When the red lanterns glow brighter and city streets fill with celebration, many Filipino workers in Taiwan face a different question: Do I get paid extra if I work today?
For some, the answer is clear—holiday means double pay and a day off later. But for others, especially caregivers or factory workers on rotating shifts, the rules aren’t always explained clearly. That’s why understanding holiday overtime pay in Taiwan isn’t just about money; it’s about fairness, protection, and respect for one’s labor.
Understanding Holiday Overtime Pay in Taiwan
Holiday overtime pay is governed by Taiwan’s Labor Standards Act (LSA)—the same law that protects both local and foreign workers. It’s implemented by the Ministry of Labor, which regularly issues reminders about correct pay calculations and holiday schedules.
Under the LSA, every worker is entitled to a paid day off during official national holidays such as Double Ten Day or Lunar New Year. If you work on these days, employers must follow the overtime multipliers:
| Hours Worked | Overtime Rate | Equivalent Multiplier |
| First 2 hours | 1.33 × hourly wage | 133% |
| 3rd hour onward | 1.66 × hourly wage | 166% |
Employers are also required to get the employee’s consent before assigning holiday work. In some cases, they must notify the local labor office—especially if work extends beyond normal limits.
What Happens When a Holiday Falls on a Weekend?
Taiwan’s government usually announces substitute holidays each year. For instance, if a national holiday lands on a Sunday, a weekday may be declared as the replacement day off. Employers must follow this official holiday calendar.
Failing to provide a substitute rest day or pay the correct overtime rate can lead to penalties for the company. Workers who experience violations can file a complaint with the nearest labor bureau.
How OFWs Fit Into the Law
Here’s the good news: OFWs hired under local contracts are entitled to the same protections as Taiwanese workers.
That means the same multipliers, same holiday schedules, and same overtime rights apply—no exception. For part-time OFWs, benefits are given proportionally (pro-rated) based on their hours.
However, confusion often arises when employers categorize holiday work as “regular overtime.” This lowers the pay rate, shortchanging the worker. To avoid this, it’s important to check payslips and contracts carefully.
Real Conversations Among OFWs
Online discussions about holiday overtime pay have become some of the most active topics in OFW LINE groups and Facebook communities.
Let’s look at what’s being said—and what these experiences reveal.
1. Fair Application of Overtime Rules
“They said it’s just regular overtime. But I worked on Lunar New Year!”
Many OFWs share similar experiences. Some employers try to classify work on national holidays as regular overtime, which pays less. According to the LSA, holiday work is not the same—it carries higher multipliers.
Lesson: Always verify the date on the government’s holiday calendar and keep your timesheets. Even a small difference in classification can mean hundreds of NT dollars.
2. Awareness and Empowerment
“We only found out about the 1.66x rate from the Ministry of Labor’s poster.”
Social media has become a vital source of legal awareness. OFW groups now share official infographics from the Ministry of Labor, explaining rates, examples, and reporting steps.
These visuals often reach thousands of views, showing how digital solidarity helps workers assert their rights.
Lesson: Awareness isn’t just knowledge—it’s protection. A screenshot or printout of an official post can help support your case if questions arise.
3. Substitute Days and Make-Up Workdays
“We had to work on a Saturday because of the long holiday. Is that overtime?”
This question sparks heated discussions every year. Taiwan’s system of make-up workdays means that when long holidays occur, one Saturday may be assigned as a regular workday to balance schedules.
The general rule:
- If the government officially designates it as a make-up workday, it counts as a regular workday, not overtime.
- If your employer unilaterally assigns it without government notice, it may count as overtime.
Lesson: Always compare your work schedule against the official Ministry of Labor calendar. Taiwan releases this list annually—download it and keep a copy.
4. Reporting Violations
“We want to complain, but we’re scared of losing our jobs.”
Fear of retaliation is common. Some OFWs worry that speaking up could lead to early termination or poor treatment.
But under Taiwan’s laws, retaliation for filing a complaint is illegal. Workers can report anonymously through hotlines or community organizations that liaise with the labor bureau.
Lesson: Collective support makes it safer to act. Many Filipino community groups already have contacts who can help you navigate the process confidentially.
Quick Reference: Taiwan’s Key Holiday Overtime Rules
| Category | Rule / Policy | Notes |
| Legal Basis | Labor Standards Act | Applies to all workers under local contracts |
| Enforcement Body | Ministry of Labor | Handles disputes and complaints |
| Overtime Rate (1st 2 hrs) | 1.33 × hourly wage | 133% pay |
| Overtime Rate (3rd hr onward) | 1.66 × hourly wage | 166% pay |
| Substitute Holidays | Officially designated | Must follow government calendar |
| Part-time Workers | Pro-rated benefits | Based on hours worked |
| Foreign Workers | Equal treatment under LSA | Same rights as locals |
Why Holiday Overtime Pay Matters
For OFWs, every extra hour on a national holiday represents more than just overtime—it’s a way to bring a little more home to family.
Many Filipinos use holiday pay for things like:
- Buying school supplies for their children
- Sending extra remittances during festive months
- Building small emergency funds
In a country where every dollar counts, understanding your entitlement can make a real difference.
How to Check If You’re Paid Correctly
You don’t have to be an accountant to make sure you’re getting the right pay. Here’s a simple checklist:
- Identify if the day is a national holiday.
Use the Ministry of Labor’s annual list. - Check if you worked that day voluntarily.
Employers must get your consent for holiday work. - Review your payslip.
Look for correct multipliers—1.33x for the first 2 hours, 1.66x after. - Record your actual hours worked.
Keep a personal log or photo proof of schedules. - Clarify pay with HR or your broker.
Always ask in writing if uncertain. - Seek help from labor offices or community groups.
Taiwan’s labor hotlines often have English and Filipino interpreters.
Where to Ask for Help
If you believe your employer didn’t follow the correct overtime rules, you can contact:
- Ministry of Labor (MOL): 1955 Hotline (with multilingual support)
- Local Labor Bureau: Visit or email the office in your city or county
- Manila Economic and Cultural Office (MECO): Provides assistance for Filipino workers in Taiwan
- Filipino Community Organizations: Many can help you file or translate complaints
When filing, prepare copies of your contract, payslip, and attendance records. Taiwan’s labor authorities take documentation seriously.
Understanding the Status Quo
Every OFW knows the feeling of missing holidays back home—family meals, laughter, and the sound of fireworks in the distance. Working through those moments can be hard.
But understanding your legal rights is a form of self-respect. It’s saying: My time has value, even when I’m far from home.
As Taiwan continues to refine its labor policies, Filipino workers are becoming more empowered to speak up and demand fair treatment. That’s not just progress for individuals—it’s progress for the entire migrant workforce.
Actionable Tip for OFWs
Before any long weekend or holiday, check the official calendar and clarify with your employer whether you’re expected to work. If you agree, confirm in writing how your overtime pay will be computed.
Simple precautions like these prevent disputes and ensure your hard work is recognized—and fairly rewarded.
Frequently Asked Questions
- Do foreign workers get holiday pay like locals?
Yes. If you’re hired under a local labor contract, you’re covered by the same rules under Taiwan’s Labor Standards Act. - What if my employer says there’s no holiday pay for caregivers?
Caregivers and domestic workers under formal contracts are still entitled to holiday pay unless specified differently in special labor regulations. Always verify with the Ministry of Labor hotline (1955). - Can I refuse to work on a holiday?
Yes, unless your contract specifies otherwise. Employers must ask for your consent before scheduling holiday work. - How do I file a complaint if my pay is incorrect?
Contact the local labor bureau or call the 1955 hotline. You can also seek help from MECO or Filipino labor groups. - What documents should I keep?
Payslips, work schedules, and communication records. These are your best proof in case of disputes.
What Filipinos Say About Holiday Pay in Taiwan
- “My boss followed the 1.66x rate during Chinese New Year. It really helped me send extra money home.”
- “Some employers pretend they don’t know the rules. I always keep my payslips just in case.”
- “We learned about our rights from fellow OFWs on Facebook. That’s how we found out about the correct rates.”
These stories show how collective awareness changes outcomes. The more informed OFWs become, the fewer chances there are for unfair practices to continue.
Final Thoughts
For every Filipino worker in Taiwan, understanding holiday overtime pay isn’t just about earning more—it’s about standing on equal ground. The Labor Standards Act protects your right to rest, your right to fair pay, and your right to dignity at work.
So the next time you’re asked to work on a national holiday, remember: your effort deserves proper recognition. Know the law, keep your records, and share what you learn.
Because when one OFW stands informed, the whole community becomes stronger.