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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 : Teaching in Korea (3)

All About Embark (4) Embark Services (7) Teaching in Korea (3) Visa and Immigration Guide (14) Tax and Labor Rights (2) Life in Korea (2) Resources and Forms (44)

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 and Insurances

by Embark Recruiting

Teaching in Korea (1/3)

Average ESL Teacher Salary in Korea After Taxes and Insurances

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. 1. Average Starting ESL 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 2. What Taxes are Paid by ESL Teachers in Korea? As a native English teacher, you will pay income tax on your earnings. Your school withholds this tax each month and sends it to the Korean tax authorities. At the end of January each year, or when leaving Korea, you need to complete a year-end tax settlement to finalize your tax liability. You are eligible for the same income deductions and tax credits as Korean workers. Tax Exception for EPIK Teachers Some EPIK (public school) teachers from select countries are exempt from tax for the first two years in Korea due to tax treaties. Unfortunately, Canadian citizens are not exempt from taxes. Tax-Exempt Countries (2 years): United States United Kingdom South Africa Australia Ireland New Zealand Note: Teachers who worked their first year at a language academy and then transferred to a public school can claim only one year of tax exemption, while teachers who worked two years or more in Korea are not eligible. 1. Monthly Withholding Tax (National Income Tax) Each month, your school withholds an amount from your wage and salary based on the Simplified Tax Withholding Table (간이세액표) from the National Tax Service (NTS). Your school must remit the withheld tax to the tax office by the 10th of the following month. The amount withheld depends on: Your monthly salary The number of dependents (e.g., spouse) and children under 20 For example, if you earn 2,500,000 KRW (2.5 Mil.) per month and have no dependents, your national tax would be 35,600 KRW Note: A 3.3% withholding tax applies to freelancers and independent contractors. This arrangement is NOT permitted for E-2 visa holders. 2. Monthly Local Tax In addition to the national income tax, a local income tax equal to 10% of your national tax is also withheld from your wages, and your local tax would be 3,560 KRW. Your total monthly tax would be 39,160 KRW (35,600 + 3,560), which deducted from your wage and salary, would be 2,460,840 KRW (~2.46 Mil.) before insurance contributions. Source: Hometax (Mar. 2024) Related article: 2025 Year-end Tax Settlement in Korea for Native English Teachers 3. 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. In Korea, schools must provide health, medical, and industrial accident compensation insurance. 1. National Pension: The National Pension System is a state-run social security system to help citizens maintain basic living standards by paying them monthly contributions while they earn income. Monthly pensions are paid when citizens can no longer earn a living due to old age, unexpected disabilities, or death (provided to the bereaved family in this case). 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.) Eligibility for National Pension Foreign residents in Korea aged 18–60 must subscribe to the National Pension Scheme, just like Korean citizens. An exception applies only if the person’s home country doesn't cover Korean nationals or offer a comparable pension system. Unfortunately, this excludes South Africa. Lump-Sum Refund Foreign subscribers are generally not eligible for a lump-sum refund. However, they may receive all contributions paid plus interest if they: (1) returning to his/her home country (2) has reached the retirement age required to receive pension payment (65 or older) (3) has passed away (given to the bereaved family) Country Pension Eligibility Lump-Sum Refund Eligibility United States O O Canada O O United Kingdom O Non-refundable Ireland O Non-refundable/added to the native country pension Australia O O New Zealand O Non-refundable South Africa X X 2. Health Insurance & Long-term care Insurance: Korea's National Health Insurance (NHI) 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% Once you register for your Residence Card (formerly ARC), you'll be automatically subscribed to Korea’s National Health Insurance. An NHI Card and Subscription Guide will be sent to your residential address in Korea. You'll have the same benefits as the Korean citizens, including dental treatment, free bi-annual general health checkups, and pregnancy and childbirth-related support for medical expenses. Be sure to ask your school if the insurance covers international hospitals as well as local hospitals. This is a mandatory subscription. 3. Employment Insurance: Employment or unemployment insurance provides unemployment benefits if you lose your job. Native English teachers on E-2 visas and F-4 (Overseas Korean) visa holders are not required to enroll in Employment Insurance if they choose not to. However, holders of F-2, F-5, and F-6 visas are obligated to participate. Teacher contribution: 0.9% (monthly salary) School contribution (under 150 workers): 0.9% Total Contribution: 1.8% Employment Benefits Benefits are provided to newly unemployed workers seeking new employment, provided certain conditions are met. Eligible teachers must: Have been forced to resign for “just cause” (not voluntarily resigning or being dismissed for “just cause”), and Have worked at least 180 insured days within the 18 months at a workplace covered by employment insurance 4. Industrial Accident 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%). School contribution: Paid entirely Total: ~9.39% of your monthly salary 4. How to Calculate Your Monthly Income After Taxes and Insurance Contributions To quickly estimate your monthly take-home pay after taxes and insurance contributions, you can use an online calculator like the Saramin Salary Calculator (www.saramin.co.kr/zf_user/tools/salary-calculator). The results from this calculator are estimates only and may differ from the actual figures. 1. Visit the Saramin Salary Calculator page. Turn on the Google Translate option. 2. Under salary criteria ("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) Note: "Long-term Care" (장기요양보험) is insurance available to individuals aged 65 or older, or to those under 65 who have age-related conditions such as dementia or stroke (not applicable to teachers). Source: Saramin 5. Review Your Pay Slip Each Month On your designated monthly payment date, you will receive a pay slip detailing your deductions and showing your total net pay. We recommend reviewing it carefully to understand the exact breakdown of taxes and social insurance contributions. If your pay differs significantly from the estimates, please consult your school. Source: Busan Metropolitan Office of Education (2024)