Act for the Recruitment and Employment of Foreign Professionals Article 5

Except as otherwise provided in this Act, an employer hiring a foreign professional to engage in professional work in the State as referred to in subparagraph 4 of Article 4 shall apply for a permit to the Ministry of Labor, submitting the relevant documents therewith, and comply with the Employment Service Act in said application. However, for employment to engage in professional work as referred to in subparagraph 3, paragraph 1 of Article 46 of the Employment Service Act and in items 4 and 5, subparagraph 4 of Article 4, the employer shall apply for a permit to the Ministry of Education, submitting the relevant documents therewith.The job qualifications and review criteria for the employment of foreign professionals to engage in the professional work referred to in item 3, subparagraph 4 of Article 4 shall be prescribed by the Ministry of Labor in consultation with the central competent authorities.Regulation on job qualifications, review criteria, permit application, permit revocation, employment supervision, and other matters relating to the employment of foreign professionals to engage in professional work as referred to in the proviso to paragraph 1 shall be prescribed by the Ministry of Education.Supervision of the employment of foreign professionals under paragraph 1 to engage in the professional work referred to in items 4 and 5, subparagraph 4 of Article 4, except as otherwise provided in this Act, shall be handled according to the Employment Service Act pertaining to those engaging in the work referred to in subparagraphs 1 to 6, paragraph 1 of Article 46 of that Act.
中文原文 外國專業人才延攬及僱用法第5條
雇主聘僱外國專業人才在我國從事前條第四款之專業工作,除本法另有規定外,應檢具相關文件,向勞動部申請許可,並依就業服務法規定辦理。
但聘僱從事就業服務法第四十六條第一項第三款及前條第四款第四目、第五目之專業工作者,應檢具相關文件,向教育部申請許可。
依前項本文規定聘僱外國專業人才從事前條第四款第三目之專業工作,其工作資格及審查標準,由勞動部會商中央目的事業主管機關定之。
依第一項但書規定聘僱外國專業人才從事所定之專業工作,其工作資格、審查基準、申請許可、廢止許可、聘僱管理及其他相關事項之辦法,由教育部定之。
依第一項規定聘僱從事前條第四款第四目、第五目專業工作之外國專業人才,其聘僱之管理,除本法另有規定外,依就業服務法有關從事該法第四十六條第一項第一款至第六款工作者之規定辦理。

English translation for reference only; the Chinese text prevails. Not legal advice.