Hire and pay employees in South Korea quickly and compliantly

Complying with labor and employment laws in South Korea

South Korea’s labor framework is among the most developed in Asia, guided by laws like the Labor Standards Act (근로기준법) and the National Pension Act (국민연금법). These regulations shore up employee rights, fair compensation, and stable working conditions. Understanding the legal nuances is crucial for foreign businesses to foster a compliant and harmonious workplace.

Noncompliance can lead to fines, legal disputes, or reputational damage—particularly in a culturally conscious market like South Korea, where trust and long-term relationships are highly valued. Observing labor laws also aligns with the country's Confucian-influenced traditions, which prioritize mutual respect between employers and employees.

If you plan to hire in South Korea, one way to simplify compliance is by partnering with Rippling EOR. With Rippling, you get expert HR support on South Korean employment laws so your business is always up to date on the latest regulations.

Employment contracts in South Korea

One of the first steps to employing anyone in South Korea is providing a written contract that clarifies the terms of employment—whether permanent or fixed-term. This contract should detail role responsibilities, working hours, salary structure, overtime pay, benefits, and termination processes.

Note that most employment contracts in South Korea are indefinite by default.  Fixed-term contracts are permissible under specific conditions—when hiring an employee on a fixed-term contract, you must have a justifiable reason under the Labor Standards Act, such as a project-based role.

Core elements of an employment agreement should include:

• The contract type: Indefinite vs. fixed-term
• Working hours and overtime: Must adhere to statutory limits unless there is a special arrangement under the law
• Compensation: Outline base salary, bonuses, allowances, and any incentive pay
• Severance pay: Known locally as 퇴직금 (twe-jik-geum), employees who work at least one year are typically entitled to a severance payment

When drafting contracts, be precise regarding hours, wages, and severance. Concluding your contract with a statement that both employer and employee understand all provisions can reduce conflicts down the line.

Labor unions in South Korea

Unions in South Korea have historically played a strong role in labor rights advocacy, especially in major industrial corporations or Chaebol (재벌) conglomerates like Samsung or Hyundai. While overall union membership is not as high as in some Western countries, unions remain influential in bargaining for wages and improved working conditions.

Some industries enforce collective bargaining agreements (CBAs) that set wages, benefits, and dispute-resolution procedures. And during disputes or large-scale layoffs, unions can organize strikes or seek mediation from government bodies like the Ministry of Employment and Labor (고용노동부), the government agency that oversees labor standards and union-related matters.

It's important for employers to cultivate positive relationships with unions. A cooperative approach—engaging union representatives, promptly addressing concerns, and adopting fair HR policies—often yields a more stable and loyal workforce, consistent with South Korea’s emphasis on harmony and long-term relationships.

Mitigating permanent establishment risk in South Korea

A permanent establishment (PE) refers to a fixed location, like a branch, office, or factory, where a business regularly conducts its activities in a foreign country. If a company is determined to have a PE in another country, it might have to pay income taxes on its earnings in that jurisdiction.

If a foreign company performs certain activities in South Korea that suggest a “fixed place of business,” local tax authorities may classify the operation as a PE. This can trigger Korean corporate taxation on profits deemed attributable to the PE. Under the Corporate Tax Act, a fixed place of business can include:

• A branch, office, or business office
• A shop or other fixed sales place
• A workshop, factory, or storage
• A place used for building, site for construction, assembly or installation works, or place used to supervise those kinds of activities for more than six months
• Any place where employees provide services for at least six months during a 12-month period
• A mine, quarry, or place for gathering marine natural resources

South Korea’s tax framework can be intricate, especially if you have employees making strategic decisions within the country. Consulting a Korean tax and legal specialist is wise to ensure compliance and minimize financial risks.

Protecting company IP in South Korea

Intellectual property (IP) refers to creations of the mind, including inventions, designs, brand names, music, software, or written works, that are protected by law. 

South Korea’s emphasis on R&D has led to robust intellectual property laws, attracting industries from electronics to biotech. Registering patents, trademarks, and designs through the Korean Intellectual Property Office (KIPO) is vital for safeguarding innovations in this competitive market.

In South Korea, there are a few key types of IP you can register and protect:

• Patents: Patents are issued for novel inventions and offer up to 20 years of protection.
• Trademarks: Trademarks cover logos, brand names, or unique product identifiers and are renewable every 10 years.
• Designs: Designs protect ornamental aspects of products for up to 15 years.
• Copyrights: Copyright doesn't need to be registered; it automatically protects any creative work, such as art or literature, with a typical term of 70 years after the author's death.

In high-tech fields, it’s common to incorporate robust IP provisions and NDAs (비밀유지계약) in employment or contractor agreements. Make sure these clauses align with Korean legal standards and specify whether the company or the employee retains ownership of inventions created on the job.

Local laws in South Korea

Alongside South Korea's core labor statutes, employers must also stay mindful of laws regulating data privacy, workplace safety, and fair trade. Respecting local labor laws not only helps avoid penalties but also aligns workplaces with South Korea’s deep cultural emphasis on collective responsibility and social harmony, setting a positive tone for employee relations.

Some examples include:

• Personal Information Protection Act (PIPA, 개인정보 보호법): Governs how employers collect, store, and use employees’ personal data
• Occupational Safety and Health Act (산업안전보건법): Provides for safe working environments, with obligations for employers to prevent workplace hazards
• Fair Hiring Procedure Act (공정채용절차법): Prohibits certain discriminatory practices during the recruitment process

Worker classification and misclassification in South Korea: Contractors vs. employees

The line between independent contractors and employees can appear blurred, but under Korean labor law, employees enjoy certain statutory protections, including severance and social insurance coverage. Contractors typically set their own hours, use their own resources, and handle taxes themselves.

It's up to employers to make sure their workers have the correct status. To do so, evaluate factors like control over work, payment methods, and the continuity of the relationship. If you’re managing an individual like an employee, treat them as such to avoid fines or lawsuits.

Worker classification in South Korea: Key differences between contractors and employees

In South Korea, employees, which are defined under the Labor Standards Act, are entitled to benefits, severance, employment security, and other protections, while contractors are not. Korean courts use the criteria above to determine whether independent contractors might actually be employees, but keep in mind that the courts don't weigh all of these factors equally—and not all of these factors need to be met for the courts to determine that a worker has been misclassified.

Consequences of misclassification in South Korea

Misclassifying workers in South Korea can come with severe consequences, including legal penalties, fines, and repayment of unpaid wages and benefits.

Wages and payroll in South Korea

South Korea’s dynamic economy—home to global brands like Samsung, LG, and Hyundai—has fostered competitive wages, particularly in metropolitan areas like Seoul and Incheon. To protect lower-paid workers, the country enforces a national minimum wage, which they update annually. Below, learn more about wages and payroll in South Korea.

Minimum wage in South Korea

The Minimum Wage Commission adjusts the national minimum wage each year. The Commission's annual review typically results in a new rate determined by factors like inflation, cost of living, and GDP growth.

As of 2025, the minimum wage is 10,030 South Korean won per hour, which comes out to about KRW 25,155,240 annually, based on a 40-hour workweek.

Employers must pay at least this rate, though some industries surpass it due to collective agreements or market competition. Regularly check official notices to make sure you stay current with adjustments to the minimum wage. Even unintentional noncompliance can result in penalties, employee wage claims, and reputational issues in South Korea's close-knit business environment.

Payroll frequency in South Korea

Most employers pay employees monthly, often around the end of each month. Under the Labor Standards Act, wages must be disbursed in full, directly to the worker, and on a fixed date at least once per month (unless agreed otherwise in a collective agreement).

Key payroll steps include:

1. Calculating the employee's gross wages: Include their base pay, any overtime or night-shift premiums, performance bonuses, and allowances.
2. Withholding applicable taxes: Deduct income tax and local taxes according to the employee’s status.
3. Contributing to social insurance: Employers are responsible for making contributions to National Pension, Health Insurance, Employment Insurance, and Industrial Accident Compensation Insurance on behalf of employees.
4. Paying employees accurately and on time: Paying on the 25th or last day of the month is typical.

Timely wage payments reflect well on your brand, resonating with a workforce that values consistency. Late or incorrect payments can lead to disputes, so avoid them wherever you can.

13th month pay in South Korea

Unlike some markets where a 13th salary is customary, South Korea does not legally mandate a 13th month payment. However, many employers offer performance bonuses or seasonal allowances, particularly around the Lunar New Year (Seollal) and Chuseok holidays, as part of cultural tradition.

Providing holiday or seasonal bonuses can foster goodwill and help you stand out as a considerate employer.

Run payroll compliantly in South Korea

The interplay of taxes, social insurance, and labor law can be complex, especially when it comes to maintaining compliance while managing employees and payroll in other countries. Many foreign employers rely on:

• Local accounting and payroll firms: They have direct expertise in Korean payroll legislation and real-time updates.
• Global payroll providers: These are useful if you operate across multiple countries, consolidating compliance in one platform.
• An EOR: It handles all local payroll obligations while you retain strategic oversight.

By working with an EOR, you can relieve yourself of the burdens of handling deductions, adhering to local wage laws, and ensuring accurate, on-time payments. Rippling EOR makes hiring and paying employees across the globe quicker and easier than ever.

Employer and employee taxes in South Korea

In South Korea, as in any other foreign jurisdiction where you might hire employees, complying with payroll tax regulations is crucial. Noncompliance can come with significant penalties for employers, who are responsible for making their own contributions and calculating and withholding employee contributions for National Pension, Health Insurance, Employment Insurance, and Industrial Accident Compensation Insurance. Here are the most important things employers need to know about employment taxes in South Korea.

Employer taxes in South Korea

Here are the mandatory employer payroll taxes in South Korea:

Employee taxes in South Korea

Employers in South Korea must calculate and withhold payroll tax contributions on their employees' behalf as well. Here are the mandatory employee taxes:

Employees must also pay both national and local income tax. Personal income tax in South Korea is progressive, which means the more an employee makes, the higher their tax rate.

Penalties for not paying taxes in South Korea

Late or incomplete filings can result in penalties and surcharges, often calculated as a percentage of the unpaid amounts. Severe tax evasion can carry criminal penalties. The National Tax Service (NTS) monitors foreign employers closely, particularly around social insurance compliance and withholding accuracy.

Foreign employers should consider using accounting software or partnering with local CPA firms to help manage their monthly or quarterly filings. It's also important to promptly address any official inquiries, as Korean authorities expect thorough documentation and swift cooperation.

Another way to avoid tax compliance concerns is by working with an EOR, which can help take care of compliance responsibilities, ensuring payroll taxes are paid correctly and punctually. This gives your business more room to focus on growth and international expansion.

Employee benefits in South Korea

Korean labor laws mandate certain employee benefits, reflecting the country’s blend of Confucian values, modern welfare, and economic pragmatism. But offering additional perks—like meals (e.g., company-provided lunches) or commuter allowances—can further enhance your standing as an employer of choice and help your company attract and retain top talent.

Understanding South Korea's benefits requirements from the outset of your hiring journey can also help you avoid noncompliance and legal issues. Below, find an overview of both mandatory and optional benefits in South Korea.

Mandatory benefits in South Korea

In a society that values group cohesion, offering robust benefits fosters loyalty and reduces turnover—especially important for retaining skilled workers in competitive industries like semiconductor manufacturing or global IT services.

Mandatory benefits are required under laws like the National Pension Act (국민연금법), Employment Insurance Act (고용보험법), and Labor Standards Act (근로기준법), meaning employers must provide them for their employees. In South Korea, mandatory benefits include:

• National Pension: Both employees and employers contribute to South Korea's pension scheme. The pension rate is currently 4.5%.
• National Health Insurance: All South Korean residents receive automatic coverage from the country's National Health Insurance Program, which is funded by contributions from employees and employers, government subsidies, and surcharges from tobacco product sales. The employee and employer contribution rate is 3.43%.
• Employment Insurance: Employment Insurance covers living expenses for South Korean residents who find themselves unemployed. Rates for employer contributions range from 1.05% to 1.65%, and the employee contribution rate is 0.8%.
• Industrial Accident Compensation Insurance: South Korean employees are covered by this insurance in the event of a work-related accident. Employers contribute at a rate of 0.7% to 1.9%.

Optional benefits in South Korea

Offering optional and fringe benefits can help you distinguish yourself from competitors. Many firms add perks that resonate with Korean lifestyles, such as:

• Sick leave: Unlike in many countries, employers in South Korea aren't required to pay employees for any time off they take due to illnesses they contract outside of the workplace. However, it's common for employers to offer paid sick leave as a supplementary benefit.
• Meal allowances or on-site meals: Subsidizing lunches or dinners can be especially appealing for employees working late or living alone in cities like Seoul.
• Language or education subsidies: These cover professional development (e.g., English classes or coding boot camps).
• Employee Stock Ownership Plans (ESOPs): Common in tech startups, these benefits align staff with company success.
• Wellness programs: Gym memberships or health check-ups reflect the strong local emphasis on physical well-being.

Working hours, overtime, and leave in South Korea

Employers—especially those not from the country—must understand South Korea's standard working hours, overtime rules, and leave laws since they can vary from country to country. Business culture in Korea often includes bally-bally (빨리빨리, meaning “fast-fast”) mentalities, though recent reforms aim to curb overwork and strengthen work-life balance. It's up to employers to make sure their policies are within the law and give employees adequate breaks and rest to protect their well-being and meet legal requirements.

Standard working hours in South Korea

The Labor Standards Act caps regular hours at 40 per week, typically spread over five eight-hour days. Hours beyond the standard workweek count as overtime. The law allows for flexibility, such as "selective working hours," a system in which the total number of hours is set over a time period (often one to three months), and employees have the freedom to choose their daily working hours and start and end times. The “selective working hours” model is complex and has compliance requirements (e.g., written agreements with employees and approval from the Ministry of Employment and Labor). Therefore, if you wish to adopt this model, it is best to seek legal advice to ensure it is properly implemented.

Overtime laws in South Korea

Overtime is permissible in South Korea, up to 12 hours per week in most industries. Certain industries, such as healthcare and transportation, allow employees to exceed the maximum number of overtime hours provided they have at least 11 hours of rest between workdays.

South Korean employers must pay at least 1.5 times the employee's regular wage for overtime hours, with higher rates for night work (from 10 p.m. to 6 a.m.) or work on public holidays. Extended overtime is only allowed with explicit consent from the employee.

Rest period and break laws in South Korea

South Korean employees working at least four hours are entitled to receive a 30-minute rest period. Those working eight hours must receive at least an hour-long break. Breaks are unpaid and don't count as working hours, but employees must be completely relieved of their work duties during break times and free to use that time for their personal needs.

Although the Labor Standards Act doesn't explicitly mandate a minimum daily rest period between workdays, South Korean employers are legally required to provide employees with an average of at least one rest day per week. Weekly days off typically include Sunday unless shifts vary.

Leave laws in South Korea

South Korean employees are entitled to several different types of paid leave. Under the law, their leave entitlements include:

• Annual leave: Annual leave entitlements for South Korean employees are based on their length of service and attendance record at their current company. To qualify for leave entitlements, employees must maintain 80% attendance. Here's a breakdown of the amount of leave employees are entitled to, if they maintain the attendance level required:

• Maternity leave: For a normal birth, South Korean mothers must take 90 days of maternity leave, which can be allocated however the employee and employer agree, as long as they take at least 45 days of leave postpartum. In the event of a stillbirth or miscarriage, the employee is entitled to paid leave ranging from five to 90 days, depending on how far along they were in the pregnancy. Employers pay for the first 60 days of the employee's maternity leave, and social insurance pays for the remaining 30. After returning from maternity leave, employees are entitled to two 30-minute paid breastfeeding breaks per workday until their child reaches one year of age. This is in addition to their other statutory breaks.
• Paternity leave: South Korean employees are entitled to 10 days of paid paternity leave, which they can take all at once or incrementally.
• Parental leave: Employees are entitled to additional childcare leave of one full year per child during which they don't work at all and an additional year per child during which they work reduced hours (the employee can request to reduce their hours by up to five per day). Employees can combine their childcare leave so any time they don't take off can be taken as reduced hours instead. They must take all childcare leave when the child is either under the age of eight or before they complete second grade.
• Adoption leave: Employees who adopt children in South Korea are entitled to all the same benefits as parents who give birth.

Employee onboarding in South Korea

Onboarding is more than paperwork in South Korea—it’s about integrating new hires into a close-knit team culture that values hierarchy, respect, and jeong (정), a concept of deep emotional connection or affection. Having a well-organized onboarding process is the best way to build a strong, long-term relationship with your new hire. And it's important to remember that a smooth onboarding experience starts well before their first day.

Completing tasks like background checks and paperwork in advance is a good way to help new employees hit the ground running. A comprehensive onboarding checklist can be a helpful tool to help you stay on track and manage the process.

How to onboard employees in South Korea: A simple checklist

Make sure your new team member gets off to a strong start by using our detailed onboarding checklist:

Running background checks in South Korea

Are background checks legal in South Korea?

Background checks are legal in South Korea but with caveats. Employers may only conduct job-related screenings if they don’t violate privacy or discrimination laws. The Personal Information Protection Act requires employers to get explicit, written consent from employees before conducting background checks. Employers are also required to collect only minimal data that is directly relevant, so it's essential to limit checks to stay compliant.

What types of background checks are illegal in South Korea?

Under the Personal Information Protection Act (PIPA) and guidelines set by the Personal Information Protection Commission (PIPC), certain background checks are restricted—or even prohibited outright. During the hiring process, employers should steer clear of these types of background checks and practices:

• Collecting more data than is needed and/or relevant: Background check data must be directly related to the job and qualifications.
• Storing data unsafely. Employers are required under the law to protect applicants' personal information from data breaches and unauthorized access.
• Collecting data without the applicant's consent: It's illegal under PIPA to conduct background checks without the applicant's explicit consent.
• Unauthorized credit checks: Credit checks are allowed for certain jobs and roles, but they must be relevant, and the employer must get the applicant's explicit consent first.
• Unauthorized medical checks: Medical privacy is closely protected under South Korean law. Employers are not allowed to ask for health information or conduct medical screenings as part of the background check process.
• Discrimination. Any type of background check that could be considered discriminatory is illegal.

[H4] Types of South Korean background checks

Offer letters in South Korea

While not legally required—since the employment contract is the binding document—offer letters are often used to outline the main job terms, salary range, and start date. They can help set clear expectations and pave the way for a formal contract signing. Since there isn’t a legal framework governing offer letters, employers may choose whether or not to send one and which information to include.

Here’s a brief list of details you may want to add to an offer letter:

• Job title, description, and company name 
• Start date 
• Working hours 
• Compensation and benefits (including the employee's salary, equity, vacation, and insurance)
• Termination policy 
• Confidentiality and non-disclosure agreements 
• Contact information and phone number

NDAs and confidentiality agreements in South Korea

Companies operating in high-tech or specialized industries often use 비밀유지계약 (confidentiality agreements). The South Korean courts have historically upheld NDAs that define clear, time-bound scopes—overbroad clauses may be reduced or invalidated.

To increase the odds of having your NDA upheld, identify the confidential information precisely, specify the durations, and outline remedies should a breach occur.

Employers can include non-disclosure or confidentiality clauses in employment contracts or as separate, standalone documents.

Probationary period in South Korea

Probation periods (수습기간) are common for new hires in South Korea for up to three months. During this time, employers can terminate the employment agreement if performance is unsatisfactory. A fair process must be followed and terminations subject to the probationary period can still be legally challenged by employees. Employees are still entitled to severance and other protections even during this period. Some CBAs might define specific probation rules.

During probation periods, employers should offer their new hires training, clear feedback, and fair evaluations. Even if the employee doesn’t work out, a respectful approach fosters good relationships and future references.

Work permits in South Korea

If you've worked with foreign employees before, you're likely already familiar with the process of securing work permits for a global team. Before your new hire starts work, you have a responsibility to make sure they can legally work in South Korea.

Non-Korean nationals typically need a visa or work permit to work in the Republic of Korea. Multiple visa categories exist, such as E-7 for specialized work, E-9 for unskilled labor, or D-8 for investment-related roles. The type of permit a worker requires depends on their circumstances.

Who needs a work visa in South Korea?

In South Korea, any foreign national without permanent residency seeking employment within the country needs to obtain a work permit—excluding F-status permanent residents or those on visa waivers for short-term business (non-work) visits. The sponsoring employer must often initiate the process by providing a job offer and supplying necessary documents to immigration authorities.

How long does it take to get a work visa in South Korea?

Timelines can vary significantly depending on the type of visa an individual pursues. E-7 and D-8 visas typically take a few weeks, while more specialized categories can stretch longer. Submitting incomplete forms or being subject to additional scrutiny (e.g., background checks or local labor market tests) can extend wait times.

As a general rule, expect processing to take at least two to six weeks, depending on the visa type and the applicant’s background. Maintain open communication with prospective employees to streamline the submission of credentials like diplomas or proof of work experience.

Types of work visas in South Korea

South Korea offers several types of work visas with different requirements. Some of the most common visas include:

• E-7 (Foreign National of Special Ability): For skilled professionals in engineering, IT, or niche roles
• E-9 (Non-professional Employment): For unskilled or labor-intensive roles, often in manufacturing or agriculture
• D-8 (Corporate Investment): For managers, experts, or investors linked to foreign-invested businesses
• F-series (Residency): F-4 for overseas Koreans, F-6 for spouses, etc., allowing broader work rights

Termination and redundancy in South Korea

When hiring your first employee in South Korea, you likely aren't thinking about the rules and regulations for employment termination. But if you don't understand the laws around terminating and offboarding an employee, you may be setting yourself up for trouble later when it is time to part ways with a South Korean worker.

Terminating employees in South Korea demands caution, as labor laws heavily protect workers. “At-will” dismissal doesn’t exist; employers need just cause, such as serious misconduct, underperformance, or legitimate downsizing. Even then, the law requires their processes to be transparent.

Does at-will employment exist in South Korea?

At-will employment is a legal principle that allows either an employer or an employee to end the working relationship at any time, for any reason (or even without a reason), as long as the termination isn't based on illegal grounds, such as discrimination.

At-will employment in South Korea does not exist. Employers must demonstrate valid reasons and follow fair procedures for all terminations. Arbitrary firings may be ruled invalid, entitling employees to reinstatement or compensation. The Ministry of Employment and Labor can intervene if a dispute escalates. It's important for employers to maintain records of warnings, improvement plans, or operational necessity so they have a paper trail should they need to terminate an employee.

Notice periods in South Korea

The Labor Standards Act requires at least 30 days’ notice or 30 days’ pay in lieu when terminating an employee, except in cases of serious misconduct. CBAs or employment contracts may call for longer notice periods, particularly for senior employees.

Severance pay in South Korea

Severance pay (퇴직금) is mandatory for all employees with at least one year of continuous service, calculated as one month’s average wage per year of employment. Payment is typically due within 14 days of termination.

How to terminate employees compliantly in South Korea

Providing a smooth severance process—possibly with career transition support or references—can help uphold your brand’s integrity. Such gestures resonate strongly in a culture where personal connections and reputation carry substantial weight.

When terminating employees in South Korea, follow these steps to maintain compliance with the law:

1. Establish just cause: Document performance/behavior or business-based reasons thoroughly.
2. Follow fair procedure: Issue warnings, follow progressive discipline, or communicate restructuring reasons.
3. Observe notice and severance requirements: Provide the mandated 30-day notice (or pay in lieu) and pay timely severance.
4. Offer exit support: Transparent final wage statements, references, and personal courtesy can help prevent legal disputes and maintain a positive relationship with offboarding employees.

When managing global employment, tracking termination regulations becomes increasingly complex. Employers have to contend with inconsistent just-cause criteria, different notice and probation periods, and severance laws that vary across regions and countries. An alternative is partnering with an EOR, which can oversee compliance matters on your behalf, ensuring that employee onboarding and offboarding follow legal requirements every time.

FAQs about hiring in South Korea

Can I hire employees in South Korea without my own entity?

Yes. An employer of record (EOR) in South Korea can legally employ staff on your behalf, managing payroll, social insurance, and tax compliance. This allows you to focus on daily operations without establishing a legal entity.

An EOR like Rippling can help you quickly tap into South Korea's local talent pool, grow your global workforce, and reduce both compliance risks and administrative workload.

What is the difference between an independent contractor and an employee in South Korea?

In South Korea, employees follow employer-set work schedules, use company resources, and qualify for severance pay, social insurance, and minimum wage protections. Contractors typically control their own methods, tools, and hours, pay their own taxes, and forgo statutory benefits. Misclassification risks fines, back pay for severance, and potential lawsuits.

What is the annual leave entitlement in South Korea?

If they maintain at least 80% attendance, employees start with 11 days of annual paid leave. Once they've reached a year of service, they receive 15 days of annual paid leave, which increases by one additional day for every two years of service, as long as they maintain the attendance minimum.

What are the requirements for work permits in South Korea?

Non-Korean hires seeking to get a job in South Korea generally need a valid work visa, such as an E-7 for specialized roles or a D-8 for corporate investment. The sponsoring employer will need to supply documentation (such as an employment contract, company registration, job description, etc.) to immigration authorities, and processing can take several weeks.

What is always required when an employer terminates an employee in South Korea?

South Korea doesn't recognize at-will employment, so in order to terminate an employee, an employer will need valid, documented cause (misconduct, underperformance, or operational redundancy) and a fair procedure. Employers must give at least 30 days’ notice or payment in lieu. Severance pay is required for any employee with a year or more of continuous service.

What benefits are required for employees hired in South Korea?

Employers must provide four major social insurances (pension, health, employment, and occupational accident insurance) for all employees. Paid annual leave is also mandated by the Labor Standards Act.

How does a US company pay a foreign employee in South Korea?

Foreign employers generally have three options when it comes to paying their employees in countries like South Korea. You can:

1. Register a local entity and run payroll in compliance with Korean laws.
2. Use an EOR that manages local contracts, payroll, and social insurance.
3. Engage a global payroll provider that integrates Korean tax and insurance regulations.

Each approach requires compliance with Korean withholding taxes, social insurance schemes, and currency exchange considerations.

Disclaimer: Rippling and its affiliates do not provide tax, legal, or accounting advice. This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal, or accounting advice. You should consult your own tax, legal, and accounting advisors before engaging in any related activities or transactions.