Paid Holidays in Korea
Types, Compensation, and Substitution
Statutory Paid Holidays in Korea
In Korea, there are 2 types of paid holidays that employers are legally required to grant to employees: weekly holidays and public holidays.
1) Weekly Paid Holiday (주휴일): One Paid Day Off per Week
Employees must be given at least one paid day off per week. (*This does not apply to employees whose contractual working hours average less than 15 hours per week over a four-week period. )
While most companies designate Sundays as the weekly holiday, it is not legally required to be Sunday, nor must all employees have the same day off. In workplaces with shift systems, employees typically have different weekly holidays depending on their schedules.
As long as one paid day off is provided each week, it is permissible to work 6 days a week (for example, 40 hours spread over 6 days under the employment contract). However, the standard practice in Korea is a 5-day workweek with 8-hour workdays.
2) Public Holidays: 17+ public holidays
(*Not applicable to businesses with fewer than five employees.)
Employers must also provide paid public holidays under the Act on Public Holidays. These include:
If any of the above public holidays falls on a weekend or overlaps with another public holiday, a substitute holiday will be provided in accordance with the law. Accordingly, while the standard number of public holidays is 17 per year, the actual total will typically exceed 17 depending on substitute holidays, election days, and any temporary holidays designated by the government.
Additional Employer-Provided Holidays (Contractual Holidays)
In addition to statutory holidays, a company may grant extra paid holidays at its own discretion. In Korea, some companies designate days such as their foundation anniversary as paid holidays; however, it is relatively uncommon for companies to provide paid holidays beyond those required by law.
Holiday Work Compensation
If an employee works on a holiday, the employer must pay a premium of 50% for work performed within 8 hours, and 100% for any work beyond 8 hours. This rule applies not only to statutory holidays but also to any contractual holidays.
Substitution of Paid Holidays in Korea
Substitution of holidays refers to granting another day off in lieu of a designated holiday. When business needs require work on a holiday, employees may work on that day and take another day off instead. However, since such arrangements may disadvantage employees — for instance, some may prefer to receive holiday work allowances instead of taking a substitute day off, or some wish to take the originally scheduled holiday off — the Labor Standards Act requires a written agreement with the employees’ representative in order to substitute public holidays.
Frequently Asked Questions
Are employees entitled to a paid day off every week in Korea?
Yes. In principle, employees are entitled to at least one paid holiday per week. However, this requirement does not apply to employees whose contractual working hours average less than 15 hours per week over a four-week period.
Does the weekly paid holiday have to be Sunday?
No. The weekly paid holiday does not have to be Sunday. Employers may designate another day of the week as the weekly paid holiday, and the designated day may differ among employees depending on their work schedules.
Are public holidays paid holidays in Korea?
Yes, in workplaces with five or more employees, public holidays prescribed by law must generally be provided as paid holidays. An employer may substitute another working day for a public holiday if there is a written agreement with the employee representative.
What happens if an employee works on a paid holiday?
In workplaces with five or more employees, holiday work is generally subject to additional pay. For up to eight hours of holiday work, the employer must pay an additional 50% of the employee's ordinary wage. For holiday work exceeding eight hours, the additional payment increases to 100% of the ordinary wage for the hours exceeding eight.
Employer Takeaways
Korea strictly enforces statutory holiday obligations, including paid weekly holidays, public holidays, and Labor Day. Employers should carefully manage holiday work premiums and follow proper procedures when substituting holidays, such as obtaining a written agreement with the employees’ representative. Clear internal rules and consistent administration are key to avoiding holiday-related disputes and ensuring legal compliance.
For assistance with statutory holiday compliance under Korean labor law, please contact us.
Types, Compensation, and Substitution
In Korea, there are 2 types of paid holidays that employers are legally required to grant to employees: weekly holidays and public holidays.
Employees must be given at least one paid day off per week. (*This does not apply to employees whose contractual working hours average less than 15 hours per week over a four-week period.)
While most companies designate Sundays as the weekly holiday, it is not legally required to be Sunday, nor must all employees have the same day off. In workplaces with shift systems, employees typically have different weekly holidays depending on their schedules.
As long as one paid day off is provided each week, it is permissible to work 6 days a week (for example, 40 hours spread over 6 days under the employment contract). However, the standard practice in Korea is a 5-day workweek with 8-hour workdays.
Employers must also provide paid public holidays under the Act on Public Holidays. These include:
If any of the above public holidays falls on a weekend or overlaps with another public holiday, a substitute holiday will be provided in accordance with the law. Accordingly, while the standard number of public holidays is 17 per year, the actual total will typically exceed 17 depending on substitute holidays, election days, and any temporary holidays designated by the government.
In addition to statutory holidays, a company may grant extra paid holidays at its own discretion. In Korea, some companies designate days such as their foundation anniversary as paid holidays; however, it is relatively uncommon for companies to provide paid holidays beyond those required by law.
If an employee works on a holiday, the employer must pay a premium of 50% for work performed within 8 hours, and 100% for any work beyond 8 hours. This rule applies not only to statutory holidays but also to any contractual holidays.
Substitution of holidays refers to granting another day off in lieu of a designated holiday. When business needs require work on a holiday, employees may work on that day and take another day off instead. However, since such arrangements may disadvantage employees — for instance, some may prefer to receive holiday work allowances instead of taking a substitute day off, or some wish to take the originally scheduled holiday off — the Labor Standards Act requires a written agreement with the employees’ representative in order to substitute public holidays.
Are employees entitled to a paid day off every week in Korea?
Yes. In principle, employees are entitled to at least one paid holiday per week. However, this requirement does not apply to employees whose contractual working hours average less than 15 hours per week over a four-week period.
Does the weekly paid holiday have to be Sunday?
No. The weekly paid holiday does not have to be Sunday. Employers may designate another day of the week as the weekly paid holiday, and the designated day may differ among employees depending on their work schedules.
Are public holidays paid holidays in Korea?
Yes, in workplaces with five or more employees, public holidays prescribed by law must generally be provided as paid holidays. An employer may substitute another working day for a public holiday if there is a written agreement with the employee representative.
What happens if an employee works on a paid holiday?
In workplaces with five or more employees, holiday work is generally subject to additional pay. For up to eight hours of holiday work, the employer must pay an additional 50% of the employee's ordinary wage. For holiday work exceeding eight hours, the additional payment increases to 100% of the ordinary wage for the hours exceeding eight.
Korea strictly enforces statutory holiday obligations, including paid weekly holidays, public holidays, and Labor Day. Employers should carefully manage holiday work premiums and follow proper procedures when substituting holidays, such as obtaining a written agreement with the employees’ representative. Clear internal rules and consistent administration are key to avoiding holiday-related disputes and ensuring legal compliance.
For assistance with statutory holiday compliance under Korean labor law, please contact us.
