South Korea

Key Facts at a Glance

Constitutional and Statutory Framework

Korean employment law is grounded in Article 32 (right to work, working conditions to be set by law, protection of women and minors) and Article 33 (right to organise, collective bargaining and collective action) of the 1987 Constitution. The framework is built around the Labor Standards Act (LSA) - the cornerstone of individual employment law - and the Trade Union and Labor Relations Adjustment Act (TULRAA), which governs collective labour relations. Both statutes were comprehensively rewritten in 1997 following the IMF crisis and have been progressively reformed since.

Constitutional Foundations

• Article 32: Right and obligation to work; standards of working conditions to be determined by law in conformity with human dignity; minimum wage system; special protection for women and minors
• Article 33: The right of workers to independent association, collective bargaining, and collective action is guaranteed (paragraph (1)); restrictions apply to certain public-sector workers (paragraphs (2) and (3))

Principal Statutes

Enforcement

• Ministry of Employment and Labor (MOEL) - the principal regulator. Local Labor Offices investigate complaints, conduct inspections, and may refer cases for criminal prosecution.
• Labor Relations Commissions (LRC) - quasi-judicial bodies (national and regional) that handle individual unfair dismissal claims, collective disputes, and unfair labour practice cases.
• Civil and criminal courts - appeals from the LRC and parallel civil and criminal proceedings on labour matters.

SME Carve-Out (LSA Article 11)

Many provisions of the LSA apply differently or do not apply at all to workplaces with fewer than 5 employees. The 5-employee threshold is one of the most consequential features of Korean labour law: the unfair dismissal protection, severance pay (since 2010 extended), and many other provisions apply only above this threshold (although the position has been progressively reformed). Verify the application of any specific provision to small employers in light of the relevant LSA Article and Enforcement Decree.

MOEL (English)

LSA - Working Conditions

Employment Contract and Work Rules

• The default form of employment is indefinite-term. Fixed-term contracts are limited to a maximum of 2 years; thereafter, the worker is deemed an indefinite-term worker (Act on the Protection of Fixed-Term and Part-Time Workers).
• Employers with 10 or more employees must adopt and file Rules of Employment (chwieom-gyuchik) with the local Labor Office (LSA Article 93). Material changes that disadvantage workers require the consent of a majority of workers or the worker representative.
• The Rules of Employment must cover working hours, wages, dismissal, work-family balance, harassment policies, and other prescribed matters.

Working Hours (LSA Articles 50–53)

• Statutory standard: 40 hours per week and 8 hours per day, exclusive of rest breaks (LSA Article 50).
• Overtime: Up to 12 additional hours per week by agreement with the worker, for a hard maximum of 52 hours per week (Article 53).
• Daily rest: Minimum 11 consecutive hours between shifts (introduced in 2018 for night/shift workers in some sectors).
• Weekly rest: At least 1 paid weekly holiday (typically Sunday) per week (Article 55).

52-Hour Workweek Reform (2018)

Phased Introduction: Korea's 52-hour workweek cap (40 + 12 overtime) was introduced by amendment to the LSA in 2018 and phased in by employer size:

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- From 1 July 2018: Employers with 300 or more employees - From 1 January 2020: Employers with 50 to 299 employees - From 1 July 2021: Employers with 5 to 49 employees

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Breach of the 52-hour cap is a criminal offence (penalties include imprisonment of up to 2 years or fines). The cap was a major reform aimed at reducing Korea's historically long working hours, which had been among the highest in the OECD. Reform proposals in 2023–2025 to add greater monthly/quarterly flexibility have been politically contentious.

Overtime Premiums (LSA Article 56)

• Ordinary overtime: +50% premium on the regular hourly rate
• Night work (10pm–6am): Additional +50% premium
• Holiday work (statutory holidays): +50% for the first 8 hours, +100% for hours beyond 8
• Cumulative premiums: Where overtime falls in night-time, the premiums stack

Minimum Wage

• The national minimum wage is set annually by the Minimum Wage Council, a tripartite body, with the final figure announced by MOEL by 5 August and taking effect from 1 January of the following year.
• The minimum wage is a flat hourly rate that applies nationally, regardless of region or sector.
• For 2025 the minimum wage is KRW 10,030/hour; for 2024 it was KRW 9,860/hour. Verify the current rate at the start of each calendar year.
• The minimum wage is calculated on a comprehensive basis: many allowances and bonuses must be included for compliance purposes (the calculation rules were tightened in 2018 reforms).

Annual Paid Leave (LSA Articles 60–62)

• 1 year of continuous service: 15 days of annual paid leave (subject to satisfaction of an attendance requirement of 80%+).
• Less than 1 year of service: Workers accrue 1 day of paid leave per month worked, up to 11 days, available immediately.
• Long service increment: 1 additional day per 2 years of continuous service after the third year, up to a maximum of 25 days.
• Annual leave must be taken within the leave year; unused leave is paid out as cash on termination of employment, or earlier where the employer fails to give reasonable notice for the worker to use the leave (LSA Article 61 "leave-use promotion" system).

Public Holidays

Korea has approximately 15 statutory public holidays per year, including New Year, Lunar New Year (Seollal, 3 days), Independence Movement Day, Children's Day, Buddha's Birthday, Memorial Day, Liberation Day, Chuseok (3 days), National Foundation Day, Hangeul Day, and Christmas. Since 2022 all private-sector workers are entitled to paid public holidays (the previous distinction between public-sector legal holidays and private-sector contractual holidays has been removed).

Workplace Harassment Prohibition (LSA Article 76-2 & 76-3)

• Since 16 July 2019, the LSA prohibits workplace harassment (jikjang gwaeropim) defined as conduct by employers or workers that uses a position of authority or relationship in the workplace to cause physical or mental suffering or to worsen the work environment, beyond what is necessary or appropriate.
• Employers must adopt prevention policies, complaints procedures, investigation protocols, and remedial measures, and must protect complainants from retaliation.
• The 2021 amendments strengthened the prohibition by requiring an objective investigation, separating the harasser from the victim, and imposing direct administrative fines for non-compliance.

Termination, Notice and Severance

Korean termination law is one of the most employee-protective in Asia. Dismissal of an employee in a workplace with 5 or more employees is valid only where there is a justifiable reason (jeongdanghan iyu) under Article 23(1) LSA, and the employer must comply with strict procedural requirements. Severance pay (toejikgeum) is mandatory for all employees with at least one year of continuous service.

Article 23 LSA - The Dismissal Standard

The Statutory Test: "An employer shall not dismiss, lay off, suspend, transfer, reduce wages, or take other punitive action against a worker without a justifiable reason." (Article 23(1) LSA). This is the foundation of Korean unfair dismissal law and applies to workplaces with 5 or more employees.

Notice (LSA Article 26)

• Employers must give at least 30 days' notice of dismissal, or pay 30 days' ordinary wages in lieu.
• Notice may be waived only where: (a) the worker has been employed for less than 3 months; (b) the dismissal is due to a natural disaster or other unavoidable cause; or (c) the worker has caused considerable disruption through wilful misconduct.
• Failure to give notice does not invalidate a dismissal that is otherwise lawful, but it gives rise to a separate claim for the notice payment.

Disciplinary Dismissal (Jingye-jeok Haego)

• Disciplinary dismissal must be authorised by the Rules of Employment (which must list the disciplinary grounds, sanctions, and procedure), proportionate to the offence, and procedurally fair (notice of charges, opportunity to be heard, internal review).
• Common grounds: serious misconduct, criminal offences, repeated insubordination, gross negligence, breach of confidentiality, failure to attend without justification.
• Korean Labor Relations Commissions and courts apply a strict proportionality test and frequently reduce dismissals to lesser sanctions or order reinstatement.

Redundancy (Jeongni Haego) - LSA Article 24 Four Requirements

Dismissal on operational/managerial grounds is governed by Article 24 LSA, which sets out four substantive and procedural requirements that closely parallel the Japanese case-law standard:

1. Urgent managerial necessity: The employer must demonstrate a genuine, urgent business necessity to reduce the workforce. The Supreme Court has interpreted this broadly to include not only loss-making situations but also pre-emptive restructuring.
2. Effort to avoid dismissal: The employer must make best efforts to avoid dismissal through alternatives such as reducing overtime, hiring freezes, transfers, secondments, voluntary retirement, and reduced working hours.
3. Reasonable and fair selection criteria: Selection must be objective, reasonable, and gender-neutral. Subjective managerial assessments alone are likely to be struck down.
4. Sincere consultation with worker representatives: The employer must give the union (or the majority worker representative where there is no union) at least 50 days' written notice of the planned dismissal and consult in good faith on the reasons, scale, criteria, and means of avoiding dismissal.

Mass dismissals exceeding statutory thresholds (e.g., 10% of the workforce or specified absolute numbers) must also be reported to the Minister of Employment and Labor.

Unfair Dismissal Remedy

• An unfairly dismissed worker may bring a relief application to the Regional Labor Relations Commission within 3 months of dismissal (LSA Article 28).
• The standard remedy is reinstatement with back pay from the date of dismissal.
• Where reinstatement is not desired, monetary compensation may be ordered in lieu.
• Decisions of the Regional LRC may be appealed to the National Labor Relations Commission (NLRC) within 10 days, and from there to the Administrative Court.

Severance Pay (Toejikgeum) - Employee Retirement Benefit Security Act

Mandatory Severance: Every employer must pay an employee with at least 1 year of continuous service a severance payment of at least 30 days' average wages per year of service, payable on termination for any reason (including resignation, retirement, dismissal, or non-renewal). This is in addition to any statutory or contractual notice payment, and is an absolute statutory obligation.

Retirement Pension System

• The Employee Retirement Benefit Security Act (2005) introduced a Retirement Pension regime to gradually replace lump-sum severance pay.
• Employers may set up either a Defined Benefit (DB) plan or a Defined Contribution (DC) plan, with contributions made annually to an external trust or insurance company.
• The choice of plan must be made by labour-management agreement.
• The traditional in-house lump-sum severance pay regime remains available where no retirement pension is in place, but is being progressively phased out for new hires under recent reforms.
• IRP (Individual Retirement Pension) accounts must be used for the payout of retirement pensions and lump-sum severance.

Maternity, Parental and Family Leave

Korean maternity, parental, and family-care leave entitlements are spread across the Labor Standards Act (maternity leave) and the Equal Employment Opportunity and Work-Family Balance Act (parental leave and childcare support). The framework has been progressively expanded and is one of the most generous in Asia, reflecting government concern about Korea's low birth rate.

Maternity Leave (LSA Article 74)

• Total duration: 90 days of maternity leave (120 days for multiple births), with at least 45 days taken after birth (60 days post-natal for multiple births).
• Pay: The first 60 days are paid by the employer at full ordinary wages (the first 75 days for multiple births). The remaining 30 days (45 for multiple births) are paid as a benefit by Employment Insurance, subject to a statutory cap. For employees of preferential SMEs, the entire 90 days may be paid by Employment Insurance.
• Miscarriage and stillbirth: Specific leave entitlements apply (sliding scale based on weeks of gestation).

Spouse Maternity Leave (Equal Employment Opportunity Act Article 18-2)

• A male worker whose spouse has given birth is entitled to 10 days of paid spouse maternity leave (within 90 days of the birth).
• Spouse maternity leave is paid by the employer for the first 5 days; the remaining 5 days are paid by Employment Insurance for SMEs (preferential support).

Parental Leave (Yuga Hyujik) - Equal Employment Opportunity Act Article 19

1-Year Parental Leave per Parent: Each parent of a child aged 8 or under (or in the second grade of elementary school or below) is entitled to up to 1 year of parental leave per child. Both parents may take leave; recent reforms allow each parent to take leave concurrently or sequentially.

• Pay: Parental leave is paid by Employment Insurance:
• Standard: 80% of ordinary wages (capped at KRW 1.5 million/month) for the first 3 months, then 50% (capped) thereafter
• 3+3 Parental Leave Bonus (since 2022): Where both parents take parental leave for the same child within the first year of birth, both parents receive 100% of ordinary wages for the first 3 months (subject to higher caps)
• Reduced working hours in lieu: Parents may instead opt for reduced working hours for childcare (childcare period reduction, ikjong-shigan tanchuk) for up to 1 year (or longer where unused parental leave is converted).
• Job protection: Dismissal during parental leave or because of parental leave is unlawful and exposes the employer to administrative penalties and a civil claim. The employee is entitled to return to the same or an equivalent position.

Family Care Leave

• Family Care Leave: Up to 90 days per year per worker for the care of a family member (spouse, parent, parent-in-law, child, grandparent), divided into blocks of at least 30 days.
• Family Care Holidays: Up to 10 days per year of unpaid leave (extended from 5 days, and extendable to 20 days during national emergencies such as the COVID-19 pandemic).
• Family care leave is unpaid by the employer but is job-protected.

Pregnancy and Childcare Discrimination

• Dismissal during maternity leave, parental leave, or pregnancy is prohibited (LSA Article 23(2) and Equal Employment Opportunity Act).
• Disadvantageous treatment on grounds of pregnancy, childbirth, or childcare leave is prohibited and may attract administrative fines and civil liability.
• Pregnant employees are entitled to reduced working hours (without wage reduction) in the first 12 weeks and last 12 weeks of pregnancy (LSA Article 74(7)) - up to 2 hours less per day.

Trade Unions and Collective Bargaining

Korean industrial relations are characterised by a two-confederation system (FKTU and KCTU), an enterprise-bargaining tradition (with growing industry-level bargaining), and historically high levels of conflict. Union density is around 13–14% of wage employees and is concentrated in large companies, the public sector, and the militant sectors (metals, transport, public utilities). The Trade Union and Labor Relations Adjustment Act (TULRAA) of 1997 codified the post-democratisation framework.

National Trade Union Confederations

Multiple Unions in the Same Workplace (since 2011)

• Until 2011, only one union was permitted per workplace. The 2010 reform of TULRAA allowed multiple trade unions in the same workplace from 1 July 2011.
• Where multiple unions exist, they must designate a single bargaining representative (gyoseop channgu danilhwa) through a procedure of voluntary agreement, majority union, or aggregation, to negotiate a single collective agreement covering all union members.
• The single-channel bargaining rule was a contentious feature of the 2010 reform and has been the subject of ongoing constitutional litigation.

Collective Bargaining and Collective Agreements

• Collective bargaining occurs primarily at the enterprise level, although industry-level (sangup-byeol) bargaining has grown in importance since the early 2000s, especially in metals, banking, and the public sector.
• Collective agreements (danche-hyeoyak) have a maximum statutory term of 3 years (extended from 2 years in 2021).
• Where a collective agreement covers more than two-thirds of workers in the same kind of work in the same plant, it may be extended by ministerial action to non-union workers in the same plant (general binding extension).

Right to Strike and Industrial Action

• The right to strike is constitutionally protected (Article 33).
• Lawful industrial action requires: (a) the dispute to relate to working conditions, (b) the union to follow internal procedures including a vote of members, (c) prior mediation by the Labor Relations Commission (mandatory mediation period: 10 days for general business, 15 days for essential public services), (d) the action to be conducted by a duly registered union, and (e) the action to be peaceful (prohibition on workplace occupation, etc.).
• Unlawful industrial action exposes the union, its officers, and individual participants to civil damages and criminal sanctions.
• Replacement workers: The use of replacement workers during a lawful strike is generally prohibited; the 2022 reform proposals on this issue have been controversial.
• Essential public services (transport, healthcare, water, electricity, communications, etc.) must maintain a minimum service.

Unfair Labour Practices (TULRAA Article 81)

• Prohibited employer conduct includes: dismissing or disadvantageous treatment of workers because of union activity; refusing or delaying collective bargaining without justified reason; control or interference in trade union activities; financial support for trade union officials (the "no-pay-for-time-off" principle, with limited exceptions for time-off for representative duties).
• Cases are heard by the LRC, with appeal to the NLRC and the Administrative Court.

FKTU - KCTU

Four Major Social Insurances

Korea's social insurance system rests on the "Four Major Social Insurances" (4 dae bohheom): National Pension, National Health Insurance, Employment Insurance, and Industrial Accident Compensation Insurance. Enrolment is mandatory for almost all employees with limited exceptions for very short-term casual workers.

The Four Insurances

Rates are revised periodically. Verify the current rates with the National Pension Service, National Health Insurance Service, and the Korea Workers' Compensation and Welfare Service.

Severance Pay vs. Retirement Pension

The traditional lump-sum severance pay (toejikgeum) regime is being progressively replaced by the Retirement Pension system (DB or DC) under the Employee Retirement Benefit Security Act 2005. See the Termination section for details.

Anti-Discrimination, Disability and Workplace Harassment

Korea has a fragmented anti-discrimination framework. Several specialist statutes protect against discrimination on particular grounds (sex, disability, employment status, age in certain contexts), but Korea has long debated and so far not enacted a comprehensive General Anti-Discrimination Act (chabyeol-geumji-beop). Verify the current status of pending legislation when planning compliance.

Equal Employment Opportunity Act

• Prohibits sex discrimination in recruitment, hiring, wages, promotion, education, retirement, and dismissal.
• Imposes equal pay for work of equal value.
• Requires employers to take preventive measures against workplace sexual harassment, including annual training (for all employers regardless of size), an internal complaints procedure, and protection of complainants from retaliation.

Disability Employment Quota

• The Act on the Employment Promotion and Vocational Rehabilitation of Persons with Disabilities sets a mandatory disability employment quota.
• Private sector: 3.1% of total workforce (since 2019), applicable to employers with 50+ workers.
• Public sector: 3.8% (higher to act as a model employer).
• Employers below the quota with 100+ employees must pay a levy per missing position (kojiyong bujeokgeum), with the rate set annually.
• The Korea Employment Agency for Persons with Disabilities (KEAD) supports placement and provides grants and subsidies for employers exceeding the quota.

Discrimination Against Non-Regular Workers

• The Act on the Protection of Fixed-Term and Part-Time Workers and the Act on the Protection of Dispatched Workers prohibit unreasonable discrimination against non-regular workers in wages and other working conditions, compared to regular workers performing the same or similar work.
• Non-regular workers may bring discrimination correction applications to the Labor Relations Commission, which may order corrective action and damages.

Workplace Harassment (LSA Articles 76-2 & 76-3)

• The 2019 LSA amendments introduced a statutory prohibition on workplace harassment (jikjang gwaeropim).
• Employers must adopt a workplace harassment prevention policy in the Rules of Employment, including the procedure for reporting, investigation, and remedial action.
• The 2021 amendments imposed direct administrative fines on employers who fail to take prompt and proper action on a confirmed harassment complaint.

Serious Accidents Punishment Act (2021)

Personal Criminal Liability: The Serious Accidents Punishment Act, in force from 27 January 2022 (50+ employees) and from 27 January 2024 (5+ employees), imposes personal criminal liability on business owners and senior managers for serious workplace accidents and serious civil disasters where the accident is causally linked to a failure to fulfil safety obligations. Penalties include imprisonment of 1 year or more (with no upper cap in some cases) and substantial fines, in addition to corporate fines and civil liability. The Act has been highly controversial, with several high-profile prosecutions of business owners since 2022.

PIPA - Personal Information Protection Act

The Personal Information Protection Act (PIPA, gaeinjeongbo bohobeop), in force since 2011, is one of the strictest data protection regimes in Asia. The 2020 amendments unified the previously fragmented sectoral data protection rules (under PIPA, the IT Network Act, and the Credit Information Act) into a single coordinated framework. The 2023 amendments brought PIPA further into line with the EU GDPR. PIPA is enforced by the Personal Information Protection Commission (PIPC), an independent statutory body since 2020.

Adequacy

The European Commission adopted a partial adequacy decision for Korea on 17 December 2021, permitting the free flow of personal data from the EEA to commercial operators in Korea (subject to certain conditions).

Scope

• Applies to any person or entity that processes personal information of natural persons.
• Has extra-territorial reach (including foreign operators offering goods or services to Korean data subjects).
• Employee data is fully covered.
• The 2023 amendments removed the previous distinction between "general personal information processors" and "information and communications service providers".

Key Requirements

• Lawful basis and consent: Personal information may only be processed on one of the prescribed legal bases. Consent must be specific, informed, and unambiguous, and must be obtained separately for each purpose.
• Sensitive personal information: Race, ethnicity, political opinion, religious belief, trade union membership, sex life, health, genetic data, biometric data, and criminal records require separate explicit opt-in consent or another specific legal basis.
• Resident registration number (RRN): The 13-digit Korean RRN may only be processed where specifically authorised by law - one of the strictest restrictions of any data protection regime globally.
• Data subject rights: Right of access, correction, deletion, suspension of processing, withdrawal of consent, and (since 2023) right of automated decision-making review.
• Cross-border transfers: Permitted on the basis of (a) adequacy, (b) certified standards, (c) binding contractual guarantees, or (d) consent - with separate notification requirements.
• Data breach notification: Notification to the data subject within 72 hours of becoming aware of the breach, and notification to the PIPC for significant breaches.

Penalties

GDPR-Style Fines: The 2023 PIPA amendments significantly strengthened enforcement: administrative fines may now reach up to 3% of total revenue for the most serious violations (replacing the previous regime that capped fines based on the revenue derived from the violating processing). Criminal sanctions (imprisonment and fines) remain available for the most serious offences, including unauthorised use or disclosure.

PIPC (English)

Telework and Flexible Working

Korea does not have a dedicated telework statute. Telework is permitted within the existing LSA framework, with MOEL guidelines providing the practical reference. The post-COVID period saw a substantial increase in remote and hybrid arrangements, particularly in the IT and financial sectors.

Working Time and Telework

• The standard working time rules (40-hour standard week, 52-hour cap) apply equally to teleworkers.
• Employers must continue to record and manage working time, including overtime.
• The "flexible working time" (yulun-keun-mu-je) and "selective working time" (seonggyul-keun-mu-je) systems may be combined with telework subject to a labour-management agreement.

Health and Safety

• Employer OSH obligations apply to the home workplace.
• Employers should provide ergonomic guidance, equipment guidance, and welfare provision (e.g., periodic health checks).

Right to Disconnect

Korea has not enacted a statutory "right to disconnect", but several employers have introduced internal policies on after-hours communications. Reform proposals are periodically debated in the National Assembly.

Employee Thresholds - Quick Reference

The 5-employee threshold is the most consequential in Korean labour law. Verify the application of any specific LSA provision to small employers in light of LSA Article 11 and the Enforcement Decree.

Practical Timelines

Key Challenges and Risk Areas

Strict Dismissal Protection: Article 23 LSA and the Article 24 redundancy procedure (50 days' notice, four substantive requirements) make individual and collective dismissal very difficult to defend before the Labor Relations Commission. Most workforce reductions are negotiated through voluntary retirement schemes (myeon-eo-jisa) and enhanced severance packages.

Serious Accidents Punishment Act: Personal criminal liability for business owners and senior managers for serious workplace accidents is the most consequential change in Korean OSH law in decades. Document safety management systems, board-level safety governance, and contractor safety oversight. Several high-profile prosecutions since 2022 confirm aggressive enforcement.

52-Hour Workweek Compliance: Breach of the 52-hour cap is a criminal offence (up to 2 years' imprisonment). Employers must monitor working time accurately, enforce overtime caps, and avoid blanket "deemed working time" arrangements. Reform proposals to increase flexibility have been politically contentious.

Severance Pay Funding: The mandatory 30 days' severance per year of service is a significant unfunded liability for employers using the traditional in-house severance model. Migration to a Retirement Pension regime (DB or DC) is encouraged and increasingly the norm.

Workplace Harassment Compliance: The 2019 LSA amendments and the 2021 reinforcement require all employers to adopt prevention policies, complaints procedures, and retaliation protection. Failure to handle a confirmed complaint properly attracts direct administrative fines.

PIPA Compliance and Cross-Border Transfers: The 2023 PIPA amendments tightened cross-border transfer rules and increased fine ceilings (now up to 3% of total revenue). Audit data flows, particularly intra-group transfers to non-adequacy countries, and tighten the management of resident registration numbers (which may only be processed where specifically authorised by law).

Disability Employment Quota: Employers with 100+ employees who fail to meet the 3.1% quota face a per-position monthly levy. Engage with the Korea Employment Agency for Persons with Disabilities (KEAD) and specialised employment agencies.

Industrial Action Risk: Korean union activity, especially in metals, transport, and construction sectors, can be highly mobilised. Maintain open communication with the recognised bargaining representative and use formal mediation early in any dispute.

Resources and Links

Government Departments and Regulators

• Ministry of Employment and Labor (MOEL)
• National Labor Relations Commission (NLRC)
• Personal Information Protection Commission (PIPC)
• National Pension Service
• National Health Insurance Service
• Korea Workers' Compensation and Welfare Service (COMWEL)
• Korea Occupational Safety and Health Agency (KOSHA)

Legislation

• Korea Law Information Center (Beopje-cheo)
• Korea Legislation Research Institute - Statutes in English

Trade Union Confederations

• FKTU - Federation of Korean Trade Unions
• KCTU - Korean Confederation of Trade Unions

Employer Organisations

• KEF - Korea Enterprises Federation
• KCCI - Korea Chamber of Commerce and Industry

See also

• Asia
• Japan
• China
• India