Embark Recruiting Blogs Embark Recruiting : TheWorknPlay

Embark Recruiting Blogs

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 : Teaching in Korea (3)

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

How to Spot Illegal ESL Recruiters in Korea

by Embark Recruiting

Teaching in Korea (3/3)

How to Spot Illegal ESL Recruiters in Korea

The Problem with Unlicensed ESL Recruiters in South Korea Most Korean recruiting and headhunting firms are large, well-organized, and often charge lofty service fees. In comparison, the market for recruiting native English teachers is often poorly regulated. If you are looking to teach in Korea, you need to avoid working with illegal recruiters. The Role of Recruiters in Korea In Korea, recruiters for native English teachers act as intermediaries who match teachers with schools, negotiate the terms of employment, and receive payment from the schools for each candidate they place. Unlike standard recruitment fees, which are often a percentage of the candidate's first-year salary, recruiters in the native English industry usually charge a lower, flat fee. Typical Recruitment Fees in Korea (per hire) Recruiter Type Fee Standard Recruitment Approximately 15% of first-year salary Native Teacher Recruitment 500,000 - 1.5 million Korean Won (KRW) Legal Qualifications and Licensing for Recruiters in Korea Not just anyone can work as a recruiter in Korea. Recruiters must meet specific legal qualifications. To establish a native English teacher recruiting company, the individual must obtain a paid employment agency license under Korean law, which is strictly regulated. Article 47 (1) of the Employment Security Act (See the full version) “A person who falls under any of the following subparagraphs shall be punished by imprisonment with labor for not more than five years, or by a fine not exceeding fifty million won. A person who conducts fee-charging job placement services or labor supply business without filing for registration or obtaining permission under Article 19 (1) or 33 (1);” Legal Requirements for Recruiters: Capital of at least 50 million KRW (about $40,000 USD) for corporations At least two executives qualified as employment counselors or labor managers in companies with 300+ employees An office space of at least 10 square meters Liability insurance for damage compensation Recruitment Fees Although Korean law regulates the amount recruiters can charge teachers as fees, in practice, these regulations are often ineffective. Avoid any recruiter who asks you for a service fee. Common Problems with Illegal Recruiters Give false or misleading information and fail to address teachers’ real needs Refuse to assist with workplace disputes or issues, leaving teachers unprotected Fail to safeguard teachers’ personal data, risking privacy breaches and misuse Stop communicating after teachers arrive in Korea or start their jobs Some schools choose to work with illegal recruiters because they pay lower fees and can control them by threatening to report them to the authorities. These illegal hiring practices play a big role in slowing down progress within Korea's native English teacher industry, leading to stagnant wages and mistrust between teachers and schools. How can I verify if my recruiter is licensed and registered? 1. Request their Business Registration Number (BRN). The BRN is a 10-digit number that proves the company is legally operating in Korea (format: XXX-XX-XXXXX). How to Verify the BRN Go to the Korean government tax website HomeTax. Enter the BRN and click 조회 (Check). If the result shows “부가가치세 일반과세자 입니다” (“General Taxpayer”), the business is legally operating. If no result appears ("조회된 결과가 없습니다"), be wary that the company may be operating illegally. 2. Ask to see their Fee-Charging Job Placement Service Certificate, which is proof that they are legally authorized to operate as a recruiting company. We have attached our own certificate to compare as a reference. From a teacher’s perspective, using any recruiter might seem acceptable. After all, you are not the one paying for the service. However, to protect your personal data and ensure you have reliable support, it is crucial to work only with legally registered and qualified recruiters.

Inside Korea's Native ESL Teacher Job Market | What to Expect

by Embark Recruiting

Teaching in Korea (2/3)

Inside Korea's Native ESL Teacher Job Market | What to Expect

Why Teach in Korea? There is a growing global demand for native English teachers, and securing the best positions can be highly competitive. South Korea stands out as one of the top destinations, offering competitive salaries, benefits, and a reputation as one of the safest countries to live and work. Status of Native English Teachers in Korea According to the Ministry of Justice’s Monthly Immigration and Foreign Policy Statistics (as of August 2025), a total of 13,527 native English teachers are working across public schools, language academies, international schools, and other educational institutions. Citizenship (English Native-speaking Country) Gender (Male) Gender (Female) Total USA 2,037 4,592 6,629 UK 804 2,345 3,149 South Africa 819 1,148 1,967 Canada 472 546 1,018 Australia 118 171 289 Ireland 103 134 237 New Zealand 63 85 148 Job Recruitment Periods The academic year in Korea begins in March and ends in February of the following year. Accordingly, private schools and language academies generally prioritize hiring teachers who can begin in March (1st Semester). Considering the time required for visa processing (typically 2–4 months), most schools begin recruitment around October of the previous year. However, due to unpredictable factors like rising student enrollment and teacher turnover, schools often recruit teachers year-round. Still, a March start date provides the best opportunity for teachers to explore a wider range of positions. International schools usually begin their school year in July or August. Tier 1 Foreign Educational Institutions in Free Economic Zones attract strong competition due to low turnover and high qualification requirements. Tier 2 to 3 smaller international schools or private academy-registered schools offer greater availability with broader eligibility criteria. Preferred Qualifications for Native Teachers While Korea’s Labor Standards Act prohibits discrimination based on nationality, religion, gender, or age, biases still exist in hiring practices. Many schools follow a North American-style curriculum, so teachers from the U.S. and Canada are often sought after, particularly due to the value placed on general American accents in Korea. Franchise academies prioritize consistency, so they often offer comprehensive training and may prefer newer teachers who are open to following a set curriculum. In contrast, independently run academies may seek experienced teachers who can manage classes with minimal supervision. Recruiters typically encourage new teachers to start in franchise academies, where they can build confidence and gain experience before transitioning to more advanced roles. Work Conditions and Contract Terms Salaries and working conditions vary by school, with specific details outlined in each teacher’s contract. Most positions are based on 12-month, one-year contracts, which is standard across the industry. This annual cycle isn’t necessarily a bad thing. In many cases, new teachers start in rural or less competitive areas to build their skills and gain teaching experience before applying for more sought-after positions in more competitive cities like Seoul. Moreover, some schools may not be the right fit, and the one-year structure gives teachers flexibility to grow and reassess. Recruitment Process and Recruitment Fees Most schools use recruiters to hire native English teachers. Large franchises may have their own HR departments, but still often work alongside recruiters. According to Korea’s Labor Standard Act, recruiters cannot charge placement fees to the teacher. Be wary of recruiters who demand any form of payment for their services. Recruiters in Korea are compensated by the school once the placement is completed. Legal Protections for Teachers Korea’s Labor Standard Act offers strong protections for all workers, including foreign nationals. Korean employers are legally required to treat foreign employees equally, and most labor laws are interpreted in favor of workers. If a teacher feels they are being treated unfairly, they can file a complaint with the local office of the Ministry of Employment and Labor (MOEL) without any legal costs or paying for a lawyer. For instance, if a school closes unexpectedly and fails to pay wages, the government can compensate the teacher for up to three months’ salary and severance. If you’re unsure which local office to contact, you can call the official Ministry of Employment and Labor hotline, and they will direct you to the appropriate local office. Counseling: 1350 (English option: press 7) Tel: +82-2-1544-1350 Related Blog: Are Native English Teachers Granted the Same Labor Rights as Korean Workers? Education Background and Teaching Experience Many native English teachers in Korea are new to teaching abroad and can start without a master’s degree or teaching certification. That said, having a degree in education or English as well as a teaching license can improve job opportunities and working conditions. Additionally, while a TEFL certification is mandatory for public schools, it is generally not a key hiring factor for language academies. Regardless of initial qualifications, teachers often receive raises and promotions as they gain teaching experience. For international schools, candidates are typically expected to have at least two years of teaching experience in Korea, along with a TEFL or TESOL certificate. Age Factors Although the official retirement age for public school teachers in Korea is 63, schools often prefer younger teachers, especially since many native teaching positions focus on younger children from kindergarten to elementary levels. However, older applicants with strong credentials and teaching experience can still find rewarding opportunities, particularly in less competitive or rural areas.

Average ESL Teacher Salary in Korea After Taxes

by Embark Recruiting

Teaching in Korea (1/3)

Average ESL Teacher Salary in Korea After Taxes

When working in Korea, you might notice that the salary you receive is lower than your expected salary. For example, you were supposed to receive 2.4 million Korean won this month, but only 2.2 million Korean won was deposited. What gives? This difference is due to tax deductions and social insurance contributions. Understanding these systems is crucial for understanding your salary and maximizing your benefits before signing with a school. Average Starting Teaching Salaries in Korea Salaries for teaching jobs in Korea differ based on the institution type and location. International schools typically offer starting salaries ranging from approximately 2.4 million to 2.7 million KRW per month (~$1,700 to $1,900 USD). Language academies usually start at around 2.4 million KRW (~$1,700 USD) per month, with experienced teachers able to negotiate salaries upwards of 3.0 million KRW (~$2,100 USD) or more. Related Blog: Labor Rights for Native English Teachers in Korea What Taxes are Paid by Teachers in Korea? Native English teachers working in Korea typically pay income tax on their earnings. Basic income (national) taxes are withheld monthly by your school and paid directly to the Korean tax authorities. Schools calculate monthly tax using the Simplified Tax Withholding Table provided by the National Tax Service (NTS). Teachers also pay local income tax, which is 10% of the national income tax. By the end of January each year (or upon leaving Korea), teachers must complete a year-end tax settlement to finalize their tax liability. Native English teachers are generally eligible for the same income deductions and tax credits as Korean workers, except for housing-related deductions and credits. Teachers may choose to pay a 19% flat tax instead of the standard progressive rate (6–45%) under Article 18-2 of the Restriction of Special Taxation Act. However, choosing the flat tax disqualifies you from standard deductions, tax credits, and exemptions, including non-taxable allowances. To apply, teachers must submit a Flat Tax Rate Application to their employer (withholding agent) along with relevant income deduction and tax credit documents. Korea's 4 Major Social Insurances Korea’s 4 major social insurances refer to four types of social security programs designed to protect and support workers in Korea. 1. National Pension: Public pension plan for financial support after retirement (65 years old). Teacher contribution: 4.5% (monthly salary) School contribution: 4.5% Total Contribution: 9% (as of 2025, will begin to rise gradually by 0.5 percentage points each year, from 9 percent in 2025 to 13 percent in 2033.) 2. Health Insurance & Long-term care Insurance: A national health insurance plan covers essential medical expenses, health checks, and general healthcare costs. Teacher contribution: 3.545% (monthly salary) School contribution: 3.545% Total Contribution: 7.09% 3. Employment Insurance: Employment or unemployment insurance provides unemployment benefits if you lose your job. Teacher contribution: 0.9% (monthly salary) School contribution (under 150 workers): 0.9% Total Contribution: 1.8% 4. Worker’s Compensation Insurance: Workers’ compensation or industrial insurance covers medical expenses and compensation for injuries or illnesses that occur as a result of work. The insurance premium depends on the size and payroll of the school. For educational services, the standard rate is 6 per 1,000 of total payroll (i.e., 0.6%). Total: ~9.39% of your monthly salary How to Calculate Your Income After Four Social Insurance Contributions 1. Visit the Four Social Insurance Calculator Page (click here) 2. Type your monthly salary in the box after the monthly salary ('월 급여') and click calculate ('계산'). 3. The total 'Employee Contribution' should be listed in the bottom row of the second column. Subtract that amount from your monthly salary. That is your income after your total social insurance contributions. How to Calculate Your Income After Income Taxes and Four Social Insurance Contributions To estimate your monthly take-home pay after income tax and Korea’s four major social insurance contributions, you can use an online calculator like the Saramin Salary Calculator. 1. Visit the Saramin Salarly Calculator Page (click here) 2. Under salary type ("급여 기준"), click monthly salary ("월급"). 3. Type your monthly salary ( "월급") and press Enter. The calculator will display your estimated monthly take-home pay ("월 예상 실수령액"). Example: Monthly salary: 2,500,000 KRW (2.5 million Korean won). Total deductions (income tax + social insurance contributions): 248,350 KRW. Estimated take-home pay: 2,251,650 KRW (2.25 million Korean won). Please note: The results from this calculator are estimates only and may differ from the actual figures. However, if your pay is drastically different from estimates, please check with your school. We recommend reviewing your pay slip carefully to see the exact breakdown of taxes and social insurance contributions. (See sample form below.)