Labour Standards Act [LSA], Act No. 5309 of 17 March 1997, as last amended by Act No. 10719 of 2011
Fecha:24 May 2011;
(ver en NATLEX »)
Enforcement Decree of the Labour Standards Act [ED-LSA], Presidential Decree No. 15320 of 27 March 1997, as last amended by Decree No. 23155 of 2011
Fecha:22 Sep 2011;
(ver en NATLEX »)
Trade Union and Labour Relations Adjustment Act [TULRAA], Act No. 5310 of 13 March 1997, as last amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
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(ver en NATLEX »)
Act on the Protection of Fixed term and Part time Employees [FTPTE], Act No. 8074 of 21 December 2006, as amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
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(ver en NATLEX »)
Enforcement Decree of the Act on the Protection of Fixed term and Part time Employees [ED-FTPTE], Presidential Decree, No. 20093 of 2007, amended up to Presidential Decree No. 22797 of 2011
Fecha:30 Mar 2011;
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(ver en NATLEX »)
Equal Employment Act [EEA], Act No. 3989 of 4 December 1987, as last amended by Acts No. 10789 of 2011
Fecha:7 Jun 2011;
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(ver en NATLEX »)
Labour Relations Commission Act [LRCA], Act No. 5311 of 13 March 1997, as last amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
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(ver en NATLEX »)
Act on Age Discrimination Prohibition in Employment and Aged Employment Promotion, Act No. 4487 of 31 December 1991, as last amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
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(ver en NATLEX »)
Labour Standards Act [LSA], Act No. 5309 of 17 March 1997, as last amended by Act No. 10719 of 2011
Fecha:24 May 2011;
(ver en NATLEX »)
Enforcement Decree of the Labour Standards Act [ED-LSA], Presidential Decree No. 15320 of 27 March 1997, as last amended by Decree No. 23155 of 2011
Fecha:22 Sep 2011;
(ver en NATLEX »)
Trade Union and Labour Relations Adjustment Act [TULRAA], Act No. 5310 of 13 March 1997, as last amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
ver la pagina web »
(ver en NATLEX »)
Act on the Protection of Fixed term and Part time Employees [FTPTE], Act No. 8074 of 21 December 2006, as amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
ver la pagina web »
(ver en NATLEX »)
Enforcement Decree of the Act on the Protection of Fixed term and Part time Employees [ED-FTPTE], Presidential Decree, No. 20093 of 2007, amended up to Presidential Decree No. 22797 of 2011
Fecha:30 Mar 2011;
ver la pagina web »
(ver en NATLEX »)
Equal Employment Act [EEA], Act No. 3989 of 4 December 1987, as last amended by Acts No. 10789 of 2011
Fecha:7 Jun 2011;
ver la pagina web »
(ver en NATLEX »)
Labour Relations Commission Act [LRCA], Act No. 5311 of 13 March 1997, as last amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
ver la pagina web »
(ver en NATLEX »)
Act on Age Discrimination Prohibition in Employment and Aged Employment Promotion, Act No. 4487 of 31 December 1991, as last amended by Act No. 10339 of 2010
Fecha:4 Jun 2010;
ver la pagina web »
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): 5
Art. 11 LSA
Categorías de trabajadores excluidas: miembros de la familia del empleador, funcionarios publicos, trabajadores domésticos, miembros de la familia del empleador, funcionarios publicos, trabajadores domésticos
Art. 11(1) LSA: The LSA does not apply to domestic workers and to businesses which only employ relatives living together.
Although, not specified in the Act, it does not apply either to public/civil servants whose employment is regulated by specific rules. See the website of the Republic of Korea Civil Service Commission: http://www.csc.go.kr/eng/csS/css03.asp
CDD regulados: Si
Razones de utilización legítima de CDD: sin restricción
Art. 4 FTPTE, and art. 3 ED-PTPTE.
No limitation for the conclusion of 1 or more fixed-term contract provided that the total cumulative duration does not exceed 2 years.
However, as an exception, it is possible to conclude a fixed-term contract for more than 2 years, if there are objective and material reasons. These reasons are:
1) the period needed to complete a project or particular task is defined;
2) there is a need to fill a vacancy in case of a worker's temporary suspension from duty or dispatch until the worker returns to work;
3) the period needed for a worker to complete school work or vocational training is defined; or
4) a job requires professional knowledge and skills or is offered as part of the government's welfare or unemployment measures prescribed by a Presidential Decree
5) these is a rational reason prescribed by Decree.
Número máximo de CDD consecutivos: sin restricción
No limitation within the 2-year-time frame: art. 4 (1) FTPTE
Duración máxima acumulativa de CDD consecutivos: 24mes(es)
Art. 4 (1) FTPTE.
% de trabajadores bajo CDD: 23.8
OECD statistics - Share of temporary employment, data for 2011 based on the following definition of temporary worker: "Workers whose contract lasts less than one year: In case the following conditions are satisfied:
1) Workers with a fixed-term contract; 2) Workers with open-ended contract but who could be dismissed against their own will; 3) Temporary agency workers; 4) On-call workers."
Duración maxima del periodo de prueba (en meses): 3 mes(es)
Art. 16 ED-LSA
Duración maxima del periodo de prueba (en meses): 3 mes(es)
Art. 16 ED-LSA
Obligación de motivar el despido:
Si
Art. 27 (1) LSA
Art. 23 (1) LSA: "No employer shall dismiss, lay off (..) a worker without justifiable reasons".
Art. 24 (1) LSA (dismissal for managerial reasons).
- Art. 6 LSA: general prohibition of discrimination against workers on the grounds of gender, nationality, religion of social status.
- Art. 23 (2) LSA: Prohibition to dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker on maternity leave.
- On prohibition of discriminatory dismissals on the grounds of sex, marriage, family status, pregnancy or childbirth, see art. 2 and 11 of EEA.
- Art. 81 TULRAA: prohibition of dismissal of or discrimination against a worker on the grounds that the worker has joined or intended to join a trade union, intended to establish a trade union, or performed a lawful act for the operation of a trade union.
- See also on prohibition of age discrimination, including with regards to dismissal, see art. 44 of the Act on age discrimination prohibition in employment and aged employment Promotion , No 4487, 31 December 1991, as amended.
Art. 23 (2) LSA: No employer shall dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker during a period of temporary interruption of work before and after childbirth and within 30 days thereafter. This does not apply in the event of payment of the statutory compensation following an occupational injury or disease or in the event of business closure.
Forma de la notificación del despido al trabajador: escrita
Art. 27 LSA
Plazo de preaviso:
Art. 26 LSA: The notice period shall be 30 days regardless of the length of service.
However, exceptionally, notice may not be given to workers who have been employed: 1) on a daily basis for less than three consecutive months; 2) for a fixed period not exceeding two months; 3) as a monthly-paid worker for less than six months; 4) for seasonal work for a fixed period not exceeding six months; 5) as a worker in a probationary period (art. 35 LSA).
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 2 años:
duración de servicio ≥ 4 años:
duración de servicio ≥ 5 años:
duración de servicio ≥ 10 años:
duración de servicio ≥ 20 años:
Indemnización sustitutiva de preaviso: Si
Art. 26 LSA
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Except in case of dismissal for managerial reasons: art. 24 LSA.
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados):
1) More than 10 employees in businesses or workplaces with up to 99 employees;
2) more than 10% in businesses or workplaces with 100 to 999 employees;
3) more than 100 employees in businesses or workplaces with at least 1000 employees.
Art. 10 ED-LSA
Definición de despido colectivo (número de empleados afectados):
1) More than 10 employees in businesses or workplaces with up to 99 employees;
2) more than 10% in businesses or workplaces with 100 to 999 employees;
3) more than 100 employees in businesses or workplaces with at least 1000 employees.
Art. 10 ED-LSA
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. 24 (3) LSA:
Consultation with the workers' representatives shall take place prior to any dismissal for managerial reasons regardless of the number of employees concerned.
Notificación a la administración: Si
At least 30 days in advance: art. 10 ED-LSA and 24 (4) LSA.
Notificación a los representantes de los trabajadores: Si
Art. 24 (3) LSA: 50 days in advance.
Notification to the workers' representatives shall take place prior to any dismissal for managerial reasons regardless of the number of employees concerned.
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
No statutory selection criteria for collective dismissals. However, art. 24 (2) LSA provides that the employer shall select workers to be dismissed by establishing rational and fair criteria and that there shall be no discrimination on the basis of gender.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. 24 (1) LSA: Obligation to make every effort to avoid dismissal.
Reglas de prioridad para la re-contratación: Si
Art. 25 (1) LSA: preference for re-employment for 3 years from the date of the lay-off.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 4 años: 0 mes(es)
duración de servicio ≥ 5 años: 0 mes(es)
duración de servicio ≥ 10 años: 0 mes(es)
duración de servicio ≥ 20 años: 0 mes(es)
Indemnización por despido por razones económicas:
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 2 años: 0 mes(es)
duración de servicio ≥ 4 años: 0 mes(es)
duración de servicio ≥ 5 años: 0 mes(es)
duración de servicio ≥ 10 años: 0 mes(es)
duración de servicio ≥ 20 años: 0 mes(es)
No statutory severance pay as such or redundancy payment.
Compensación por despido injustificado - libre determinación de la Corte: Si
Art. 28 LSA
Art. 82 Trade Union and Labor Relation Adjustment Act (TULRAA)
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Damages in lieu of reinstatement should not be less than the salary the worker would have earned if he had not been dismissed.
Art. 30 (3) LSA
Posibilidad de readmisión: Si
Art. 30 (1) LSA
Conciliación previa obligatoria: No
Preliminary conciliation is not mandatory. However, pursuant to art. 16-3 (1) of the Labor Commission Relations Act, the Labor Relations Commission may recommend conciliation or present a conciliation proposal at the request of one of the parties concerned or on its own initiative.
Corte o Tribunal competente: tribunal del trabajo
The competent body to hear and adjudicate rights and interests disputes arising out of the employment relationship, including unfair dismissals is the Labor Relations Commission. It is a quasi-judicial governmental body which is affiliated to the Ministry of Labor and composed of tripartite representatives: workers, employers and public interests.
See art. 28 LSA, 82 TULRAA, and the Labor Relations Commission Act of 1997, as last amended in May 2007.
Arbitraje: Si
No arbitration or mediation foreseen for disputes related to the LSA, which is the main piece of legislation on dismissal.
However, arbitration and mediation are only foreseen for disputes related to the Trade Union and Labor Relations Adjustment Act (discrimination on the grounds of trade union activities): art. 47 to 70 of the TULRAA. In such cases, arbitration and mediation can be conducted by the Labour Relations Commission or by private persons.