Queenie, a single mother from the Philippines.
Committed to securing her children’s future and her sister’s education,
she relocated to Taiwan in 2022 to work for a leading technology company.
When the global downturn triggered layoffs, she faced deep uncertainty.
For migrant workers abroad, losing a job often means the abrupt end of their journey abroad and a forced return home.
Through the assistance of the HR department, she successfully transitioned to a new employer where her dedication and exceptional performance earned recognition.
Queenie now serves as Team Leader, guiding newly arrived migrant workers
as they adapt to their roles and responsibilities.
關於
我們
About
The Garden of Hope Foundation - Migrant Service Center (GOH-Migrants)
We are dedicated to building a migrant-friendly society by advocating for dignity and equity in the workplace. Our mission is to ensure safe migration pathways and develop sustainable, inclusive programs through meaningful dialogue with global stakeholders.
Our research team stays ahead of global trends. By centering the lived experiences of migrants and collaborating with leading international scholars and practitioners, we publish featured research reports that act as a critical catalyst for policy reform and social progress.
調查
報告
Report
United Nations Guiding Principles on Business and Human Rights
Responsible
Business Alliance
Starting in 2025, all publicly listed companies are required to present sustainability reports in accordance with the GRI Standards, disclosing corporate human rights–related policies and measures for the protection of human rights. Companies are expected to formulate clear human rights policies and commitments with reference to the United Nations Guiding Principles on Business and Human Rights (UNGPs).
At the same time, in response to international regulations and the requirements of global brands regarding human rights due diligence and social responsibility audits, the International Labour Organization (ILO) indicators of forced labor are also a key component of legal compliance.
2025
跨產業移工調查報告
2025 Cross-Industry
Survey of Migrant Workers
This survey was conducted in collaboration with volunteers of multiple nationalities. Anonymous questionnaires were distributed to migrant workers in areas surrounding train stations.
Given the sensitive nature of this issue, the research team framed the question in a positive way to encourage participation:
“Would you recommend your employer?”.
A total of 223 industrial migrant workers from the Philippines, Indonesia, and Thailand completed the survey, sharing their genuine work experiences and feelings about working in Taiwan.
Top 5 Reasons for Recommendation
五大推薦原因
Wages are paid on time and accurately
Clear and fair leave policy
No discrimination based on nationality
Emphasis on employee health
Respect for religions
台灣上市櫃公司
和中小企業被推薦
100+
publicly listed companies
and small and enterprises
in Taiwan were recommended
100+
Several companies were recommended multiple times. Two among them were recommended by migrant workers of different nationalities, highlighting exemplary employer practices.
Reasons for NOT Recommending
不推薦原因
The reasons for not recommending an employer correspond precisely to the six core assessment areas of social responsibility audits, including labor management and forced labor, wages and working hours, health and safety, anti-discrimination and human rights, living facilities, and legal compliance.
專家
見解
Expert Insights
Opinions on sustainability
Dongsoo Kim
- 韓國 Kim&Chang事務所 ESG研究院院長
- GRI 勞工修訂標準獨立專家
Dongsoo Kim
- Director of the ESG Research Institute at Kim & Chang
- Individual GRI Labor Standards Revision Expert
Over the past decade, ESG has maintained a steady long-term upward trajectory despite market fluctuations and external pressures. South Korea serves as a prime example: with over a thousand major corporations expanding their global footprint, the pace of ESG regulation has accelerated rapidly, with some local mandates now exceeding international standards.
For companies facing risks such as Withhold Release Orders (WROs) from U.S. Customs or other penalties for non-compliance with international norms, the solution lies in proactive engagement and rapid response. Success depends on developing concrete, actionable remediation plans. Only by prioritizing early intervention can firms mitigate impact and rebuild market trust.
鍾元珧
資深律師及公司治理顧問
／
Yuan-Yao Chung
Senior Attorney & Corp. Governance Consultant
／
When international markets require companies to conduct due diligence or comply with human rights–related standards, the real question companies face is not “Do I have to comply?” but rather “Do I need this market? If so, how can I meet the relevant requirements?”
In addition, a sustainability report is a company’s public statement. Apart from the risk of being exaggerated or misleading to the public, it may also serve as evidence to question the company’s other statements. Therefore, the drafting of such reports must be approached with greater caution, rigor, and verifiability.
于沛帆
台灣證券交易所公司治理部專員
／
Patrick Yu
Specialist at Corporate Governance Center, Taiwan Stock Exchange
／
The Taiwan Stock Exchange’s (TWSE) ESG InfoHub dashboard provides a transparent view of ESG performance across key industry players. This tool enables investors to rapidly assess corporate sustainability metrics while allowing companies to benchmark their standing and identify performance gaps relative to their peers.
To maintain market integrity, the TWSE and the Taipei Exchange (TPEx) conduct regular sampling audits of corporate sustainability reports. Any discrepancies or non-compliance will trigger a formal request for revisions or supplementary disclosure. Beyond routine checks, heightened scrutiny is applied to companies involved in "material events" within the current or preceding year, ensuring the veracity and completeness of all ESG data.
李凱莉
勵馨基金會移住者服務中心主任
／
Kaili Lee
Director of GOH-Migrants Service Center
／
From the reasons migrant workers give for recommending employers, it is clear that corporate competitiveness aligns closely with the GRI Sustainability Standards and indicators. As the GRI undergoes revisions to its labor indicators, the updated 2026 framework is expected to more accurately reflect emerging global sustainability trends.
However, feedback from migrant workers also reveals that many enterprises are exposed to forced labor risks without realizing it—ranging from involuntary overtime to unethical recruitment practices. There is a clear need to enhance the rigor of Social Compliance Audits. To meet the growing demands of international Human Rights Due Diligence, corporations must move beyond surface-level checks and commit to transparent, data-driven self-evaluations to foster long-term progress.
