South KoreaThe company unilaterally changed my working conditions.
In South Korea, an employer cannot unilaterally change working conditions without the employee’s consent unless the change is reasonable, based on legitimate business needs, and follows proper procedures under the Labor Standards Act.
What the Law Says
South Korean labor law strictly limits an employer’s ability to unilaterally alter employment terms. Any change to core working conditions — such as wages, working hours, job duties, or workplace location — requires either mutual agreement or must satisfy strict statutory criteria for validity.
Under the Labor Standards Act (LSA), Article 27 states: 'An employer shall not change the terms of a labor contract to the disadvantage of a worker without the worker’s consent.'
The LSA further clarifies that even if an employer claims a change is necessary for business reasons, it must be 'reasonable' and 'socially acceptable' — meaning it must consider the degree of disadvantage to the worker, the necessity for the employer, the fairness of the procedure, and whether alternative measures were considered.
If an employer makes an invalid unilateral change, the original terms remain in effect. The worker may refuse the new conditions, continue working under the original contract, and is entitled to full wages and protections.
Statutory TextAn employer shall not change the terms of a labor contract to the disadvantage of a worker without the worker’s consent.
— Labor Standards Act, Art. 27 — Unilateral Change of Contract Terms
What to Do
Review your written employment contract and company rules to confirm the original terms.
Request written explanation from your employer justifying the change and citing legal basis.
Refuse the change in writing if it lacks your consent and is unreasonable under Article 27.
File a complaint with the local Labor Office (Ministry of Employment and Labor) within 30 days if unresolved.
Seek reinstatement of original terms or claim unpaid wages if you suffered financial loss.
Sources
Same Question, Other Jurisdictions
Germany
Singapore
India
JapanNot 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.