📋 Korean Law Insight | Employment Law
By Attorney NOH UJIN | HANBYOL LAW LLC, Seoul
Workplace Harassment (Gapjil) and Prevention Law in Korea: A Complete Guide for Foreign Employers (2026)
Korea's Workplace Harassment Prevention Law — colloquially referred to in the context of "gapjil" (갑질), a term for abuse of power by superiors — represents one of the most significant recent developments in Korean labor law. Since its enactment as amendments to the Labor Standards Act (근로기준법, Act No. 16415) effective July 16, 2019, the law has reshaped workplace culture obligations for all employers in Korea, including foreign-invested enterprises (FIEs) and multinational corporations.
This guide provides a comprehensive analysis of Korea's workplace harassment legal framework, covering definitions, investigation procedures, employer obligations, penalties, and practical compliance strategies for foreign businesses operating in Korea.
1. What Is "Workplace Harassment" Under Korean Law?
Under Article 76-2 of the Labor Standards Act, "workplace harassment" (직장 내 괴롭힘) is defined as conduct that:
- Is perpetrated by an employer or employee using their position or authority within the employment relationship;
- Exceeds the scope of appropriate work or causes discomfort in the working environment; and
- Results in physical or psychological suffering to other employees, or causes deterioration of the work environment.
The law captures a broad range of conduct: verbal abuse, exclusion from meetings, excessive work demands, unnecessary personal errands, public humiliation, and cyberbullying through workplace messaging platforms. Critically, the law applies regardless of whether the harasser and victim are in a direct superior-subordinate relationship — peer harassment and upward harassment (by subordinates against supervisors) are also covered.
2. The Regulatory Framework: Key Legal Provisions
2.1 Labor Standards Act (근로기준법) — Articles 76-2 to 76-3
The core workplace harassment provisions are embedded in the Labor Standards Act:
- Article 76-2: Prohibition on workplace harassment
- Article 76-3: Mandatory employer obligations upon receiving a harassment complaint
Employers are obligated to:
- Immediately investigate a complaint upon receipt
- Take interim protective measures for the victim during the investigation (e.g., reassignment, paid leave)
- Discipline the harasser if the complaint is substantiated
- Ensure the victim is not subject to unfavorable treatment (retaliatory disadvantage) for filing a complaint
- Maintain confidentiality of the investigation process
2.2 2021 Amendments: Enhanced Obligations (Effective October 14, 2021)
Significant amendments strengthened employer obligations:
- Mandatory internal complaint handling procedure: All employers must establish and publicly disclose a formal workplace harassment complaint procedure in their written employment rules (취업규칙)
- Mandatory paid leave for victims: If the victim requests leave pending investigation, the employer must grant paid leave
- Criminal penalties for retaliatory disadvantage: Employers who disadvantage complainants face up to 3 years imprisonment or KRW 30 million fine (Article 76-3(6))
- Owner/relative harassment: Special provisions where the harasser is an employer, shareholder, or their relatives — requiring referral to the Ministry of Employment and Labor (MOEL) for investigation, bypassing the internal process
2.3 Obligation to Include Harassment Prevention in Employment Rules
Under Article 93(11) of the Labor Standards Act, all employers with 10 or more employees must include workplace harassment prevention and handling procedures in their written employment rules. These rules must be filed with and approved by the relevant Labor Office. Failure to update employment rules exposes employers to administrative fines.
3. Special Issues for Foreign Employers
3.1 Korean vs. International Standards
Many foreign companies operating in Korea assume their home-country HR policies are sufficient. They are frequently not. Key differences include:
| Issue | Korean Law Requirement | Common Gap in Foreign Companies |
|---|
| Written procedure requirement | Mandatory in employment rules | Often policies exist only in English HQ documents |
| Investigation obligation | Mandatory and immediate upon complaint | HQ approval loops delay investigation |
| Paid leave for victim | Mandatory if requested | Often treated as discretionary |
| Confidentiality | Strict legal obligation (penalty for breach) | Internal HR investigations sometimes over-shared |
| Owner/relative harassment pathway | MOEL referral required | No awareness of this special pathway |
3.2 Gapjil and Hierarchical Culture: Practical Risks
"Gapjil" refers broadly to the abuse of power by those in positions of authority over subordinates, vendors, or service providers. In Korea's historically hierarchical corporate culture, behaviors that might be considered normal management in some international contexts — such as requiring employees to perform personal tasks, making employees stay extremely late, or public criticism in team meetings — can constitute workplace harassment under Korean law.
Foreign managers posted to Korea who are unfamiliar with Korean workplace norms face particular exposure. HANBYOL LAW LLC has advised on multiple cases where expatriate managers were the subject of harassment complaints.
3.3 Harassment by Foreign Clients or Counterparties
A key 2022 amendment introduced employer obligations even where the harassment is perpetrated by third parties — clients, customers, or business partners — toward the employer's employees. Employers must now:
- Take measures to protect employees from harassment by third parties (customers, contractors, etc.)
- Establish procedures for handling third-party harassment complaints
- Not take retaliatory action against employees who report third-party harassment
This is particularly relevant for Korean call center operations, client-facing service roles, and hospitality businesses commonly operated by FIEs.
4. Investigation Procedure and Timeline
The law mandates a specific investigation procedure:
- Complaint receipt: Any employee may file a complaint verbally or in writing with the HR department or designated harassment officer
- Interim protective measures: The employer must immediately implement measures to protect the victim (reassignment of harasser or victim, or paid leave for victim — victim's choice)
- Investigation: Prompt, confidential investigation with separate interviews of complainant, respondent, and witnesses
- Determination: Based on investigation findings, the employer determines whether harassment occurred
- Disciplinary action: If harassment is substantiated, the employer must take appropriate disciplinary action against the harasser
- Follow-up protection: Monitor the workplace to prevent retaliation and ensure the victim's work environment is restored
Timeline: While the law does not specify a rigid timeline, MOEL guidelines recommend completing investigations within 30 days of receipt of complaint. Delays can be treated as employer negligence.
5. Penalties for Non-Compliance
| Violation | Penalty | Legal Basis |
|---|
| Failure to investigate complaint | Up to KRW 5 million administrative fine | Labor Standards Act Article 116 |
| Retaliatory disadvantage against complainant | Up to 3 years imprisonment or KRW 30 million fine | Labor Standards Act Article 109 |
| Disclosure of complaint details (confidentiality breach) | Up to KRW 5 million fine | Labor Standards Act Article 116 |
| Failure to include procedure in employment rules | Up to KRW 5 million fine | Labor Standards Act Article 114 |
| Employer directly engages in harassment | Up to KRW 10 million fine | Labor Standards Act Article 109 |
In addition to administrative and criminal penalties, victims may pursue civil damages claims for emotional distress, which Korean courts have awarded ranging from KRW 3 million to KRW 50 million in documented cases.
6. Annual Harassment Prevention Training Requirements
Under the Equal Employment Opportunity and Work-Family Balance Assistance Act (남녀고용평등과 일·가정 양립 지원에 관한 법률), all employers must provide annual workplace harassment prevention training to all employees. Key requirements:
- At least once per year for all employees including managers
- Training must cover the definition of workplace harassment, investigation procedures, and employee rights
- Records of training attendance must be maintained for 3 years
- Training failure: administrative fine up to KRW 3 million per violation
Foreign companies frequently overlook the training documentation requirement. MOEL labor inspectors routinely check training records during workplace inspections.
7. Intersection with Sexual Harassment Law
Workplace sexual harassment in Korea is governed by both the Labor Standards Act and the Equal Employment Opportunity Act (남녀고용평등법). Key distinctions:
- Sexual harassment carries higher penalties — employer liability for "employer-perpetrated sexual harassment" is up to KRW 30 million fine (compared to KRW 10 million for general harassment)
- Victims of sexual harassment have a right to request transfer (배치전환) instead of the harasser
- MOEL has a dedicated sexual harassment complaint hotline and investigation unit
Foreign employers should maintain separate but complementary policies for general workplace harassment and sexual harassment, with cross-references to ensure full compliance.
8. Practical Compliance Checklist for Foreign Employers
- Update Korean employment rules (취업규칙) to include formal workplace harassment prevention and complaint procedures
- Designate a qualified Harassment Prevention Officer (고충처리담당자) — ideally with Korean-language capability
- Conduct annual workplace harassment prevention training and maintain attendance records for 3 years
- Create a clear, anonymous-option complaint intake mechanism in Korean
- Establish an internal investigation protocol with defined timelines and confidentiality procedures
- Train expatriate managers on Korean-specific workplace norms and harassment boundaries
- Review client/vendor contracts for third-party harassment risk management clauses
- Audit existing HR policies to ensure alignment with 2021 amendments (owner/relative harassment, paid leave for victims)
Frequently Asked Questions (FAQ)
Q1: Does Korea's Workplace Harassment Law apply to foreign companies with operations in Korea?
Yes, without exception. The Labor Standards Act applies to all employers operating in Korea, regardless of the nationality of the employer or employees. Foreign-invested companies, including wholly foreign-owned subsidiaries, representative offices, and branch offices, must comply. There is no exemption for small businesses below any employee threshold for the anti-harassment provisions.
Q2: What constitutes "workplace harassment" — how is the threshold set?
Korean courts and the MOEL have interpreted workplace harassment broadly. The three-element test requires: (1) use of position/authority, (2) conduct exceeding appropriate work scope or causing workplace discomfort, and (3) causing physical or psychological suffering or environmental deterioration. Courts have found harassment in: long-term exclusion from group meals, assignment of degrading or meaningless tasks, public humiliation in team chats, denial of leave for unclear reasons, and persistent monitoring of toilet breaks. Normal management directives — performance reviews, disciplinary action within procedural limits — do not constitute harassment if properly conducted.
Q3: Can a victim of workplace harassment also file a criminal complaint?
A victim cannot file a direct criminal complaint solely for harassment itself (harassment is not a standalone criminal offense). However, associated conduct may constitute separate criminal offenses: assault, defamation, compelled labor, coercion. Retaliatory disadvantage by the employer against a complainant is a criminal offense. Victims may also file a civil damages lawsuit for emotional distress under the Civil Act (민법).
Q4: What should a foreign employer do when the alleged harasser is the CEO or representative director?
Under the 2021 amendments, if the alleged harasser is an employer (사용자), shareholders with de facto control, or their relatives, the normal internal investigation process is bypassed. The employer (or the company through its board) must refer the matter to the Ministry of Employment and Labor for investigation. Companies should ensure their governance structures allow for escalation above the Korean CEO level in such cases.
Q5: How does Korean workplace harassment law compare with similar laws in other countries?
| Feature | Korea | Japan (2022) | France | UK |
|---|
| General harassment law | Yes (LSA Article 76-2) | Yes (Power Harassment Prevention Act) | Yes (Labour Code Art. L.1152-1) | No specific law (Equality Act covers protected characteristics) |
| Criminal penalties | Yes (retaliation) | No (administrative only) | Yes (2 years, €30,000) | Civil only |
| Mandatory investigation obligation | Yes | Yes | No specific mandate | No specific mandate |
| Annual training requirement | Yes | Yes (for employers 300+) | No | No |
Q6: Are independent contractors or dispatched workers protected under the harassment law?
The Labor Standards Act applies to "workers" (근로자), which is defined as persons providing labor under the direction of an employer in exchange for wages. Dispatched workers (파견근로자) are explicitly protected: under the Worker Dispatch Act (파견근로자 보호 등에 관한 법률), the user company (사용사업주) is responsible for preventing and handling harassment toward dispatched workers. Independent contractors may have limited protections depending on the actual nature of their engagement — Korean courts apply economic dependence tests that may reclassify "contractors" as workers.
Q7: What is the recommended first step if an employer receives a workplace harassment complaint?
Immediately and without delay: (1) acknowledge receipt of the complaint to the complainant in writing; (2) implement interim protective measures (separation of complainant and respondent through reassignment or leave — complainant's preference prevails); (3) designate an independent investigation officer (not the direct manager of either party); (4) begin investigation within 24-48 hours. Do NOT attempt to informally mediate between the parties before investigation — this may constitute obstruction and exposes the employer to liability. Retain Korean labor counsel immediately for any complaint involving senior management or complex fact patterns.
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📋 Korean Law Insight | 劳动法
By Attorney NOH UJIN | HANBYOL LAW LLC, Seoul
韩国职场骚扰（甲乙文化）预防法：外国雇主完全指南（2026年）
韩国《职场骚扰预防法》于2019年7月16日作为《劳动基准法》修正案正式生效，深刻改变了在韩所有雇主（包括外商投资企业）的职场文化合规义务。本指南全面分析韩国职场骚扰法律框架，涵盖定义、调查程序、雇主义务、处罚措施及实用合规策略。
1. 韩国法律对"职场骚扰"的定义
根据《劳动基准法》第76条之2，"职场骚扰"是指：利用职位或权力关系，超出正当工作范围实施的行为，导致其他劳动者身心受到痛苦或工作环境恶化的行为。适用范围包括：言语辱骂、排斥孤立、强迫从事无关工作、当众羞辱、网络霸凌等各类行为，且无论骚扰方与被骚扰方是否存在直接上下级关系。
2. 核心法律条款与雇主义务
雇主须在收到骚扰投诉后立即履行以下义务：
- 立即展开调查
- 对受害者采取临时保护措施（如调岗或支薪休假）
- 若投诉成立，对骚扰者采取纪律处分
- 确保受害者不因投诉遭受不利对待
- 严格保密调查过程
3. 2021年修正案：强化雇主义务
- 强制内部投诉处理程序：所有雇主须在就业规则中明确载明并公开骚扰投诉处理程序
- 强制支薪休假：受害者申请调查期间休假时，雇主须批准有薪休假
- 报复行为的刑事处罚：对投诉人实施不利对待的雇主，面临最高3年有期徒刑或3000万韩元罚款
- 雇主/亲属骚扰特别处理：骚扰者为雇主本人、实际控制股东或其亲属时，须绕过内部程序，直接向雇佣劳动部（MOEL）申报
4. 外国雇主面临的特殊问题
| 问题 | 韩国法律要求 | 外资企业常见差距 |
|---|
| 书面程序要求 | 就业规则中强制规定 | 政策仅存在于英文总部文件中 |
| 调查义务 | 收到投诉后立即展开 | 需总部批准导致调查延迟 |
| 受害者有薪休假 | 受害者申请时强制批准 | 常被视为自由裁量 |
| 保密义务 | 违反保密义务有处罚 | 内部HR调查有时被过度共享 |
5. 违规处罚
| 违规行为 | 处罚 |
|---|
| 未能调查投诉 | 最高500万韩元行政罚款 |
| 对投诉人实施报复 | 最高3年有期徒刑或3000万韩元罚款 |
| 违反保密义务 | 最高500万韩元罚款 |
| 未在就业规则中载明程序 | 最高500万韩元罚款 |
| 雇主直接实施骚扰 | 最高1000万韩元罚款 |
常见问题解答（FAQ）
问1：韩国职场骚扰法是否适用于在韩运营的外资企业？
是的，没有例外。《劳动基准法》适用于所有在韩运营的雇主，无论其国籍如何。外商投资企业（包括全外资子公司、代表处和分支机构）均须遵守。
问2：外资企业的合规应从何处入手？
优先事项：（1）更新就业规则，纳入正式骚扰预防和投诉处理程序；（2）指定专职骚扰预防负责人；（3）每年开展骚扰预防培训并保存记录3年；（4）建立明确的（含匿名选项的）韩语投诉机制；（5）培训外派管理人员了解韩国特定职场规范。
问3：骚扰者是CEO或法定代表人时应如何处理？
根据2021年修正案，若骚扰者为雇主、实际控制股东或其亲属，须绕过内部程序，直接向雇佣劳动部（MOEL）申报。企业应确保其治理结构允许在此类情况下越级上报至韩国CEO层级之上。
问4：派遣劳动者和独立承包商是否受到保护？
派遣劳动者受到明确保护：根据《派遣劳动者保护法》，用工单位负责防止和处理针对派遣劳动者的骚扰。独立承包商的保护程度取决于其与雇主关系的实际性质——韩国法院可能通过经济依赖性测试将"承包商"重新认定为"劳动者"。
问5：如何处理来自客户或业务伙伴（第三方）的骚扰？
2022年修正案要求雇主采取措施保护员工免受第三方（客户、承包商等）骚扰，建立第三方骚扰投诉处理程序，并禁止对举报第三方骚扰的员工采取报复行动。这对从事客户服务、呼叫中心或酒店业务的外资企业尤为重要。
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📋 Korean Law Insight | 労働法
By Attorney NOH UJIN | HANBYOL LAW LLC, Seoul
韓国職場ハラスメント（カプジル）防止法：外国雇用主のための完全ガイド（2026年）
韓国の職場ハラスメント防止法（労働基準法第76条の2〜76条の3）は2019年7月16日に施行され、韓国で事業を展開するすべての雇用主（外国投資企業を含む）の職場文化コンプライアンス義務を根本的に変えました。本ガイドでは、定義、調査手続き、雇用主の義務、罰則、および実用的なコンプライアンス戦略を包括的に解説します。
1. 韓国法における「職場ハラスメント」の定義
労働基準法第76条の2は、「職場ハラスメント（직장 내 괴롭힘）」を以下のように定義しています：
- 雇用関係における地位・権限を利用して行われること
- 正当な業務範囲を超えるか、職場環境に不快感を与えること
- 他の労働者に身体的・精神的苦痛を与えるか、職場環境を悪化させること
言語的虐待、会議からの排除、過剰な業務要求、個人的な雑用、公開での恥辱、職場メッセージングでのサイバーハラスメントなど、幅広い行為が対象となります。
2. 中核的な法的規定と雇用主の義務
雇用主はハラスメント申告を受けた際、以下の義務を履行しなければなりません：
- 申告受領後、直ちに調査を開始する
- 調査期間中、被害者に対する暫定的保護措置を取る（配置転換、有給休暇など）
- 申告が事実と認められた場合、ハラスメント行為者に対して懲戒処分を行う
- 申告者が申告を理由に不利益を受けないよう確保する
- 調査過程の秘密を厳守する
3. 2021年改正：強化された雇用主義務
- 内部申告処理手続きの義務化：すべての雇用主は就業規則にハラスメント防止・申告処理手続きを明記し、公開する義務
- 被害者への有給休暇付与義務：被害者が調査期間中の休暇を申請した場合、雇用主は有給休暇を付与しなければならない
- 報復行為に対する刑事罰：申告者に不利益処分を行った雇用主は最大3年の懲役または3,000万ウォンの罰金
- 雇用主・親族によるハラスメントの特別規定：ハラスメント行為者が雇用主や実質的支配株主またはその親族の場合、内部手続きを経ずに雇用労働部（MOEL）への申告が必要
4. 外国雇用主が直面する特有の問題
| 課題 | 韓国法の要件 | 外国企業にありがちな不備 |
|---|
| 書面手続き要件 | 就業規則への記載義務 | 英語の本社文書にのみポリシーが存在 |
| 調査義務 | 申告後直ちに開始 | 本社承認待ちで調査が遅延 |
| 被害者の有給休暇 | 申請があれば義務的付与 | 任意裁量と誤解されることが多い |
| 秘密保持義務 | 違反に対する厳格な法的義務 | 内部HR調査が過度に共有されることがある |
5. 違反に対する罰則
| 違反行為 | 罰則 |
|---|
| 申告の不調査 | 最大500万ウォンの行政罰金 |
| 申告者への報復 | 最大3年懲役または3,000万ウォン罰金 |
| 秘密保持義務違反 | 最大500万ウォン罰金 |
| 就業規則への手続き未記載 | 最大500万ウォン罰金 |
| 雇用主によるハラスメント直接実行 | 最大1,000万ウォン罰金 |
よくある質問（FAQ）
Q1: 韓国の職場ハラスメント法は韓国で事業を行う外国企業にも適用されますか？
はい、例外なく適用されます。労働基準法は韓国で事業を行うすべての雇用主に適用され、雇用主や従業員の国籍は問いません。完全外資子会社、駐在員事務所、支店も含め、すべての外国投資企業が対象となります。
Q2: コンプライアンスはどこから始めるべきですか？
（1）就業規則にハラスメント防止・申告処理手続きを追加する、（2）専任のハラスメント防止担当者を指定する、（3）年次ハラスメント防止研修を実施し記録を3年間保管する、（4）韓国語で明確な（匿名オプション付き）申告受付窓口を設ける、（5）在韓赴任管理職に韓国特有の職場規範とハラスメントの境界線について研修を行う——これらを優先的に取り組むことをお勧めします。
Q3: ハラスメント加害者がCEOまたは代表取締役の場合、どのように対応すべきですか？
2021年改正により、ハラスメント行為者が雇用主、実質的支配株主またはその親族の場合、通常の内部調査プロセスを経ずに雇用労働部（MOEL）への申告が必要です。企業はこのような事態に対応するため、韓国CEO以上のレベルへの上申が可能なガバナンス体制を確保すべきです。
Q4: 派遣労働者や独立した請負業者は保護されますか？
派遣労働者は明確に保護されています。派遣労働者保護法の下、ユーザー企業（사용사업주）は派遣労働者へのハラスメント防止・対応の責任を負います。独立した請負業者の保護は実際の雇用関係の性質によって異なりますが、韓国の裁判所は経済的依存性テストを用いて「請負業者」を「労働者」と認定することがあります。
Q5: 職場ハラスメント申告を受けた際の最初のステップは？
直ちに：（1）申告者に書面で申告受領を確認する、（2）暫定的保護措置を実施する（申告者・被申告者の分離——申告者の希望が優先される）、（3）独立した調査担当者を指定する（当事者の直属の上司以外）、（4）24〜48時間以内に調査を開始する。調査前に当事者間の非公式調停を試みないこと——これは妨害行為となり、雇用主の責任を招く恐れがあります。
📌 公式参考資料
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📋 Korean Law Insight | Derecho Laboral
By Attorney NOH UJIN | HANBYOL LAW LLC, Seoul
Ley de Prevención del Acoso Laboral (Gapjil) en Corea: Guía Completa para Empleadores Extranjeros (2026)
La Ley de Prevención del Acoso Laboral de Corea, como modificación de la Ley de Normas Laborales vigente desde el 16 de julio de 2019, ha transformado las obligaciones de cumplimiento en materia de cultura laboral para todos los empleadores en Corea, incluidas las empresas con inversión extranjera (EIE). Esta guía ofrece un análisis completo del marco jurídico del acoso laboral en Corea.
1. Definición de "Acoso Laboral" en la Ley Coreana
El artículo 76-2 de la Ley de Normas Laborales define el "acoso laboral" como conductas que: (1) son perpetradas usando la posición o autoridad dentro de la relación laboral; (2) exceden el alcance apropiado del trabajo o causan malestar en el entorno laboral; y (3) resultan en sufrimiento físico o psicológico para otros empleados o deterioro del entorno de trabajo.
2. Obligaciones Fundamentales del Empleador
Ante una denuncia de acoso, el empleador debe:
- Investigar inmediatamente tras recibir la denuncia
- Adoptar medidas de protección provisional para la víctima durante la investigación
- Disciplinar al acosador si la denuncia es corroborada
- Garantizar que la víctima no sea objeto de trato desfavorable por presentar la denuncia
- Mantener la confidencialidad del proceso de investigación
3. Enmiendas de 2021: Obligaciones Reforzadas
- Procedimiento de denuncia interno obligatorio: Todos los empleadores deben establecer y divulgar públicamente un procedimiento formal en su reglamento interno de trabajo
- Licencia remunerada obligatoria para la víctima: Si la víctima solicita licencia durante la investigación, el empleador debe concederla con remuneración
- Sanciones penales por represalias: Los empleadores que perjudiquen a los denunciantes se enfrentan hasta 3 años de prisión o multa de 30 millones KRW
- Acoso perpetrado por empleador/familiares: Remisión al Ministerio de Empleo y Trabajo (MOEL) para investigación
4. Problemas Específicos para Empleadores Extranjeros
| Problema | Requisito de la Ley Coreana | Brecha Común en Empresas Extranjeras |
|---|
| Requisito de procedimiento escrito | Obligatorio en el reglamento interno | Las políticas solo existen en documentos en inglés de la matriz |
| Obligación de investigación | Obligatoria e inmediata | Los ciclos de aprobación de la matriz retrasan la investigación |
| Licencia remunerada para víctima | Obligatoria si se solicita | Frecuentemente tratada como discrecional |
| Confidencialidad | Obligación legal estricta | Las investigaciones internas de RRHH a veces se comparten en exceso |
5. Sanciones por Incumplimiento
| Infracción | Sanción |
|---|
| No investigar la denuncia | Multa administrativa de hasta 5 millones KRW |
| Represalia contra el denunciante | Hasta 3 años de prisión o multa de 30 millones KRW |
| Violación de confidencialidad | Multa de hasta 5 millones KRW |
| No incluir procedimiento en el reglamento | Multa de hasta 5 millones KRW |
| Empleador directamente acosa | Multa de hasta 10 millones KRW |
Preguntas Frecuentes (FAQ)
P1: ¿La Ley de Acoso Laboral de Corea se aplica a empresas extranjeras con operaciones en Corea?
Sí, sin excepciones. La Ley de Normas Laborales se aplica a todos los empleadores que operen en Corea, independientemente de la nacionalidad del empleador o de los empleados. Las EIE —incluyendo subsidiarias totalmente extranjeras, oficinas de representación y sucursales— deben cumplir con la ley.
P2: ¿Qué debe hacer un empleador extranjero cuando el presunto acosador es el CEO o director representante?
Según las enmiendas de 2021, si el presunto acosador es el empleador, accionista con control real o sus familiares, se omite el proceso de investigación interno normal. La empresa debe derivar el asunto al Ministerio de Empleo y Trabajo (MOEL) para su investigación. Las empresas deben asegurarse de que sus estructuras de gobernanza permitan la escalada por encima del nivel del CEO coreano en tales casos.
P3: ¿Los trabajadores enviados o contratistas independientes están protegidos bajo esta ley?
Los trabajadores enviados (派遣) están explícitamente protegidos: bajo la Ley de Protección de Trabajadores Enviados, la empresa usuaria es responsable de prevenir y gestionar el acoso hacia los trabajadores enviados. La protección de los contratistas independientes depende de la naturaleza real de su relación de trabajo — los tribunales coreanos pueden reclasificar a los "contratistas" como trabajadores utilizando pruebas de dependencia económica.
P4: ¿Cuál es el primer paso recomendado si un empleador recibe una denuncia de acoso laboral?
Inmediatamente y sin demora: (1) confirmar la recepción de la denuncia al denunciante por escrito; (2) implementar medidas de protección provisional; (3) designar un investigador independiente; (4) iniciar la investigación en 24-48 horas. No intente mediar informalmente entre las partes antes de la investigación — esto puede constituir obstrucción. Consulte con un abogado laboral coreano inmediatamente para cualquier denuncia que involucre a la alta dirección.
P5: ¿Qué formación es legalmente obligatoria en materia de prevención del acoso?
Todos los empleadores deben impartir formación anual de prevención de acoso laboral a todos los empleados. La formación debe cubrir la definición de acoso, los procedimientos de investigación y los derechos de los empleados. Los registros de asistencia deben conservarse durante 3 años. El incumplimiento conlleva multas administrativas de hasta 3 millones KRW por infracción.
P6: ¿Cómo se compara la ley de acoso laboral de Corea con la de otros países?
| Característica | Corea | Japón (2022) | Francia |
|---|
| Ley general de acoso | Sí (LSA Art. 76-2) | Sí (Ley de Prevención de Acoso de Poder) | Sí (Código Laboral Art. L.1152-1) |
| Sanciones penales | Sí (represalias) | No (solo administrativo) | Sí (2 años, €30.000) |
| Obligación de investigar | Sí | Sí | Sin mandato específico |
P7: ¿Cómo deben las empresas extranjeras adaptar sus políticas de RRHH globales para cumplir con la ley coreana?
Las políticas globales raramente son suficientes sin adaptación local. Los pasos clave incluyen: (1) traducir y adaptar las políticas al coreano e incorporarlas al reglamento interno de trabajo (취업규칙); (2) establecer una línea directa de denuncia local en coreano; (3) garantizar que la estructura de investigación no requiera aprobación de la matriz para proceder; (4) asignar responsabilidades locales claras en lugar de depender del equipo de RRHH global. La asesoría legal local es esencial para la localización.
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