Hiring guide · APAC
How to hire in South Korea
To hire in South Korea you need an entity enrolled in the four major insurances with severance provisioning, or an Employer of Record that is. Employer contributions add roughly 11–13% of salary, plus a statutory severance accrual of about one month's pay per year of service.
- Currency
- KRW
- Payroll cycle
- Monthly
- Employer cost
- ~11–13% + severance
- Notice
- 30 days or pay in lieu
The talent market in South Korea
South Korea has world-class semiconductor, gaming, display and consumer-technology talent, concentrated overwhelmingly in the Seoul metropolitan area. English fluency varies sharply by function, with product and engineering leadership generally stronger than the average.
The statutory 52-hour weekly cap — 40 regular hours plus 12 overtime — is enforced, and severance accrues from the first year. Both need to be in the cost model before an offer goes out.
Salary benchmarks in South Korea
Indicative annual gross base salary in KRW for common roles. Treat these as planning ranges — actual offers move with city, seniority, sector and equity mix, and we model a live benchmark before you go to offer.
| Role | Annual gross base |
|---|---|
| Software engineer (mid) | KRW 60,000,000 – 90,000,000 |
| Senior software engineer | KRW 90,000,000 – 140,000,000 |
| Account executive (SaaS) | KRW 70,000,000 – 120,000,000 incl. variable |
| Customer support specialist | KRW 32,000,000 – 45,000,000 |
Employment rules and payroll in South Korea
The statutory framework any offer has to sit inside — hours, leave, notice and the contributions that turn salary into fully loaded cost.
Working week
40 hours, capped at 52 including overtime
Probation
Commonly 3 months, at not less than 90% of pay
Notice period
30 days' notice or 30 days' ordinary wages in lieu
Paid leave
15 days after one year, rising with service
Public holidays
Around 15 statutory days
Payroll cycle
Monthly
Employer contributions
National pension, health, employment and industrial accident insurance, plus severance accrual of ~8.3%
Contractor, EOR employee or your own entity?
Three ways to engage someone in South Korea. The right one depends on how permanent the role is, how much direction you give, and how much local risk you want to carry.
Contractor
Fastest to start and simplest to end. Suitable for genuinely independent, project-scoped work where the person controls how and when they deliver, invoices you, and works for other clients. No statutory benefits, no notice period, no severance.
Employee via EOR
The right structure for a full-time role with fixed hours, managerial direction and exclusivity. A licensed in-country partner is the legal employer, so the person gets a compliant contract, statutory benefits and local payroll — without you opening an entity.
Your own entity
Worth it once headcount, permanence and local revenue justify the incorporation, tax registration, statutory filings and local directorship. Most companies reach that point somewhere between 15 and 30 employees in a single country.
Misclassification risk in South Korea
Korean courts apply a substantive subordination test covering work rules, fixed hours, supervision and dependence on a single client. Reclassification brings retroactive insurance enrolment, unpaid overtime and — significantly — statutory severance calculated from the original start date.
Work permits and right to work
Foreign professionals generally need an E-7 specially designated activities visa, tied to a sponsoring employer and a specific job classification, with degree and experience requirements. Processing usually takes four to eight weeks including the Certificate of Confirmation of Visa Issuance.
Hire in South Korea without an entity
TalentStores orchestrates Employer of Record employment in South Korea through licensed in-country partners, with cost modelled before you extend an offer.
Explore Employer of Record- Fully loaded cost modelled before offer
- Licensed partner matched, not assumed
- One contract, one consolidated bill
Hiring in South Korea: frequently asked questions
Is severance pay mandatory in South Korea?
Yes. Employees with at least one year of service are entitled to at least 30 days of average wages per year of service, payable on any separation including resignation. Accrue roughly 8.3% of salary monthly rather than funding it at exit.
What is the 52-hour week and does it apply to salaried staff?
It caps total weekly working time at 40 regular hours plus 12 overtime hours for most employees. Exemptions are narrow, so extended-hours cultures carry real regulatory exposure and overtime premiums must be paid, not absorbed into salary.
Can we hire in Korea without a local entity?
Yes. A Korean Employer of Record employs the person under its own registration, enrols them in the four major insurances, provisions severance and issues compliant Korean-language employment terms, typically within one to two weeks of an accepted offer.
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Get the South Korea Hiring Cost Guide
A country brief covering fully loaded employment cost in KRW, salary benchmarks by role, statutory contributions, leave and notice rules, and a sample offer breakdown for South Korea.