What to Do if Work and Residence Are on Different Holidays During a Typhoon? Check the Latest Regulations from the Labor Department

The strong typhoon Bawi is approaching, and the Central Weather Bureau issued a sea typhoon warning at 2:30 PM on July 9. A land warning will continue at midnight on the 10th (Friday), and the evening of Friday to Saturday (11th) will be the most intense period of wind and rain. Northern, Keelung, Taoyuan, and other cities will announce whether to stop work and school at 8 PM on the 9th. Every time before a typhoon holiday, the most worrying issue for cross-county commuters is the 'different adjustment' problem. 'The county where I live is on holiday, but the county where my company is located is working as usual.' Should I go out in the wind and rain? For the most common questions about attendance and salary calculation, 104 Job Bank has summarized the latest regulations to help employees understand their rights. If the typhoon holidays for the place of residence and work are different, can I not go to work? The answer is: Yes. According to the Labor Department's 'Management and Wage Payment Guidelines for Employees of Business Units During Natural Disasters,' as long as the 'place of work,' 'place of residence,' or 'normal commuting area' of an employee, any of the three counties and cities declares a stop to work, the employee can choose not to attend based on safety considerations. For example, a commuter living in Keelung and working in Taipei can legally choose not to attend even if Taipei is not on holiday as long as Keelung declares a holiday. 104 Job Bank further explains that even if none of the three places declare a holiday, as long as an employee cannot attend due to objective factors such as traffic interruption or road blockage caused by a typhoon, the employer may not regard it as an absence or tardiness, nor may they require the employee to take annual leave or special leave, nor may they deduct full-attendance bonuses or affect performance evaluations. Do typhoon holidays have pay? Who pays for the taxi fare if the employer requires attendance? Many people think that typhoon holidays are legal holidays, but that is not the case. 'Typhoon holidays' are not legal holidays, and the law does not mandate that employers must pay wages. However, the Labor Department recommends that companies should pay wages as usual during periods when employees do not attend due to natural disasters. The most significant change for employees is the new regulation that came into effect on September 19, 2025: In the event of a natural disaster, the principle is that employees should not attend work. If a company still requires employees to attend due to operational needs, it must provide transportation or transportation subsidies, and if an employee has difficulty commuting in the usual way and needs to take a taxi, the relevant fare should be borne by the employer. This is also the most closely watched point of this amendment. There are two scenarios for wage calculation: If an employee is scheduled to attend work during the holiday period, the Labor Department recommends that companies should pay additional wages. If an employee is required to attend work on a rest day or national holiday, then overtime pay must be paid according to the overtime rate specified in the Labor Standards Act. In the case of Typhoon Bawi crossing Friday (a workday) and Saturday (a rest day for most employees), the wage calculation methods for the two days are different, and employees should pay special attention. Can the company temporarily announce that everyone works from home? Is there a typhoon holiday for those who originally work from home? In recent years, hybrid offices have become popular, but if the employer and employee originally agreed to work in the office, the employer cannot unilaterally require the employee to switch to working from home due to the arrival of a typhoon. The agreement or consultation procedure between the employer and employee is required. Conversely, if an employee is originally scheduled to work from home (WFH), as there is no risk of commuting, the principle is that they should still provide labor as usual and cannot claim another typhoon holiday or request compensatory leave. What if schools are closed but work is not? How should parents with young children manage? If schools are closed but companies are operating as usual, employees with minor children can legally apply for family care leave, and companies cannot refuse. However, family care leave is unpaid. For logistics, delivery, engineering maintenance, and other field workers, the risk of occupational disasters increases during typhoons. 104 Job Bank emphasizes that companies should complete hazard identification and protective measures in advance according to occupational safety and health regulations. If an employee encounters an immediate danger on-site, they can legally stop work and retreat to a safe place, and the employer may not give any unfavorable treatment. 104 Job Bank reminds that information about work and school closures during typhoons is updated quickly. In addition to paying attention to the announcements of local governments, companies should establish typhoon response SOPs in advance. For employees, life safety is the top priority during natural disasters. If attending work may endanger personal safety, they should use legal protections to safeguard their rights.