Labor & Contracts Β· π°π· Korea
Korean Employment Contract Generator
Generate 5 types of Korean standard employment contracts via a 10-minute wizard with real-time Labor Act violation warnings.
About this tool
Korean Employment Contract Generator builds compliant labor contracts for 5 employment types β full-time, fixed-term, part-time, daily, probation β through a 5-minute wizard. It includes all 11 mandatory clauses required by Labor Standards Act Β§17 and its enforcement decree (wages, hours, holidays, annual leave, workplace, duties, contract period). Real-time warnings flag potential LSA violations: minimum wage (β©10,030/h in 2026), 52-hour weekly cap, 3-month probation ceiling, and mandatory rest breaks. Auto-detects 4-major-insurance enrollment, prints two signed copies (worker + employer), and runs entirely in your browser β no payroll data is sent to a server.
Use cases
Scenario 1
SMB owner hires the first employee
A cafΓ© or salon owner hiring their first full-time staffer prints a contract with all 11 LSA Β§17 items and 4-insurance guidance in five minutes.
Scenario 2
Part-time job with weekly holiday pay
For a 20-hour-per-week part-timer, the contract auto-states the weekly holiday-pay entitlement for staff working 15+ hours and showing perfect attendance β heading off later disputes.
Scenario 3
Probation + 90% minimum-wage rule
For a 1-year+ contract in a non-elementary role, generate the 90%-of-minimum-wage probation clause within the 3-month legal ceiling.
Scenario 4
Fixed-term renewal / conversion to permanent
Avoid automatic conversion to permanent status by carefully drafting a fixed-term renewal that documents valid renewal grounds and duration.
Scenario 5
Construction daily worker (industrial-accident & daily wage)
For a construction day-laborer, the contract auto-explains immediate industrial-accident coverage, daily-wage payment, and conversion to 4-insurance after 8+ days/month.
Features
- 5 templates: full-time / fixed-term / part-time / daily / probation
- Auto-include all 11 LSA Β§17 mandatory clauses
- Real-time warnings on 2026 min-wage, 52-hour cap, and rest breaks
- Auto guidance on 90% probation wage and weekly holiday pay
- Auto-detect enrollment in employment / industrial-accident / national pension / health insurance
- Print two signed copies (worker + employer)
- In-browser only β no business or wage data ever leaves the device
Frequently asked
- Q. Must the contract be in writing?
- A. Yes β written or electronic, two copies, with one delivered to the worker on the spot (LSA Β§17(2)). Failure can lead to a fine of up to β©5M per worker.
- Q. How long can probation last?
- A. No statutory cap, but the 90% minimum-wage discount is only valid for 1-year+ contracts in non-elementary roles within the first 3 months. Practice norm is 3 months or less.
- Q. When does weekly holiday pay apply?
- A. When the worker is scheduled for 15+ hours/week and meets perfect attendance for that week, one paid day off accrues β including a 20h/week part-timer.
- Q. Can a fixed-wage clause eliminate overtime pay?
- A. Only valid for roles where hours are genuinely hard to measure. Recent Supreme Court rulings invalidate fixed-wage clauses that erase overtime in regular office or sales jobs.
- Q. Do part-timers need 4-major-insurance?
- A. Industrial-accident applies immediately. Employment, pension, and health kick in at 60+ hours/month or when other conditions are met. The tool auto-detects this.
Sources / references
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How we run it / disclaimer
This tool is advisory and does not constitute legal, tax, medical, or financial advice. All calculations and document generation run in your browser; inputs are never sent to a server. Ads follow Google AdSense policy and are kept separate from tool accuracy.