Unpaid wages in Korea
Final salary, delayed pay, unpaid hours, deductions, or unclear payslips. Start by listing pay periods, promised amounts, actual deposits, and messages.
Estimate unpaid amounts →Problem guides
Start from the problem you can describe.
You do not need to know the legal category first. Pick the closest problem, collect facts, and use the linked tools before deciding whether to file, ask for language support, or consult an independent professional.
Severance pay questions
Dates, continuity, weekly hours, average wages, and any amount already paid can change the factual review. Keep contract renewals and bank records together.
Open severance calculator →Unused annual leave
Annual leave often depends on exact first and last working dates, actual continuation after one year, leave used, and employer-designated closure days.
Check with the scanner →Overtime, holiday, night work, or minimum wage
Compare actual work time with actual pay, including required preparation, standby, cleanup, or meetings. Keep schedules and messages.
Run wage checks →Dismissal or forced resignation
Termination issues can involve short deadlines and routes outside a wage complaint. Save notice dates, messages, pressure, alternatives, and contract end dates.
Review filing routes →Filing after leaving Korea
Leaving Korea does not automatically end a wage problem, but communication, evidence, deadlines, and payment logistics become harder. Prepare before departure when possible.
Read the exit guide →Workplace injury or illness (산재)
Work-related injuries and illnesses are usually handled through industrial-accident insurance via the Korea Workers' Compensation & Welfare Service (근로복지공단) — a different route from a Labor Office wage complaint. Coverage can apply regardless of visa type. Keep medical records, dates, and how the injury happened.
Organize the facts with the scanner →Employment Permit System (E-9) workers
E-9 workers have specific rules on changing workplaces, permitted reasons, and time limits, and the local Employment Center and standard labor contract matter. Leaving a job without the proper process can affect your stay, so check the current rules before acting and keep your contract and notices.
Review filing and routes →Workplace harassment (직장 내 괴롭힘)
Harassment cases can follow a different route from wage complaints: reports can go inside the company or to the Labor Office — especially when the owner is involved. Workplaces with fewer than 5 employees may fall under different rules. Keep a dated record of each incident and save messages, lawfully made recordings, and medical records.
Organize what happened →Recommended flow
Use the same flow even when the issue starts from one category.
1. Make a packet
Save the core facts locally so every later step starts from the same information.
Case Builder2. Check for hidden issues
Run the scanner before narrowing your request to one item.
Hidden Claim Scanner3. Bring a summary
Combine facts, estimates, timeline, and issue map into a printable summary.
Consultation summary