by Embark Recruiting
Signing your first teaching contract in Korea can feel overwhelming. That’s why at Embark Recruiting, we walk you through every line of your contract. From salary and housing to overtime pay and pension, we make sure you understand what you're signing.
While details vary from school to school, most teaching contracts follow a similar format. This guide breaks down a sample contract and highlights what native English teachers should look for, alongside relevant points from the Korean Labor Standards Act.
1. Contract Duration and Terms
Most teaching contracts in Korea run for one year, starting on your first teaching day and ending on the last day of the 12th month. Leaving early often results in penalties such as repaying airfare and losing severance pay. Additionally, breaking the contract also affects your ability to secure another teaching position.
Example:
1st of September 2025 – 30th of September 2026
2. Orientation and Training
New teachers usually receive about five days of training before starting regular classes. Some academies may request online as well as offline on-campus training. For offline training, teachers generally meet with experienced teachers, observe classes, and review the school’s curriculum and teaching methods. During training, the teacher will typically not be asked to conduct classes and will be paid a minimal training wage, usually lower than the standard wage (50 ~ 70% of the normal hourly wage).
Example:
The Teacher must complete the School's training programs. The teacher will be guaranteed five days of training before starting to teach. During this time, the Teacher will shadow experienced teachers and learn the School's curriculum. The Teacher will NOT be expected to teach during this period. The Teacher will be paid an hourly training wage equal to 20,000 KRW per hour.
3. Working Hours and Break Times
Contracts typically outline both teaching hours and office hours. At most language academies, teachers can expect to spend around 30 to 40 hours per week in the classroom, which totals to 120 or 160 hours a month. In addition to classroom instruction, schools often require teachers to prepare for lessons, perform administrative tasks, and attend staff meetings. Some academies also schedule special events such as speech contests or sports days on weekends, which may not be compensated separately.
Note: Meetings, workshops, and class prep may be required but are often NOT counted as teaching hours.
Break times generally follow the Korean Labor Standards Act, which requires that workers receive at least a 30-minute break if working over four hours, and at least one hour if working over eight hours.
Labor Standards Act, Article 54 (Recess) (See Full)
(1) An employer shall allow employees a recess of not less than thirty minutes in cases of working for four hours, or a recess of not less than one hour in cases of working for eight hours, during work hours.
4. Teacher Responsibilities and Duties
Teaching in Korea involves more than simply delivering lessons. Contracts generally list expectations such as preparing daily lesson plans, teaching a range of age groups, and attending meetings, workshops, and occasional weekend events. Daily duties and responsibilities help teachers understand the daily grind and what is expected.
Example:
The Teacher is required to prepare for all classes and perform administrative tasks related to teaching.
Duties include:
a. Teach classes according to the assigned timetable
b. Substitute teaching in case of teacher absence
c. Develop and organize teaching resources for lessons
d. Attend and contribute to team meetings and planning sessions
e. Attend parent-teacher meetings and bi-annual school events, including open classes
f. Prepare student evaluations and written progress reports
g. Work closely with Korean teachers and administrative staff to support students’ learning and growth
h. Attend training sessions and special events as needed
5. Standard of Dress and Conduct
Teachers are expected to maintain a professional appearance and conduct at all times while on school premises. While suits and ties are usually not required, neat and appropriate clothing is expected (business casual). Beyond appearance, teachers are also expected to follow the school’s code of conduct, which typically includes being respectful to students, parents, and colleagues, and adhering to school policies during classes, meetings, and events.
Example:
The Teacher must maintain behavior that upholds and reflects positively on the reputation of the school and its staff. The Teacher shall avoid actions or conduct that could harm students, colleagues, or the school community.
The Teacher is expected to dress professionally and appropriately while on school premises or participating in school-related activities. Visible tattoos or piercings may not be considered acceptable in accordance with the school’s professional standards.
6. Salary and Overtime Pay
A teacher’s monthly salary is normally fixed and clearly stated in the contract, with pay dates specified in the contract. The contract will likely state overtime pay generally at 50% of a normal salary in addition to the regular salary as stated in Korea’s Labor Standards Act. The contract should define what is included in ‘overtime’ and the hourly rate per teaching hour. If you agree to work overtime, you may want to get a statement in writing. It is essential to clarify what counts as overtime. Lesson preparation, meetings, and training sessions are usually required but not considered overtime, meaning they are included in your base salary responsibilities.
Example:
2,500,000 KRW monthly salary on the 1st day of each month for the preceding month.
Labor Standards Act, Article 56 (Extended, Night or Holiday Work) (See Full)
(1) An employer shall, in addition to the ordinary wages, pay employees at least 50/100 thereof for extended work (referring to the work during the hours extended pursuant to Articles 53 and 59 and to the proviso of Article 69).
7. Housing or Housing Stipend
Most language academies provide either a furnished apartment or a monthly housing allowance. When housing is provided, teachers can usually expect basic furnishings such as a bed, refrigerator, washing machine, and air conditioning and heating unit. Request photos of housing before signing a contract. Utilities, internet, phone, and other living expenses are the teacher’s responsibility. Many contracts also include a refundable deposit. For example, the school may withhold 200,000 won over two months of your salary to cover unpaid bills. This is common practice to ensure that the tenant is responsible for damages and pays for the bills. This deposit is returned at the end of the contract once all expenses are settled.
If a housing allowance is offered instead of an apartment, teachers should make sure the stipend is in addition to, not included in, their base salary. We advise you to ask when the stipend will be paid each month.
Example:
The School will provide the Teacher with single, furnished accommodation in the form of a studio apartment. The School will cover the monthly rent. The housing will include basic furniture and appliances such as a bed, blanket, refrigerator, air conditioner, and heating system. The Teacher is responsible for all costs associated with the use of the housing, including utilities, internet expenses, and taxes. The teacher will be responsible for repair or replacement costs for any damage caused by negligence. A refundable deposit of 100,000 KRW will be withheld from the Teacher’s pay for over 2 months. The School will return the total deposit, minus any applicable deductions, at the end of the Contract Period.
If the Teacher already has their own housing, the School will provide a monthly housing allowance of up to KRW 500,000.
8. Airfare and Transportation
Many schools offer to cover the cost of airfare to Korea, though the terms vary. Some schools purchase the ticket in advance, while others reimburse the teacher after arrival. One-way flight reimbursement is also typically capped at one million KRW and is paid after three months of employment. If the teacher leaves before the end of the contract, this cost must typically be repaid.
Example:
The School will reimburse the Teacher with a one-way economy-class flight to South Korea not exceeding 1,500,000 KRW. The flight fee will be reimbursed within three months of the contract start date. If the contract is terminated by either the Teacher or the School within the first three months of employment, the Teacher must repay the cost of the airfare. For Teachers who are already in South Korea at the time of signing the contract, the School will provide a one-way ticket back to the Teacher’s home country upon completion of a one-year contract.
9. National Health Insurance and Pension
By Korean law, all full-time workers must be enrolled in Korea’s National Health Insurance Service and the National Pension Service. Both contributions are split evenly (50/50) between the school and the teacher. Health insurance premiums are deducted from monthly pay, while pension contributions accumulate over time. Teachers from countries that have a social security agreement with Korea, including the U.S., Canada, the U.K., Australia, New Zealand, and Ireland, but excluding South Africa, are eligible for a lump-sum pension refund. When you decide to leave Korea, a lump-sum refund equivalent to the amount of contributions paid plus the fixed interest is paid to the teacher.
Example:
The School will withhold Korean income tax, health insurance, and national pension contributions from the Teacher’s monthly salary as required by Korean law. The School will subsidize 50% of the Teacher’s contributions to both the national pension and health insurance. The Teacher will contribute to the remaining fifty percent of both the national pension and health insurance. Health insurance will be provided through the National Health Insurance Corporation (NHIC), and the Teacher will be enrolled in the National Pension Scheme.
10. Vacation, Paid Leave, and Sick Leave
Vacation days are often tied to the school’s calendar rather than chosen by the teacher. While all national holidays are generally off (15 days), additional vacation days may be limited.
A worker without one full year of service with an attendance rate of 80% during the year receives 1 day of vacation per month of work (totalling 11 days of annual paid leave).
Sick leave policies are also generally limited; many schools allow only three paid sick days per year, requiring a doctor’s note from an approved clinic, and they are generally not to be taken consecutively.
Example:
The School will determine vacation dates, except for legal holidays. If the Teacher wishes to choose vacation dates, they must submit a request and obtain approval from the School at least sixty days in advance. The Teacher is entitled to 15 paid vacation days in addition to national holidays.
The Teacher is entitled to one day of paid sick leave if illness or injury prevents the Teacher from fulfilling their duties under this contract, provided that prior approval is obtained from the School at least one day in advance. When taking sick leave, the Teacher must submit a doctor's note to the School following his/her return.
Labor Standards Act, Article 60 (Annual Paid Leave) (See Full)
(1) Every employer shall grant any employee who has worked not less than 80 percent of one year a paid leave of 15 days.
11. Severance Pay
Teachers who complete a full one-year contract are legally entitled to severance pay equal to one month’s salary, regardless of whether the contract mentions it.
Act on the Guarantee of Employees’ Retirement Benefits, Article 8 (Establishment, etc. of Retirement Allowance Systems) (See Full)
(1) Any employer who intends to set up a retirement allowance system shall establish a system that makes it possible to pay a retiring worker a prorated amount equivalent to average wages earned for 30 days for each year of his/her continuous service.
12. Termination and Resignation
Contracts generally outline the conditions under which a school may dismiss a teacher, including repeated absences, misconduct, or poor performance. Schools are usually expected to provide notice, but in cases of serious misconduct, dismissal may be immediate.
Labor Standards Act, Article 26 (Advance Notice of Dismissal) (See Full)
When an employer intends to dismiss an employee (including dismissal for management reasons), he or she shall give the employee a notice of dismissal at least 30 days in advance of such dismissal, and, if the employer fails to give such advance notice, he or she shall pay such employee a 30 days' ordinary wage at the least: Provided, That where any of the following is applicable, this shall not apply:
(1) Where the period during which the employee has worked continuously is less than three months;
(2) Where continuation of the business is impossible due to natural disasters, incidents or other unavoidable circumstances;
(3) Where the employee has intentionally caused serious damage to the business or property loss, which falls under the reasons prescribed by Ministerial Decree of Employment and Labor.
Although Korean law does not require employees to give 30 days’ written notice when resigning, many contracts include a notice period, often 30 or 60 days, as a standard clause. Teachers should follow the notice specified in their contract to avoid potential disputes.
13. Governing Law
All employment contracts in Korea are governed by Korean law, and any disputes are handled within the Korean legal system.
While contracts can initially seem dense, take the time to read every clause carefully and ask for clarifications if anything is unclear. The Korean Labor Standards Act provides important legal protections on matters such as working hours, breaks, paid leave, health insurance, pension, and severance pay. Knowing both the contents of your contract and your rights under the law is the best way to ensure your rights are protected. At Embark, we walk you through every detail of your contract so you can feel confident and informed before signing.
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