Under the new Occupational Safety and Health Act (hereinafter referred to as the “OSHA”) and the draft Regulations on Workplace Bullying Prevention (hereinafter referred to as the “Regulations”), the law imposes varying obligations upon enterprises to implement workplace bullying prevention measures based on their number of employees

I. Enterprises with 10 or More Employees

Enterprises with a total of 10 or more employees shall establish workplace bullying complaint channels and publicly disclose them within the workplace. The term “complaint channels” refers to email addresses, dedicated physical mailboxes, dedicated telephone hotlines, faxes, or other designated communication applications for handling workplace bullying. The term “publicly disclose” means that disclosure may be executed via written documents, electronic data transmissions, or other methods that allow for immediate access and review at any time (Article 22-1, Paragraph 2, Item 1 of the OSHA, and Article 3 of the Regulations).

II. Enterprises with 30 or More Employees

(1) Enterprises shall establish workplace bullying complaint channels and publicly disclose them within the workplace (same as the requirements applicable to enterprises with 10 or more employees).

(2) Enterprises shall formulate workplace bullying prevention measures, complaint procedures, and disciplinary standards (hereinafter referred to as the “Disciplinary Standards”), and publicly disclose them within the workplace. The Disciplinary Standards must incorporate all matters prescribed under the items of Article 4, Paragraph 2 of the Regulations, and the enterprise shall designate a dedicated department to oversee and administer these matters (Article 22-1, Paragraph 2, Item 2 of the OSHA, and Article 4 of the Regulations).

(3) Enterprises shall implement education and training programs to prevent workplace bullying in accordance with the Disciplinary Standards. For supervisors at all levels, as well as personnel responsible for or participating in the investigation, handling, coordination, and reconsideration process of complaint cases, additional training sessions focusing on communication techniques, management skills, and complaint handling procedures shall be conducted (Article 6 of the Regulations).

(4) To process and resolve workplace bullying complaints, enterprises shall establish a dedicated complaint handling unit consisting of at least three members, with neither gender representing less than one-third of its total membership (Article 7, Paragraph 5 of the Regulations).

Where an enterprise fails to implement workplace bullying prevention measures in accordance with Article 22-1, Paragraph 2 of the OSHA, and subsequently fails to rectify such non-compliance within a specified period, the competent authority shall impose a fine ranging from NT$30,000 to NT$750,000. Furthermore, if such failure results in an occupational disease or a work-related illness, the competent authority shall impose a fine ranging from NT$50,000 to NT$3,000,000. Upon the imposition of any such fine, the competent authority shall publicly disclose the name of the enterprise, the name of its responsible person, the date of the administrative disposition, the specific statutory provisions violated, and the exact amount of the fine imposed (Article 49, Paragraph 1, Item 2 of the OSHA).

Important Note: The provisions of the OSHA and the relevant draft subsidiary legislation discussed in this article (specifically the Regulations on Workplace Bullying Prevention) have not yet taken effect. The competent authority anticipates implementing these provisions on July 1, 2026. Stakeholders are advised to closely monitor the latest regulatory updates.