South Korea Approves Revised Labor Law for Hourly Annual Leave
Quick Look
- South Korea's Cabinet approved a revised labor law allowing workers to take paid annual leave on an hourly basis, a change from the current daily system.
- The law also permits workers to leave immediately after four consecutive hours of work if requested, and prohibits employer retaliation for taking leave.
- The hourly leave provision takes effect in one year, while the rest break rule is effective in six months.
AI-generated summary
Why It Matters
The South Korean Cabinet approved a revised labor law on Tuesday that introduces significant changes to how paid annual leave and rest breaks are managed. The current system only allows for daily use of paid leave and mandates specific rest periods during work hours.
The Cabinet approved Tuesday a revised labor law allowing the hourly use of paid annual leave, which is currently permitted only on a daily basis.
Under the revised Labor Standards Act, workers will be allowed to take paid annual leave on an hourly basis, as well as in full-day units, with employers who violate the provision subject to penalties, according to Cheong Wa Dae.
The revision also requires employers to allow workers to leave immediately after four consecutive hours of work without taking a rest break, if they so request.
Under the current law, employers must provide a rest break during working hours, often requiring workers to remain at the workplace for a break even after completing four hours of work. The current law mandates a 30-minute break after four hours of work and a one-hour break after eight hours of work.
The revision also prohibits employers from dismissing or disadvantaging workers for taking or applying for paid annual leave.
The provision allowing the hourly use of paid leave will take effect one year after the revision's promulgation, while the provision on rest breaks will enter into force six months after promulgation, according to the presidential office.
What to Watch
AI outlook — possibilities, not facts
Employers will need to update their internal policies and systems to accommodate hourly leave requests and the new rest break rules.
Very likely · Within months
There may be initial challenges or disputes regarding the interpretation and application of the new hourly leave and immediate departure provisions.
Possible · Within months
Open Questions
- What are the specific penalties for employers who violate the new provisions?
- How will the implementation of hourly leave be monitored and enforced?
- What has been the reaction from labor unions and employer groups to these changes?
