Regulations of Leave-Taking by Workers Article 9-1
This English translation was last updated on 2025-12-09, but the Chinese text was amended on 2026-09-30. Later amendments may not be reflected in the translation — please refer to the Chinese text.
Where the number of days of ordinary sick leave taken by a worker within one year does not exceed ten days, the employer shall not take adverse action against the worker on the ground that the worker has taken ordinary sick leave, unless otherwise provided in these Regulations or other laws, in which case such provisions shall govern.Where a worker suffers adverse action due to taking ordinary sick leave, the employer shall bear the burden of proof as to the facts demonstrating that such adverse action is unrelated to the worker’s taking of ordinary sick leave.Where a worker takes ordinary sick leave exceeding the number of days specified in Paragraph 1, the employer, when conducting relevant personnel assessments, shall still make an overall assessment based on the worker’s work capability, work attitude, and actual performance, and shall not consider solely the number of days of ordinary sick leave taken as an assessment factor.
中文原文 勞工請假規則第9-1條
勞工一年內請普通傷病假日數未超過十日者，除本規則或其他法律另有規定，從其規定者外，雇主不得因勞工請普通傷病假而為不利之處分。
勞工因請普通傷病假而受有不利處分者，雇主對於該不利處分與其請普通傷病假行為無關之事實，負舉證責任。
勞工請普通傷病假超過第一項規定日數者，雇主為相關人事考核時，仍應以其工作能力、工作態度及實際績效等綜合考量，不得僅以請普通傷病假日數作為考量因素。
勞工因請普通傷病假而受有不利處分者，雇主對於該不利處分與其請普通傷病假行為無關之事實，負舉證責任。
勞工請普通傷病假超過第一項規定日數者，雇主為相關人事考核時，仍應以其工作能力、工作態度及實際績效等綜合考量，不得僅以請普通傷病假日數作為考量因素。