{"content_id":"5hvh94rwn2","slug":"chuseok-holiday-work-pay-2026-calculation","locale":"en","schema_type":"HowTo","category":"how_to","category_name":"How-to","title":"2026 Chuseok Holiday Pay Calculation Rules","summary":"The 2026 Chuseok holiday runs from September 24 to 26. After checking the number of regularly employed workers and the pay type, calculate premiums for holiday work, work beyond 8 hours, and night work in that order.","sponsorship_disclosure":null,"affiliate_disclosure":null,"commerce_disclosure":null,"author":{"name":"OnBinder Editorial Team","url":"https://onbinder.com/ko/about"},"key_points":["Check your employment contract and work schedule for the actual hours worked from September 24 to 26.","Use the number of regularly employed workers during the one month before the relevant date to determine whether the workplace has at least 5 employees.","Determine whether you are salaried or paid hourly or daily, and check your ordinary hourly wage.","Separate the hours into up to 8 hours, more than 8 hours, and after 10 p.m. to calculate the premiums.","If payment is not made by the regular payday, gather your records and check the petition procedure on the Ministry of Employment and Labor's Labor Portal."],"content_markdown":"At workplaces with at least five regular employees, work performed during September 24–26, 2026 is subject to premium pay for holiday work. For salaried employees, additional pay is calculated starting at 1.5 times the ordinary hourly wage. After confirming the payment date, check the period for filing a petition regarding unpaid wages through the Ministry of Employment and Labor’s Labor Portal.\n\nAs of September 2026\n\n## Procedure for Calculating Chuseok Holiday Work Pay\n\nFirst determine whether the day is a holiday and confirm the size of the workplace. Then compare the ordinary hourly wage with the hours actually worked. It is also advisable to record the regular wage payment date.\n\n1. **Check the dates worked.** Use the work schedule to confirm whether you worked during the 2026 Chuseok holiday period of September 24–26.\n2. **Check the number of regular employees.** Use the number of regular employees calculated under the law, not the number of employees who came to work on the holiday.\n3. **Distinguish the type of wage.** The paid-holiday portion already included may differ between salaried and hourly employees.\n4. **Separate the hours actually worked.** Excluding break time, distinguish work of up to 8 hours from work exceeding 8 hours.\n5. **Mark nighttime hours separately.** Separately total the hours from 10 p.m. to 6 a.m. the following day.\n6. **Compare the wage statement with the calculation results.** If any amount is unpaid, first ask the workplace for the basis of its calculation.\n7. **If the unpaid wages are not resolved, check the petition procedure.** Use the civil petition application menu on the Ministry of Employment and Labor’s Labor Portal or contact the competent labor office.\n\nThe limitation period and starting point for unpaid wage claims must be checked under the Labor Standards Act and Ministry of Employment and Labor guidance. This does not mean that waiting is recommended. If a discrepancy is identified, preserve the supporting materials first.\n\n## Scope of Paid Holidays for Chuseok 2026\n\nThe 2026 Chuseok holiday period runs from September 24 through 26. The day before Chuseok, Chuseok itself, and the following day fall within the scope of public holidays. Paid-holiday provisions apply to workplaces with at least five regular employees.\n\n| Date | Classification | General rule for workplaces with at least 5 employees |\n|---|---|---|\n| September 24, 2026 | Day before Chuseok | Statutory paid holiday |\n| September 25, 2026 | Chuseok | Statutory paid holiday |\n| September 26, 2026 | Day after Chuseok | Statutory paid holiday |\n\nSeptember 26 is a Saturday. A substitute public holiday does not arise merely because the holiday overlaps with a Saturday. If the rules of employment or a collective agreement provide more favorable terms, those standards apply.\n\n## Summary of Conditions for Workplaces with at Least 5 and Fewer Than 5 Employees\n\nThe number of regular employees is the key condition determining whether holiday-work premiums apply. You must not count only the employees who reported to work on the holiday. The period and method for calculating the number of regular employees must be checked under the Labor Standards Act and its subordinate statutes and Ministry of Employment and Labor guidance.\n\n| Classification | Workplaces with at least 5 employees | Workplaces with fewer than 5 employees |\n|---|---|---|\n| Application of paid-holiday rules to Chuseok public holidays | Applies | Exempt from mandatory application under the Labor Standards Act |\n| Premium for holiday work of up to 8 hours | 50% premium on ordinary wages | No statutory premium obligation |\n| Premium for holiday work exceeding 8 hours | 100% premium on ordinary wages | No statutory premium obligation |\n| Night-work premium | Additional 50% premium on ordinary wages | No statutory premium obligation |\n| More favorable contractual terms | May apply | May apply |\n\nHaving fewer than five employees does not eliminate wages for work performed. The agreed wages for the hours actually worked must be paid. If the contract promises a holiday premium, that agreement must also be checked.\n\nThe number of regular employees does not include only permanent employees. Fixed-term and part-time employees may also be included in the calculation. The exact calculation is determined in accordance with Article 7-2 of the Enforcement Decree of the Labor Standards Act.\n\n## Comparison of Salaried, Hourly, and Short-Term Employees\n\nThe biggest difference between salaried and hourly employees is whether the base paid-holiday portion is included. For salaried employees, wages for the holiday are generally included in the monthly salary. For hourly employees, the paid-holiday portion may need to be added separately.\n\n| Type of wage | Base paid-holiday portion | Work actually performed on the holiday |\n|---|---|---|\n| Monthly salary | Generally included in the monthly salary | Additional 1.5 times the ordinary hourly wage for up to 8 hours |\n| Hourly wage | Separately review the paid-holiday portion if it is a prescribed working day | Additional 1.5 times the ordinary hourly wage for up to 8 hours |\n| Daily wage | Check whether the holiday portion is included in the daily wage | Convert to the ordinary hourly wage and calculate the premium |\n| Short-term holiday work | Check the contract period and prescribed working days | Not excluded from premium pay merely because the work is short-term |\n| Work of fewer than 15 hours per week | Paid-holiday provisions may not apply | Separately check workplace size and contractual terms |\n\nBeing described as hired only for the holiday period is not the determining factor. The first question is whether the person is an employee under the Labor Standards Act. The contract period and working days stated in the employment contract must also be checked.\n\nFor daily-wage employees, the daily wage must be recalculated as an hourly wage. Check how many working hours the daily wage is based on. Whether meal or transportation allowances are included in ordinary wages depends on the conditions of payment.\n\n## Formulas for Work of Up to and Over 8 Hours\n\nAt workplaces with at least five regular employees, the premium rate changes based on 8 hours per day. Here, `W` is the ordinary hourly wage. Break time is excluded from the hours actually worked.\n\n| Work period | Amount added for salaried employees | Actual work portion for hourly employees |\n|---|---:|---:|\n| Holiday work of up to 8 hours | Hours worked × W × 1.5 | Hours worked × W × 1.5 |\n| Portion of holiday work exceeding 8 hours | Excess hours × W × 2.0 | Excess hours × W × 2.0 |\n| Night-work hours | Additional night hours × W × 0.5 | Additional night hours × W × 0.5 |\n\nHourly employees may be entitled to a base paid-holiday portion in addition to pay for the work actually performed. First check whether the day was a prescribed working day. The hours for the paid-holiday portion are based on the originally scheduled prescribed working hours.\n\nThe night-work premium may overlap with the holiday-work premium. Nighttime hours run from 10 p.m. to 6 a.m. the following day. This statutory premium obligation does not apply to workplaces with fewer than five employees.\n\n## Calculation Example\n\nAssume that a salaried employee worked 10 hours on a holiday. Assume that actual break time has already been excluded. Also assume that the final hour was night work performed after 10 p.m.\n\n1. Holiday work of up to 8 hours is `8 hours × W × 1.5 = 12W`.\n2. The 2 hours exceeding 8 hours are `2 hours × W × 2.0 = 4W`.\n3. One nighttime hour is `1 hour × W × 0.5 = 0.5W`.\n4. The additional amount payable beyond the monthly salary is calculated based on the ordinary hourly wage and hours actually worked, but the premium calculation method must be checked under the Labor Standards Act and Ministry of Employment and Labor guidance.\n\nThe calculation differs for an hourly employee whose originally prescribed working hours were 8 hours. The base paid-holiday portion of `8W` must be reviewed separately. The total amount to be reviewed under the same conditions must be calculated after checking whether the base paid-holiday portion is included and how the premium is calculated under the Labor Standards Act and Ministry of Employment and Labor guidance.\n\nThis example uses the ordinary hourly wage as a variable. The actual amount depends on the ordinary-wage items listed on the wage statement. If there is an inclusive wage agreement, compare the allowances included with any shortfall.\n\n## Comparison of Holiday Substitution and Compensatory Leave\n\nHoliday substitution is a system that swaps the original holiday with another working day. Compensatory leave is a system that compensates with paid leave for premium wages that have already accrued. Both systems require a written agreement with the employee representative.\n\n| Classification | Holiday substitution | Compensatory leave |\n|---|---|---|\n| Legal basis | Article 55 of the Labor Standards Act | Article 57 of the Labor Standards Act |\n| Timing of application | Substitute the holiday before the work is performed | Compensate with leave for allowances accrued after the work |\n| Written agreement | Required with the employee representative | Required with the employee representative |\n| Work on the original Chuseok holiday | An ordinary working day if lawfully substituted | Treated as holiday work, resulting in premium pay |\n| Method of compensation | Designate another day as a paid holiday | Grant paid leave reflecting the premium rate |\n\nThe employee representative is not someone unilaterally designated by the employer. If there is a labor union organized by a majority of the employees, that labor union serves as the representative. If there is no labor union, the representative must be a person representing a majority of the employees.\n\nIf the holiday substitution is valid, the original Chuseok date becomes an ordinary working day. However, any overtime or night work is subject to the applicable premiums separately. An individual’s verbal consent is unlikely to satisfy the written-agreement requirement.\n\n## Common Mistakes and Supporting Materials\n\nThe most common mistake is applying the 1.5 multiplier to every employee. The workplace size and type of wage must be checked first. Another common error is counting break time as working time.\n\n- Determining that a workplace has fewer than five employees based only on the number who reported to work on the holiday\n- Adding again a base paid-holiday portion already included in the monthly salary\n- Omitting the base paid-holiday portion for an hourly employee\n- Applying only the 1.5 multiplier to the portion exceeding 8 hours\n- Omitting the night-work premium for work after 10 p.m.\n- Assuming that every holiday overlapping with a Saturday becomes a substitute public holiday\n- Assuming that holiday substitution is complete based only on a verbal agreement\n- Failing to calculate an actual shortfall merely because there is an inclusive wage arrangement\n\nTo prepare for a dispute, you need materials proving that the work was performed. Keep both company system records and personal records. Verification is easier when different materials indicate the same hours.\n\n- Employment contract and wage terms\n- September 2026 work schedule and shift schedule\n- Attendance records and work-system access logs\n- Wage statements and bank deposit records\n- Written agreement with the employee representative regarding holiday substitution\n- Materials showing the workplace’s staffing levels\n\n## Checking Unpaid Allowances and Filing a Petition\n\nAs a rule, allowances should be checked on the agreed regular wage payment date. The deadline for paying wages after termination must be checked under the Labor Standards Act and Ministry of Employment and Labor guidance, together with whether there is a special agreement. If unpaid wages are suspected, request a written calculation breakdown.\n\n1. Prepare a calculation sheet containing the ordinary hourly wage and hours worked.\n2. Attach the employment contract and work records.\n3. Ask the workplace why the amount was omitted and when it is scheduled to be paid.\n4. If the issue is not resolved, access the Ministry of Employment and Labor’s Labor Portal.\n5. Check the path `Civil Petition Application \u003e Labor Standards Petitions \u003e Unpaid Wage Petition`.\n6. If online submission is difficult, visit the competent regional employment and labor office.\n\nThe limitation period for an unpaid wage claim may expire three years after the payment date. Keep the original materials separately even before filing a petition. It is also advisable not to delete messages exchanged with the employer.\n\n## Where to Check Official Regulations\n\nThe official standards can be found in Articles 11 and 55 through 57 of the Labor Standards Act. For calculation of the number of regular employees, check Article 7-2 of the Enforcement Decree of the Labor Standards Act. The scope of public holidays is set out in the Regulations on Public Holidays for Government Offices.\n\nThe official statutory language can be checked article by article through the Korean Law Information Center. The procedure for filing an unpaid wage petition is available through the Ministry of Employment and Labor’s Labor Portal. For determinations based on an individual contract, guidance is available from the competent labor office.","content_html":"\u003cp\u003eAt workplaces with at least five regular employees, work performed during September 24–26, 2026 is subject to premium pay for holiday work. For salaried employees, additional pay is calculated starting at 1.5 times the ordinary hourly wage. After confirming the payment date, check the period for filing a petition regarding unpaid wages through the Ministry of Employment and Labor’s Labor Portal.\u003c/p\u003e\n\u003cp\u003eAs of September 2026\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#procedure-for-calculating-chuseok-holiday-work-pay\" class=\"anchor\" id=\"procedure-for-calculating-chuseok-holiday-work-pay\"\u003e\u003c/a\u003eProcedure for Calculating Chuseok Holiday Work Pay\u003c/h2\u003e\n\u003cp\u003eFirst determine whether the day is a holiday and confirm the size of the workplace. Then compare the ordinary hourly wage with the hours actually worked. It is also advisable to record the regular wage payment date.\u003c/p\u003e\n\u003col\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck the dates worked.\u003c/strong\u003e Use the work schedule to confirm whether you worked during the 2026 Chuseok holiday period of September 24–26.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck the number of regular employees.\u003c/strong\u003e Use the number of regular employees calculated under the law, not the number of employees who came to work on the holiday.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDistinguish the type of wage.\u003c/strong\u003e The paid-holiday portion already included may differ between salaried and hourly employees.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSeparate the hours actually worked.\u003c/strong\u003e Excluding break time, distinguish work of up to 8 hours from work exceeding 8 hours.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eMark nighttime hours separately.\u003c/strong\u003e Separately total the hours from 10 p.m. to 6 a.m. the following day.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompare the wage statement with the calculation results.\u003c/strong\u003e If any amount is unpaid, first ask the workplace for the basis of its calculation.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eIf the unpaid wages are not resolved, check the petition procedure.\u003c/strong\u003e Use the civil petition application menu on the Ministry of Employment and Labor’s Labor Portal or contact the competent labor office.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eThe limitation period and starting point for unpaid wage claims must be checked under the Labor Standards Act and Ministry of Employment and Labor guidance. This does not mean that waiting is recommended. If a discrepancy is identified, preserve the supporting materials first.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#scope-of-paid-holidays-for-chuseok-2026\" class=\"anchor\" id=\"scope-of-paid-holidays-for-chuseok-2026\"\u003e\u003c/a\u003eScope of Paid Holidays for Chuseok 2026\u003c/h2\u003e\n\u003cp\u003eThe 2026 Chuseok holiday period runs from September 24 through 26. The day before Chuseok, Chuseok itself, and the following day fall within the scope of public holidays. Paid-holiday provisions apply to workplaces with at least five regular employees.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eDate\u003c/th\u003e\n\u003cth\u003eClassification\u003c/th\u003e\n\u003cth\u003eGeneral rule for workplaces with at least 5 employees\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Date\"\u003eSeptember 24, 2026\u003c/td\u003e\n\u003ctd data-label=\"Classification\"\u003eDay before Chuseok\u003c/td\u003e\n\u003ctd data-label=\"General rule for workplaces with at least 5 employees\"\u003eStatutory paid holiday\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Date\"\u003eSeptember 25, 2026\u003c/td\u003e\n\u003ctd data-label=\"Classification\"\u003eChuseok\u003c/td\u003e\n\u003ctd data-label=\"General rule for workplaces with at least 5 employees\"\u003eStatutory paid holiday\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Date\"\u003eSeptember 26, 2026\u003c/td\u003e\n\u003ctd data-label=\"Classification\"\u003eDay after Chuseok\u003c/td\u003e\n\u003ctd data-label=\"General rule for workplaces with at least 5 employees\"\u003eStatutory paid holiday\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eSeptember 26 is a Saturday. A substitute public holiday does not arise merely because the holiday overlaps with a Saturday. If the rules of employment or a collective agreement provide more favorable terms, those standards apply.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#summary-of-conditions-for-workplaces-with-at-least-5-and-fewer-than-5-employees\" class=\"anchor\" id=\"summary-of-conditions-for-workplaces-with-at-least-5-and-fewer-than-5-employees\"\u003e\u003c/a\u003eSummary of Conditions for Workplaces with at Least 5 and Fewer Than 5 Employees\u003c/h2\u003e\n\u003cp\u003eThe number of regular employees is the key condition determining whether holiday-work premiums apply. You must not count only the employees who reported to work on the holiday. The period and method for calculating the number of regular employees must be checked under the Labor Standards Act and its subordinate statutes and Ministry of Employment and Labor guidance.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eClassification\u003c/th\u003e\n\u003cth\u003eWorkplaces with at least 5 employees\u003c/th\u003e\n\u003cth\u003eWorkplaces with fewer than 5 employees\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eApplication of paid-holiday rules to Chuseok public holidays\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with at least 5 employees\"\u003eApplies\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with fewer than 5 employees\"\u003eExempt from mandatory application under the Labor Standards Act\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003ePremium for holiday work of up to 8 hours\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with at least 5 employees\"\u003e50% premium on ordinary wages\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with fewer than 5 employees\"\u003eNo statutory premium obligation\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003ePremium for holiday work exceeding 8 hours\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with at least 5 employees\"\u003e100% premium on ordinary wages\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with fewer than 5 employees\"\u003eNo statutory premium obligation\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eNight-work premium\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with at least 5 employees\"\u003eAdditional 50% premium on ordinary wages\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with fewer than 5 employees\"\u003eNo statutory premium obligation\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eMore favorable contractual terms\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with at least 5 employees\"\u003eMay apply\u003c/td\u003e\n\u003ctd data-label=\"Workplaces with fewer than 5 employees\"\u003eMay apply\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eHaving fewer than five employees does not eliminate wages for work performed. The agreed wages for the hours actually worked must be paid. If the contract promises a holiday premium, that agreement must also be checked.\u003c/p\u003e\n\u003cp\u003eThe number of regular employees does not include only permanent employees. Fixed-term and part-time employees may also be included in the calculation. The exact calculation is determined in accordance with Article 7-2 of the Enforcement Decree of the Labor Standards Act.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#comparison-of-salaried-hourly-and-short-term-employees\" class=\"anchor\" id=\"comparison-of-salaried-hourly-and-short-term-employees\"\u003e\u003c/a\u003eComparison of Salaried, Hourly, and Short-Term Employees\u003c/h2\u003e\n\u003cp\u003eThe biggest difference between salaried and hourly employees is whether the base paid-holiday portion is included. For salaried employees, wages for the holiday are generally included in the monthly salary. For hourly employees, the paid-holiday portion may need to be added separately.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eType of wage\u003c/th\u003e\n\u003cth\u003eBase paid-holiday portion\u003c/th\u003e\n\u003cth\u003eWork actually performed on the holiday\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Type of wage\"\u003eMonthly salary\u003c/td\u003e\n\u003ctd data-label=\"Base paid-holiday portion\"\u003eGenerally included in the monthly salary\u003c/td\u003e\n\u003ctd data-label=\"Work actually performed on the holiday\"\u003eAdditional 1.5 times the ordinary hourly wage for up to 8 hours\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Type of wage\"\u003eHourly wage\u003c/td\u003e\n\u003ctd data-label=\"Base paid-holiday portion\"\u003eSeparately review the paid-holiday portion if it is a prescribed working day\u003c/td\u003e\n\u003ctd data-label=\"Work actually performed on the holiday\"\u003eAdditional 1.5 times the ordinary hourly wage for up to 8 hours\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Type of wage\"\u003eDaily wage\u003c/td\u003e\n\u003ctd data-label=\"Base paid-holiday portion\"\u003eCheck whether the holiday portion is included in the daily wage\u003c/td\u003e\n\u003ctd data-label=\"Work actually performed on the holiday\"\u003eConvert to the ordinary hourly wage and calculate the premium\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Type of wage\"\u003eShort-term holiday work\u003c/td\u003e\n\u003ctd data-label=\"Base paid-holiday portion\"\u003eCheck the contract period and prescribed working days\u003c/td\u003e\n\u003ctd data-label=\"Work actually performed on the holiday\"\u003eNot excluded from premium pay merely because the work is short-term\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Type of wage\"\u003eWork of fewer than 15 hours per week\u003c/td\u003e\n\u003ctd data-label=\"Base paid-holiday portion\"\u003ePaid-holiday provisions may not apply\u003c/td\u003e\n\u003ctd data-label=\"Work actually performed on the holiday\"\u003eSeparately check workplace size and contractual terms\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eBeing described as hired only for the holiday period is not the determining factor. The first question is whether the person is an employee under the Labor Standards Act. The contract period and working days stated in the employment contract must also be checked.\u003c/p\u003e\n\u003cp\u003eFor daily-wage employees, the daily wage must be recalculated as an hourly wage. Check how many working hours the daily wage is based on. Whether meal or transportation allowances are included in ordinary wages depends on the conditions of payment.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#formulas-for-work-of-up-to-and-over-8-hours\" class=\"anchor\" id=\"formulas-for-work-of-up-to-and-over-8-hours\"\u003e\u003c/a\u003eFormulas for Work of Up to and Over 8 Hours\u003c/h2\u003e\n\u003cp\u003eAt workplaces with at least five regular employees, the premium rate changes based on 8 hours per day. Here, \u003ccode\u003eW\u003c/code\u003e is the ordinary hourly wage. Break time is excluded from the hours actually worked.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eWork period\u003c/th\u003e\n\u003cth\u003eAmount added for salaried employees\u003c/th\u003e\n\u003cth\u003eActual work portion for hourly employees\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Work period\"\u003eHoliday work of up to 8 hours\u003c/td\u003e\n\u003ctd data-label=\"Amount added for salaried employees\"\u003eHours worked × W × 1.5\u003c/td\u003e\n\u003ctd data-label=\"Actual work portion for hourly employees\"\u003eHours worked × W × 1.5\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Work period\"\u003ePortion of holiday work exceeding 8 hours\u003c/td\u003e\n\u003ctd data-label=\"Amount added for salaried employees\"\u003eExcess hours × W × 2.0\u003c/td\u003e\n\u003ctd data-label=\"Actual work portion for hourly employees\"\u003eExcess hours × W × 2.0\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Work period\"\u003eNight-work hours\u003c/td\u003e\n\u003ctd data-label=\"Amount added for salaried employees\"\u003eAdditional night hours × W × 0.5\u003c/td\u003e\n\u003ctd data-label=\"Actual work portion for hourly employees\"\u003eAdditional night hours × W × 0.5\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eHourly employees may be entitled to a base paid-holiday portion in addition to pay for the work actually performed. First check whether the day was a prescribed working day. The hours for the paid-holiday portion are based on the originally scheduled prescribed working hours.\u003c/p\u003e\n\u003cp\u003eThe night-work premium may overlap with the holiday-work premium. Nighttime hours run from 10 p.m. to 6 a.m. the following day. This statutory premium obligation does not apply to workplaces with fewer than five employees.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#calculation-example\" class=\"anchor\" id=\"calculation-example\"\u003e\u003c/a\u003eCalculation Example\u003c/h2\u003e\n\u003cp\u003eAssume that a salaried employee worked 10 hours on a holiday. Assume that actual break time has already been excluded. Also assume that the final hour was night work performed after 10 p.m.\u003c/p\u003e\n\u003col\u003e\n\u003cli\u003eHoliday work of up to 8 hours is \u003ccode\u003e8 hours × W × 1.5 = 12W\u003c/code\u003e.\u003c/li\u003e\n\u003cli\u003eThe 2 hours exceeding 8 hours are \u003ccode\u003e2 hours × W × 2.0 = 4W\u003c/code\u003e.\u003c/li\u003e\n\u003cli\u003eOne nighttime hour is \u003ccode\u003e1 hour × W × 0.5 = 0.5W\u003c/code\u003e.\u003c/li\u003e\n\u003cli\u003eThe additional amount payable beyond the monthly salary is calculated based on the ordinary hourly wage and hours actually worked, but the premium calculation method must be checked under the Labor Standards Act and Ministry of Employment and Labor guidance.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eThe calculation differs for an hourly employee whose originally prescribed working hours were 8 hours. The base paid-holiday portion of \u003ccode\u003e8W\u003c/code\u003e must be reviewed separately. The total amount to be reviewed under the same conditions must be calculated after checking whether the base paid-holiday portion is included and how the premium is calculated under the Labor Standards Act and Ministry of Employment and Labor guidance.\u003c/p\u003e\n\u003cp\u003eThis example uses the ordinary hourly wage as a variable. The actual amount depends on the ordinary-wage items listed on the wage statement. If there is an inclusive wage agreement, compare the allowances included with any shortfall.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#comparison-of-holiday-substitution-and-compensatory-leave\" class=\"anchor\" id=\"comparison-of-holiday-substitution-and-compensatory-leave\"\u003e\u003c/a\u003eComparison of Holiday Substitution and Compensatory Leave\u003c/h2\u003e\n\u003cp\u003eHoliday substitution is a system that swaps the original holiday with another working day. Compensatory leave is a system that compensates with paid leave for premium wages that have already accrued. Both systems require a written agreement with the employee representative.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eClassification\u003c/th\u003e\n\u003cth\u003eHoliday substitution\u003c/th\u003e\n\u003cth\u003eCompensatory leave\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eLegal basis\u003c/td\u003e\n\u003ctd data-label=\"Holiday substitution\"\u003eArticle 55 of the Labor Standards Act\u003c/td\u003e\n\u003ctd data-label=\"Compensatory leave\"\u003eArticle 57 of the Labor Standards Act\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eTiming of application\u003c/td\u003e\n\u003ctd data-label=\"Holiday substitution\"\u003eSubstitute the holiday before the work is performed\u003c/td\u003e\n\u003ctd data-label=\"Compensatory leave\"\u003eCompensate with leave for allowances accrued after the work\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eWritten agreement\u003c/td\u003e\n\u003ctd data-label=\"Holiday substitution\"\u003eRequired with the employee representative\u003c/td\u003e\n\u003ctd data-label=\"Compensatory leave\"\u003eRequired with the employee representative\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eWork on the original Chuseok holiday\u003c/td\u003e\n\u003ctd data-label=\"Holiday substitution\"\u003eAn ordinary working day if lawfully substituted\u003c/td\u003e\n\u003ctd data-label=\"Compensatory leave\"\u003eTreated as holiday work, resulting in premium pay\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Classification\"\u003eMethod of compensation\u003c/td\u003e\n\u003ctd data-label=\"Holiday substitution\"\u003eDesignate another day as a paid holiday\u003c/td\u003e\n\u003ctd data-label=\"Compensatory leave\"\u003eGrant paid leave reflecting the premium rate\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eThe employee representative is not someone unilaterally designated by the employer. If there is a labor union organized by a majority of the employees, that labor union serves as the representative. If there is no labor union, the representative must be a person representing a majority of the employees.\u003c/p\u003e\n\u003cp\u003eIf the holiday substitution is valid, the original Chuseok date becomes an ordinary working day. However, any overtime or night work is subject to the applicable premiums separately. An individual’s verbal consent is unlikely to satisfy the written-agreement requirement.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#common-mistakes-and-supporting-materials\" class=\"anchor\" id=\"common-mistakes-and-supporting-materials\"\u003e\u003c/a\u003eCommon Mistakes and Supporting Materials\u003c/h2\u003e\n\u003cp\u003eThe most common mistake is applying the 1.5 multiplier to every employee. The workplace size and type of wage must be checked first. Another common error is counting break time as working time.\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eDetermining that a workplace has fewer than five employees based only on the number who reported to work on the holiday\u003c/li\u003e\n\u003cli\u003eAdding again a base paid-holiday portion already included in the monthly salary\u003c/li\u003e\n\u003cli\u003eOmitting the base paid-holiday portion for an hourly employee\u003c/li\u003e\n\u003cli\u003eApplying only the 1.5 multiplier to the portion exceeding 8 hours\u003c/li\u003e\n\u003cli\u003eOmitting the night-work premium for work after 10 p.m.\u003c/li\u003e\n\u003cli\u003eAssuming that every holiday overlapping with a Saturday becomes a substitute public holiday\u003c/li\u003e\n\u003cli\u003eAssuming that holiday substitution is complete based only on a verbal agreement\u003c/li\u003e\n\u003cli\u003eFailing to calculate an actual shortfall merely because there is an inclusive wage arrangement\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003eTo prepare for a dispute, you need materials proving that the work was performed. Keep both company system records and personal records. Verification is easier when different materials indicate the same hours.\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eEmployment contract and wage terms\u003c/li\u003e\n\u003cli\u003eSeptember 2026 work schedule and shift schedule\u003c/li\u003e\n\u003cli\u003eAttendance records and work-system access logs\u003c/li\u003e\n\u003cli\u003eWage statements and bank deposit records\u003c/li\u003e\n\u003cli\u003eWritten agreement with the employee representative regarding holiday substitution\u003c/li\u003e\n\u003cli\u003eMaterials showing the workplace’s staffing levels\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch2\u003e\n\u003ca href=\"#checking-unpaid-allowances-and-filing-a-petition\" class=\"anchor\" id=\"checking-unpaid-allowances-and-filing-a-petition\"\u003e\u003c/a\u003eChecking Unpaid Allowances and Filing a Petition\u003c/h2\u003e\n\u003cp\u003eAs a rule, allowances should be checked on the agreed regular wage payment date. The deadline for paying wages after termination must be checked under the Labor Standards Act and Ministry of Employment and Labor guidance, together with whether there is a special agreement. If unpaid wages are suspected, request a written calculation breakdown.\u003c/p\u003e\n\u003col\u003e\n\u003cli\u003ePrepare a calculation sheet containing the ordinary hourly wage and hours worked.\u003c/li\u003e\n\u003cli\u003eAttach the employment contract and work records.\u003c/li\u003e\n\u003cli\u003eAsk the workplace why the amount was omitted and when it is scheduled to be paid.\u003c/li\u003e\n\u003cli\u003eIf the issue is not resolved, access the Ministry of Employment and Labor’s Labor Portal.\u003c/li\u003e\n\u003cli\u003eCheck the path \u003ccode\u003eCivil Petition Application \u0026gt; Labor Standards Petitions \u0026gt; Unpaid Wage Petition\u003c/code\u003e.\u003c/li\u003e\n\u003cli\u003eIf online submission is difficult, visit the competent regional employment and labor office.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eThe limitation period for an unpaid wage claim may expire three years after the payment date. Keep the original materials separately even before filing a petition. It is also advisable not to delete messages exchanged with the employer.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#where-to-check-official-regulations\" class=\"anchor\" id=\"where-to-check-official-regulations\"\u003e\u003c/a\u003eWhere to Check Official Regulations\u003c/h2\u003e\n\u003cp\u003eThe official standards can be found in Articles 11 and 55 through 57 of the Labor Standards Act. For calculation of the number of regular employees, check Article 7-2 of the Enforcement Decree of the Labor Standards Act. The scope of public holidays is set out in the Regulations on Public Holidays for Government Offices.\u003c/p\u003e\n\u003cp\u003eThe official statutory language can be checked article by article through the Korean Law Information Center. The procedure for filing an unpaid wage petition is available through the Ministry of Employment and Labor’s Labor Portal. For determinations based on an individual contract, guidance is available from the competent labor office.\u003c/p\u003e\n","tags":["Labor Market","Working hours","Everyday Finance","Chuseok","holiday work pay"],"faqs":[{"question":"How many days is the 2026 Chuseok holiday?","answer":"The 2026 Chuseok holiday runs from Thursday, September 24, through Saturday, September 26. The day before Chuseok, Chuseok itself, and the following day are public holidays."},{"question":"Are workplaces with fewer than 5 employees also required to pay 1.5 times the regular rate for work during Chuseok?","answer":"Under the Labor Standards Act, the obligation to pay a premium for holiday work generally applies to workplaces with at least 5 regular employees. Even at workplaces with fewer than 5 employees, wages for hours actually worked and any holiday premium promised in the employment contract must be paid."},{"question":"How much additional pay do salaried employees receive if they work during Chuseok?","answer":"If the basic paid holiday pay is included in the monthly salary, the premium calculation for hours actually worked should be checked against the Labor Standards Act and guidance from the Ministry of Employment and Labor. The premium standards for holiday work and night work should be checked against the Labor Standards Act and guidance from the Ministry of Employment and Labor."},{"question":"Do hourly employees only need to receive 1.5 times the regular rate for holiday work?","answer":"If that day was originally a scheduled workday and qualifies as a paid holiday, the basic paid holiday pay must be reviewed separately. For hours actually worked, 1.5 times the regular rate applies for up to 8 hours and 2 times the regular rate applies to hours exceeding 8."},{"question":"Can short-term holiday workers also receive holiday work pay?","answer":"Workers are not excluded solely because they were hired on a short-term basis. The number of regular employees at the workplace, whether the work falls within the contract period, and whether the scheduled working-hour requirements are met should be checked together against labor laws and regulations and guidance from the Ministry of Employment and Labor."},{"question":"Is additional pay required if work during Chuseok continues past 10 p.m.?","answer":"The workers covered by the night work premium, the applicable hours, and the premium rate should be checked against the Labor Standards Act and guidance from the Ministry of Employment and Labor. Holiday work and night work premiums may overlap."},{"question":"If September 26 falls on a Saturday, will there be a substitute public holiday?","answer":"A substitute public holiday does not arise solely because the day after Chuseok falls on a Saturday. If company rules or a collective agreement designate a separate holiday, those terms apply."},{"question":"If the company gives employees another day off, can it avoid paying the Chuseok work premium?","answer":"A lawful substitution of holidays requires a written agreement with the employee representative. If the holiday was changed in advance in compliance with the requirements, work on the original Chuseok holiday is treated as regular work, but overtime and night work premiums may still apply separately."},{"question":"By when must I claim unpaid Chuseok work pay?","answer":"The statute of limitations and the date from which it begins to run for unpaid wage claims should be checked against the Labor Standards Act and guidance from the Ministry of Employment and Labor. You can prepare your employment contract, work schedule, attendance records, and pay statements and check the complaint procedure through the Ministry of Employment and Labor's Labor Portal or the competent labor office."}],"sources":[{"url":"https://www.law.go.kr/법령/근로기준법","title":"National Law Information Center Labor Standards Act","type":"source"},{"url":"https://www.law.go.kr/법령/근로기준법시행령","title":"National Law Information Center Enforcement Decree of the Labor Standards Act","type":"source"},{"url":"https://www.law.go.kr/법령/관공서의공휴일에관한규정","title":"National Law Information Center Regulations on Holidays of Government Offices","type":"data_point"},{"url":"https://labor.moel.go.kr/","title":"Ministry of Employment and Labor Labor Portal","type":"source"}],"images":[{"id":1073,"url":"https://onbinder.com/rails/active_storage/blobs/proxy/eyJfcmFpbHMiOnsiZGF0YSI6MTUwOTIsInB1ciI6ImJsb2JfaWQifX0=--88bba045879b85c5b510456cf15b49b80b7bd475/ai-076b4206.webp","is_representative":true,"generation_method":"ai_photo","license":"ai_generated","mime_type":"image/webp","translations":{"ko":{"alt":"송편과 선물 상자가 놓인 주방에서 서류를 확인하는 직원","caption":"추석 준비로 분주한 주방에서 직원이 근무 관련 서류를 살펴보고 있다.","description":null},"en":{"alt":"Worker reviewing documents in a kitchen beside songpyeon and gift boxes","caption":"A worker checks employment documents in a busy kitchen preparing for Chuseok.","description":null},"ja":{"alt":"ソンピョンと贈答箱が並ぶ厨房で書類を確認する従業員","caption":"秋夕の準備で忙しい厨房で、従業員が勤務関連の書類を確認している。","description":null},"es":{"alt":"Trabajadora revisando documentos en una cocina junto a songpyeon y cajas de regalo","caption":"Una trabajadora revisa documentos laborales en una cocina ocupada con los preparativos de Chuseok.","description":null},"id":{"alt":"Pekerja memeriksa dokumen di dapur dekat songpyeon dan kotak hadiah","caption":"Seorang pekerja meninjau dokumen kerja di dapur yang sibuk menyiapkan perayaan Chuseok.","description":null},"pt":{"alt":"Trabalhadora revisando documentos na cozinha ao lado de songpyeon e caixas de presente","caption":"Uma trabalhadora confere documentos de trabalho em uma cozinha movimentada nos preparativos para o Chuseok.","description":null},"zh-hant":{"alt":"員工在擺有松餅和禮盒的廚房內查看文件","caption":"員工在忙著準備秋夕料理的廚房中查看工作相關文件。","description":null},"de":{"alt":"Mitarbeiterin prüft Unterlagen in einer Küche neben Songpyeon und Geschenkboxen","caption":"Eine Mitarbeiterin prüft Arbeitsunterlagen in einer geschäftigen Küche während der Chuseok-Vorbereitungen.","description":null}}},{"id":1074,"url":"https://onbinder.com/rails/active_storage/blobs/proxy/eyJfcmFpbHMiOnsiZGF0YSI6MTUwOTgsInB1ciI6ImJsb2JfaWQifX0=--23886d7525574d6d3fb2ad799931a80cafb7371d/ai-466adc3f.webp","is_representative":false,"generation_method":"ai_image","license":"ai_generated","mime_type":"image/webp","translations":{"ko":{"alt":"달력, 다양한 직군의 근로자, 근무표, 시계, 계산기와 동전으로 구성된 수당 계산 일러스트","caption":"추석 연휴 근무시간과 수당을 계산하는 데 필요한 일정과 급여 자료를 보여준다.","description":null},"en":{"alt":"Calendar, workers, schedules, clock, calculator, laptop, and coins in a holiday pay illustration","caption":"The illustration presents schedules, work hours, and payroll tools used to calculate Chuseok holiday pay.","description":null},"ja":{"alt":"カレンダー、さまざまな職種の従業員、勤務表、時計、電卓、硬貨を描いた手当計算イラスト","caption":"秋夕連休の勤務時間と手当を計算するための予定表や給与資料を示している。","description":null},"es":{"alt":"Calendario, trabajadores, turnos, reloj, calculadora, portátil y monedas para calcular pagos festivos","caption":"La ilustración muestra horarios, horas trabajadas y herramientas para calcular el pago durante Chuseok.","description":null},"id":{"alt":"Kalender, pekerja, jadwal kerja, jam, kalkulator, laptop, dan koin untuk menghitung upah libur","caption":"Ilustrasi ini menampilkan jadwal, jam kerja, dan alat penggajian untuk menghitung upah libur Chuseok.","description":null},"pt":{"alt":"Calendário, trabalhadores, escalas, relógio, calculadora, notebook e moedas para calcular adicional","caption":"A ilustração reúne horários, jornadas e ferramentas de folha de pagamento para calcular o adicional de Chuseok.","description":null},"zh-hant":{"alt":"日曆、不同職業的員工、排班表、時鐘、計算機、筆電與硬幣組成的假日工資插圖","caption":"插圖呈現計算中秋連假工作時數與工資所需的排班及薪資工具。","description":null},"de":{"alt":"Kalender, Beschäftigte, Dienstpläne, Uhr, Rechner, Laptop und Münzen zur Feiertagslohn-Berechnung","caption":"Die Illustration zeigt Arbeitspläne, Arbeitszeiten und Hilfsmittel zur Berechnung der Chuseok-Feiertagsvergütung.","description":null}}}],"published_at":"2026-09-05T14:34:53+09:00","updated_at":"2026-09-05T14:34:53+09:00","license":"cc_by","translation_status":"reviewed","available_locales":["ko","en","ja","es"],"data_locales":["ko","en","ja","es","id","pt","zh-hant","de"],"url":"https://onbinder.com/en/articles/chuseok-holiday-work-pay-2026-calculation"}