Work and pay guides
Practical explanations of Korean workplace rules, based on official sources. Each guide includes a review date. 41 guides available.
Leave and work
- Annual leave by hire date or fiscal yearKorean employers may track annual leave from each hire anniversary or grant it on January 1. Compare the two methods and the prorated first grant.
- How annual leave accrues in KoreaBefore the first anniversary, one paid day generally accrues for each fully attended month, up to 11. After a qualifying year, 15 days accrue, increasing with service to 25.
- Unused annual leave pay and leave-use promotionUnused statutory leave can become a cash claim, but a valid statutory leave-use promotion procedure may affect the employer’s payment obligation.
- Substitute and temporary public holidays in KoreaA substitute holiday follows a legal calendar rule; a temporary public holiday requires a separate official designation. Check the confirmed yearly calendar.
- Sick and family-event leave: paid status, weekends and the return dateCheck the leave category, start date, calendar-day counting, paid status and annual-leave deduction together.
Pay and allowances
- Inclusive wage agreements and fixed overtime payA fixed overtime amount does not automatically cover every hour worked. Compare the contract, actual hours and statutory premium pay.
- Minimum wages in Korea for 2026 and 2027The listed hourly minimums are KRW 10,320 for 2026 and KRW 10,700 for 2027. For a standard 40-hour week, monthly equivalents use 209 paid hours.
- Overtime, night and holiday work premiumsKorean premium-pay rules can add 50% or more to ordinary hourly wage for covered overtime, night and holiday work. Overlapping conditions must be checked separately.
- How to read a Korean payslipFollow a payslip from gross pay through tax-free items and social insurance deductions to take-home pay, using a 2026 sample.
- Weekly paid rest allowance in KoreaA worker scheduled for at least 15 hours a week who attends all scheduled workdays may qualify for a paid weekly rest day. Estimate the hours and pay.
- Same salary, lower take-home pay: compare two payslipsThe same base salary can produce a different deposit when allowances, adjustments or withholding settings change. Match gross pay before adding up deduction differences.
- First or final partial-month salary: check the divisor before counting daysConfirm the pay period, proration rule and included wage items before dividing monthly salary. A 30-day divisor is not universal.
Social insurance
- Who can be a health insurance dependent in Korea?Dependent status under employee health insurance depends on family relationship, support, income and property requirements. Review all conditions together.
- Employee social insurance rates in 2026Review the employee shares of National Pension, health, long-term care and employment insurance. Industrial accident insurance is employer-funded.
Tax and year-end settlement
- Korean income tax brackets: taxable base, progressive deductions and worked comparisonsOnly the slice above a bracket boundary takes the higher rate. A progressive deduction produces the same tax as calculating each slice separately.
- Pension savings and IRP: eligible contributions, tax credits and refundsFor ordinary personal contributions, cap pension savings at KRW 6 million, add eligible retirement-account contributions and cap the total at KRW 9 million before applying the credit rate.
- Income tax filing for employees with side incomeYear-end settlement of salary does not always cover business, freelance or other side income. Determine whether a May comprehensive income tax return is needed.
- Korean tax terms: taxable base, calculated tax and refundFollow the path from gross employment pay and deductions to final tax, prepaid withholding and a possible refund or additional payment.
- Income deductions and tax credits at year-end settlementIncome deductions reduce the taxable base; tax credits reduce calculated tax. Cards, medical expenses, education, rent and donations have separate conditions.
- Year-end tax settlement schedule and checklistKorean employees usually submit prior-year deduction records to their employer early in the following year. Missed items may be addressed through a May return or correction.
- Year-end tax after changing jobs: start with your former employer’s recordsConfirm that former and current employment income was consolidated. If not re-employed by year-end, check the termination settlement, missing deductions and any filing requirement separately.
Resignation and career moves
- A practical resignation checklist in KoreaBefore leaving, confirm the last employment day, annual leave and final pay. Then check insurance status, required documents and statutory settlement deadlines.
- Last employment day, retirement date and timingIn Korean payroll and severance calculations, the last day of employment and statutory retirement date are often one day apart. Timing can affect several results.
- DB, DC and IRP retirement pension plansDefined benefit (DB), defined contribution (DC) and individual retirement pension (IRP) plans differ in who bears investment risk and how retirement benefits are paid.
- How bonuses and unused-leave pay enter severance calculationsEligible prior-year bonuses and pay for certain unused leave are prorated by three twelfths into the three-month wage total used for average wage.
- Statutory severance pay in KoreaWorkers with qualifying service and weekly hours may be owed severance pay. Estimate it from daily average wage, 30 days and length of service.
- Unemployment benefits in Korea: 2026 referenceEligibility generally needs at least 180 insured-unit days in the prior 18 months, a qualifying separation and active job search. Daily and total amounts depend on personal facts.
- Unused annual leave when employment endsUnused eligible leave may be taken before the last employment day or settled as pay. Compare the leave balance, deadlines and actual last working day.
- Seven checks when your severance estimate differs from payrollMatch the pre-tax amount and benefit scheme, then compare the same assessment period, wage items and applied daily wage.
- Read your final settlement: wages, unused leave and retirement payKeep final wages, unused-leave pay and retirement benefits separate, then check deductions, payment destinations and amounts already paid.
- Requesting an employment certificate after resignationAsk the recipient what must be proved, then request only the relevant factual items. Insurance and tax records do not establish every job duty.
- Unemployment paperwork: separation confirmation versus insurance-loss reportingA processed insurance-loss report does not establish that separation confirmation is complete, or that your benefit claim is approved.
Family and parenting
- Maternity and partner childbirth leave in 2026Maternity leave is generally 90 days, or 120 for multiple births. Paid partner childbirth leave is 20 days, with separate benefit and timing rules.
- Parental leave duration and benefits after the 2025 changesEligible employees can usually take up to one year of parental leave, or 18 months in specified cases. Benefit caps change by month of leave.
- Family-care leave checklist: keep it separate from annual leaveFamily-care leave is a separate scheme from annual leave and is generally unpaid. Check the reason, covered family and combined care-leave records.
- Before reduced-hours childcare work: schedule, employer pay and insurance benefitEmployer approval of reduced hours and approval of the employment-insurance benefit are separate. Confirm schedule, pay components and support eligibility.
Compensation and assets
- Stock option basics for employees in KoreaA stock option lets an eligible recipient buy shares at an agreed exercise price. Exercise gain and later sale gain are separate events.
- Venture stock option exemptions and tax payment optionsQualifying venture stock option exercise gain may be exempt up to KRW 200 million a year and KRW 500 million per company, with separate installment or deferral rules.
Employment contracts
- What to check in a Korean employment contractA written employment contract should clearly state wages, working hours, holidays and leave. Keep your own copy and compare it with payslips.
- A 5% salary increase with unchanged monthly pay: compare the offer componentsMatch the compensation definition and effective date. A larger target package does not necessarily increase guaranteed monthly pay.