Employer of record services in South Korea
Grow your team in South Korea without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.
Loved by our Customers
Quickly & easily employ in South Korea without an entity
Entity-free employment
Stay compliant
Dedicated support
Sync with your HR systems
“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Employing in South Korea
Growing your workforce in South Korea doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.
Global Employee Cost Calculator
Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.
Employment Cost Calculator
*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expertSouth Korea
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More than an Employer of Record.
Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.
Market Selection Advisory
Compare available talent, compensation, additional costs and regulations across different countries
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Salary Benchmarking
Identify and prioritize markets for growth based on talent, cost & regulations
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Global Skills Analysis
Map skill availability by region to align talent strategies with business goals..
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Talent Acquisition
Find, hire & onboard the highly skilled team members you need in each locality.
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Talent Strategy Optimization
Optimize your talent strategy to enable your organization to achieve it’s global ambitions.
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Frequently asked questions
Yes. We manage South Korea’s four major social insurances (national pension, health insurance, employment insurance, and industrial accident compensation), combined employer contributions of roughly 9-10% of salary, along with income tax withholding. We also manage statutory severance pay, which is mandatory in South Korea and calculated as at least one month’s average wage per year of service.
Beyond statutory severance and social insurance, competitive South Korean employers add meal allowances, private health checkups beyond the statutory minimum, and performance bonuses. South Korea’s strict statutory 52-hour working week cap also makes clear, compliant scheduling itself a meaningful part of a competitive offer.
Statutory notice is 30 days, and statutory severance pay (calculated as at least one month’s average wage per year of service) is due to any employee with a year or more of service, regardless of the reason for termination, which is distinct from many markets where severance depends on cause. South Korean labor law is generally protective of employees, so documented, cause-based process matters.
An EOR can typically onboard within one to two weeks for social insurance registration, compared with the several weeks to a couple of months needed to incorporate a South Korean entity and register with the National Tax Service and social insurance agencies.
South Korea’s mandatory severance-regardless-of-cause rule and strict working-hour caps require ongoing local administration to manage well. An EOR handles that compliance and the associated liability, which is typically the more efficient path for an initial South Korean hire, particularly in tech and manufacturing-adjacent roles.
Hire Anywhere with Our EOR Services
We help you legally employ and pay talent across 180+ countries—so you can scale faster.
