Family Care Leave Expanded to Include Foster Families and Relative Placements
Taiwan's Ministry of Labor has expanded the scope of family care leave to include foster families, relative placements, and similar caregivers, who were previously excluded. This change makes it easier for these individuals to take leave when they need to care for children, expected to alleviate the burden on caregivers.
📋 Article Processing Timeline
- 📰 Published: May 12, 2026 at 18:51
- 🔍 Collected: May 12, 2026 at 19:02 (10 min after Published)
- 🤖 AI Analyzed: May 12, 2026 at 19:22 (20 min after Collected)
Central News Agency
(Central News Agency reporter Wu Hsin-yun, Taipei 12th) If an employee needs to personally care for a family member, they can apply for family care leave. The current conditions include those who live together permanently. The Ministry of Labor stated today that foster families, relative placements, and similar caregivers are explicitly eligible for family care leave.
The Act of Gender Equality in Employment stipulates that employees can apply for up to 7 days of family care leave annually if a family member requires personal care. Starting this year, it has also been relaxed to allow hourly leave, making it easier for employees to utilize.
However, the current definition of a family member in family care leave is based on the Civil Code, which defines a 'household head. Persons of the same household, except the household head, are all family members. Even if not relatives, those who live together in the same household for the purpose of permanent cohabitation are regarded as family members.' Therefore, many foster families, relative placements, and similar caregivers were unable to apply for family care leave even when they had personal care needs for children.
Huang Chi-ya, Director of the Department of Labor Conditions and Equal Employment at the Ministry of Labor, stated today that to clarify the ambiguity, they began consulting with experts, scholars, relevant organizations, and the Ministry of Health and Welfare since the end of last year. Today, an official circular has been issued, explicitly stating that foster families, relative placements, and similar caregivers are applicable to the provisions of family care leave under the Act of Gender Equality in Employment.
Huang Chi-ya also said that foster families, relative placements, and similar caregivers legally exercise the rights and obligations of parents. If they need to apply for family care leave during the placement period, they can apply for a certificate from social welfare agencies by submitting the "Application Form for Placement Service Provider Family Care Leave Certificate" to provide to their employers.
Chang Chia-chien, Administrative Director of the Christian S.T.O.P. Child and Adolescent Welfare Foundation, stated that annually, more than 4,600 children must be placed in care institutions due to neglect, physical and mental abuse, etc. Among them, more than 2,000 children are in foster families or similar care arrangements. These children also need vaccinations, medical visits, and require more companionship and adaptation from caregivers. This expanded applicability can reduce the care burden on many foster families.
Huang Chi-ya reminded that employers shall not refuse an employee's application for family care leave, nor shall they treat it as absence or affect attendance bonuses, performance evaluations, or impose other unfavorable dispositions, in accordance with the Act of Gender Equality in Employment. If there is a need for clarification between labor and management regarding the application form, local labor administrative authorities may refer it to social administrative authorities for confirmation. (Editor: Lung Po-an) 1150512
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(Central News Agency reporter Wu Hsin-yun, Taipei 12th) If an employee needs to personally care for a family member, they can apply for family care leave. The current conditions include those who live together permanently. The Ministry of Labor stated today that foster families, relative placements, and similar caregivers are explicitly eligible for family care leave.
The Act of Gender Equality in Employment stipulates that employees can apply for up to 7 days of family care leave annually if a family member requires personal care. Starting this year, it has also been relaxed to allow hourly leave, making it easier for employees to utilize.
However, the current definition of a family member in family care leave is based on the Civil Code, which defines a 'household head. Persons of the same household, except the household head, are all family members. Even if not relatives, those who live together in the same household for the purpose of permanent cohabitation are regarded as family members.' Therefore, many foster families, relative placements, and similar caregivers were unable to apply for family care leave even when they had personal care needs for children.
Huang Chi-ya, Director of the Department of Labor Conditions and Equal Employment at the Ministry of Labor, stated today that to clarify the ambiguity, they began consulting with experts, scholars, relevant organizations, and the Ministry of Health and Welfare since the end of last year. Today, an official circular has been issued, explicitly stating that foster families, relative placements, and similar caregivers are applicable to the provisions of family care leave under the Act of Gender Equality in Employment.
Huang Chi-ya also said that foster families, relative placements, and similar caregivers legally exercise the rights and obligations of parents. If they need to apply for family care leave during the placement period, they can apply for a certificate from social welfare agencies by submitting the "Application Form for Placement Service Provider Family Care Leave Certificate" to provide to their employers.
Chang Chia-chien, Administrative Director of the Christian S.T.O.P. Child and Adolescent Welfare Foundation, stated that annually, more than 4,600 children must be placed in care institutions due to neglect, physical and mental abuse, etc. Among them, more than 2,000 children are in foster families or similar care arrangements. These children also need vaccinations, medical visits, and require more companionship and adaptation from caregivers. This expanded applicability can reduce the care burden on many foster families.
Huang Chi-ya reminded that employers shall not refuse an employee's application for family care leave, nor shall they treat it as absence or affect attendance bonuses, performance evaluations, or impose other unfavorable dispositions, in accordance with the Act of Gender Equality in Employment. If there is a need for clarification between labor and management regarding the application form, local labor administrative authorities may refer it to social administrative authorities for confirmation. (Editor: Lung Po-an) 1150512
Choose to stand with facts; every sponsorship you provide is a force for safeguarding journalistic freedom.
Download the Central News Agency's "First-hand News" APP to stay updated with the latest news.
The text, images, and audio-visual content of this website may not be reproduced, publicly broadcast, or publicly transmitted and utilized without authorization.