I. Origin of the Act: Discussing the environment of legislation and act amendment for labors' human rights equality and gender equality in employment according to human rights protection spirit of the R.O.C. Constitution. II. Primary Contents of the Act: i) Gender Equality in Employment Act is applicable to and protects employees in all industries, including military personnel, public servants, and educational personnel; however, complaints, remedies and processing procedures for above three categories of personnel shall be handled in accordance with respective statutes and regulations governing personnel matters. ii) Explicitly prohibits employers from discriminating against job seekers and employees for their genders or gender orientation, and there are two forms of sexual harassment at workplace subject to prevention under the Act. One situation is defined as hostile working environments caused by requests of sex and conversation or behaviors with sexual contents or sexual discrimination from others at workplace; sex exchange harassment exists when employers explicitly or implicitly make requests of sex to job seekers or employers in exchange for job positions or force them to accept conversation or behaviors with sexual contents or sexual discrimination. iii) The promoting measures for equality in employment make employers obligated to provide employees with menstruation leave, maternity leave, fraternity leave, family leave, and parental leave without payment, as well as, day care services or other day care facilitating measures. IV) If employees or job seekers ever discover violation of Gender Equality in Employment Act, they can either request for examination or file an administrative appeal to municipal competent authority to resolve the situation III. Achievement of Implementing the Act: Conducting statistical analysis to determine the improvement of female employment and working environment of females after Gender Equality in Employment Act is implemented. IV. Related Complementary Measures: Operation progress of related mechanism and complementary measures promoted by central and municipal governments. V. Future Challenges and Perspectives: There still exists the challenge of executive effectiveness for subsidizing parental leave without payment and other related provision amendment and the perspectives of establishing a working environment with gender equality.