Korean payroll typically includes National Pension, National Health Insurance (with long-term care), Employment Insurance, and Industrial Accident Compensation Insurance, plus income tax withholding. We operate this as a managed monthly service.
Why South Korea payroll compliance matters
Employers operating in South Korea must get national pension, health insurance, and employment insurance right every month. Errors create penalties, employee disputes, and delayed expansion. Teams usually choose either payroll outsourcing (if they have a local entity) or EOR (to hire without an entity).
Core compliance checklist
- Four major insurances: Pension, health(+LTC), employment, industrial accident.
- Income tax: Withholding from earned income each month.
- Year-end settlement: Support year-end tax settlement data workflows.
- Labor Standards pay items: OT and allowance treatment in payroll.
Payroll outsourcing vs EOR in South Korea
Use payroll outsourcing when you already employ staff under your South Korea company and need month-end accuracy. Use Employer of Record when you need to hire before incorporation, test the market, or deploy a small team quickly.
Common questions
What are the four major insurances in Korea?
National Pension, Health Insurance (with long-term care), Employment Insurance, and Industrial Accident Compensation Insurance.
Do you handle year-end tax settlement?
Yes — we support year-end earned-income settlement workflows.
Can foreign HQs outsource Korea payroll?
Yes, for local entities; EOR may be available depending on hiring model.
Need South Korea payroll or EOR support?
See our dedicated EOR & payroll outsourcing page for South Korea, or request a quote.