The Seafarer Act Article 22
The employer shall not, even by advance notice to the seafarer, terminate the employment contract unless one of the following situation arises:1. The business ceases to operate or has been transferred.2. The business suffers an operating loss or contraction.3. Business suspension for more than one month is necessitated by force majeure.4. A change in business nature requires a reduction of seafarers and the particular seafarers cannot be assigned to another suitable position.5. The seafarer is clearly not able to perform satisfactorily the duties required of the position held.Where the employer terminates the contract pursuant to the preceding paragraph, the stipulations described below shall govern the minimum period of advance notice:1. Where the seafarer has worked continuously for more than three months but less than one year, the notice shall be given ten days in advance.2. Where the seafarer has worked continuously for more than one year but less than three years, the notice shall be given twenty days in advance.3. Where the seafarer has worked continuously for more than three years, the notice shall be given thirty days in advance.When a seafarer is on maternity leave, or in medical treatment of injury or illness resulted from performing the duties, the employer shall not terminate the employment contract, unless the employer cannot continue the business or the ship sunk, missed or became totally unseaworthy caused by acts of god, accidents or force majeure.Where the employer terminates the contract without serving an advance notice within the time limit prescribed in the second paragraph of this Article, he shall pay the wage and allowance for the advance notice period.In the case of the seafarer terminating a non-fixed term contract, the provisions of Paragraph 2 of this Article pertaining to the prescribed time limit for serving advance notice shall apply mutatis. The seafarer who intends to terminate a fixed term contract, shall give the employer or the master thirty days advance notice.Where the seafarers agree the transfer of serving ships owned by the same employer, the original contract shall remain effective before the new contract is signed.
中文原文 船員法第22條
非有下列情形之一者，雇用人不得預告終止僱傭契約︰一、歇業或轉讓時。
二、虧損或業務緊縮時。
三、不可抗力暫停工作在一個月以上時。
四、業務性質變更，有減少船員之必要，又無適當工作可供安置時。
五、對於所擔任之工作確不能勝任時。
雇用人依前項規定終止僱傭契約，其預告期間依下列各款之規定︰一、繼續工作三個月以上一年未滿者，於十日前預告之。
二、繼續工作一年以上三年未滿者，於二十日前預告之。
三、繼續工作三年以上者，於三十日前預告之。
船員在產假期間或執行職務致傷病之醫療期間，雇用人不得終止僱傭契約。
但雇用人因天災、事變、不可抗力致事業不能繼續或船舶沈沒、失蹤或已完全失去安全航行之能力時，不在此限。
雇用人未依第二項規定期間預告而終止契約者，應給付預告期間之薪資。
不定期僱傭契約之船員終止僱傭契約時，應準用第二項規定預告雇用人或船長。
定期僱傭契約之船員終止僱傭契約時，應在一個月前預告雇用人或船長。
雇用人經徵得船員同意，於雇用人所屬船舶間調動，另立新約前，原僱傭契約仍繼續有效。
二、虧損或業務緊縮時。
三、不可抗力暫停工作在一個月以上時。
四、業務性質變更，有減少船員之必要，又無適當工作可供安置時。
五、對於所擔任之工作確不能勝任時。
雇用人依前項規定終止僱傭契約，其預告期間依下列各款之規定︰一、繼續工作三個月以上一年未滿者，於十日前預告之。
二、繼續工作一年以上三年未滿者，於二十日前預告之。
三、繼續工作三年以上者，於三十日前預告之。
船員在產假期間或執行職務致傷病之醫療期間，雇用人不得終止僱傭契約。
但雇用人因天災、事變、不可抗力致事業不能繼續或船舶沈沒、失蹤或已完全失去安全航行之能力時，不在此限。
雇用人未依第二項規定期間預告而終止契約者，應給付預告期間之薪資。
不定期僱傭契約之船員終止僱傭契約時，應準用第二項規定預告雇用人或船長。
定期僱傭契約之船員終止僱傭契約時，應在一個月前預告雇用人或船長。
雇用人經徵得船員同意，於雇用人所屬船舶間調動，另立新約前，原僱傭契約仍繼續有效。