The most common statutory wage issues in 2025: How to avoid losses and misunderstandings?

As 2025 approaches,Taiwan's "Statutory Hourly Wage" Adjusted Again, which has aroused great concern among many workers and employers. Faced with the new changes in the minimum wage policy, various interpretations and misunderstandings have emerged in the market; coupled with the confusing salary calculation methods in workplace practices, some workers have suffered losses in their rights due to lack of information. This article will analyze the key points of the "legal hourly wage" adjustment, common practical problems, misunderstandings and correct responses from the perspective of professional news reports, and combine common cases, tables and key lists to help you avoid losses in 2025.

Key analysis of the statutory hourly wage in 2025

Details of the statutory hourly wage increase

According to the announcement of the Ministry of Labor, starting from January 1, 2025, the statutory hourly wage will be adjusted from 183 yuan per hour to 190 yuan per hour., and the monthly salary increased from 27,470 yuan to 28,590 yuan. This policy affects more than 2.5 million workers, both full-time and part-time. Employers must regulate wages according to the latest standards for different working hours and work types, and violators will be breaking the law.

Table 1: Comparison of minimum wage adjustments for 2024-2025

Who is subject to the statutory wage?

All full-time, temporary, part-time and hourly workers subject to the Labor Standards Act are subject to statutory hourly wage regulations.. It is worth noting that special identities such as working on certain large campuses, co-employees of delivery platforms, and dispatched temporary workers are also within the scope of application.Regardless of the length of working hours or the location of work, as long as there is an employment relationship, the employer shall bear the statutory wage responsibility.

Analysis of 5 common statutory hourly wage issues

1. After deductions, the actual amount received is lower than the statutory hourly wage?

Many workers find that after deducting health insurance, labor insurance, and labor retirement deductibles from their wages, their "actual amount received" is lower than the statutory total hourly wage. Is this a legitimate deduction?

• Employers should clearly list the labor insurance, health insurance, and labor retirement self-paid items on the salary details, only the self-paid portion can be deducted.
• The statutory hourly wage is calculated based on the "amount payable"After deducting labor insurance and health insurance, as long as the "total payable" is higher than the statutory standard, it is legal.
• If an employer deducts excess or passes on the insurance premiums that should be borne by the company, it is illegal!

Expert advice: When receiving your pay slip, you should check all the details and keep records to help you fight for your rights.

2. Can attendance bonuses and allowances be included in the statutory hourly wage?

Many companies claim that the base salary is low, and the total amount must be added with full attendance bonuses or "position allowances" to exceed the statutory hourly wage. Is this illegal?

Table 2: Additional salary items that cannot be included in the hourly wage calculation

Key Points:

• Full attendance and allowances are additional incentives and cannot make up for the shortfall in base salary from the minimum hourly wage..
• The main job salary (basic salary) must comply with the statutory hourly wage standards.

3. Do piecework and case-based work also have to comply with the statutory hourly wage?

In some industries or job vacancies, wages are paid on a piecework or quantity basis.In this regard, how should the statutory hourly wage be regulated?

• As long as there is an employment relationship and the get off work schedule and management instructions are followed, it is still a labor contract and must comply with the minimum hourly wage..
• If the monthly working hours are normal, but the income from piecework is less than the statutory hourly wage, the employer still has to make up the difference.
• The same applies to platforms and outsourcing models (such as delivery orders, case design, etc.) if the employer intervenes in working hours and progress management.

【Case Study】
Xiaomei works in a factory packaging business and is paid by the piece. She works 160 hours a month, and her average hourly wage is only 165 yuan. After consulting the Labor Bureau, the company was required to pay the difference in hourly wages and add late interest.

4. Are there statutory hourly wage guarantees for students working part-time or doing short-term internships?

Students who are doing work-study, internship or short-term job while studying in high school or college should enjoy statutory hourly wage protection (unless the job is exempted from application under the Labor Standards Act).

• For any labor service, neither the employer nor the employee may use the excuse of "internship" or "trial" to lower the hourly wage than the statutory wage.
• If you encounter low wages during the "apprenticeship" or "education and training period", you can report it to the labor authority.

5. Which is more advantageous: hourly wage workers or salaried workers? Blind spots that require special attention

Simple comparison table

Misunderstanding reminder:

• If the hourly wage working hours are less than the full monthly standard, hourly wages should be paid according to the actual working hours and shall not be rigidly incorporated into the monthly salary.
• When paying monthly salary, it is also illegal if the hourly wage is converted lower than the statutory standard due to "salary reduction due to personal reasons" or "salary reduction due to personal leave".
• It is also illegal for a full-time employee to work overtime beyond the monthly salary limit (without paying overtime pay).