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Labor Standards Act §55

Weekly Rest Pay Calculator

Paid weekly rest day pay for workers attending all scheduled days. Under 15 hours/week = no rest pay; 15-40 hours = prorated. Hourly or monthly input.

Wage

Working hours

Result

Enter wage and weekly hours.

What this tool does

The weekly holiday pay calculator precisely computes the pay due on the one paid weekly holiday under Article 55 of the Korean Labor Standards Act. It automatically verifies the two accrual conditions — at least 15 weekly contractual hours and perfect attendance on that week's scheduled working days — and calculates 8 hours' worth for full-time 40-hour workers and a pro-rata (weekly hours ÷ 40) × 8 hours for short-time workers. Enter an hourly wage or a monthly salary (reverse-derived from 209 hours) to see results in weekly, monthly, and annual terms.

Who uses this

  • Part-time and short-time workers: check how much weekly holiday pay you get from your hourly wage and weekly hours
  • Employers: pre-plan total labor cost including weekly holiday pay when hiring part-time staff
  • Workers near the 15-hour threshold: judge whether weekly holiday pay accrues and compute the amount if it does
  • Employment contract review: reverse-check whether weekly holiday pay is included in the contracted monthly salary
  • Wage dispute preparation: estimate the claim amount by figuring monthly and annual accumulated unpaid weekly holiday pay

How to use (3 steps)

  1. 1Enter your hourly wage. If you have a monthly salary, enter it and the hourly wage is auto-derived using the 209-hour basis.
  2. 2Enter your weekly contractual hours. The default is 40 hours (5 days, 8 hours per day). Below 15 weekly hours, it automatically notes that no weekly holiday pay accrues.
  3. 3From the results, check weekly holiday hours, one week's holiday pay, monthly holiday pay (converted over 4.345 weeks), and annual holiday pay. The step-by-step breakdown is shown as well.

Formula (Labor Standards Act Article 55)

Accrual conditions: at least 15 weekly contractual hours + perfect attendance on scheduled working days Weekly holiday hours = (weekly contractual hours ÷ 40) × 8 hours (cap 8 hours) - 40 weekly hours: weekly holiday hours = 8 hours - 30 weekly hours: weekly holiday hours = (30 ÷ 40) × 8 = 6 hours - 20 weekly hours: weekly holiday hours = (20 ÷ 40) × 8 = 4 hours One week's holiday pay = weekly holiday hours × hourly wage Monthly holiday pay = one week's holiday pay × 4.345 weeks Annual holiday pay = monthly holiday pay × 12 months Basis: Labor Standards Act Article 55 (paid weekly holiday), MOEL administrative interpretation (pro-rata for short-time workers)

Real examples

Example 1: Full-time, 40 weekly hours (hourly KRW 12,000)

Weekly holiday hours = 8 hours. One week's holiday pay = 12,000 × 8 = KRW 96,000. Monthly holiday pay = 96,000 × 4.345 ≈ KRW 417,120. Annual holiday pay ≈ KRW 5,005,440. Under a 209-hour monthly salary, this pay is already included.

Example 2: Part-time, 20 weekly hours (hourly KRW 10,320, 2026 minimum wage)

Weekly holiday hours = (20 ÷ 40) × 8 = 4 hours. One week's holiday pay = 10,320 × 4 = KRW 41,280. Monthly holiday pay = 41,280 × 4.345 ≈ KRW 179,362. Pure weekly working wage (20 hours) = 10,320 × 20 × 4.345 ≈ KRW 896,808. Monthly total including holiday ≈ KRW 1,076,170.

Example 3: Very-short-time worker, 14 weekly hours (no weekly holiday pay)

Weekly contractual hours are 14, below 15, so no weekly holiday pay accrues. In this case monthly pay = hourly wage × 14 hours × 4.345 weeks only. Beware of the practice of contracting at 14 hours per week to avoid weekly holiday pay.

Frequently asked questions

Is there always no weekly holiday pay below 15 weekly hours?

Under Article 18 of the Labor Standards Act, workers whose average weekly contractual hours over four weeks are below 15 are excluded from weekly holiday pay. Because it is calculated as a four-week average, even if some week was below 15 hours, weekly holiday pay can still accrue if the four-week average is 15 hours or more.

Does no weekly holiday pay accrue without perfect attendance?

No weekly holiday pay accrues in a week with an absence on a scheduled working day. However, lateness, early leave, and statutory public holidays are not treated as absences and do not affect weekly holiday pay. A day on which annual leave is used is treated as attendance, so weekly holiday pay accrues.

Do monthly-paid workers receive weekly holiday pay separately?

For monthly-paid workers, weekly holiday pay is generally already included in the monthly salary. The 209-hour monthly salary is exactly such a case (40 weekly hours + 8 weekly holiday hours × 4.345 weeks = 209 hours). If the employment contract lists 'weekly holiday pay' as a separate item beyond 'base pay', beware of double counting.

What if the employer does not pay weekly holiday pay?

Non-payment of weekly holiday pay is wage arrears and can be reported to a regional MOEL office. There is a 3-year claim right, and if wage arrears are confirmed, the employer faces criminal punishment and must pay the unpaid wages.

Do daily and dispatched workers accrue weekly holiday pay?

Even daily workers accrue weekly holiday pay if, at the same workplace during one week, they complete at least 15 weekly contractual hours and have perfect attendance. Even with no scheduled work the next week, they can claim it if that week's conditions were met.

Is weekly holiday pay included in the average wage used for severance?

Weekly holiday pay is included in the ordinary wage. So for monthly-paid workers, the entire 209-hour monthly salary becomes the ordinary wage, and the daily ordinary wage derived from it becomes the comparison basis for leave pay and severance.

Cautions

  • •Whether the 15-hour threshold is met is judged by the four-week average weekly contractual hours, so you cannot conclude there is no weekly holiday pay simply because 'one week was 14 hours' — check the four-week average.
  • •Depending on absences, weekly holiday pay may not accrue for that week. Whether attendance is perfect follows the workplace work rules.
  • •This calculator is a simple computation based on contractual hours and does not reflect actual attendance or the four-week average calculation.
  • •Be sure to check the employment contract for the difference between a monthly salary that includes weekly holiday pay and a contract that pays weekly holiday pay separately.
  • •Results are for reference only; for precise calculation in a wage dispute, consult a labor attorney or a MOEL consultation.

Last reviewed: 2026-06-17

LSA §55

Workers attending all scheduled work days in a week receive 1 paid rest day. 'Full attendance' = no absences. Holidays don't count as absences.

Part-time proration

Part-time rest pay = (weekly hours ÷ 40) × 8 hours × hourly wage. Capped at 8 hours. 30h/week = 6h pay, 20h/week = 4h pay.

Not eligible

Under 15 hours/week, weeks without full attendance, daily-hire workers (in principle). Applies to workplaces with under 5 employees too. Employer-caused absences may count as attendance.

Weekly Rest Pay Calculator (Korea, LSA §55)