South KoreaI'm being paid below minimum wage.
It is illegal for your employer to pay you less than the national minimum wage in South Korea. You can file a complaint with the local Labor Office or claim unpaid wages through the Labor Relations Commission.
What the Law Says
South Korean law strictly prohibits paying workers less than the nationally announced minimum wage. Employers who violate this must pay all unpaid wages plus an additional amount equal to the unpaid sum.
The Minimum Wage Act sets a legally binding hourly wage that all employers must pay — no exceptions for part-time, foreign, or probationary workers.
If your employer pays less than the minimum wage, they must pay you the full difference (arrears) plus an equal amount as a penalty — effectively doubling what you’re owed.
You have up to 5 years from the date the underpayment occurred to file a claim for unpaid wages.
The Ministry of Employment and Labor announces the minimum wage annually; the 2024 rate is ₩9,860 per hour (as of January 1, 2024).
Statutory TextAn employer who pays wages lower than the minimum wage shall pay the worker the amount of wages not paid and an additional amount equal to the unpaid wages.
— Minimum Wage Act, s. 10 — Payment of Arrears and Penalty
Statutory TextThe minimum wage shall be applied to all workers regardless of the type of employment contract or workplace size.
— Minimum Wage Act, s. 4 — Scope of Application
What to Do
Check the current minimum wage on the Ministry of Employment and Labor website (www.moel.go.kr) or call 1350 (Labor Consultation Hotline).
Gather evidence: pay slips, employment contract, work logs, or witness statements showing hours worked and wages received.
File a wage arrears claim at your local Labor Office (no fee, no lawyer required) or online via the Labor Welfare Public Institution portal (www.worknet.go.kr).
If unresolved, apply for mediation or adjudication at the Regional Labor Relations Commission within 30 days of discovering the underpayment.
Sources
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US-New YorkNot legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.