Hiring, Paying and Caring for Talent in More Than 150 Nations
Fixed-term contracts are permitted in South Korea, but may not exceed two years. Beyond that limit, they will be deemed indefinite. If the Worker has a reasonable expectation that the fixed-term contract will be renewed, failure to renew requires reasonable justification.
There is no statuty requirement for probationary periods in South Korea. Most companies implement a three month probatationary period. During that time, 30 days' notice is required to terminate the employment relationship. Refusal to extend the employment beyond the probationary period requires objectively reasonable cause.
In South Korea, Workers recognize 13 public holidays, which span 15 days. If a public holiday falls on the weekend, it is recognized on the next working day (substitute holiday). Workers are entitled to a paid day off for each holiday.
South Korea does not mandate paid sick leave for non-work-related illnesses and injuries.
South Korea does not mandate paid sick leave for non-work-related illnesses and injuries.
Overtime is considered any hours worked in excess of the regular workweek. Workers may not work more than 12 hours of overtime per week. Overtime, night work, and holiday work are paid at 150% of wages or, with the Workers permission, with time off in lieu.
Creating a worldwide workforce is a continuous process that extends beyond a contract.
TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.
