In South Korea, it’s important to adhere to employment laws surrounding working hours and overtime regulations to remain compliant and boost employee satisfaction. Learn more about standard working hours, overtime regulations and employer responsibilities in South Korea.
Capital City
Seoul
Currency
South Korean Won
(
₩
)
Timezone
KST
(
GMT +9
)
Payroll
Monthly
Employment Cost
11.00%
In South Korea, the standard working hours are regulated under the Labor Standards Act (LSA). Employees aged 18 and older are allowed to work up to 8 hours per day and 40 hours per week. For employees under 18, the maximum is 7 hours per day and 35 hours per week. A minimum meal interval of 30 minutes is required for employees working more than 4 hours in a day. Typical working hours are from 9:00 AM to 6:00 PM, Monday through Friday.
The legal cap on working hours in South Korea is 52 hours per week, consisting of 40 regular hours and up to 12 hours of overtime. Overtime can be performed with mutual consent between the employer and employee. However, some industries such as healthcare and transportation have different regulations that may allow for extended working hours.
Certain industries in South Korea have specific working hour regulations:
These industry-specific regulations differ from the standard working hours and are subject to specific labor agreements and regulations.
Managerial and exempt employees, often referred to as "executives," are typically not subject to the standard working hour regulations under the Labor Standards Act. These employees tend to have more flexible working hours and may not receive overtime compensation, though this can vary based on the specific duties and responsibilities outlined in their employment contracts.
Full-time employment in South Korea is legally defined as working up to 40 hours per week. This standard applies across various industries and roles to ensure consistency in employment practices.
Overtime refers to any work performed beyond the standard 8 hours per day or 40 hours per week. This includes work on weekends or public holidays, provided it is agreed upon by both the employer and employee.
The maximum allowable overtime in South Korea is 12 hours per week, bringing the total possible working hours to 52 hours per week. Exceeding this limit is generally not permitted unless specific exceptions apply.
Hours worked beyond the standard 40 hours per week are categorized as overtime and compensated at 150% of the regular pay rate, increasing to 200% for night work post 10 pm. Night work (between 10 pm and 6 am).
South Korean labor law mandates the following rest periods to ensure employee well-being:
These regulations apply across industries, with additional rules for specific age groups, such as minors, who face stricter limitations on working hours and rest periods.
Night shifts and weekend work are subject to specific regulations:
Expanding your workforce across international borders is an exciting step, but it can be challenging to keep up with ever-changing local labor laws and regulations in different countries. That’s the advantage of using an Employer of Record like Playroll:
Disclaimer
THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
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FAQS
The standard working hours are 8 hours per day and 40 hours per week.
Employees can work up to 12 hours of overtime per week, totaling 52 hours per week.
Overtime is compensated at a rate of at least 1.5 times the regular hourly wage.
Employers found violating working hour regulations may face fines or other penalties as stipulated by the Labor Standards Act.
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