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📋 Korean Law Insight | Employment Law

By Attorney NOH UJIN | HANBYOL LAW LLC, Seoul

Korean Employment Discrimination Law: Protections and Obligations for Foreign Workers and Employers

South Korea has developed a sophisticated legal framework prohibiting employment discrimination, yet many foreign workers and multinational employers remain unaware of their rights and obligations under Korean law. Whether you are a foreign national working in Korea, or a foreign company employing staff in Korea, understanding the employment discrimination landscape is critical for both legal compliance and human resources management.

This guide — prepared by Attorney NOH UJIN of HANBYOL LAW LLC — provides a comprehensive overview of Korean employment discrimination law, covering protected characteristics, prohibited practices, enforcement mechanisms, and practical compliance strategies for foreign employers.

1. Key Legal Framework Governing Employment Discrimination in Korea

Korea's anti-discrimination framework is built on several interlocking statutes:

Labor Standards Act (근로기준법): The foundational labor law prohibiting discrimination on the basis of gender, nationality, religion, and social status in employment terms and conditions (Article 6).
Act on Equal Employment and Support for Work-Family Balance (남녀고용평등법): Prohibits gender discrimination in recruitment, employment, wages, education, promotion, and retirement. Also covers sexual harassment and pregnancy/maternity discrimination.
Act on the Employment of Disabled Persons (장애인고용촉진법): Prohibits discrimination against persons with disabilities and mandates employers with 50+ employees to meet quota requirements.
Act on Prohibition of Age Discrimination in Employment (고용상 연령차별금지법): Prohibits age-based discrimination in recruitment, employment terms, and retirement.
Act on the Protection of Fixed-Term and Part-Time Workers (기간제법): Prohibits unreasonable discrimination against non-regular (fixed-term and part-time) workers compared to regular workers performing comparable work.
Act on the Protection of Dispatched Workers (파견법): Prohibits discrimination against dispatched (temp agency) workers compared to directly employed workers in the same role.
National Human Rights Commission Act (국가인권위원회법): Broadly prohibits discrimination in employment on 23 grounds including race, ethnicity, color, disability, religion, sexual orientation, and political opinion.
Act on the Prevention of and Relief from Acts of Sexual Violence (성폭력특별법) and Act on the Prevention of Workplace Harassment (직장 내 괴롭힘 금지): Additional protections against harassment in the workplace.

2. Protected Characteristics Under Korean Employment Law

Protected Characteristic	Governing Law	Scope
Gender / Sex	Labor Standards Act, Equal Employment Act	All employment stages
Nationality / Race / Ethnicity	Labor Standards Act, NHRC Act	All employment stages
Religion	Labor Standards Act, NHRC Act	All employment stages
Age	Age Discrimination Act	Recruitment, terms, retirement
Disability	Disabled Persons Employment Act	All employment stages
Employment type (regular vs. non-regular)	Fixed-Term Act, Dispatched Workers Act	Wages, benefits, working conditions
Pregnancy / Maternity	Equal Employment Act, Labor Standards Act	All employment stages
Sexual orientation, political opinion, and others (23 grounds total)	NHRC Act	Employment and beyond

3. Discrimination Against Foreign Workers in Korea

Foreign nationals working in Korea are entitled to the same fundamental labor protections as Korean citizens, with limited exceptions. Key points for foreign workers:

Nationality discrimination: Treating a foreign worker less favorably than a Korean counterpart performing the same role — in terms of wages, benefits, or working conditions — constitutes unlawful discrimination under the Labor Standards Act and the National Human Rights Commission Act.
E-7 and E-9 visa workers: Workers on manufacturing (E-9) and professional (E-7) visas are fully protected by Korean labor law, including discrimination prohibitions.
Equal pay: Foreign workers must receive at least the Korean minimum wage (₩9,860/hour as of 2024) and are entitled to equal pay for equal work regardless of nationality.
Illegal practices by some employers: Some employers impose discriminatory conditions on foreign workers — such as lower wages, exclusion from bonus schemes, or inferior safety equipment. These practices are unlawful and subject to enforcement by the Ministry of Employment and Labor (MOEL).
Undocumented workers: Even workers without valid visas are entitled to protection from wage theft and physical abuse under Korean law, though their immigration status may be reported to authorities.

4. Gender Discrimination and Sexual Harassment

The Equal Employment Act (남녀고용평등법) comprehensively prohibits gender discrimination across the full employment lifecycle:

Recruitment: Job postings cannot specify gender (with narrow exceptions for positions where gender is a genuine occupational qualification). Interview questions about marriage plans, pregnancy, or family status are prohibited.
Wages: Employers must provide equal pay for work of equal value. Korea's gender pay gap remains significant in practice, and the government has introduced mandatory pay transparency reporting for large employers.
Pregnancy and maternity leave: Dismissing or disadvantaging an employee due to pregnancy, childbirth, or exercise of maternity leave rights is prohibited and subject to criminal penalties.
Sexual harassment: Employers have a legal duty to prevent, investigate, and remediate sexual harassment. Failure to take appropriate action after a report is a criminal offense punishable by up to 3 years' imprisonment or fines up to KRW 30 million.
Return to work: Employees returning from maternity, paternity, or childcare leave must be reinstated to their previous position or an equivalent role.

5. Age Discrimination in Korea

Korea's Act on Prohibition of Age Discrimination in Employment prohibits:

Specifying an age requirement in job advertisements (with narrow exceptions)
Using age as a factor in recruitment, promotion, pay, or training decisions
Imposing mandatory retirement below the statutory minimum age of 60
Incentivizing "voluntary" early retirement through discriminatory pressure

Note: The mandatory retirement age is 60 in most sectors. However, the public sector and some regulated industries have specific rules. Offering re-employment contracts to retirees at reduced pay immediately after the mandatory retirement age is lawful if done transparently.

6. Disability Discrimination and Mandatory Hire Quotas

Employers with 50 or more employees are required to hire a minimum percentage of workers with disabilities:

Private sector: 3.1% of total workforce (as of 2024)
Public sector: 3.6%
Employers who fail to meet the quota must pay a "disability employment levy" (부담금) of approximately KRW 1.0 to 1.6 million per unfilled position per month
Employers who exceed the quota receive a government subsidy

Foreign companies operating in Korea must comply with these quotas from the moment they reach the 50-employee threshold, regardless of their home country practices.

7. Non-Regular Worker Discrimination

One of the most significant discrimination issues in Korea's labor market involves "unreasonable discrimination" (불합리한 차별) between regular and non-regular workers. Under the Fixed-Term and Part-Time Workers Act:

Employers cannot pay fixed-term workers materially less than comparable regular workers for equivalent work without objective justification
Non-regular workers have the right to request a discrimination correction order from the Labor Relations Commission (LRC)
If the LRC finds discrimination, it can order remediation of the wage gap for up to two years retroactively
Punitive damages of up to 3x the discriminatory wage gap may be awarded in cases of intentional or repetitive discrimination

8. Workplace Harassment (Gapjil) Law

Korea's workplace harassment ("Gapjil") law — enacted in 2019 under the Labor Standards Act — prohibits conduct that causes physical or psychological harm to employees through abuse of workplace authority or relationship. Employers must:

Establish a workplace anti-harassment policy
Designate a person responsible for receiving harassment complaints
Investigate complaints within a reasonable time and take corrective action
Protect complainants from retaliation
Report incidents to MOEL if they involve criminal conduct

Failure to take corrective action after a harassment complaint is punishable by a fine of up to KRW 5 million.

9. Enforcement and Remedies

Victims of employment discrimination in Korea have multiple enforcement avenues:

Labor Relations Commission (LRC): For non-regular worker discrimination correction orders (fast-track, no filing fee)
National Human Rights Commission (NHRC): For discrimination on any of the 23 grounds — can issue recommendations and refer cases to prosecutors
Ministry of Employment and Labor (MOEL): For violations of specific labor statutes — can impose administrative fines and refer criminal cases to prosecutors
Civil litigation: Damages claims in the courts — often used alongside administrative remedies
Criminal prosecution: For serious violations (e.g., gender-based wage discrimination, failure to act on sexual harassment)

10. Compliance Checklist for Foreign Employers in Korea

Review all employment contracts and HR policies for discriminatory provisions
Ensure equal pay for foreign and Korean employees performing comparable work
Audit non-regular worker compensation against comparable regular workers
Implement a written anti-sexual harassment policy in Korean
Appoint a designated harassment complaint handler
Verify compliance with disability employment quotas (if 50+ employees)
Review job postings for age/gender restrictions
Train managers and HR on Korean anti-discrimination laws
Establish a confidential complaint channel
Engage Korean labor law counsel for periodic HR audits

📌 Official References

Frequently Asked Questions (FAQ)

Q1: Can a Korean employer legally pay a foreign worker less than a Korean employee doing the same job?

No. Wage discrimination based on nationality for employees performing the same or substantially similar work is prohibited under both the Labor Standards Act and the National Human Rights Commission Act. Foreign workers — including those on E-7, E-9, and other work visas — are entitled to equal pay for equal work. Wage discrimination can be reported to MOEL or the NHRC.

Q2: What is the minimum mandatory retirement age in Korea?

The mandatory minimum retirement age is 60 years under the Act on Prohibition of Age Discrimination in Employment. Employers cannot set a mandatory retirement age below 60, though many companies set it at exactly 60. Re-employment after mandatory retirement is permitted, and the government encourages companies to offer re-employment contracts to workers aged 60–65.

Q3: How does the disability employment quota work for foreign companies?

Any employer with 50 or more employees in Korea — including foreign-invested companies — must meet the disability employment quota (3.1% for private sector employers in 2024). Failure results in a monthly "disability employment levy" of approximately KRW 1.0–1.6 million per unfilled position. Foreign companies should audit their headcount and disability employment status upon entering the Korean market.

Q4: What qualifies as "workplace harassment" (Gapjil) under Korean law?

Workplace harassment under the Labor Standards Act includes conduct that: (1) exploits a superior position or relationship at the workplace; (2) causes physical or psychological pain or deterioration of the work environment; and (3) goes beyond the reasonable scope of work. Common examples include public humiliation, excessive workload imposition, exclusion from work activities, and verbal abuse. Both vertical (superior-to-subordinate) and horizontal (peer-to-peer) harassment is covered.

Q5: Can a pregnant employee be dismissed for performance reasons in Korea?

Dismissing a pregnant employee is subject to extremely strict scrutiny under Korean law. Under the Labor Standards Act and Equal Employment Act, dismissal during pregnancy or maternity leave is presumptively unlawful. An employer must demonstrate compelling, objective performance grounds entirely unrelated to the pregnancy — a very difficult standard to meet. Courts have consistently ruled in favor of pregnant employees in dismissal disputes. Foreign employers are strongly advised to seek legal counsel before taking any adverse action against a pregnant employee.

Q6: How does the non-regular worker discrimination correction mechanism work?

A fixed-term or part-time worker who believes they are being discriminated against in wages or working conditions compared to a comparable regular employee can file a "discrimination correction" petition with the Regional Labor Relations Commission within 6 months of the discriminatory act. The Commission investigates and can order correction of the wage gap for up to 2 years retroactively, plus punitive damages of up to 3x the gap for intentional or repetitive violations. No filing fee is required.

Q7: Does Korea have specific laws protecting LGBTQ+ employees?

Korea does not yet have a comprehensive anti-discrimination act covering sexual orientation in the private sector. However, the National Human Rights Commission Act includes sexual orientation among its 23 protected grounds for employment discrimination, allowing complaints to be filed with the NHRC. The NHRC can issue recommendations, but these are not legally binding in the private sector. Several bills for a comprehensive anti-discrimination law including sexual orientation protection have been proposed but not yet enacted as of 2026.

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📋 韩国法律洞察 | 劳动法

作者：NOH UJIN 律师 | HANBYOL LAW LLC，首尔

韩国就业歧视法：外国劳动者和雇主的权利与义务

韩国建立了一套完善的禁止就业歧视的法律框架，但许多外国劳动者和跨国雇主对其在韩国法律下的权利与义务知之甚少。无论您是在韩国工作的外国人，还是在韩国雇用员工的外国企业，了解就业歧视法律环境对于合规管理和人力资源管理都至关重要。

1. 核心法律框架

《劳动基准法》：禁止基于性别、国籍、宗教和社会地位的就业歧视（第6条）。
《男女雇用平等法》：全面禁止在招募、工资、晋升、产假等方面的性别歧视。
《残疾人雇用促进法》：禁止对残疾人的歧视，要求50人以上企业满足配额要求（私营部门3.1%）。
《禁止就业年龄歧视法》：禁止基于年龄的招募和就业歧视，法定强制退休年龄最低为60岁。
《期间制及短时间劳动者保护法》：禁止对非正规劳动者的不合理歧视。
《国家人权委员会法》：涵盖23项受保护属性（含种族、肤色、性取向等）的就业歧视禁止规定。

2. 外国劳动者在韩国的保护

在韩工作的外国公民享有与韩国公民相同的基本劳动保护。主要要点：

国籍歧视：对从事相同工作的外国劳动者给予低于韩国劳动者的待遇属违法歧视。
E-7、E-9签证劳动者：受韩国劳动法全面保护，包括歧视禁止规定。
同工同酬：外国劳动者须至少获得韩国最低工资（2024年为每小时9,860韩元）。
非正规移民：即使没有有效签证的劳动者，也受到免遭工资盗窃和人身虐待的法律保护。

3. 性别歧视与性骚扰

《男女雇用平等法》禁止招募、薪酬、晋升和产假各阶段的性别歧视。性骚扰方面，雇主有法定义务预防、调查和处理，不作为最高可判处3年有期徒刑或3000万韩元罚款。

4. 残疾雇用配额

50人以上的企业（含外资企业）须满足残疾雇用配额（私营部门3.1%）。未达标须缴纳"残疾雇用费"，每个未填补职位每月约100万至160万韩元。

5. 非正规劳动者歧视

期间制或兼职劳动者若认为相较于从事同等工作的正规劳动者存在工资歧视，可在6个月内向地区劳动委员会申请"歧视纠正"。委员会可命令追溯纠正最多2年的工资差距，蓄意或重复违规可处以最高3倍差距的惩罚性损害赔偿。

6. 职场骚扰（甲质）法

2019年起施行的职场骚扰防止法要求雇主制定书面反骚扰政策、指定投诉处理人、保护举报人免受打击报复。处置不当最高罚款500万韩元。

📌 官方参考资源

常见问题解答（FAQ）

Q1：韩国雇主可以合法地向外国员工支付低于从事相同工作的韩国员工的工资吗？

不可以。基于国籍对从事相同或实质相似工作的员工给予工资歧视，违反《劳动基准法》和《国家人权委员会法》。外国劳动者有权获得同工同酬。

Q2：韩国最低强制退休年龄是多少？

依据《禁止就业年龄歧视法》，最低强制退休年龄为60岁。政府鼓励企业向60至65岁退休员工提供再雇用合同。

Q3：外国公司如何遵守残疾雇用配额？

在韩国拥有50名以上员工的任何雇主（含外资企业）都必须满足配额要求。进入韩国市场时应立即审查人员配置和残疾雇用状况。

Q4："职场骚扰"在韩国法律下如何认定？

职场骚扰须同时满足三个要件：（1）利用职场优势地位或关系；（2）对员工造成身体或精神痛苦或工作环境恶化；（3）超出合理工作范围。上下级和平级骚扰均受法律约束。

Q5：韩国是否有保护LGBTQ+员工的专项法律？

韩国尚无涵盖私营部门性取向的综合性反歧视法，但《国家人权委员会法》的23项受保护属性包含性取向，可向NHRC提起投诉。多项综合性反歧视法案截至2026年尚未通过立法。

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📋 韓国法律インサイト | 労働法

著者：弁護士 NOH UJIN | HANBYOL LAW LLC、ソウル

韓国雇用差別法：外国人労働者と外国企業のための権利と義務ガイド

韓国は雇用差別を禁止する高度な法的枠組みを整備していますが、多くの外国人労働者や多国籍企業は、韓国法上の自社の権利と義務を十分に把握していません。本ガイドでは、保護される特性、禁止行為、執行メカニズム、および外国企業向けの実務的コンプライアンス戦略を包括的に解説します。

1. 主要法律の枠組み

勤労基準法：性別、国籍、宗教、社会的地位に基づく差別を禁止（第6条）。
男女雇用平等法：採用、賃金、昇進、産休に関する性差別を全面禁止。
障害者雇用促進法：障害者差別禁止と雇用割当制度（民間：3.1%）を規定。
雇用上の年齢差別禁止法：年齢差別禁止、強制定年最低年齢60歳。
期間制・短時間労働者保護法：非正規労働者への不合理な差別を禁止。
国家人権委員会法：23の保護属性（人種、性的指向を含む）を対象とした差別禁止。

2. 在韓外国人労働者の保護

韓国で働く外国人は、原則として韓国人と同等の基本的労働保護を受けます。国籍による賃金差別は違法であり、E-7・E-9ビザ労働者も差別禁止規定の完全な保護を受けます。最低賃金（2024年：9,860ウォン/時）の保障と同一賃金同一労働の原則が適用されます。

3. 性差別とセクシャルハラスメント

男女雇用平等法は、採用から退職まで全雇用段階での性差別を禁止します。使用者はセクハラ防止・調査・是正の法的義務を負い、不作為は最長3年の懲役または3,000万ウォンの罰金の対象となります。

4. 障害者雇用割当制度

50人以上を雇用する企業（外資系企業を含む）は障害者雇用割当（民間3.1%）を満たす必要があります。未達の場合、未充足ポジション1件につき月額約100万〜160万ウォンの「障害者雇用賦課金」が課されます。

5. 非正規労働者差別

期間制・短時間労働者は、差別行為から6ヶ月以内に地域労働委員会へ「差別是正」申請が可能です。委員会は最大2年遡及した賃金格差の是正を命じることができ、故意・反復違反には最大3倍の懲罰的損害賠償が課されることがあります。

6. 職場ハラスメント（甲質）法

2019年施行のハラスメント防止法は、職場上の優位的地位の乱用による身体的・精神的苦痛の付与を禁止します。使用者は書面によるハラスメント防止方針の策定、苦情処理担当者の指定、告発者の報復からの保護が義務付けられています。

📌 公式参考資料

よくある質問（FAQ）

Q1：韓国の使用者は、同じ仕事をする韓国人従業員より低い賃金を外国人従業員に合法的に支払うことができますか？

できません。国籍による賃金差別は勤労基準法および国家人権委員会法で禁止されています。外国人労働者は同一賃金同一労働の権利を有します。

Q2：韓国の強制定年の最低年齢は何歳ですか？

雇用上の年齢差別禁止法に基づき、強制定年の最低年齢は60歳です。政府は60〜65歳の退職者への再雇用契約の提供を奨励しています。

Q3：障害者雇用割当はどのように機能しますか？

韓国に50人以上の従業員を雇用する使用者（外資系企業含む）は割当を満たす必要があります。未達の場合、未充足ポジション1件につき月額約100万〜160万ウォンの賦課金が課されます。

Q4：韓国法における「職場ハラスメント（甲質）」の定義は何ですか？

①職場上の優位的地位や関係の利用、②身体的・精神的苦痛または職場環境悪化の惹起、③相当な業務範囲の逸脱、の3要件を同時に満たす行為が対象となります。縦型（上位から下位）と横型（同僚間）の双方が含まれます。

Q5：韓国にはLGBTQ+従業員を保護する法律はありますか？

韓国にはまだ性的指向を民間部門で保護する包括的差別禁止法はありません。ただし、国家人権委員会法の23保護属性に性的指向が含まれており、NHRCへの申告が可能です。2026年時点で包括的差別禁止法は未成立です。

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📋 Perspectiva Legal Coreana | Derecho Laboral

Por el Abogado NOH UJIN | HANBYOL LAW LLC, Seúl

Ley de Discriminación Laboral en Corea: Protecciones y Obligaciones para Trabajadores y Empleadores Extranjeros

Corea del Sur ha desarrollado un sofisticado marco legal para prohibir la discriminación laboral, pero muchos trabajadores extranjeros y empleadores multinacionales desconocen sus derechos y obligaciones bajo la ley coreana. Ya sea que sea un ciudadano extranjero que trabaja en Corea o una empresa extranjera con empleados en el país, comprender el entorno de discriminación laboral es fundamental para el cumplimiento legal y la gestión de recursos humanos.

1. Marco Legal Principal

Ley de Normas Laborales: Prohíbe la discriminación por género, nacionalidad, religión y estatus social (Artículo 6).
Ley de Igualdad de Empleo: Prohíbe la discriminación de género en todas las etapas del empleo y el acoso sexual.
Ley de Empleo de Personas con Discapacidad: Prohíbe la discriminación y exige cuotas de contratación (3.1% en sector privado) para empleadores con 50+ trabajadores.
Ley de Prohibición de Discriminación por Edad: Prohíbe la discriminación etaria; edad mínima de jubilación obligatoria: 60 años.
Ley de Protección de Trabajadores a Plazo Fijo: Prohíbe la discriminación injustificada entre trabajadores regulares y no regulares.
Ley de la Comisión Nacional de Derechos Humanos: Cubre 23 motivos protegidos incluyendo raza, orientación sexual y opinión política.

2. Protección de Trabajadores Extranjeros en Corea

Los ciudadanos extranjeros que trabajan en Corea tienen derecho a las mismas protecciones laborales fundamentales que los ciudadanos coreanos. La discriminación salarial por nacionalidad está prohibida bajo la Ley de Normas Laborales. Los trabajadores con visas E-7 y E-9 reciben protección completa, incluidas las prohibiciones de discriminación, y tienen garantizado el salario mínimo (9.860 wones/hora en 2024).

3. Discriminación de Género y Acoso Sexual

La Ley de Igualdad de Empleo prohíbe la discriminación de género en reclutamiento, salarios, promoción y permisos de maternidad. Los empleadores tienen la obligación legal de prevenir, investigar y remediar el acoso sexual; la inacción es un delito penal con penas de hasta 3 años de prisión o multas de hasta 30 millones de wones.

4. Cuotas de Empleo para Personas con Discapacidad

Cualquier empleador con 50 o más empleados en Corea (incluidas empresas extranjeras) debe cumplir la cuota de empleo de personas con discapacidad (3.1% para el sector privado en 2024). El incumplimiento genera un "recargo por empleo de discapacitados" de aprox. 1 a 1.6 millones de wones por puesto no cubierto al mes.

5. Discriminación de Trabajadores No Regulares

Los trabajadores a plazo fijo o a tiempo parcial que sean objeto de discriminación salarial respecto a trabajadores regulares comparables pueden presentar una petición de "corrección de discriminación" ante la Comisión Regional de Relaciones Laborales dentro de 6 meses. La Comisión puede ordenar la corrección retroactiva de hasta 2 años de brecha salarial, más daños punitivos de hasta 3 veces la brecha.

6. Ley de Acoso Laboral (Gapjil)

La ley de acoso laboral de 2019 prohíbe conductas que causen daño físico o psicológico mediante el abuso de autoridad laboral. Los empleadores deben establecer una política escrita contra el acoso, designar un responsable de quejas y proteger a los denunciantes de represalias. La inacción se sanciona con multas de hasta 5 millones de wones.

📌 Referencias Oficiales

Preguntas Frecuentes (FAQ)

P1: ¿Puede un empleador coreano pagar legalmente menos a un empleado extranjero que hace el mismo trabajo que un coreano?

No. La discriminación salarial por nacionalidad para empleados que realizan trabajo igual o sustancialmente similar está prohibida por la Ley de Normas Laborales y la Ley de la Comisión Nacional de Derechos Humanos. Los trabajadores extranjeros tienen derecho a igual salario por igual trabajo.

P2: ¿Cuál es la edad mínima de jubilación obligatoria en Corea?

La edad mínima de jubilación obligatoria es de 60 años bajo la Ley de Prohibición de Discriminación por Edad en el Empleo. El gobierno fomenta que las empresas ofrezcan contratos de reempleo a trabajadores de 60 a 65 años.

P3: ¿Cómo funciona la cuota de empleo de discapacitados para empresas extranjeras?

Cualquier empleador con 50 o más empleados en Corea (incluidas empresas de inversión extranjera) debe cumplir la cuota. Las empresas deben auditar su plantilla y situación de empleo de discapacitados al entrar en el mercado coreano.

P4: ¿Qué constituye "acoso laboral" (Gapjil) bajo la ley coreana?

El acoso laboral requiere que: (1) explote una posición o relación superior en el lugar de trabajo; (2) cause dolor físico o psicológico o deteriore el entorno laboral; y (3) supere el ámbito razonable del trabajo. Se incluye tanto el acoso vertical como el horizontal.

P5: ¿Tiene Corea leyes específicas que protejan a los empleados LGBTQ+?

Corea aún no tiene una ley antidiscriminación integral que cubra la orientación sexual en el sector privado. Sin embargo, la Ley de la Comisión Nacional de Derechos Humanos incluye la orientación sexual entre sus 23 motivos protegidos, permitiendo presentar quejas ante la NHRC. Varios proyectos de ley antidiscriminación integral no habían sido aprobados hasta 2026.

P6: ¿Puede despedirse a una empleada embarazada por razones de rendimiento en Corea?

El despido de una empleada embarazada está sujeto a un escrutinio extremadamente estricto. Se presume ilegal el despido durante el embarazo o la baja de maternidad, y el empleador debe demostrar causas objetivas y apremiantes de rendimiento completamente independientes del embarazo — un estándar muy difícil de cumplir.

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