Tech Industry Hiring Students for Disability Quotas: Ministry of Labor Says 'Legal but Needs Improvement'
A Control Yuan report reveals that some tech companies are hiring students with disabilities as 'campus representatives' to meet mandatory employment quotas, raising concerns about the quality of these roles. The Ministry of Labor acknowledges the practice is legal but suggests room for improvement, with the Ministry of Education set to investigate and provide better employment resources.
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- 📰 Published: May 26, 2026 at 18:39
- 🔍 Collected: May 26, 2026 at 19:01 (22 min after Published)
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Central News Agency (Taipei, May 26) - A Control Yuan investigation report indicates that some tech companies are recruiting students with disabilities as 'campus representatives' and counting them toward mandatory disability employment quotas, raising concerns that this may undermine substantive employment. The Ministry of Labor stated that while the practice is legal, there is room for improvement. The Ministry of Education will conduct an initial investigation to facilitate the provision of subsequent employment resources.
To protect employment opportunities for people with disabilities, Article 38, Paragraph 2 of the People with Disabilities Rights Protection Act stipulates that private schools, organizations, and private enterprises with 67 or more employees must hire people with disabilities at a rate of no less than 1% of their total workforce, and no fewer than one person.
However, the 'Fixed-Quota Employment Case' investigation report passed by the Control Yuan points out that some tech companies use a 'campus representative' model to recruit students with disabilities, counting them toward these quotas.
According to the report, one tech company recruited 517 students with disabilities from 63 colleges and universities across the country as campus representatives between 2023 and 2025. Many of these students receive only the minimum wage and are enrolled in labor and health insurance, but their work is focused on campus promotion and administrative assistance, which differs significantly from formal internal corporate roles.
Control Commissioner Wang Yu-ling questioned whether this model, if allowed to continue long-term, might lead companies to fulfill quotas formally while failing to provide genuine employment opportunities, thereby weakening the policy's original intent to promote substantive employment for people with disabilities.
In response today, the Ministry of Labor stated that when business units recruit students with disabilities as part-time workers on campus, their rights are protected by the Labor Standards Act just like any other worker. Companies must follow regulations regarding working hours, wages, and labor contracts.
Regarding the fact that campus representative roles are often paid at minimum wage and lack sufficient follow-up training and career development mechanisms—a form of atypical employment—the Ministry of Labor admitted there is room for improvement.
Liu Yu-yi, head of the Disability and Specific Target Employment Division at the Ministry of Labor's Workforce Development Agency, noted in a media interview that the law allows for the hiring of part-time workers, and as long as actual labor is provided, companies are not breaking the law. However, there are external concerns regarding whether the nature of the work contributes to professional development.
Liu stated that the Ministry of Education is already investigating the hiring of campus representatives by tech companies and will provide more guidance and attention to these students, ensuring that the Ministry of Labor's relevant employment resources can assist them.
The Ministry of Labor indicated that it has asked local governments to continue supervising and monitoring the employment of people with disabilities by business units involved in the 'campus representative' model. It also encourages companies to participate in the Ministry of Labor's 'Employer Support for Disability Employment Pilot Program,' using professional counseling teams and workshops to help employers promote internal support measures, thereby strengthening the professional development and job stability of employees with disabilities.
To protect employment opportunities for people with disabilities, Article 38, Paragraph 2 of the People with Disabilities Rights Protection Act stipulates that private schools, organizations, and private enterprises with 67 or more employees must hire people with disabilities at a rate of no less than 1% of their total workforce, and no fewer than one person.
However, the 'Fixed-Quota Employment Case' investigation report passed by the Control Yuan points out that some tech companies use a 'campus representative' model to recruit students with disabilities, counting them toward these quotas.
According to the report, one tech company recruited 517 students with disabilities from 63 colleges and universities across the country as campus representatives between 2023 and 2025. Many of these students receive only the minimum wage and are enrolled in labor and health insurance, but their work is focused on campus promotion and administrative assistance, which differs significantly from formal internal corporate roles.
Control Commissioner Wang Yu-ling questioned whether this model, if allowed to continue long-term, might lead companies to fulfill quotas formally while failing to provide genuine employment opportunities, thereby weakening the policy's original intent to promote substantive employment for people with disabilities.
In response today, the Ministry of Labor stated that when business units recruit students with disabilities as part-time workers on campus, their rights are protected by the Labor Standards Act just like any other worker. Companies must follow regulations regarding working hours, wages, and labor contracts.
Regarding the fact that campus representative roles are often paid at minimum wage and lack sufficient follow-up training and career development mechanisms—a form of atypical employment—the Ministry of Labor admitted there is room for improvement.
Liu Yu-yi, head of the Disability and Specific Target Employment Division at the Ministry of Labor's Workforce Development Agency, noted in a media interview that the law allows for the hiring of part-time workers, and as long as actual labor is provided, companies are not breaking the law. However, there are external concerns regarding whether the nature of the work contributes to professional development.
Liu stated that the Ministry of Education is already investigating the hiring of campus representatives by tech companies and will provide more guidance and attention to these students, ensuring that the Ministry of Labor's relevant employment resources can assist them.
The Ministry of Labor indicated that it has asked local governments to continue supervising and monitoring the employment of people with disabilities by business units involved in the 'campus representative' model. It also encourages companies to participate in the Ministry of Labor's 'Employer Support for Disability Employment Pilot Program,' using professional counseling teams and workshops to help employers promote internal support measures, thereby strengthening the professional development and job stability of employees with disabilities.
FAQ
What is the mandatory disability employment quota in Taiwan?
Private enterprises with 67 or more employees must hire people with disabilities at a rate of at least 1% of their total workforce.