New monthly salary regulations of the Labor Standards Act in 2025: 3 blind spots you must avoid

In 2025, the Labor Standards Act's minimum monthly salary regulations will be officially upgraded. Starting from January 1, 2025, the monthly minimum wage will increase from 27,470 yuan to 28,590 yuan, and the hourly wage will increase from 183 yuan to 190 yuan. This article will analyze the three common blind spots of the new 2025 Labor Standards Act Monthly Wage System and provide a quick checklist to help you understand these changes.

New system on the road: Latest regulations on monthly wages under the Labor Standards Act in 2025

Boosting wages, benefiting more than 2.5 million workers

According to the announcement of the Ministry of Labor, the minimum wage increase in 2025 will affect more than 2.5 million domestic and foreign workers. This wave of adjustments not only improves the basic living security of workers, but also compresses the salary structure of enterprises, especially for grassroots personnel in services, manufacturing, and retail.

3 Blind Spots You Must Avoid

Blind spot 1: Unclear determination of salary range, mistaken violation

Many employers mistakenly believe that as long as the basic salary reaches the new monthly salary, it complies with the regulations. However, in fact, "wages" must include all regular payments, including fixed bonuses, allowances and payments in kind. As long as it is a fixed and regular remuneration that workers can receive, it is a wage within the meaning of the monthly salary under the Labor Standards Act.

Blind spot 2: Wrong deductions for personal leave, sick leave, and absenteeism, which damage labor rights

Many companies adopt the wrong method of salary deduction when employees take personal leave, sick leave, or are absent from work, resulting in the actual salary for that month being lower than the legal threshold, and they may be fined. According to the explanation in the letter, no salary will be paid during personal leave, but it will be deducted proportionally. The monthly salary shall not be lower than the total daily salary of the basic salary minus the actual number of days of leave.

Blind spot 3: 84-1 clause, monthly salary miscalculation in special working hours industries

Friends who are in charge of management, human resources or special production line scheduling should pay attention! For those covered by Article 84-1 of the Labor Standards Act (doctors, salesmen, some technical personnel, etc.), if their approved working hours exceed the general statutory 40 hours (174 hours per month), their minimum monthly salary must be increased in proportion to their "approved working hours" rather than being uniformly based on the standard of NT$28,590.

2025 Labor Standards Act Monthly Salary Common QA Area

Q1: My monthly salary is already much higher than NT$28,590. Do I still need a salary increase?

Answer: No adjustment is required; just ensure that the total of all fixed salaries is higher than the statutory minimum monthly wage.

Q2: Can the “full attendance bonus” be included in the monthly minimum wage?

Answer: If it is paid monthly, it can be included in the scope of "wages". If conditions are met and it is possible that the payment will not be received, the full amount cannot be included in the minimum wage.

How should enterprises and workers respond during the introduction period of the new system?

1. Corporate Responsibility

Immediately review the salary structure of all employees. Adjust the starting monthly salary that does not meet the regulations.

2. Workers’ self-insurance

Keep personal salary details. If you have any questions, please ask the company or the Labor Bureau. If you suspect any violations, you can report them and request an investigation.

Conclusion

With the monthly salary upgrade under the Labor Standards Act in 2025, both workers and businesses must be vigilant and thoroughly review signed labor contracts, pay slips, and working hour records to ensure they are consistent with the new wage base. Avoiding the three blind spots of "unclear wage determination", "wrong wage deductions" and "negligence in working time calculation" is the key to safeguarding one's own rights and interests and avoiding penalties and losses.