Arguably, the regulations governing "disqualification" for jobs in Taiwan has badly affected the employability of ex-offenders. There are neither consistent standards nor appropriate regulatory systems of disqualifications. It is necessary for lawmakers to review and integrate existing regulations comprehensively. Disqualification needs to be understood not as a supplementary penalty, but a civil risk-prevention measure. The disqualification for jobs or activities should only be regulated when the jobs are sensitive to abuse, where there are high recidivism rates among offenders, or the jobs or activities are highly vulnerable. This study argues that the scheme of the regulations related to the disqualification of jobs can be divided into four parts: First of all, the accusations of prior criminal records; secondly, the sorts of adjudicated penalties; thirdly, the executed situation, and fourthly, the period under control. In order to protect the rights for employment of the ex-offenders and prevent them from re-commission, it is necessary to review and integrate the current regulations of the disqualification for ex-offenders. The present study suggests that: First of all, if the regulations of disqualification have relations to the restriction of constitutional rights of employment, it should be regulated by enabling statute uniformly; secondly, the articles related to disqualification should include the accusations of criminal records, the sorts of adjudicated penalties, the executed situation, and the period under control; thirdly, it is not permissible to have regulations that fail to specify the nature of the criminal record, or that seeks lifelong disqualification. Since the regulatory purpose of disqualification is to prevent risk of recidivism, it is important to understand that certain crimes have higher recidivism rates. The research suggests depending on the occupation, law enforcement agencies, educational agencies, health care services agencies, child and elder care agencies, financial institutions, transportation agencies and other professional agencies should have special restrictions on employment of ex-offenders. In other words, offenders with specific prior records should be restricted in certain jobs. Finally, according to the proviso of the first, fourth, sixth or ninth paragraphs of Section 8 of "the Computer-processed Personal Data Protection Act", it is permissible for employers to inquire about employees or job seekers' prior criminal records under certain important conditions. However, when they apply, they can only inquire about some specific crime records data. The results retrieved should not show the criminal records which exceed a specified period. Therefore, the study suggests that the principles mentioned above should be integrated and enforced in "the Computer-processed Personal Data Protection Act".