Typhoon Bavi Work Suspension Not Yet Confirmed! One Company Boldly Announces 'Work From Home on Friday' — Full Guide to Taiwan's Typhoon Leave Policies, Work Rules, and Pay Regulations

Typhoon Bavi is approaching with significant force, and the Central Weather Bureau predicts that the most severe impacts will occur on Friday, July 10, and Saturday, July 11. As the entire island awaits official announcements on work and school suspensions, a Taipei advertising company has taken the lead by announcing on social media that all employees will work from home (WFH) on Friday, sparking widespread online discussion.

Wawa, the CEO of Taipei-based advertising agency Fale Digital, posted on the social platform Threads, acknowledging that while the weather in northern Taiwan was still relatively calm at the time, the projected path of Typhoon Bavi indicated it should not be underestimated. Prioritizing employee safety and commuting risks, she decided to implement full remote work for the company on Friday.

The announcement quickly gained traction online, attracting numerous comments. Many office workers expressed envy, and some even inquired about job openings. On the 9th, Wawa posted again, revealing that several news outlets had contacted her for interviews. When asked why she made the decision early, she responded, 'Because I don’t want to commute in wind and rain either.' When questioned whether other companies had taken similar actions, she replied, 'Yes, among my network of small companies with fewer than 20 employees, many had already made their decisions early,' and jokingly invited people to apply to small firms.

Whether a company proactively adjusts its operations during a typhoon often depends on its size and decision-making flexibility. As Wawa noted, small business owners she knows with teams under 20 employees made early decisions to shift to remote work, highlighting the agility of smaller organizations. However, such 'self-initiated suspensions' are internal corporate decisions. Official work and school suspension criteria follow established government guidelines.

According to the 'Regulations on Suspension of Work and Classes During Natural Disasters,' local governments may declare suspensions if any of the following conditions are met:

- The typhoon's wind radius is forecasted to pass within 4 hours over an area experiencing average wind speeds of Beaufort Scale 7 or higher, or gusts reaching Scale 10 or higher. - Rainfall reaches the warning threshold set by the city or county, and disasters have occurred or are imminent. - Even if wind and rain do not meet the above criteria, suspensions may be declared if terrain or rainfall causes disruptions or dangers to transportation, water, or power supply, affecting public safety.

Regarding announcement timing:

- Full-day or morning suspensions must be announced by local governments between 7:00 PM and 10:00 PM the previous day. - If conditions worsen suddenly overnight, announcements must be made by 4:30 AM on the day of the event. - Afternoon or evening suspensions must be announced by 10:30 AM on the same day.

On typhoon leave and salary: According to the Ministry of Labor's 'Guidelines on Worker Attendance and Wage Payment During Natural Disasters,' typhoon leave is not a statutory holiday under the Labor Standards Act. If employees do not work due to suspension, employers may withhold that day’s wages. However, the Ministry recommends that wages 'should not be deducted,' and employees should not lose full attendance bonuses or be marked as absent.

If employees do come to work, employers must pay regular wages and are advised to 'provide additional compensation,' along with necessary support such as transportation or allowances. If commuting poses safety risks, employees have the right to refuse to work based on personal safety, and employers must not force attendance or impose penalties.

What about employees who normally work from home? The Ministry of Labor has clarified that employees already under a remote work agreement are expected to work as usual during typhoon suspensions, as they face no commuting risks. If they refuse to work, employers may treat it as an absence and withhold wages.

However, if employees cannot work due to home power outages, flooding, or internet outages caused by the typhoon, this exception applies, and employers must not deduct wages or impose penalties. This rule applies only to those with pre-existing remote work agreements. Employers cannot unilaterally require office-based employees to switch to remote work during a typhoon without employee consent.

What if schools close and children need care? Workers may apply for 'Family Care Leave' under the Gender Equality in Employment Act. Employers cannot refuse such requests, nor can they withhold full attendance bonuses. This leave applies not only to children in junior high or below but to any family member requiring care due to vaccination, serious illness, major incidents, or school closures.

Family Care Leave is counted under personal leave, with a maximum of 7 days per year, unpaid. Starting January 1, 2026, a new system will allow hourly applications, totaling 56 hours annually. It will still be counted within personal leave limits but will not affect full attendance bonuses or performance evaluations.

Are delivery services and hospitals operational during typhoon suspensions? Once a local government announces a suspension, most delivery platforms suspend services in affected areas for rider safety, switching to in-store pickup only. Hospitals typically suspend routine outpatient services and operate primarily through emergency and special typhoon clinics. Actual operations depend on each platform’s or hospital’s daily announcements, so the public is advised to confirm before heading out.