Payroll South Korea services allow you to hire local talent quickly and compliantly. This model eliminates the need for local incorporation, taking care of HR functions, statutory payroll deductions, and labor law compliance in South Korea.
Managing payroll in South Korea requires employers to adhere to strict regulations related to salary payments, social security contributions, and tax obligations. These regulations ensure that employees are fairly compensated, provided with necessary benefits, and that the business complies with local labor and tax laws.
Failure to meet these obligations can result in fines, employee disputes, or legal action. This guide provides a detailed overview of South Korea’s payroll requirements, helping businesses manage payroll efficiently while ensuring full compliance.
Payroll in South Korea is governed by the Labor Standards Act, which sets out regulations for salary payments, working hours, overtime, bonuses, and employee benefits. Employers are required to pay wages on time, provide statutory benefits, and comply with all legal deductions, including taxes and social security contributions.
Employers in South Korea must pay their employees at least once a month on a fixed date. Payment schedules should be clearly defined in the employment contract. Salaries must be paid in full, with any deductions, such as taxes and social security contributions, outlined in the employee’s payslip.
The minimum wage in South Korea is set annually by the Ministry of Employment and Labor and applies to all employees. As of 2024, the minimum wage is KRW 10,000 per hour, which employers must adhere to when calculating wages. Failure to meet this requirement can result in fines and legal disputes.
South Korean labor law mandates that employees working beyond the standard 40-hour workweek are entitled to overtime pay. Overtime is paid at 150% of the regular hourly rate. In addition, if employees work on public holidays or rest days, they are entitled to higher compensation, typically 200% of their regular hourly rate.
Bonuses, while not legally required, are a common practice in South Korea. Most employers provide annual bonuses, usually paid during the Lunar New Year or at the end of the year. Bonuses must be clearly stated in the employment contract, and if agreed upon, employers must ensure they are paid on time.
South Korea has a comprehensive social security system that includes the National Pension Scheme, National Health Insurance, employment insurance, and workers' compensation insurance. Employers are required to contribute to these programs on behalf of their employees, and employees must also make contributions, which are deducted from their wages.
The key social security programs in South Korea include:
Social security and health insurance contributions must be submitted to the National Pension Service (NPS) and National Health Insurance Service (NHIS) by the 10th of the following month. Employers who miss this deadline may face penalties, including fines and interest on unpaid contributions. To ensure timely payments, businesses should use automated payroll systems that track and calculate contributions accurately.
In South Korea, employers are responsible for withholding income tax from employees’ salaries and remitting it to the National Tax Service (NTS). Accurate tax withholding and timely reporting are critical for ensuring payroll compliance.
Income tax in South Korea follows a progressive tax system, meaning higher earners pay a higher percentage of their income in taxes. Employers must calculate and withhold the appropriate amount of income tax from each employee’s salary based on the applicable tax bracket. The tax withholding system is known as “Guwon Segeum,” and employers are required to remit the withheld taxes to the NTS on a monthly basis.
In addition to income tax, employers must withhold local income tax (LIT), which is levied at a rate of 10% of the national income tax. LIT is deducted from the employee’s wages and paid to the local tax authorities.
South Korea’s individual income tax rates are progressive and are divided into the following brackets (as of 2024):
Employers must file an annual payroll report with the NTS by the end of February of the following year. Failure to withhold the correct amount of tax or submit tax reports on time can lead to penalties from the tax authorities.
Employers in South Korea are required to provide certain statutory benefits to employees, including paid leave, health insurance, and pension contributions. These benefits must be accurately calculated and deducted from the employee’s salary as part of the payroll process.
Employees in South Korea are entitled to several types of statutory leave, including:
Employers must ensure that employees receive their full entitlements as required by law and that these leave benefits are properly managed within their payroll systems.
In addition to salary payments, employers must deduct the employee’s share of social security, health insurance, and pension contributions from their wages. These deductions must be clearly stated on the employee’s payslip, and the employer is responsible for remitting the contributions to the relevant authorities by the due date.
Failing to comply with payroll regulations in South Korea can result in financial penalties, legal disputes, and damage to the company’s reputation. Below are common areas where non-compliance may occur and how to avoid them:
Employers must pay employees on the agreed-upon payroll schedule. Late salary payments can lead to fines under South Korean labor law and may also cause employee dissatisfaction. Businesses should use reliable payroll systems that ensure salaries are processed on time.
Employers who fail to submit social security or health insurance contributions by the deadline may face penalties, including fines and interest on overdue amounts. To avoid non-compliance, businesses should automate their payroll processes to ensure accurate calculations and timely submissions.
Employers are required to withhold the correct amount of income tax from employees’ salaries and submit these taxes to the National Tax Service. Failure to do so can result in audits, fines, and other penalties. Employers must stay informed of current tax brackets and use up-to-date payroll software to ensure compliance.
Employers who fail to provide statutory benefits, such as social security contributions, health insurance, or paid leave, may face legal challenges from employees. It is essential to ensure that all statutory benefits are properly administered and accounted for in payroll.
Managing payroll in South Korea can be complex, but AYP provides comprehensive payroll solutions to help businesses stay compliant with local regulations. Our services include payroll processing, social security contributions, tax reporting, and employee benefits management, ensuring smooth and accurate payroll operations.
AYP’s PEO services allow businesses to outsource their payroll management, ensuring that salary payments, tax withholdings, and social security contributions are handled accurately and in compliance with South Korean regulations.
As an Employer of Record, AYP takes on the legal responsibility for your workforce in South Korea. We manage all payroll and HR functions, ensuring compliance with labor laws, tax regulations, and employee benefits, allowing businesses to focus on growth and expansion.
AYP’s Payroll Outsourcing Management (POM) services provide complete payroll solutions, from calculating salaries and deductions to submitting taxes and social security contributions. By outsourcing payroll to AYP, businesses can ensure full compliance while reducing the administrative burden of managing payroll internally.
