Industry Updates

Latest Employer Updates Across Asia-Pacific 2024

As a global payroll company serving remote companies managing teams worldwide, Slasify recognises the paramount importance of staying abreast of the constantly shifting employment regulations. These regulations not only govern legal compliance but also exert significant influence on operational strategies and employee management approaches.

In today’s interconnected world, where businesses operate across borders and teams collaborate remotely, understanding and adhering to regional employment laws are critical for maintaining operational efficiency and fostering a harmonious work environment. With the pace of regulatory changes accelerating, remote companies must remain vigilant and proactive in their approach to compliance, ensuring that they meet legal obligations while also adapting their strategies to reflect the evolving employment landscape.

In this article, Slasify provides an insightful exploration of the latest developments affecting employers across the Asia-Pacific region in 2024. From Superannuation Guarantee increases in Australia to tax adjustments in Taiwan, we delve into the nuanced details of these regulatory changes and examine their implications for businesses operating on a global scale.

By gaining a comprehensive understanding of these updates, remote companies can equip themselves with the knowledge and tools necessary to navigate the complexities of cross-border employment seamlessly. With a proactive approach to compliance and an emphasis on fostering a supportive work environment, businesses can position themselves for sustained success in an ever-changing regulatory landscape.


Superannuation Guarantee (SG) Increases
Commencing July 1, 2024, Australia’s Superannuation Guarantee (SG) rate will rise to 11.5%, up from the current 11%. Employers will now be obligated to contribute a minimum of 11.5% of an employee’s ordinary time earnings to their superannuation fund. This incremental increase is part of a phased approach that aims to reach 12% by July 1, 2025. For further details, visit the Australian Taxation Office (ATO) website.

Protected Earnings Amount (PEA) Adjustments
Effective January 1, 2024, the Protected Earnings Amount (PEA) – the portion of an employee’s or contractor’s wages exempt from child support deductions – has been adjusted. This annual alteration accommodates changes in the cost of living. The revised PEA ensures that individuals’ financial responsibilities towards child support are appropriately balanced with their essential living expenses. Find out more at ATO.


Monthly Minimum Salary Increases Affect Insurance Tables
From January 1, 2024, the monthly minimum salary will increase from TWD 26,400 to TWD 27,470, impacting the insurance tables for social securities such as Labour Insurance, Occupational Accidental Insurance, National Health Insurance, and Labour Pension. This adjustment aims to improve the livelihoods of low-income workers and enhance their social security coverage. Visit the National Health Insurance (NHI) website for further information.

New Tax Brackets, Exemptions, and Deductions
Effective January 1, 2024, Taiwan has introduced revised tax brackets, exemptions, and deductions. These changes aim to promote tax fairness, simplify the tax system, and stimulate economic growth. For details on these adjustments and how they may affect taxpayers, consult the Ministry of Finance (MOF) website.


Central Provident Fund (CPF) Salary Ceiling Increases
Effective January 1, 2024, the CPF monthly salary ceiling will rise from SGD 6,300 to SGD 6,800. This adjustment means both employees and employers will contribute CPF based on a higher salary threshold, ensuring the adequacy of CPF savings for retirement and healthcare needs. The increased ceiling reflects Singapore’s commitment to enhancing social security provisions for its workforce. Find out more at CPF.

Government Service Tax (GST) Increase
As part of ongoing efforts to maintain fiscal sustainability, the GST will rise from 8% to 9% starting January 1, 2024. This increase aims to generate additional revenue for the government to invest in essential public services and infrastructure. The adjustment seeks to strike a balance between revenue enhancement and equitable distribution of the tax burden. Check out IRAS for more information.


Introduction of Malaysia Digital Arrival Card (MDAC)
From January 1, 2024, all foreign visitors entering Malaysia, excluding specific groups such as Singaporeans and long-term pass holders, must complete the Malaysia Digital Arrival Card (MDAC) at least three days before arrival. This digitalization initiative streamlines the immigration process and enhances border security measures. Be sure to inform your foreign talent to avoid immigration delays upon entry into Malaysia. Learn more from the Ministry of Foreign Affairs (MOFA).

Service Tax Rate Increases
Commencing March 1, 2024, the Malaysian government will implement significant changes to the service tax. A rate hike from 6% to 8% will be imposed on all taxable services except for food and beverages, telecommunications, vehicle parking, and logistics services. This adjustment aims to bolster government revenue streams while ensuring sustainable economic growth. Visit MOF for further details.

South Korea

Long Term Care Insurance (LTCI) Rate Increases
The National Health Insurance Services (NHIS) has announced that while the rate for National Health Insurance will remain unchanged in 2024, the rate for Long Term Care Insurance (LTCI) will increase by 1.09% effective January 1, 2024. This adjustment reflects the evolving needs of an aging population and ensures the sustainability of long-term care services. Stay updated with NHIS for more details.

In conclusion, Slasify underscores the critical role of staying informed about regulatory changes for remote companies managing teams globally. By proactively engaging with these developments and aligning their practices with regional employment laws, businesses can mitigate compliance risks, support their employees’ financial stability, and foster a positive work culture conducive to productivity and growth. Moreover, maintaining open lines of communication with relevant government agencies and leveraging professional expertise when needed are essential components of a comprehensive compliance strategy. Through these concerted efforts, remote companies can strengthen their position in the global marketplace, cultivate strong relationships with their employees, and achieve sustainable business success in an increasingly dynamic regulatory environment.

Discover how Slasify’s global payroll solutions can streamline your international workforce management and ensure compliance across borders? Schedule a personalised consultation today!

Slasify is a one-stop platform offering Global Payroll, Employer of Records (EOR), and HR Outsourcing functions for the remote working generation. Our dedication to Diversity, Equality, and Inclusivity (DEI) and a proven track record with Forbes Top 100 Companies make us your ultimate payroll partner. Join us on a global HR journey, where we cater to your needs across 150+ countries. Unlock HR solutions tailored to you – Book a free consultation below!

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