Identify whether a holiday was moved or an earned wage entitlement was converted into paid leave. A day off alone does not settle every allowance.
Distinguish the arrangements
| Arrangement | What to establish |
|---|---|
| Compensatory leave, Article 57 | Paid leave in place of covered overtime, night or holiday-work wages under a written employee-representative agreement |
| Public-holiday substitution, Article 55(2) | An identified working day becomes the substitute holiday under the required written agreement |
| Company time off | Check the actual rule; its name does not automatically remove statutory pay |
The examples assume ordinary rules for workplaces with at least five regular employees. Weekly paid rest days, unpaid days off, public holidays and Labor Day need separate treatment.
What kind of day was that Saturday?
In a Monday–Friday schedule, Saturday is not necessarily a statutory paid holiday. Check the original schedule, designated rest day, weekly work total and any holiday-substitution arrangement. Neither “Saturday always earns holiday pay” nor “one later day off settles everything” is a reliable rule.
| Record | Check |
|---|---|
| Original and changed schedules | Day classifications and when the change was made |
| Written representative agreement | Scheme, covered workers, dates and converted pay |
| Attendance and payslip | Recognized hours and pay already received |
| Leave ledger | Hours granted, used and remaining |
Worked conversion: four overtime hours
Assume a valid compensatory-leave agreement converts the whole basic wage and 50% overtime premium into paid leave. No night or holiday overlap is included.
Example · Preserve equivalent value
- 4 × 1.5 = 6 hours of paid leave.
- At KRW 12,000 ordinary hourly wage, KRW 72,000 pay value equals six paid leave hours.
- If basic pay was already paid and a separate agreement converts only the premium, compare the 4 × 0.5 = 2-hour premium portion separately.
- Match the agreement with what was paid in cash and what was converted.
A later day off is not enough information
Holiday substitution changes the designation of dates. Compensatory leave replaces covered wage value with paid leave. A manager’s verbal instruction to take next week off does not establish the written-agreement requirements or scope. Check the use period, scheduling and unused balance treatment. Overlapping premiums require their own assessment.
Ask the company
“Is this holiday substitution under Article 55 or compensatory leave under Article 57? Please identify the written agreement, original and substitute dates, cash already paid, paid leave hours and unused-balance rule.” The calendar shows holiday dates; it does not determine company-scheme validity or wage entitlement. Estimates for reference, not legal advice.