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Embark Recruiting

As former native English teachers in Korea, we know exactly what it’s like to navigate teaching abroad. That’s why we’re committed to increasing transparency in schools and improving Korea’s ESL teaching industry.

At Embark Recruiting, we provide full support to help you succeed. Our blogs offer guidance, tips, and insider knowledge for teaching in Korea.

Posts : Tax and Labor Rights (2)

All About Embark (9) Teaching in Korea (3) Visa Guide (10) Tax and Labor Rights (2) Life in Korea (2)

How to Check if Your Job is Registered with the Ministry of Education (MOE)

by Embark Recruiting

Tax and Labor Rights (2/2)

How to Check if Your Job is Registered with the Ministry of Education (MOE)

How to Check if Your Job is Registered with the Ministry of Education (MOE) 1. Go to the Hakgwon NEIS website operated by the Ministry of Education (https://hakwon.neis.go.kr/nxui/index.html). 2. Select the city or province in Korea your school is located (in Korean). 3. Select the municipality or district where your school is located. This should be the city, district, or county name following the province or metropolitan city, ending with Si (시), Gu (구), or Gun (군). 4. Type your language academy by name (in Korean) and click the search icon. 3. Once you find your school, click the number under 설립 운영 ("Establishment, Operation"). The number should represent the number of staff in your school. Scroll to find your name. You should be listed as a 강사 ("instructor/teacher") If your name is not listed, it means you haven’t been registered with the MOE. Please check with your school to see if they have submitted your application.

Labor Rights for Native English Teachers in Korea

by Embark Recruiting

Tax and Labor Rights (1/2)

Labor Rights for Native English Teachers in Korea

Legal Protections for Native English Teachers South Korea’s laws and constitution promise equal rights and protection from discrimination for all workers. Native English teachers may wonder if these protections truly apply to them. The good news is, native English teachers in Korea’s private academies and schools are recognized as legal employees with the same labor rights as Korean citizens. Whether a native English teacher qualifies as a “worker” under the Labor Standards Act DOES NOT depend on the job title or contract label (such as “freelance,” "contractor," or “employee”), but on the actual nature of the working relationship. If the teacher performs labor under the school’s (employer) direction and control in exchange for wages, they are considered an employee. Labor Standards Act (See full version here) Article 6 (Equal Treatment) “An employer shall neither discriminate against employees on the basis of gender, nor take discriminatory treatment in relation to terms and conditions of employment on the ground of nationality, religion, or social status.” Factors that indicate an employee relationship include: Employer/School defines the work and tasks Subject to company policies and rules Employer/School supervises and directs the work Work hours and location are set by the employer/school Worker/Teacher does not independently own tools or materials Worker/Teacher cannot hire substitutes Worker/Teacher bears no financial risk of profit or loss Compensation is tied to the work performed A fixed or base salary is provided Employer/School withholds income tax Work is continuous and dedicated to one employer/school Employee/Teacher status recognized under social security laws Given these criteria, the majority of native English teachers employed by private academies and schools in Korea are legally classified as employees under the Labor Standards Act. This classification guarantees them equal labor rights, fair treatment, and protections equivalent to those enjoyed by Korean workers.