一條或第二十一條之情事，受有損害者，雇主應負賠償責任。
Article 27
When employees or applicants are damaged by the employment practices referred to in Article 12 of the Act, the employers and the harassers shall be jointly liable to make compensations. However, the employers are not liable for the damages if they can proof that they have complied with this Act and provide all preventive and correctional measures required, and they have exercised necessary care in preventing damage from occurring but they still happen.
If compensations cannot be obtained by the injured parties pursuant to the stipulations of the preceding Paragraph, the court may, on their application, taking into consideration the financial conditions of the employers and the injured parties, order the employers to compensate for a part or the whole of the damage.
The employers who have made compensations have rights of recourse against the harassers.
第 27 條
受僱者或求職者因第十二條之情事，受有損害者，由雇主及行為人連帶負損害賠償責任。但雇主證明其已遵行本法所定之各種防治性騷擾之規定，且對該事情之發生已盡力防止仍不免發生者，雇主不負賠償責任。
如被害人依前項但書之規定不能受損害賠償時，法院因其聲請，得斟酌雇主與被害人之經濟狀況，令雇主為全部或一部之損害賠償。
雇主賠償損害時，對於為性騷擾之行為人，有求償權。
Article 28
When employees or applicants are damaged because employers contravene the obligations referred to in Paragraph 2 to Article 13 of the Act, the employers shall be liable for any damage arising therefrom.
第 28 條: 受僱者或求職者因雇主違反第十三條第二項之義務，受有損害者，雇主應負賠償責任。
Article 29
In the case of circumstances referred to in the preceding three Articles, employees or applicants may claim reasonable amounts of compensation even for such damage that are not purely pecuniary losses. If their reputations have been damaged, the injured parties may also claim the taking of proper measures for the rehabilitation of their reputations.
第 29 條: 前三條情形，受僱者或求職者雖非財產上之損害，亦得請求賠償相當之金額。其名譽被侵害者，並得請求回復名譽之適當處分。
Article 30
The claim for damage arising from wrongful acts referred to in Articles 26 to 28 of the Act is extinguished by prescription, if not exercised in two years by the claimants become known of the damage or the obligees bound to make compensation. The same rule applies if ten years have elapsed from the date when the harassing conduct or other wrongful acts were committed.
第 30 條: 第二十六條至第二十八條之損害賠償請求權，自請求權人知有損害及賠償義務人時起，二年間不行使而消滅。自有性騷擾行為或違反各該規定之行為時起，逾十年者，亦同。
Article 31
After employees or applicants make prima facie statements of the discriminatory treatment, the employers shall shoulder the burden of proof of non-sexual or non-sexual-orientation factor of the discriminatory treatment, or the specific sexual factor for the employees or the applicants to perform the job.
第 31 條: 受僱者或求職者於釋明差別待遇之事實後，雇主應就差別待遇之非性別、性傾向因素，或該受僱者或求職者所從事工作之特定性別因素，負舉證責任。
Article 32
Employers may establish complaint systems to coordinate and handle the complaint filed by employees.
第 32 條: 雇主為處理受僱者之申訴，得建立申訴制度協調處理。
Article 33
When employees find out that employer contravene the stipulations of Articles 14 to 20 of the Act, they may appeal to the local competent authorities.
When they appeal to the Central Competent Authority, the Authority shall refer the appeals to the local competent authorities after it receives the appeal or within seven days after the date it has found out the above-mentioned contraventions.
Within seven days after the local competent authorities have received the appeals, they shall proceed to investigate and may mediate the matters for the related parties in accordance with their competences and authorities.
The measures for handling the appeals referred to in the preceding Paragraph shall be drawn up by the local competent authorities.
第 33 條
受僱者發現雇主違反第十四條至第二十條之規定時，得向地方主管機關申訴。
其向中央主管機關提出者，中央主管機關應於收受申訴案件，或發現有上開違反情事之日起七日內，移送地方主管機關。
地方主管機關應於接獲申訴後七日內展開調查，並得依職權對雙方當事人進行協調。
前項申訴處理辦法，由地方主管機關定之。
Article 34
After employees or applicants find out that employers contravene the stipulations of Articles 7 to 11, Article 13, Article 21, or Article 36 of the Act and appeals the matter to the local competent authorities, if the employers, employees or applicants are not satisfied with the decisions made by the local competent authorities, they may apply to the Committee on Gender Equality in Employment of the Central Competent Authority for examination or file an administrative appeal directly within ten days. If the employers, employees or applicants are not satisfied with the decisions made by the Committee on Gender Equality in Employment of the Central Competent Authority, they may file administrative appeals and proceed administrative lawsuits pursuant to the procedures of the Administrative Appeals Act and the Administrative Lawsuits Act.
The measures for handling the examination of the appeals referred to in the preceding Paragraph shall be drawn up by the Central Competent Authority.
第 34 條
受僱者或求職者發現雇主違反第七條至第十一條、第十三條、第二十一條或第三十六條規定時，向地方主管機關申訴後，雇主、受僱者或求職者對於地方主管機關所為之處分有異議時，得於十日內向中央主管機關性別工作平等會申請審議或逕行提起訴願。雇主、受僱者或求職者對於中央主管機關性別工作平等會所為之處分有異議時，得依訴願及行政訴訟程序，提起訴願及進行行政訴訟。
前項申訴審議處理辦法，由中央主管機關定之。
Article 35
When courts or competent authorities determines the facts of discriminatory treatments, they shall examine the investigation reports, rulings and decisions rendered by the committees on gender equality in employment.
第 35 條: 法院及主管機關對差別待遇事實之認定，應審酌性別工作平等會所為之調查報告、評議或處分。
Article 36
Employers may not terminate, transfer or take any disciplinary action that is adverse to employees who personally file complaints pursuant to the Act or assist other file complaints.
第 36 條:雇主不得因受僱者提出本法之申訴或協助他人申訴，而予以解僱、調職或其他不利之處分。
The competent authorities shall provide necessary legal aid when employees or applicants who file lawsuits in courts because of any violation of the Act by their employers.
The measures for providing legal aid referred to in the preceding Paragraph shall be drawn up by the Central Competent Authority.
When employees or applicants file lawsuits referred to in the preceding Paragraph and apply for precautionary proceedings, the courts may reduce or exempt the amounts for security.
第 37 條
受僱者或求職者因雇主違反本法之規定，而向法院提出訴訟時，主管機關應提供必要之法律扶助。
前項法律扶助辦法，由中央主管機關定之。
受僱者或求職者為第一項訴訟而聲請保全處分時，法院得減少或免除供擔保之金額。
Chapter VI Penal Provision第 六 章 罰則
Article 38
Employers who violate the stipulations of Article 21, or Article 36 of the Act, shall be punished by administrative fines not less than 10,000 yuan but not exceeding 100,000 yuan.
第 38 條: 雇主違反第二十一條或第三十六條規定者，處新臺幣一萬元以上十萬元以下罰鍰。
Article 38-1
Employers who violate the stipulations of Articles 7 to 10, Paragraphs 1 and 2 to Article 11, the final part of Paragraph 1 and Paragraph 2 to Article 13 of the Act, shall be punished by administrative fines not less than 100,000 yuan but not exceeding 500,000 yuan.
第 38-1 條
雇主違反第七條至第十條、第十一條第一項、第二項或第十三條第一項後段、第二項規定者，處新臺幣十萬元以上五十萬元以下罰鍰。
Chapter VII Supplementary Provisions
第 七 章 附則
Article 39
The enforcement rules of the Act shall be drawn up by the Central Competent Authority.
第 39 條 :本法施行細則，由中央主管機關定之。
Article 40
The Act shall become effective on March 8, 2002.The effective date of revised article 16 made on December 19, 2007 shall be decided by the Executive Yuan.
第 40 條
本法自中華民國九十一年三月八日施行。
本法中華民國九十六年十二月十九日第十六條修正條文施行日期，由行政院定之。
2010.7.5 WAN-LI YANG整理
