南韓是亞洲最大的經濟體之一，擁有優秀的勞動力和充滿活力的商業環境。對於全球擴張而言，這是一個極具吸引力的目的地 - 如果您能掌握其僱傭法規的話。
A South Korea employer of record (EOR) is the easiest way to build your global team. Partnering with a global EOR, like G-P, means you can hire talent in South Korea and we’ll manage the red tape so you don’t have to. We ensure you comply with the country’s labor laws — with no need to set up a local entity.
透過記錄雇主簡化在韓國的僱用程序
A South Korea EOR, like G-P, simplifies global employment from the start. We handle local HR management, draft employment contracts, administer payroll, handle benefits, and more. We make sure your business complies with The Labor Standards Act, the law that sets South Korea’s employment standards.
南韓的名義雇主聘僱流程：
- Partner with a global employment expert. Choose an EOR with deep expertise in South Korea as they’ll guide you through the local legal landscape.
- Source your ideal candidate. You find the best talent, and the EOR handles the rest.
- Generate a compliant employment contract. Your EOR drafts a locally compliant contract in line with South Korea’s labor laws, including salary, working hours, and notice periods.
- Onboard and manage your team. The EOR manages the entire employment lifecycle. This includes managing your team members’ payroll and administering benefits.
韓國的僱傭合約
無限期合約是標準做法。固定期限合約最長可達兩年，超過兩年則視為無限期合約。
雇主必須提供一份書面合約或聲明，最好是韓文版本，列明主要條款，例如薪水、工作時間、假期和帶薪休假。 否則最高可被罰款5M韓圜。所有報酬必須使用南韓圜 (KRW)。
南韓名義僱主透過草擬合法的合規合約，簡化全球僱用程序。 這可確保您的團隊成員和您的企業受到保護。
韓國的休假權利
韓國的工作時間
標準工作週為五天40 小時。工作週最長總時數為52 小時，由40 標準小時和最多12 小時的加班時間組成。
加班費至少為員工正常薪資的150% 。 雇主還必須每週至少提供一次帶薪休假，通常是週日。
韓國的公共假期
大多數員工享有16有薪公休日。但是，這僅適用於擁有五名或以上員工的私人公司。全國法定假日有：
- 元旦
- 農曆新年（春節，三天）
- 獨立運動日（三一節）
- 兒童節
- 佛誕日
- 勞動節
- 紀念日
- 解放日
- 韓國感恩節（中秋節，三天）
- 國家基金會日
- 韓文日
- 聖誕節
正式選舉日也是所有人的臨時公共假日。
在韓國的假期
前一年至少工作80% 的員工可獲得15 天的帶薪年假。服務滿三年後，員工每連續服務兩年可獲得一天的額外假期，每年最多為25 天。
工齡不到一年的員工，每連續工作一個月可獲得一天假期。
韓國的病假制度
員工生病時會使用年假，因為韓國法律不提供病假。但是，雇主必須為與工作有關的疾病或傷害提供帶薪休假。 此假期由強制性工業意外報酬保險 (IACI) 支付，適用於所有企業，不論其規模大小。
南韓的產假、陪產假和育嬰假
懷孕員工可享有90 天的帶薪產假，多胞胎則可享有120 天的帶薪產假。產後必須至少連續服用45 天。不生育的父母可享有20 天的帶薪陪產假。
有 8 歲或以下或二年級或以下兒童的合資格家長，最多可獲得一年的 育嬰假。 在休假期間，政府的就業保險基金會按月支付津貼，津貼額依休假時間長短和幼兒照護獎勵措施而異。
南韓的記錄雇主如何協助管理休假權利
南韓名義僱主負責處理所有應享假期，包括帶薪休假和育嬰假。 這可減輕管理負擔，讓您專注於業務成長。
韓國的健康保險和補充福利
南韓擁有全民健康保險 (NHI) 提供的全民健康照護。雇主必須讓員工參加這項強制性計劃。
雇主和員工共同為 NHI 供款。他們各自支付3.595% 員工的每月薪水。 另外還有強制性的長期照護保險金，是13 。14% NHI 供款的一部分，也是平分。
為了吸引頂尖人才，許多雇主會提供私人醫療和人壽保險等輔助福利。我們建議在薪水總額之外，額外預留18% 給僱主支付的法定福利，例如社會安全補助金。 這是最低限度，百分比視產業和角色而定。
韓國的獎金
公司支付獎勵或以績效為基礎的獎金是很常見的。除非勞動契約或集體協議有明確規定，否則獎金的支付由 雇主自行決定。
在韓國，記錄在案的雇主如何協助提供福利
A South Korea employer of record manages mandatory and supplementary benefits. The EOR also calculates and distributes contributions, and guides you on budgeting for these costs.
南韓的終止合約與遣散費
在韓國，解雇員工需要有正當理由，也就是說您需要有合理的解雇理由。
Probation: Employees on probation have the same legal rights and benefits as regular employees, including social insurance, annual leave accrual, severance pay, and protection under the Labor Standards Act. They can be dismissed, but you still need a just cause.
Notice: Employers must give at least 30 days' notice of dismissal or pay 30 days' salary in lieu of notice. This applies unless the employee has worked less than three months and the employment contract has this exception.
Severance pay: Employees with at least one year of continuous service get severance pay (toejikgeum) upon termination for any reason. This includes resignation, termination, mutual agreement, or retirement. In most cases, even if an employee is terminated for reasons other than gross misconduct, which is rare, they still get severance. The payment must equal at least 30 days of their average wage for each year of service and paid within 14 days of termination.
南韓名義雇主小心處理離職事宜。 EOR 可確保您的企業嚴格遵守法律，並確保解僱符合正當理由。
韓國的工資和稅收
南韓採用累進稅制。幾種強制性的雇主供款會從員工薪水中扣除。除了 NHI 保費，還包括
- National pension: 4.5% of monthly salary
- Employment insurance: 0.9% of monthly salary (additional employer contributions may apply)
- IACI: Varies by industry, ranging from 0.7–18.6% of monthly salary
A South Korea EOR manages payroll tax and mandatory withholdings. This ensures you comply with the law.
在韓國選擇合適的名義雇主
選擇南韓的記錄雇主時，請考慮以下幾點：
- Compliance expertise: The right EOR has in-depth knowledge of South Korea’s labor laws and tax regulations.
- Comprehensive EOR solutions: Choose an EOR that manages all aspects of employment, including payroll processing, tax remittances, benefits administration, leave management, and offboarding.
- Scalability and flexibility: The EOR should accommodate your needs, whether you're hiring a single employee or a global team, and grow with your business.
- Technology and integration: An AI-powered EOR simplifies onboarding, management, and employee payment. Look for an EOR that integrates with existing HCM, PEO, or payroll systems to streamline operations.
- Transparency and communication: Choose an EOR that offers clear communication channels, transparent pricing, and regular updates on compliance changes.
- Reputation and references: Research the EOR's reputation, customer testimonials, and industry recognition to ensure they have a track record of reliability and success. As the #1 EOR according to all industry analyst reports, G-P has a solid reputation and extensive global employment experience.
- Data security and compliance. Ensure your EOR follows strict data security protocols like GDPR. This is critical for protecting sensitive employee information and maintaining compliance.
在韓國使用G-P 名義雇主進行全球招聘
G-P EOR is the award-winning, AI-enabled global hiring solution that empowers startups, SMBs, and enterprise businesses to build global teams with ease. Onboard, manage, and pay top talent in over 180 countries in minutes, without the complexity of entity setup.
G-P EOR is the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while keeping consistent and accurate data across your integrated systems.
Request a proposal to start hiring in South Korea today.
