Remote’s guide to employing in

South Korea
south-korea flag

Make employment in South Korea easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in South Korea, all in one easy-to-use platform.

Services available in this country:
Employer of Record ProductContractor ManagementPayroll
  • Capital City

    Seoul

  • Currency

    South Korean won (₩, KRW)

  • Languages

    Korean

  • Population size

    51,709,098

Services available in this country:
Employer of Record ProductContractor ManagementPayroll
A city with tall buildings and a purple sky.

Employment termination in South Korea

Termination process

Employee contracts can only be terminated if a just cause is established, such as dishonesty, negligence, fraud, or any other work-related offences, otherwise, prior notice must be provided before terminating an employee.

Notice period

Employers are required to provide at least 30 days’ prior notice before terminating an employee, except if the employee is contracted to work for less than three months or has committed an intentional offence that sets back the employing organization significantly.

Severance pay

Employees who have worked for at least an entire year are entitled to a severance package equivalent to a month’s wages for every year of continuous employment with the employer.

Probation periods

The Labor Standards Act of Korea does not have an explicit regulation on probation periods. However, the law does state that notice of termination is not required for “Employees under probationary period (of 3 months or less)”, so it is usually until 3 months.