Contracts & minimum wage

The same rights as Korean workers — your contract, the minimum wage, and what's illegal.

In short

The law protects you exactly like a Korean worker — your visa or nationality doesn't reduce your rights. Discrimination by nationality is banned (Labor Standards Act Art. 6).
2026 minimum wage: ₩10,320/hour — about ₩2,156,880/month for a standard 209-hour month. No one can legally pay you less, even if you "agreed" to it.
You're entitled to a written contract stating wage, hours, holidays and paid leave. You can ask for an English copy.
Contract terms below the legal minimum are void — a clause waiving minimum wage, overtime or severance is unenforceable, even if you signed it.

The single most important thing to understand about working in Korea: Korean labor law applies equally to everyone on Korean soil, regardless of visa or nationality. Many foreign workers don't know this, and some employers count on that. Knowing what you're owed is your best protection.

Your written contract

Your employer is legally required to give you a written employment contract. It must clearly state:

Wage — the amount, how it's calculated, and the payment date
Working hours — start/end times and rest breaks
Holidays and paid annual leave

If the contract is only in Korean, you have the right to request an English copy or an explanation. Never sign something you don't understand — and keep your signed copy, it's your evidence if anything goes wrong.

A signature doesn't override the law. Even if you signed a contract with less than minimum wage, no overtime pay, or a "no severance" clause, those terms are illegal and unenforceable. The statutory minimums always win.

Minimum wage (2026)

The 2026 minimum wage is ₩10,320 per hour (up 2.9% from ₩10,030 in 2025). For a standard 40-hour week (209 hours/month), that's about ₩2,156,880/month before deductions. It's the same rate nationwide — no regional variation — and applies to full-time, part-time, and most interns.

Allowances don't count toward minimum wage. Meal, transport and family allowances are separate — your base salary alone must meet the minimum. An employer paying ₩1,800,000 base + ₩400,000 allowances is still violating the law, because the base is below minimum. Also: "introduction" or "training" fees can't be deducted to bring you below minimum.

Hours, overtime and rest

Standard week: 40 hours, with overtime capped at 12 hours/week for most industries.
Overtime pay: 1.5× your regular rate for overtime, night, and holiday work — but only at workplaces with 5 or more employees. Under 5 employees, only your standard (1×) rate is guaranteed for extra hours.
주휴수당 (weekly holiday allowance): a uniquely Korean right — effectively a paid day off for each full week you work the required hours. Many workers don't know to claim it.

Agriculture and fisheries are different. Under Labor Standards Act Article 63, farm and fishing work is exempt from the standard working-hour limits and mandatory weekly paid rest — so the 12-hour cap and 1.5× overtime rule may not apply. Minimum wage still does. If you're in these sectors, read your contract carefully.

Legal deductions from your pay

Only certain deductions are allowed, and any deduction must be agreed in writing — verbal agreements don't count. Legal deductions include income tax, your share of health insurance and national pension, and accommodation costs if written into your contract. Anything else pulling you below minimum wage is a violation.

Things an employer cannot do

Hold your passport or ARC — this is illegal. You need your ARC to access worker-protection services. If it's happening, call 1345 or MOEL immediately.
Pay below minimum wage for any reason, including "you agreed"
Deny severance based on your visa type or because you "resigned" (severance is owed after 1+ year — see the severance guide, coming soon)
Change your job, location or pay without your agreement — that's a contract violation

Where to get help

If something's wrong, these lines have interpreter support: MOEL labor hotline 1350 (wages, contracts, abuse), Foreign Worker Counseling Center 1644-0644, and immigration/foreigner support 1345. Filing a complaint at your local Labor Office is free — bring your contract and any evidence of hours worked. For unpaid wages specifically, see our wage-theft guide.

Common questions

My contract is only in Korean — do I have to sign?

No. You can request an English copy or a full explanation first. Never sign something you can't read; keep your signed copy afterward.

I agreed to less than minimum wage. Am I stuck?

No. You cannot waive your right to minimum wage — the clause is void and you can file a complaint for the difference.

Does overtime pay apply to me?

The 1.5× premium applies at workplaces with 5+ employees. Under 5, only your standard rate is guaranteed for extra hours. Farm/fishery work has separate exemptions.

Can my boss keep my passport "for safekeeping"?

No — it's illegal. Report it to MOEL (1350) or immigration (1345) right away.

Sources: Labor Standards Act (근로기준법), Minimum Wage Act, Ministry of Employment and Labor (moel.go.kr), easylaw.go.kr. 2026 minimum wage (₩10,320/hr) effective Jan 1, 2026.

Last verified: July 2026. Wage rates change yearly and some rules depend on workplace size and sector — verify current figures at moel.go.kr or call 1350. General information, not legal advice.

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