韓國是全球企業拓展業務的絕佳選擇。該國經濟規模龐大，人口受教育程度高，並與美國、英國和歐盟簽訂了自由貿易協定。
在進入韓國市場之前，您需要對韓國的稅法、工作時間、帶薪假期以及《勞動標準法》下的其他要求有深入的了解。我們的指南將告訴你關於在韓國招募你需要知道的一切。
在韓國聘僱員工前的須知事項
如果您是第一次在韓國拓展業務，有一些重要的法律規定需要注意。這些規範和法律影響南韓的僱用實務，以及僱主與員工關係的許多方面。
If you’re unsure where to begin, G-P Gia™, our AI-powered global HR agent, can answer your toughest compliance questions across 50 countries — including South Korea — and all 50 U.S. states. Reduce your reliance on outside counsel and cut the time and cost of compliance by up to 95% with Gia.
讓我們來看看在韓國招募中需要了解的七個事項。
1.勞動契約
《勞動標準法》規定了僱傭合約的某些標準。合約應採用書面形式，並使用韓語。它們應包含以下資訊：
- 工作描述
- 薪水
- 額外報酬
- 優點
- 工作時數
- 帶薪休假
- 通知和結束聘用要求
南韓合約的結構在過去幾年發生了變化。從歷史上來看，南韓依賴不定期合約，大多數員工根據這些合約一直工作到退休。過去十年來，定期合約、臨時合約和非全職合約變得更為普遍。以下是關於這些合約結構需要注意的幾項事實：
- Fixed-term contracts can be extended for up to two years.
- 兼職合約賦予員工與全職員工相同的福利，並根據工作時長進行調整。
- 即使是短期合約，僱主也必須提供30- 天的通知或代通知金。
G-P EOR has an Employment Contact Generator to help you draft compliant employment contracts that meet all legal requirements and best practices in South Korea.
2.工資稅
All employees in South Korea belong to a mandatory social security system. Employers contribute 4.5% toward old age, disability, and survivor’s benefits. Employees contribute 4.5% of their gross monthly income as well. Employers pay 1.05% to 1.65% toward unemployment benefits.
South Korea’s National Health Insurance (NHI) program provides health coverage for all citizens. Employers and employees each pay half of the required contribution of 8.008%.
Companies also pay between 0.56% to 18.56% (depending on the assessed level of risk inherent in the work) to the worker’s compensation fund. When considering these deductions, remember you can streamline the entire employee lifecycle — including payroll — for your team members in South Korea with G-P EOR. Pay your global teams in 150 currencies and easily add bonuses, commissions, and exceptions in just a few clicks.
3.南韓的最低薪資和工時
Employees work an average of 1,915 hours per year. South Korea ranks fifth among OECD countries for longest average work hours. Employees can work a maximum of 52 hours per week — 40 standard hours and up to 12 overtime hours. Overtime work is compensated at a premium rate of at least 150% of the employee’s regular hourly wage. This applies to any work performed beyond the standard 8 hours per day or 40 hours per week.
南韓法律也要求公司每週至少給員工一次帶薪休假，一般是星期天。 許多專業人士在星期六工作半天。
In 2025, the minimum wage in South Korea is KRW 10,030 per hour.
4.帶薪休假
Only May 1 — Labor Day — is a mandatory paid holiday in South Korea. In practice, most employers treat other national holidays as paid holidays. Those holidays include:
- 新年假期
- 農曆正月初一
- 獨立日
- 兒童節
- 佛誕節
- 紀念日
- 農曆八月15日
- 豐收節
- 國家基金會日
- 韓文日
- 聖誕節
每年至少工作80% 的員工，在服務滿一年後可享有15 天的帶薪年假。他們每連續工作兩年，就能多賺一天假期，最多可賺到25 天。工作未滿一年的員工，每工作滿一個月可獲得一天的帶薪休假。
根據南韓法律，雇主不必提供病假。許多公司選擇無論如何都提供帶薪病假。勞工標準法》只要求企業提供因工受傷或患病的帶薪休假。
在韓國，懷孕員工有權享有90 天的產假，並且必須在產後連續休至少45 天的產假。多胞胎的假期津貼增加到120 天。視公司規模而定，雇主可直接支付產假費用，或向就業保險求助。
As of February 2025, fathers are entitled to 20 days of paid paternity leave. This leave can be taken within 120 days following the child's birth and can be divided into three periods to accommodate needs. Employers must pay the employee's wage.
Employees are also entitled to up to 18 months of parental leave per child. Either parent can take this leave and divide it into multiple periods. The government provides financial support during this leave, with compensation rates varying over the duration of the leave.
You can easily administer benefits plans with G-P EOR. Our in-house experts continuously monitor employment laws to meet country-specific regulations and norms. Build and manage benefits plans through our platform to provide a smooth employee experience.
5.反歧視法和面試限制
The National Human Rights Commission of South Korea prohibits discrimination based on the following attributes:
- 年齡
- 性別
- 民族
- 種族
- 宗教
- 性取向
- 殘疾
- 社會地位
- 婚姻狀況
- 祖籍
- 國籍
- 政治觀點
- 犯罪記錄
- 病史
- 學歷
To curb discrimination and nepotism practices, South Korea passed a blind hiring act that restricts the questions companies can ask in employment interviews. Prospective employers with 30+ employees must refrain from inquiring into the following topics or face penalties of up to KRW 5 M:
- 國籍
- 婚姻狀況
- 家庭成員
- 財產所有權狀況
- 外貌，包括身高和體重（除非與工作職責相關）
6.大學招聘
Unemployment in South Korea is relatively low, standing at 2.7% . But unemployment rates for those aged 29 and under is 7.5%. If you’re hiring for junior roles, consider recruiting university graduates.
您可以與韓國最著名的大學合作，尋找新興人才。首爾國立大學、高麗大學和延世大学這三所全國頂尖大學每年都會舉辦數次大型招募活動。
7.Employment 結束聘用
南韓法律要求公司草擬包含通知期和遣散條款的合約。
南韓不是自由僱傭國家。 如果您想要終止員工的合約，您需要一個正當的理由。您可以提供30 天的通知，或支付員工30 額外工作天數的薪資。
員工受雇一年後可享有遣散費。遣散費的標準金額為每服務一年可獲得一個月的薪水。
認為自己被不公平解僱的員工可以向勞資關係委員會提出索賠。如果成功，他們可以恢復職務或獲得金錢報酬。
韓國主要招聘中心
韓國一些城市以特定產業聞名。瞭解每個城市所能提供的工作機會，可以幫助您將招聘工作引導至正確的地點，並更快地填補職位空缺。
南韓的頂尖人才樞紐有
- Seoul is the largest city and capital of South Korea. It’s the country's main center for business, finance, and technology. Major companies, such as Samsung, SK Hynix, and Hyundai Mobis, are based here. This creates a large talent pool in industries like semiconductors, electronics, and software development.
- Busan is South Korea's largest port city and the world's sixth-largest container port by volume. It’s a key center for shipbuilding, shipping, and logistics. The workforce here includes naval architects, marine engineers, logistics specialists, and supply chain experts.
- Daejeon is often referred to as South Korea's Silicon Valley. It hosts KAIST (Korea Advanced Institute of Science and Technology), numerous government research institutes, and Daedeok Innopolis, a major hub for science and technology.
- Ulsan is South Korea's main industrial city. It excels in industries like petrochemicals, steel, shipbuilding, and automotive manufacturing.
- Daegu is a top hub for robotics, automotive parts manufacturing, and textiles.
南韓的主要產業
瞭解南韓的主要產業有助於您為薪資和福利訂定基準。您可以運用這些洞察力，明智地選擇在何處投資和發展您的勞動力。南韓的主要產業包括
- ICT: South Korea is a global leader in high-tech manufacturing and digital technology. Major companies, such as Samsung, LG, and SK, are based here. The country offers high-speed internet access, talent development initiatives for high-tech industries, and incentives for international experts. Specialist talent includes cybersecurity experts, machine learning engineers, and software developers.
- Automotive and future mobility: South Korea is a leading producer of cars, with Hyundai and Kia as its primary brands. The industry is rapidly transitioning towards electric vehicles (EVs), autonomous vehicles, and Urban Air Mobility (UAM). Specialist talent includes engineers for EVs and batteries, autonomous driving, and robotics.
- Biotechnology and biohealth: Strong investment from both the government and private companies is fueling industry growth. The sector mainly focuses on pharmaceutical drugs, biopharmaceuticals, medical devices, and health technology. Cities like Daejeon are key centers for this industry. Specialist talent includes bioprocess engineers, research scientists, and clinical research professionals.
- Shipbuilding and maritime: South Korea is one of the world's leading countries in shipbuilding. It’s known for extensive shipyards, including HD Hyundai Heavy Industries and Samsung Heavy Industries. The industry’s focus is on high-value ships, smart ships, and eco-friendly technologies. Specialist talent includes welders, logistics and supply chain experts, and naval architects.
Financial services: South Korea has a well-developed financial market. While large local banks have traditionally dominated, the government is encouraging digitalization and innovation in fintech. Specialist talent includes fintech developers, cybersecurity experts, and financial risk professionals.
在韓國聘僱員工的成本
無論您是在南韓聘請一名員工或整個團隊，支出都是不可避免的。為以下項目編列預算：
- Entity setup (unless you partner with an employer of record)
- 招聘廣告
- 審核應徵者的勞動成本
- 工資稅
- 旅遊
- 譯者（如有）
According to G-P Verified Sources from Gia, the total annual employer burden rate in South Korea, which includes costs triggered on top of salaries, is between 9% and 12% for most industries. This can be more in high-risk sectors due to the different compensation premiums.
韓國的聘僱慣例
Hiring in South Korea is generally straightforward. These best practices can help you tailor your approach to a new culture:
- Use the Korean language and currency: Most people in South Korea study English in school. Even so, it’s best practice to write offer letters and contracts in Korean, and provide salary information in Korean won. This sets a welcoming tone and communicates your commitment to making your new South Korea hires feel comfortable.
- Focus on skills-based recruitment: South Korea’s anti-discrimination laws like the Labor Standards Act and the Equal Employment Opportunity and Work-Family Balance Assistance Act protect job seekers during the hiring process. Employers can’t discriminate based on gender, age, nationality, religion, social status, marital status, pregnancy, disability, or employment status. Make sure job postings focus solely on job-related qualifications. Avoid specifying details like age, gender, or physical appearance unless these are necessary for the role.
- Embrace local business etiquette: As you work with new hires, focus on building strong relationships while observing respectful formalities. Consider working with South Korean business experts who can help guide your team-building strategies.
- Check for Collective Bargaining Agreements (CBAs): Although CBAs are less common in South Korea than in many other countries, a few exist. Be sure to research what CBA, if any, governs your industry and the requirements it imposes.
在韓國聘僱員工，公司需要具備什麼條件？
在韓國擴展您的團隊之前，請確保您涵蓋了這些基本要素：
- 選擇公司成立的方式。
- 開發公司印章。
- 開設銀行帳戶。
- 至少投資100百萬韓元。
- 申請貿易簽證。
- 註冊您的公司。
- 支付社會安全註冊費用。
- 選擇並開設辦公室（如適用）。
- 文件僱用規則
Setting up a South Korea subsidiary can take weeks or months. Use G-P EOR to hire full-time employees in South Korea without setting up your own entity. Build your team in South Korea at a lower cost and with peace of mind that you’re doing so compliantly.
在韓國僱用獨立承包商
在韓國，與獨立承包商合作是一種極具成本效益的方式，可以在沒有全職員工的投入下測試市場和建立據點。南韓的承包商瞭解當地的消費者行為、規則和商業慣例。他們將準備好使用自己的設備和既定的工作流程快速開始工作。
招聘約聘人員可讓您根據業務需求輕鬆調整勞動力，而不會造成就業的複雜性和成本。
在您與南韓的獨立約聘人員簽訂協議之前，請考慮以下事項：
1.員工與獨立約聘人員
在南韓，《勞動基準法》（當地服務代理商）規範員工。 當地服務代理商為員工提供法定的保護和福利，包括 遣散費、帶薪休假和社會保險投保。 承包商根據《民法》經營。作為自僱人士，承包商享有更大的自主權，並管理自己的稅務和社會保險。員工通常在雇主的指示和監督下工作。承包商以專案為基礎工作，並決定執行工作的方式、時間和地點。
2.錯誤分類的罰款
Classifying someone as a contractor when they’re not can lead to severe penalties. If misclassification occurs, you may need to:
- 支付補發的員工福利，包括社會保險費、 遣散費、 帶薪休假和健康保險。
- 面臨行政罰款和稅務處罰。
- 處理會損害您吸引人才能力的聲譽損害。
3.如何向韓國承包商支付款項
G-P Contractor™ takes away the messy, time-consuming process of hiring and paying international contractors. You can create and issue contracts and pay contractors with just a few clicks, all while ensuring a compliant process.
使用 G-P 在南韓聘請員工和承包商
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Make your expansion to South Korea easier with G-P. Contact us or book a demo today.
