South KoreaWhat is a union member's status in a redevelopment zone?
A union member in a redevelopment zone retains full labor rights and cannot be dismissed or disadvantaged solely due to the redevelopment. Their employment relationship remains governed by the Labor Standards Act and the Act on Promotion of Urban Regeneration.
What the Law Says
South Korean law explicitly protects union members working in redevelopment zones from adverse treatment related to urban renewal projects. Key statutes ensure continuity of employment, wage payment, and collective bargaining rights during redevelopment.
Under the Labor Standards Act (LSA), employers may not dismiss or disadvantage workers—including union members—solely because their workplace is located in a redevelopment zone. Article 24 of the LSA prohibits dismissal without just cause and requires written notice and severance pay if termination occurs.
The Act on Promotion of Urban Regeneration (Urban Regeneration Act) reinforces this protection. Article 52 states: 'The rights and interests of workers employed in the urban regeneration area shall be protected in accordance with the Labor Standards Act and other relevant laws.'
Additionally, when businesses relocate due to redevelopment, employers must provide at least 30 days’ advance notice (LSA Article 26) and continue paying full wages during the notice period—even if operations are suspended. Union members retain the right to organize, bargain collectively, and file grievances without interference.
Statutory TextThe rights and interests of workers employed in the urban regeneration area shall be protected in accordance with the Labor Standards Act and other relevant laws.
— Act on Promotion of Urban Regeneration, Art. 52
Statutory TextAn employer shall not dismiss, lay off, suspend, transfer, reduce wages, or take any other adverse action against a worker without just cause.
— Labor Standards Act, Art. 24
What to Do
Confirm your employment status and union membership are formally recorded with your employer.
If notified of relocation or closure, request written notice at least 30 days in advance per LSA Article 26.
File a complaint with the local Labor Office (Ministry of Employment and Labor) if wages are withheld or dismissal occurs without just cause.
Contact your union for collective representation—redevelopment does not suspend collective bargaining rights.
Keep records of pay slips, notices, and communications related to redevelopment impacts.
Sources
Not 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.