Many of South Korea’s employment compliance laws are defined in the Labor Standards Act. The country’s regulatory framework can often seem confusing, but our years of expertise in global expansion and local labor laws have equipped us with all the knowledge you need to grow your business with confidence. Here are a few key considerations to keep in mind when hiring and recruiting in South Korea.

Recruiting in South Korea

The most important part of the recruiting process is finding the right talent pool. One common strategy is networking. Family members, relatives, friends, and alumni can all recommend potential hires. Remember that candidates seek opportunities for career advancement and development, so make sure to highlight any growth potential at your company.

Another great strategy is participating in campus recruiting events. These events often occur twice a year at the top universities, including Seoul National University, Korea University, and Yonsei University.

Finally, you can recruit online using websites such as jobkorea.co.kr. These sites are the best option if you’re looking for entry-level candidates. If you want to hire someone for a senior position, you may consider a more traditional headhunting approach or advertising in trade and professional publications.

Anti-discrimination laws in South Korea

Hiring and recruiting in South Korea will require an in-depth understanding of the country’s employment laws.

For example, legislation prohibits companies from asking job applicants questions about:

  • Family members
  • National origin
  • Marital status
  • Property ownership
  • Appearance, including height and weight (unless relevant to the job position)
  • Religious belief

These restrictions are meant to combat nepotism and potential bias regarding a candidate’s family background. In the past, candidates from wealthy and well-connected families typically had an advantage. Employees who came from elite university lineages also had an advantage over other candidates.

When hiring in South Korea, it’s best to use a blind recruitment process to avoid discriminatory practices. Employers can face fines up to KRW 5M if they ask applicants for personal information that isn't relevant to the job.

How to hire employees in South Korea

Every employment relationship starts with a contract. The Labor Standards Act outlines certain specifications for employment contracts that all employers must follow. The contract should cover everything from the employee’s job description to working hours and termination requirements.

Employment contracts are typically indefinite. However, fixed-term and part-time contracts are becoming more common. Bear in mind that fixed-term contracts can't be longer than two years, including renewals.

Probationary periods may also be outlined in the employment contract. The Labor Standards Act does not have any specific regulations for probation periods except that they must be reasonable. If you dismiss an employee before they complete three months of continuous service, you must issue a written dismissal notice including the reason and date of termination. Termination notice or payment in lieu isn't needed in this case. 

South Korea employment laws

South Korea employment compliance doesn’t end with the employment contract. Companies must ensure compliance with all employment-related laws throughout the employee lifecycle. For example, employees get at least one paid day off per week if they complete all scheduled workdays and average at least 15 hours weekly. Employers typically designate Sunday as this day off, but employees often work a half day on Saturday also.

In South Korea, the maximum workweek is 52 hours: 40 regular working hours plus up to 12 overtime hours. Overtime must be compensated at least 50% above ordinary wages.

Onboarding in South Korea

Once you’ve found the right candidate for the role, the next step is onboarding. South Korea employment compliance laws do not detail any regulations for onboarding employees, but you can follow these best practices:

  • Onboard multiple employees at the same time.
  • Schedule any training during the employee’s first week.
  • Establish a strong workplace culture.
  • Go over the employment contract.
  • Introduce the new employee to key team members.

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