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Viewing cable 05TAIPEI383, TAIWAN'S NEW PENSION PLAN: NEW BENEFITS AT HIGHER
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Reference ID | Created | Released | Classification | Origin |
---|---|---|---|---|
05TAIPEI383 | 2005-01-31 07:21 | 2011-08-23 00:00 | UNCLASSIFIED | American Institute Taiwan, Taipei |
This record is a partial extract of the original cable. The full text of the original cable is not available.
UNCLAS SECTION 01 OF 03 TAIPEI 000383
SIPDIS
STATE PASS TO DOL AND AIT/W
STATE FOR EB/TPP, DRL/IL AND EAP/RSP/TC
DOL FOR ILAB
E.O. 12958: N/A
TAGS: ELAB ETRD TW
SUBJECT: TAIWAN'S NEW PENSION PLAN: NEW BENEFITS AT HIGHER
COSTS
Summary
-------
¶1. Summary: In July 2005, Taiwan's new "Labor Pension Act"
will go into effect. Once in effect, Taiwan's retirement
payment system will be transformed from a lump-sum payment
to an annuity system that will affect 6 million employees.
Under the new Act, each employee will have a portable
account for mandatory retirement savings paid by employers.
The new system is expected to cost employers NT$150 billion
(USD 4.7 billion) every year and is likely to have some
negative effect on wages and employment levels. The true
determinant of the system's success and failure, however,
will lie in whether the fund, which is anticipated to reach
NT$ 2.25 trillion (USD 60 billion) in 15 years, is operated
fairly, efficiently, and free from political influence. End
Summary.
Current Retirement Program - Lump-Sum Payment
---------------------------------------------
¶2. The current retirement program is based on the Labor
Standards Law (LSL), which took effect in 1984. Article 55
of the law requires the employer to pay retirees a lump sum
retirement payment equal to two months of wages for each
year of the first 15 years of employment and one month of
wages for every year of employment after that. The maximum
retirement payment is limited to 45 months of wages. To
fund the lump-sum payments for retirees, the LSL requires
employers to deposit at least two percent of each employee's
monthly wages every month into the Central Trust of China, a
Taiwan government agency.
¶3. Under this lump-sum program, over half of the workers in
Taiwan never receive retirement benefits. A major reason is
that employers who fail to meet these requirements face only
minor penalties, such as a fine of up to NT$20,000 (USD
597). Another contributing factor is that the current
system only makes employers responsible for paying the lump
sum retirement money to employees who serve for more than 15
consecutive years in their company and reach 55 years of
age. Over 95 percent of Taiwan firms are small and medium-
size enterprises with an average employment of eight people
and a work life span below 13 years. As a result, most
companies assume a large portion of their employees will not
meet the 15 year/55 years of age requirements and therefore
do not contribute to every worker's pension fund. Only
about ten percent of Taiwan's enterprises deposit retirement
funds into the Central Trust of China in accordance with the
law.
New Pension System Guarantees Regular Annuities
--------------------------------------------- --
¶4. Beginning July 15, 2005, the "Labor Pension Act," will
transform Taiwan's retirement payment system from a lump-sum
payment to an annuity system. The law was passed during the
summer 2004 LY session. The Act will affect approximately
six million employees. Once in effect, each employee will
have a portable account for accumulating mandatory
retirement savings paid by all employers. Those accounts
will follow employees from job to job. At retirement age,
employees will be guaranteed an annuity at a rate based on
the 2-year average fixed deposit rate for 6 major banks (the
government will be required to make up any shortfalls).
¶5. While under the old system, only two percent of salaries
were required to be set aside, employers must now contribute
at least six percent of an employee's wages each month to
the fund. Employees can also make additional tax-free
contributions of up to six percent of their income (up to
9,000 NTD per month (USD 280). Penalties for noncompliance
with the new system will be substantial and will include
fines of up NT$ 300,000 (USD 8,955).
CLA Defends Law
---------------
¶6. Many business associations including the Chinese
National Federation of Industries (CNFI) and the General
Chamber of Commerce tried to fight the law before it was
adopted and are now urging the government to postpone
implementation of the rule to allow more time to prepare for
the costs.
¶7. Thus far, the government has not shown any willingness to
discuss postponing the law's implementation. Officials from
the Council for Economic Planning and Development told AIT
and AmCham representatives in December that implementation
will not be delayed. The new system was one of six campaign
promises aimed at protecting workers made by President Chen
Shui-bian leading up to the 2004 election. Chairperson Chen
Chu of the Council of Labor Affairs (CLA) praised the new
system saying employees could finally be assured of some
payment after retirement. (Note: Press reports of January
28 cite newly appointed Prime Minister Frank Hsieh (Hsieh
Chang-ting) as confirming that Chen Chu will retain her
position as Chairperson of the CLA in the new cabinet. End
Note.)
¶8. In addition, the new system removes the disincentives to
hire middle-aged people who were more likely to meet the
pension age and length of service requirements under the old
system. The Ministry of Economic Affairs also argues that,
under the new system, many companies will actually end up
paying less than they were required (but did not necessarily
pay) under the old system. Comment. Under the new system,
in exchange for guaranteed benefits, the retirement payouts
will be lower than they would have been under the old
system. End Comment. Employees hired before the act takes
effect can opt to stay with the current system.
Annual Cost to Employers: USD 4.7 Billion
-----------------------------------------
¶9. The new legislation requires employers to make up
shortages in retirement funds under the current system
within five years. This requirement will impact many of the
approximately 88 percent of Taiwan's businesses that are in
arrears under the old system in a bind. These firms will
now need both to repay past debts and set aside money to
begin paying under the new system.
¶10. As a result, the new system is expected to cost
employers NT$150 billion (USD 4.7 billion) per year.
Private sector estimates are as high as NT$2.6 trillion (USD
77.6 billion) over 15 years. By all estimates, costs will
be substantial and employers are likely to pass these
expenses to employees by reducing compensation or possibly
cutting employment.
¶11. Many of Taiwan's small and medium enterprises are
short of working capital, making it difficult to meet the
requirements of the current system. Business Leaders
question whether most employers have the margins to cover
the full 6 percent per employee contributions to the new
fund. Due to the increased demands of the new legislation,
Economic Minister Ho Mei-yeh asked the Small and Medium
Enterprise Administration to provide loan guarantees of up
to NT$ 5 million (USD 149,000) for firms that have
difficulty making retirement fund contributions. These loan
guarantees should help firms cope with increased costs but
are unlikely to eliminate the possibility of a negative
effect on wages and employment levels.
Scope of the Fund
------------------
¶12. By the end of December 2004, Taiwan's pension fund
revenue (accrued under the old system) totaled NTD 702
billion (USD 22 billion). Estimated annual revenue under the
new system is anticipated to reach a minimum of NTD 150
billion (USD 4.7 billion) per year and more than NTD 2.25
trillion (USD 700 billion) over the next 15 years. In other
words, under the current plan, the fund was less than 6
percent of Taiwan's GDP and under the new system it is
anticipated the fund will reach 20-25 percent of Taiwan's
GDP. Thus, the scale of this revenue makes effective
management of the fund critical to the success of the
program and Taiwan's economy.
Management of the Fund
----------------------
¶13. The government is still trying to work out how the fund
will be managed. Few decisions have been made. It has been
agreed, however, that an independent Steering Committee will
oversee the fund; the fund will not be entirely privatized
(although much of its management is likely to be
outsourced); and there will be a separate independent
regulator of the board to include representation by labor,
industry and the government. It has also been decided that,
at least in the beginning, in return for a guaranteed return
rate, individuals will not be given the ability to make
individual choices about investments. It is anticipated
that that the investments will be diversified and be
invested both domestically and abroad. All other details of
the Steering Committee are still under discussion. Think
tanks, academics and industry representatives are being
consulted. Once settled, the plan will need to be approved
by first the Executive Yuan and then by the Legislative
Yuan.
Comment
-------
¶14. The new retirement system has engendered much
controversy. Close to the ninety percent of businesses that
failed to fully pay into the old system are opposed to the
new program, which will require both back payment of debt
under the old system and an increase of mandatory savings
from 2 to 6 percent of wages. Moreover, there is great
concern regarding the government's ability to manage the
fund fairly and efficiently. Former officials, think tanks
and academics have expressed fears that the fund, which is
anticipated to reach a value of NT$ 2.25 trillion (USD 60
billion) in 15 years, could become a political tool.
Whether the fund is operated fairly, efficiently, and free
from political influence will be key in determining the
success or failure of the program.
PAAL