📝 Employment Contract Builder
We track the items the Labor Standards Act requires so you do not miss one.
| Company | |
|---|---|
| Representative | |
| Address | |
| Tel |
| Name | |
|---|---|
| Date of birth | |
| Address | |
| Tel |
Article 1 (Term) Start date: This is an open-ended employment contract.
This contract has no probation period; full terms apply from the start date.
| Place of work | |
|---|---|
| Position | |
| Duties |
Article 3 (Working hours and break) 1. Start , finish 2. Break (granted during working hours) 3. Contractual hours per week:
Article 4 (Working days and holidays) 1. Working days: days per week 2. Weekly paid holiday: every 3. Other holidays follow the rules of employment and applicable law.
Article 5 (Wage) 1. Total monthly wage: KRW 2. Components: base pay KRW , other allowances KRW () 3. Calculation: based on contractual monthly hours; pro-rated by actual days worked for absences or partial months. 4. Payday: the th of each month (the preceding day if it falls on a holiday). 5. Method: bank transfer to the Employee's own account ().
Article 6 (Annual paid leave) Annual paid leave is granted as provided in Article 60 of the Labor Standards Act.
Article 7 (Social insurance) Employment insurance, industrial accident insurance, national pension, and health insurance apply to the extent the statutory enrollment requirements are met.
Article 8 (Other) 1. Matters not stipulated herein follow the Labor Standards Act and the rules of employment. 2. This contract is executed in duplicate, one copy held by each party.
| Date signed | Employer signature | Employee signature |
|---|---|---|
| Date: (Sign) | Date: (Sign) | Date: (Sign) |
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🖨️ Choose "Save as PDF" in the print dialog to get a PDF file
📄 Opens and edits directly in Word or Hangul (.doc)
💡 Day-by-day schedule (part-time)Recommended
For part-time employees the working days and the hours for each day must be stated in writing; a table is the clearest way when hours vary by day.
📖 기간제 및 단시간근로자 보호 등에 관한 법률 제17조 제6호
💡 Part-time overtime termsRecommended
Part-time overtime needs the employee's consent, caps at 12 hours per week, and carries a premium of at least 50% of ordinary wages. Writing it down avoids on-site disputes.
📖 기간제 및 단시간근로자 보호 등에 관한 법률 제6조 제1항·제3항
You may omit these. We only tell you the risk.
- TitleEmployment contract (open-ended) · 12/12
- EmployerEmployer (full) · 6/12
- EmployeeEmployee (full) · 6/12
- TermArt.1 Term (open-ended) · 12/12
- Probation periodNo probation period · 12/12
- Workplace and dutiesArt.2 Workplace and duties · 12/12
- Working hours and breakArt.3 Working hours and break · 12/12
- Working days and holidaysArt.4 Working days and holidays · 12/12
- WageArt.5 Wage (monthly) · 12/12
- Annual paid leaveArt.6 Annual paid leave · 12/12
- Social insurance and severanceArt.7 Social insurance (all four) · 12/12
- OtherArt.8 Other (standard) · 12/12
- Date and signatureDate + both signatures · 12/12
- LogoCompany logo · 3/12
Drag or use the arrows. ⇥ places a block beside the row above, ⇤ gives it its own row again. ＋− adjust one column; side-by-side items trade width with each other.
Colors stay; only the header, tables and signature layout change
Harbor Mist
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Tone
- Logo
- Title
- Employer
- Employee
- Term
- Probation period
- Workplace and duties
- Working hours and break
- Working days and holidays
- Wage
- Annual paid leave
- Social insurance and severance
- Other
- Date and signature
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⚠️ This tool is not legal advice. Article 17 of the Labor Standards Act requires written delivery of wage, hours, holiday and leave terms. Confirm your case with the Ministry of Employment and Labor (1350) or a labor attorney.
Forms you should download from the official source
We do not build the forms below. They are statutory filings or ministry-issued standard contracts: the original changes with each revision, and an edited copy may be rejected or lose its effect. Download the current version from the issuing body.
Standard Employment Contract (2025 revision)
Ministry of Employment and Labor · Basis: 근로기준법 제17조
The Ministry of Employment and Labor distributes the original. Separate versions exist for minors, part-timers, daily construction workers and foreign workers. The foreign-worker version is a statutory form and cannot be modified.
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What this tool does
A Korean employment contract exists to tell the employee the wage, contractual hours, holidays and annual leave — and to physically hand that written statement over. Article 17(1) of the Labor Standards Act requires those items to be stated, and Article 17(2) separately requires the employer to give the employee a written document (electronic documents included) setting out the wage components, how they are calculated and how they are paid. That handover is a duty even when the employee never asks, and a breach of Article 17 is punishable by a fine of up to KRW 5 million under Article 114. In practice the missing piece is rarely the contract itself — it is a wage clause that says only 'KRW 2.5 million per month', and the day-by-day schedule for part-time staff. This tool marks which clauses are statutory disclosure items, cites the provision behind each one, and splits the form into open-ended, fixed-term and part-time paths.
Who uses this
- You are hiring your first employee and writing a contract for the first time
- You are hiring part-time staff whose hours differ from day to day
- A fixed-term hire whose start and end dates must be stated in writing
- You want to upgrade an old template that states only a lump-sum monthly wage
- Working conditions have changed and the revised terms must be stated in writing again
How to use
- 1Pick the contract type in the title. Choose fixed-term if an end date is set, part-time if weekly contractual hours are shorter than a full-timer's.
- 2For Article 5 (wage), choose the block that includes components, calculation and payment method rather than the lump-sum block.
- 3For part-time staff, switch Article 3 to the day-by-day schedule table — Article 17(6) of the Fixed-term and Part-time Workers Act requires it in writing.
- 4Finish with the signature block that carries a copy-receipt line, so the contract itself records that the written copy was handed over.
What must be put in writing
Article 17(1) of the Labor Standards Act requires the employer to state (i) wages, (ii) contractual working hours, (iii) holidays under Article 55, (iv) annual paid leave under Article 60, and (v) other working conditions prescribed by Presidential Decree. Item (v) is filled in by Article 8 of the Enforcement Decree, which covers the place of work and the duties to be performed. Of these, Article 17(2) requires a written document stating the wage components, calculation method and payment method together with items (ii) through (iv) — contractual hours, holidays and annual leave — to be given to the employee. If breaks, holidays and leave merely refer to the rules of employment, the contents must also be explained or made available to the employee at signing.
Examples
Full-time, monthly salary
Leave Article 1 open-ended and split base pay from other allowances in Article 5. A line stating that pay is pro-rated for absences or partial months prevents an argument over the first paycheck.
Three days a week (part-time)
Switch Article 3 to the day-by-day table and state start, finish and break for Monday, Wednesday and Friday separately. Where hours average under 15 per week over four weeks, Article 18(3) excludes the weekly paid holiday and annual leave, so noting that in Article 6 avoids misunderstanding.
One-year fixed term
Put the start and end dates in Article 1 and add a line requiring the parties to confer a set number of days before expiry to renew. If working conditions change mid-term, the revised terms must be put in writing and handed over again.
Frequently asked questions
What happens if there is no written contract?
A breach of Article 17 of the Labor Standards Act carries a fine of up to KRW 5 million under Article 114. Even if the contract was drafted, failing to hand a copy to the employee breaches Article 17(2).
Is a verbal agreement enough?
No. Article 17(2) requires a written document — electronic documents included — stating the wage components, calculation and payment method along with contractual hours, holidays and annual leave, and the duty applies even if the employee never asks.
How much break time must I give?
At least 30 minutes for four hours of work and at least one hour for eight, granted during working hours (Labor Standards Act Article 54(1)). Writing the exact times prevents disputes over whether the break counts as work.
Do weekly holidays and annual leave apply under 15 hours a week?
Where contractual hours average less than 15 per week over four weeks (or the actual period if shorter), Article 18(3) excludes the Article 55 holiday and Article 60 annual leave. That determination is only possible if the contract states the hours precisely.
Can part-time staff work extra hours?
Only with the employee's consent, capped at 12 hours per week, and the overtime carries a premium of at least 50% of ordinary wages (Fixed-term and Part-time Workers Act Article 6(1) and (3)).
Must the contract mention severance?
It is not a statutory disclosure item. But where continuous service is under one year, or contractual hours average under 15 per week over four weeks, the proviso to Article 4(1) of the Employee Retirement Benefit Security Act removes the obligation to set up a retirement benefit plan — so stating the position avoids arguments after hiring.
Cautions
- •Drafting without handing over a copy is still a breach. The duty under Article 17(2) applies regardless of whether the employee asks.
- •A single lump-sum wage figure does not satisfy the requirement to state components, calculation method and payment method.
- •The disclosure duty applies again whenever working conditions are changed after signing (Article 17(1)).
- •Overtime, night and holiday premiums and probation-period wage reductions are outside the scope of this tool. Have a labor professional review those points.
Last reviewed: 2026-08-29