EOR in South Korea
Employer of Record in South Korea.
Employ talent in South Korea without setting up a local entity.
- Fast and compliant employee onboarding
- Payroll, tax and social security in South Korea
- Transparent monthly EOR pricing
- Work-permit support where a permit is required
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Employment in South Korea
Employ in South Korea without establishing a local entity
The EOR pricing model in South Korea is typically based on a fixed monthly fee per employee. This fee generally includes payroll administration, employment contracts, tax withholding, statutory filings, onboarding, HR support, employee benefits administration, and ongoing compliance management.
Compared to establishing a South Korean entity, an EOR significantly reduces setup costs, administrative burdens, and regulatory complexity. Companies avoid incorporation expenses, local accounting infrastructure, social insurance registrations, and ongoing compliance obligations while maintaining flexibility to scale teams quickly.
At a glance
South Korea at a glance
Country essentials and economic context.
Country profile
Economic indicators
Employment
Employment essentials
Choose a topic to explore local employment requirements.
South Korea applies progressive corporate tax rates depending on taxable income.
Notice and severance follow the labour code and the contract. Gini calculates the balance at offboarding.
Included
What’s included in your EOR service?
Employment administration and support for your team in South Korea.
Employment contracts & onboarding
Locally compliant employment documents, onboarding and statutory setup in South Korea.
Monthly payroll
Gross-to-net payroll, payslips and monthly payroll reporting in South Korea.
Social security administration
Employee registration and ongoing social security contributions in South Korea.
Payroll tax administration
Processing of applicable payroll taxes and statutory filings in South Korea.
Leave & benefits administration
Administration of statutory leave, agreed benefits and expenses in South Korea.
Employee records
Employment records and HR documentation through the employee lifecycle in South Korea.
Local HR support
Day-to-day employment support for employees and international employers in South Korea.
Offboarding & final settlement
Termination documents, final payroll and statutory settlement in South Korea.
EOR vs Local Entity in South Korea
| National Pension (NPS) Employer Contribution | 4.5% |
|---|---|
| National Pension (NPS) Employee Contribution | 4.5% |
| National Health Insurance (NHI) | Approximately 3.55% Employer* |
| Employment Insurance | Approximately 0.9% Employer** |
| Industrial Accident Compensation Insurance | Variable Rates*** |
| Income Tax Withholding | Progressive Rates |
| Notice Period | 30 days |
| Onboarding via EOR | 3–7 Business Days |
Hiring
Hiring & compliance in South Korea
Key employment rules for international employers hiring in South Korea.
Working Hours
Standard working hours are generally limited to 40 hours per week, with up to 12 hours of permitted overtime under applicable regulations.
Probation Period
Probation periods commonly range up to 3 months depending on the employment contract and company policy.
Notice Period
Employers generally must provide at least 30 days' notice of termination or payment in lieu of notice unless a statutory exception applies.
Employment termination in South Korea
Working Hours
Standard working hours are generally limited to 40 hours per week, with up to 12 hours of permitted overtime under applicable regulations.
Probation Period
Probation periods commonly range up to 3 months depending on the employment contract and company policy.
Notice Period
Employers generally must provide at least 30 days' notice of termination or payment in lieu of notice unless a statutory exception applies.
Statutory Benefits
Eligible employees participate in the National Pension Service (NPS), National Health Insurance (NHI), Employment Insurance, and Industrial Accident Compensation Insurance programs.
Termination Protections
South Korea has strong employee protections. Employers must demonstrate justifiable cause for dismissal and comply with procedural requirements. Unfair dismissal claims may be reviewed by the Labor Relations Commission.
Customer success
Employ in South Korea with one partner
Gini hires and employs people in South Korea under local rules, covering the contract, payroll, tax and social contributions, without opening a local entity first.
Payroll, tax and social security stay with one accountable partner.
Gini TalentEmployer of Record
Download free guide for South Korea
A practical guide to employment, payroll, tax and EOR compliance in South Korea.
