August 2026
Key Procedures for Handling Workplace Bullying Complaints (Taiwan)
In conjunction with the amendments to the Occupational Safety and Health Act (the “OSHA”), the Ministry of Labor promulgated the Regulations Governing Workplace Bullying Prevention Measures (the “Regulations”) on June 23, 2026, which came into effect on July 1, 2026. The key procedures and matters that enterprises should pay attention to at each stage of handling workplace bullying complaints are summarized below:
I. Establishment of Prevention Measures and a Complaint Handling Unit in Advance(Articles 6 and 9 of the Regulations)
Under the Regulations, employers with 30 or more workers shall establish and disclose in the workplace the Workplace Bullying Prevention Measures, Complaint, and Disciplinary Regulations, and establish a Complaint Handling Unit responsible for handling workplace bullying complaints and related matters. The Complaint Handling Unit shall consist of at least three members, with neither gender comprising less than one-third of the members.
II. Decision on Whether to Accept a Complaint Within 10 Working Days(Articles 8, 10, and 11 of the Regulations)
An employer shall decide whether to accept a complaint within 10 working days from the date of receipt and notify the complainant in writing. If the complaint is not accepted, the employer shall state the reasons.
If the complaint is accepted, the employer shall also record the case with the Ministry of Labor’s Workplace Bullying Case Reporting System ［1］ in the manner prescribed by the Ministry of Labor within seven working days from the day following the acceptance of the complaint.
III. Formation of an Investigation Team Within 15 Working Days (Article 14 of the Regulations)
An employer with 100 or more workers shall form an Investigation Team within 15 working days from the date on which the complaint is accepted. The Investigation Team shall consist of at least three members, of whom at least one-half shall be external professionals, and neither gender shall comprise less than one-third of the members.In addition, any member of the Investigation Team who is a member of the business entity shall receive the relevant education and training as required by law.
IV. Completion of the Investigation Report Within Two Months(Articles 13 and 17 of the Regulations)
The employer shall complete the investigation report within two months from the day following the formation of the Investigation Team. Where necessary, this period may be extended by one month.
During the investigation of a complaint, if the complainant is willing to pursue coordination and the parties consent, the employer may arrange for a coordinator to facilitate coordination between the parties. However, if no consensus is reached within one month or either party is unwilling to continue the coordination, the coordination shall be terminated and the investigation shall resume. The coordination period shall not be counted toward the investigation period described above.
V. Decision on the Complaint and Disciplinary Action(Articles 18 and 21 of the Regulations)
For employers with 100 or more workers, the Complaint Handling Unit shall, within one month after completion of the investigation report, determine whether the complaint is substantiated. Such decision shall be made at a meeting attended by more than one-half of the members of the Complaint Handling Unit and approved by a majority of the members present. The Complaint Handling Unit may also provide the employer with recommendations regarding disciplinary action.
Within 10 working days from the date of the decision, the employer shall notify the parties in writing of the decision and the reasons therefor, as well as the method and deadline for filing a review. The outcome of the complaint shall also be registered with the Workplace Bullying Case Reporting System within 10 working days from the date of the decision.
For small and medium-sized enterprises with fewer than 100 workers, the Regulations provide more flexible time limits for handling workplace bullying complaints:
1. Employers with fewer than 30 workers: A decision on a workplace bullying complaint shall be made within three months from the day following receipt of the complaint. Where necessary, this period may be extended by one month, and the parties shall be notified accordingly.
2. Employers with 30 or more but fewer than 100 workers: A decision on a workplace bullying complaint shall be made within four months from the day following receipt of the complaint. Where necessary, this period may be extended by one month, and the parties shall be notified accordingly.
VI. Review Procedure(Articles 22, 23, and 24 of the Regulations)
A party who disagrees with the decision on a complaint may file a written application for review, stating the reasons therefor, with the employer within 30 days from the day following receipt of the written notice.
The employer shall convene a review meeting within 10 working days after receiving the application for review and provide the applicant with an opportunity to present his or her views. If it is found that the original investigation procedure involved a material procedural defect prescribed by law, a separate Review Investigation Team shall be formed to conduct a new investigation.
The Complaint Handling Unit shall make a decision on the review within 30 days from the date on which the review meeting is convened. Where a new investigation is required, the deadline for the decision may be extended by 30 days. The employer shall notify the parties in writing of the review decision within 10 working days from the date of the decision and complete the required registration with the reporting system within the same period.
Our firm previously published an article summarizing the key amendments to the OSHA introducing a dedicated chapter on workplace bullying prevention ［2］ . The newly enacted Regulations impose strict and specific deadlines at each stage of handling workplace bullying complaints—including acceptance, investigation, decision, and review—and establish different requirements depending on the size of the enterprise.
Lee, Tsai & Partners recommends that enterprises promptly review, based on their respective workforce size and scale, whether their internal organizational structures, management systems, and complaint-handling procedures comply with the latest requirements under the Regulations.
［1］ https://hrpts.osha.gov.tw/wbrs
［2］ Workplace Bullying Prevention Chapter Added to the Occupational Safety and Health Act; Enterprises Shall Implement Relevant Legal Compliance (Taiwan)
I. Establishment of Prevention Measures and a Complaint Handling Unit in Advance(Articles 6 and 9 of the Regulations)
Under the Regulations, employers with 30 or more workers shall establish and disclose in the workplace the Workplace Bullying Prevention Measures, Complaint, and Disciplinary Regulations, and establish a Complaint Handling Unit responsible for handling workplace bullying complaints and related matters. The Complaint Handling Unit shall consist of at least three members, with neither gender comprising less than one-third of the members.
II. Decision on Whether to Accept a Complaint Within 10 Working Days(Articles 8, 10, and 11 of the Regulations)
An employer shall decide whether to accept a complaint within 10 working days from the date of receipt and notify the complainant in writing. If the complaint is not accepted, the employer shall state the reasons.
If the complaint is accepted, the employer shall also record the case with the Ministry of Labor’s Workplace Bullying Case Reporting System ［1］ in the manner prescribed by the Ministry of Labor within seven working days from the day following the acceptance of the complaint.
III. Formation of an Investigation Team Within 15 Working Days (Article 14 of the Regulations)
An employer with 100 or more workers shall form an Investigation Team within 15 working days from the date on which the complaint is accepted. The Investigation Team shall consist of at least three members, of whom at least one-half shall be external professionals, and neither gender shall comprise less than one-third of the members.In addition, any member of the Investigation Team who is a member of the business entity shall receive the relevant education and training as required by law.
IV. Completion of the Investigation Report Within Two Months(Articles 13 and 17 of the Regulations)
The employer shall complete the investigation report within two months from the day following the formation of the Investigation Team. Where necessary, this period may be extended by one month.
During the investigation of a complaint, if the complainant is willing to pursue coordination and the parties consent, the employer may arrange for a coordinator to facilitate coordination between the parties. However, if no consensus is reached within one month or either party is unwilling to continue the coordination, the coordination shall be terminated and the investigation shall resume. The coordination period shall not be counted toward the investigation period described above.
V. Decision on the Complaint and Disciplinary Action(Articles 18 and 21 of the Regulations)
For employers with 100 or more workers, the Complaint Handling Unit shall, within one month after completion of the investigation report, determine whether the complaint is substantiated. Such decision shall be made at a meeting attended by more than one-half of the members of the Complaint Handling Unit and approved by a majority of the members present. The Complaint Handling Unit may also provide the employer with recommendations regarding disciplinary action.
Within 10 working days from the date of the decision, the employer shall notify the parties in writing of the decision and the reasons therefor, as well as the method and deadline for filing a review. The outcome of the complaint shall also be registered with the Workplace Bullying Case Reporting System within 10 working days from the date of the decision.
For small and medium-sized enterprises with fewer than 100 workers, the Regulations provide more flexible time limits for handling workplace bullying complaints:
1. Employers with fewer than 30 workers: A decision on a workplace bullying complaint shall be made within three months from the day following receipt of the complaint. Where necessary, this period may be extended by one month, and the parties shall be notified accordingly.
2. Employers with 30 or more but fewer than 100 workers: A decision on a workplace bullying complaint shall be made within four months from the day following receipt of the complaint. Where necessary, this period may be extended by one month, and the parties shall be notified accordingly.
VI. Review Procedure(Articles 22, 23, and 24 of the Regulations)
A party who disagrees with the decision on a complaint may file a written application for review, stating the reasons therefor, with the employer within 30 days from the day following receipt of the written notice.
The employer shall convene a review meeting within 10 working days after receiving the application for review and provide the applicant with an opportunity to present his or her views. If it is found that the original investigation procedure involved a material procedural defect prescribed by law, a separate Review Investigation Team shall be formed to conduct a new investigation.
The Complaint Handling Unit shall make a decision on the review within 30 days from the date on which the review meeting is convened. Where a new investigation is required, the deadline for the decision may be extended by 30 days. The employer shall notify the parties in writing of the review decision within 10 working days from the date of the decision and complete the required registration with the reporting system within the same period.
Our firm previously published an article summarizing the key amendments to the OSHA introducing a dedicated chapter on workplace bullying prevention ［2］ . The newly enacted Regulations impose strict and specific deadlines at each stage of handling workplace bullying complaints—including acceptance, investigation, decision, and review—and establish different requirements depending on the size of the enterprise.
Lee, Tsai & Partners recommends that enterprises promptly review, based on their respective workforce size and scale, whether their internal organizational structures, management systems, and complaint-handling procedures comply with the latest requirements under the Regulations.
［1］ https://hrpts.osha.gov.tw/wbrs
［2］ Workplace Bullying Prevention Chapter Added to the Occupational Safety and Health Act; Enterprises Shall Implement Relevant Legal Compliance (Taiwan)
