Introduction
Expanding your workforce in South Korea without setting up a local entity? An Employer of Record (EOR) enables international companies to hire remote Korean employees while ensuring compliance with the country’s labor regulations. One of the most crucial steps in this process is preparing a compliant and professional job offer letter. This guide breaks down every step — from creation to legal compliance — for hiring through an EOR in South Korea.
Key Takeaways
- A job offer letter formally outlines job expectations, salary, and benefits prior to contract signing.
- An EOR operating in South Korea is responsible for drafting and issuing compliant job offer letters.
- South Korea’s Labor Standards Act, minimum wage law, and employment security laws guide offer letter contents.
Job Offer Letter & Onboarding Flow for a Remote EOR Employee
- Client company submits job requirements to the EOR (title, duties, salary, work type).
- The EOR drafts the offer letter, incorporating Korean legal standards and cultural considerations.
- Candidate reviews and signs the offer digitally or in writing.
- The EOR initiates onboarding, including social insurance registration, income tax setup, and employee recordkeeping.
- Employee receives a Welcome Pack or onboarding manual, if applicable.
Offer Letter vs Employment Agreement in South Korea
| Offer Letter | Employment Agreement |
|---|---|
| Non-binding confirmation of employment terms | Legally enforceable contract under Korean law |
| Summarizes job title, salary, and responsibilities | Must include work hours, wages, holidays, and termination rules |
| Typically sent before background checks or onboarding | Signed before or on first day of work |
In many cases, EORs provide both documents in succession — first an offer letter, then the formal contract after acceptance.
When Must a Job Offer Letter Be Given?
- Ideally issued within 3–7 business days after final interview.
- Should specify a response deadline for the candidate to accept the offer.
- Helps both parties align on expectations before entering into a legal employment contract.
What Salary Needs to Be Mentioned in an Offer Letter?
Offer letters in South Korea should clearly specify:
- Monthly gross salary, ideally stated in KRW
- Any fixed allowances (e.g., meal, commute, internet)
- Bonuses or performance incentives, if applicable
- Social insurance contributions (employer and employee portions)
Use wording such as:
“You will receive KRW 3,500,000 per month (gross), inclusive of statutory entitlements and allowances.”
Job Offer Letter Checklist for South Korea
✅ Full name of candidate and position offered
✅ Monthly or annual salary
✅ Start date and work schedule (including weekly working hours)
✅ Location of work (e.g., fully remote, Seoul office)
✅ Social insurance enrollment (national pension, health, employment, and industrial accident insurance)
✅ Probation period, if any
✅ Notice period and termination conditions
✅ Vacation entitlement (minimum 15 days/year)
✅ Signature lines (employee and EOR)
Download Your Job Offer Letter Template for South Korea
We offer a customizable job offer letter template aligned with Korean employment standards. It includes:
- Compliant formatting under the Labor Standards Act
- Required clauses on benefits, salary, and work type
- Customizable employer and employee details
👉 Let me know if you’d like this template generated.
FAQs
- Can I resend my offer letter?
Yes. Updated versions should clearly show version number or date. - What is the usual notice period for candidates in South Korea?
Typically 30 days, unless the employment contract specifies differently. - When do I mention company policies in the offer letter?
Briefly refer to them and indicate they will be shared during onboarding. - Can I revoke an offer letter?
Yes, but only before the employee accepts it — and ideally with written communication. - How to revoke an offer letter I sent?
Send a formal withdrawal letter with a clear reason. Consult legal counsel to avoid liability. - Who is considered an independent contractor under Korean law?
One who works independently, provides services using their own tools, and controls their work output. - What is the importance of a contractor agreement?
To clearly outline scope, payment, and ensure the individual is not misclassified. - What is a PEO in South Korea?
A Professional Employer Organization that provides HR support; differs from EOR which legally employs the worker. - What should be included in an onboarding checklist?
Resident registration number, bank account, signed contract, social insurance setup, IT access. - What is an Employer of Record (EOR)?
A third-party entity that becomes the legal employer and handles compliance, payroll, and taxes on your behalf. - What is the onboarding process with an EOR?
Document collection, salary account setup, social security registration, and welcome documentation. - What is the difference between contractors and employees?
Employees receive benefits and protections under labor law; contractors do not. - What are the costs of employment in South Korea?
Base salary + employer’s share of four major insurances (~9–10%) + bonuses (if any). - How to calculate Cost to Company (CTC)?
CTC = Salary + employer-paid social insurances + annual leave accruals + benefits. - What is a take-home salary calculator?
A tool to estimate net pay after taxes and insurance deductions. - What health insurance options exist for remote employees?
National Health Insurance is mandatory. Private insurance can supplement it for senior or global roles. - How to create offer letters for remote hires?
Provide job details to your EOR. They’ll draft and issue compliant letters per local norms. - What should be in the job title section?
Specific job title with role level, such as “Senior Marketing Manager – Korea”. - Is health insurance included in offer letters?
Yes, statutory health insurance must be mentioned. Private plans may be listed separately. - Why is it important to detail job duties?
Helps define role expectations, performance reviews, and legal obligations. - What should the compensation package include?
Base salary, statutory benefits, variable bonuses, and fixed allowances. - Why is an offer letter considered a formal document?
It demonstrates intent and lays groundwork for contract discussions. - How important is the start date?
Very important for social insurance registration and employee rights under law. - What role does the hiring manager play?
They provide the scope of work and coordinate onboarding with the EOR. - Should the letter specify full-time employment?
Yes, employment type (full-time/part-time) must be clear to ensure compliance. - What key elements should an offer letter outline?
Title, salary, working hours, vacation, insurance enrollment, and conditions for termination. - What is “at-will employment” in South Korea?
It is not recognized. Termination must follow procedures under the Labor Standards Act. - How to mention office location in remote roles?
State: “Remote – Based in [City], South Korea” or “Remote with occasional office visits.” - How can an offer letter reflect company culture?
Add a brief section about your mission, values, or team collaboration style. - What does “at-will basis” mean?
It’s a U.S. legal concept that doesn’t apply in South Korea. - What should be included in a formal offer letter?
Job details, compensation, benefits, working hours, employer info, and signatures. - Why are compensation details important?
They influence the candidate’s decision and must comply with the Minimum Wage Act.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.