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The minimum wage is KRW 10,030 per hour and KRW 2,096,270 per month starting January 1, 2025.

Please note: Fixed monetary benefits, including fixed allowances and bonuses, will be included in the calculation of the minimum wage.

The individual income tax ranges from 6% to 45%. Income tax is calculated according to progressive rates.

The employer cost is generally estimated at 11% of the employee salary plus disable hiring fee.

• National pension* - 4.50%
• National health insurance - 3.54%
• Long-term care insurance - 0.448%
• Employment insurance - 1.15% - 1.75%
• Workers' compensation insurance - 0.726%
• Resident Tax - 0.50%
• Disable hiring fee - KRW 62,328 (estimated)

*Calculated on the employee's salary, up to a maximum monthly contribution of KRW 265,500

Ces coûts sont des estimations et ne sont indiqués qu’à titre d’information. Pour comprendre le mode de calcul des coûts et frais inhérents aux termes d’un contrat de travail établi dans ce pays, n’hésitez pas à demander un devis à notre service commercial.

Les horaires de travail normaux sont de 8 heures par jour et 40 heures par semaine. La semaine de travail normale va du lundi au vendredi.

Overtime payment is mandatory. Hours outside of standard work hours are considered overtime. Employees can work a maximum of 12 hours per week. For additional hours, employees are paid a minimum of 150% of their average salary.

Pregnant employees are entitled to 90 days of paid leave. 45 days must be taken after the child's birth. The employee will receive 100% of their average salary during this leave. The employer is responsible for this pay. 60 days of this payment is paid by the employer, and the remaining 30 days can be reimbursed from the Social Security Fund.

The employee can extend leave using parental (childcare) leave.

Employees are entitled to 10 days of paid paternity leave. The employee will receive 100% of their average salary during this period, and the Social Security Fund will be responsible for this pay.

The employee can extend leave using parental (childcare) leave.

Parental leave is complex in South Korea. Employees are entitled to up to 2 years of parental leave (1 year per parent). The leave can be taken 45 days after the birth of the child. Both parents can use leave at the same time. The employee will be paid:

• For months 1 to 3 - 75% of 80% of the average salary (Upper limit is WON 1.5 million). They will be paid the remaining 25% after 6 months. For example, if the employee’s salary is WON 100, they will be paid 75% of WON 80 (80% of average salary) and the remaining 25% after 6 months.
• For months 4 to 12 - 50% of their average wage (Upper limit is WON 1.2 million)

This leave is paid for by the government.

Un licenciement doit respecter des règles complexes et la procédure officielle du pays où travaille la personne concernée. Les conditions du départ sont toujours gérées par l’employeur avec les principales parties prenantes. La procédure peut inclure des frais ponctuels et certaines mesures (obligatoires ou recommandées) dans des cas spécifiques de licenciement.

Terminations in South Korea can be complex. There is no at-will termination in South Korea for employers and termination must be done for just cause.

Pour être conforme, la rupture d’un contrat de travail doit être motivée par :

• Du fait de l’employé
• D’un commun accord
• Unilaterally by the employer based on:
  • Criminal offense or misconduct
  • Neglecting duties stipulated in the agreement
  • Received 3 warning letters
  • Inability to perform duties stipulated in the agreement
  • Criminal conduct or misconduct in the performance of duties
  • Urgent business necessity to save a failing business from imminent bankruptcy
• À l’expiration du contrat

In South Korea, all employees who have worked for longer than 1 year are entitled to severance pay. Severance pay is 30 days of salary for each year of service. There are two systems for severance pay and the employer can choose from the two systems (further details in notes below).

Entitlement payment and conditions will depend on a case-by-case basis according to what is approved by the legal department of the company.

Pour vous prémunir des risques financiers imprévus liés à un licenciement, Deel prévoit un cumul d’indemnités de départ dans tous les contrats de travail pour ce pays.  Deel possède une grande expérience de la gestion des risques de litige à l’international, et nous calculons le cumul d’indemnités de départ en fonction du droit commun ou des dispositions légales et des meilleures pratiques locales. Si votre employé démissionne ou n’a pas droit à une indemnité de départ, les montants réservés en vertu du contrat et inutilisés vous sont remboursés.

Full-time and part-time employees are entitled to 11 days of paid time off (PTO) in their first year of employment, which accrues at 1 days per month until one day before 1st work anniversary. From the second year of employment, employees are entitled to a minimum of 15 days of paid time off per year which is granted in a lump sum on the first day of the vacation year. 1 additional day of PTO is granted for every 2 years of continued service, starting from the second year of employment, up to a maximum entitlement of 25 days per year.

South Korea celebrates 13 national holidays over a total of 17 days. National holidays include:

• Jour de l’an
• Seollal (3 days)
• Independence Movement Day
• Presidential Election
• Children’s Day
• Buddha’s Birthday
• Local Election Day
• Memorial Day
• Jour de la Libération
• Chuseok (3 days)
• National Foundation Day
• Hangeul Day
• Noël

Contracts must be in Korean and English and can be bilingual. They must be in writing and signed by both parties.

Un contrat doit préciser :

• Nom
• Employment period
• Place of work
• Working hours
• Wages
• Vacations and leaves
• Retirement payment
• Conditions de rupture de contrat