Preventing Employment Discrimination

I. Common Types of Employment Discrimination

• Age Discrimination Example：

  Job postings that state “under 35 preferred” are illegal under current labor laws.

• Gender/Sexual Orientation Discrimination Example：

  Hiring only male sales staff, rejecting LGBTQ+ candidates, or asking about marital status or pregnancy plans are forms of discrimination.

• Disability Discrimination Example：

  Refusing to interview wheelchair users or failing to reasonably accommodate the workplace for persons with disabilities is discriminatory.

• Military Service, Ethnicity, Place of Birth, or Religion Discrimination Example:

  Questions about military status, restrictions based on ethnicity, or inquiries into place of birth or ancestral home are all explicitly prohibited by law.

II. Relevant Laws and Employer Responsibilities

• According to Article 5 of Taiwan’s Employment Service Act, employers must not discriminate on the basis of race, age, gender, sexual orientation, disability, religion, political affiliation, place of birth, marital status, appearance, pregnancy, military service, or other personal characteristics.

• Violation Penalty: Employers may face fines ranging from NTD 300,000 to 1.5 million, and must take corrective actions under the supervision of labor authorities.

• Latest Amendment: Military service status is now officially included as a protected category under anti-discrimination laws.

III. Practical Checklist for Job Seekers and Employers

For Job Seekers

• Check if job postings contain unreasonable restrictions (e.g., age, gender, appearance, ethnicity).

• If asked illegal or intrusive questions during interviews, politely refuse and keep records of the conversation.

• Suspect discrimination? Contact your local labor department or call the 1955 Labor Consultation Hotline.

For Employers & Organizations

• Create an inclusive workplace environment—avoid discriminatory language in all job postings and internal documents.

• Ensure that the interview and hiring processes are fair and properly documented for accountability.

• Conduct regular anti-discrimination and diversity training for all staff.

Reminder

Next time you see phrases like “under 35 preferred,” “female only,” or “must submit ID during interview,” remember: these cross the line into discrimination.

If you are affected, save any written or verbal evidence and take action.Building an equal and respectful workplace is a shared responsibility—for employers and job seekers alike.