Basically Korean labor Law doesn’t regulate employee’s having concurrent and/or additional job.  However, most employment agreements(EA) prohibit employees from having additional jobs.  So there have been many cases where employers fire employees based on his or her breach of prohibition of additional job clause in EA.

In this regard, the court’s standpoint is that as having additional job is a matter of privacy based on employee’s individual capabilities, it is not tolerable for the employers to ban totally every additional jobs which have no impediment to his basic job.

We hope this to be of assistance to you.  If you have more questions on labor contract or Korean labor law related issues, please send an email to askkorealaw@gmail.com or visit Legal Consultation page.  Our Korean licensed labor lawyers, not a U.S. lawyer residing in Korea, will answer your inquiry.

Also you can find a stack of competent legal information and articles on Korean labor law, written by a Korean licensed lawyer, by clicking here.

© 2010 Mr. Wonil Chung, a Korean Lawyer/Chung & Partners, a Korean Law Firm.  All rights reserved.

Because of the generality of this update, the information provided herein may or may not reflect the most current legal development at the time of view, nor is it applicable in all situations and should not be acted upon without specific legal advice based on particular situations.