Administrative

Unfair Dismissal & Disciplinary Action Lawyer

Unfair Dismissal & Disciplinary Action Lawyer | What employees need to know before challenging a dismissal or disciplinary sanction

Summary

Under Korean law, an employer cannot dismiss, suspend, transfer, reduce pay, or otherwise discipline a worker without "justifiable cause" (근로기준법 제23조 제1항). If the cause, procedure, or severity of the sanction was improper, the worker can file a petition for remedy with the Labor Relations Commission within 3 months of the disciplinary action (근로기준법 제28조). This page walks through the grounds employers must prove, the remedy procedure, and what evidence tends to matter most.

Administrative · Labor Related law: Labor Standards Act (근로기준법) Employee-side remedy Labor Relations Commission

Unfair Dismissal & Disciplinary Action | Three ways to challenge a dismissal or disciplinary action

Employees are not limited to a single forum. Depending on urgency, cost, and the remedy sought, a worker may pursue one or more of the following routes, sometimes in combination.

Labor Relations Commission

Fastest, lowest-cost route for reinstatement and back pay

Filing deadline	Within 3 months of the action
Typical duration	Roughly 2-3 months at first instance
Remedy available	Reinstatement or back pay order
Cost	No filing fee; representation optional

Petitions go first to the regional Labor Relations Commission, then may be appealed to the National Labor Relations Commission (근로기준법 제28조).

Civil lawsuit

When you need a court judgment or compensation beyond reinstatement

Filing deadline	Generally within civil statute of limitations
Typical duration	6 months to over a year
Remedy available	Confirmation of invalid dismissal, wages, damages
Cost	Court fees plus attorney fees

A worker may sue to confirm that a dismissal is void and claim unpaid wages during the dispute period; this can run alongside or after a Labor Relations Commission case.

Administrative litigation

Appealing an adverse Labor Relations Commission decision

Filing deadline	Within 15 days of receiving the ruling
Typical duration	Several months to over a year per instance
Remedy available	Reversal of the Commission's order
Cost	Court fees plus attorney fees

If either party disagrees with the National Labor Relations Commission's decision, they can file a lawsuit against the Commission seeking revocation of its order (노동위원회법 제27조).

Unfair Dismissal & Disciplinary Action | What must an employer show to justify dismissal or discipline?

Article 23(1) of the Labor Standards Act requires 'justifiable cause' for any dismissal, suspension, transfer, reduction of pay, or other punitive action against a worker (근로기준법 제23조 제1항). In practice, disputes usually turn on one or more of the following issues.

Substantive cause

Was there a real, provable reason?
Employers often cite performance issues, misconduct, or business necessity, but vague or exaggerated allegations rarely satisfy the standard. The employer bears the burden of proving the underlying facts and that they are serious enough to justify the specific sanction imposed.

Proportionality

Was the punishment proportionate to the conduct?
Even where some wrongdoing occurred, dismissal or a heavy sanction can still be found unfair if it is grossly disproportionate to the conduct, especially where the internal disciplinary rules (취업규칙) set out a graduated scale of penalties. Prior work record and any mitigating circumstances are usually weighed here.

Procedural fairness

Was proper internal procedure followed?
Many workplaces' rules or collective agreements require notice of the charges, an opportunity to explain, or review by a disciplinary committee before a sanction is imposed. Skipping a procedure that the employer's own rules require can make an otherwise defensible dismissal unfair.

Written notice

Was dismissal given in writing with reasons and timing?
An employer must notify the reason for and timing of dismissal in writing; a dismissal made only verbally or without stated reasons is invalid regardless of the underlying cause (근로기준법 제27조).

30-day notice / pay

Was 30 days' advance notice or equivalent pay given?
Except in cases of extraordinary and unavoidable business necessity or certain statutory exceptions, an employer must give at least 30 days' advance notice of dismissal or pay ordinary wages for 30 days in lieu of notice (근로기준법 제26조).

Common exceptions and edge cases

Workers who have been employed for less than 3 months are exempt from the 30-day notice requirement in some circumstances, and probationary or fixed-term status can affect what counts as 'dismissal.' Constructive resignations obtained through pressure can also be challenged as de facto dismissal if the employee did not genuinely intend to resign.

Unfair Dismissal & Disciplinary Action | How the Labor Relations Commission remedy procedure actually works

For most employees, the Labor Relations Commission is the practical starting point because it is faster and cheaper than court, and it can order reinstatement.

Who can file, and against whom

Any worker who was dismissed, suspended, or otherwise disciplined without justifiable cause may petition the relevant regional Labor Relations Commission (근로기준법 제28조 제1항). Businesses with fewer than 5 regular employees are generally exempt from the unfair dismissal provisions of Article 23, so eligibility should be checked early.

The 3-month filing window

A petition must be filed within 3 months from the date of the dismissal or disciplinary action (근로기준법 제28조 제2항). This period is calculated from the date the action actually took effect, not from when the worker later confirmed it was final, so gathering the exact date and any written notice is an early priority.

Hearing and decision

After filing, the Commission investigates and holds a hearing where both sides present evidence and testimony. If the petition is granted, the Commission can order reinstatement and payment of wages the worker would have earned during the dispute period; if either party disagrees, they can appeal to the National Labor Relations Commission within 10 days.

Unfair Dismissal & Disciplinary Action | What evidence actually moves the outcome

Because the employer must prove justifiable cause, an employee's strongest position often comes from documenting what the employer did and did not do, rather than only arguing after the fact.

The disciplinary notice and stated reasons

Save the written dismissal or disciplinary notice, any performance improvement plan, and prior warnings. Inconsistencies between the stated reason and what was actually communicated at the time are often decisive.

Internal rules and comparable cases

The company's work rules (취업규칙) or collective bargaining agreement often set out the disciplinary procedure and a scale of sanctions. How similar past cases within the same workplace were handled can support an argument that the sanction here was disproportionate or selectively applied.

Records of process, or lack of it

Emails, meeting notes, or witness accounts showing whether the employee was given notice of the charges and a chance to respond before the disciplinary committee are often central. A lack of any such process, where the rules required one, is a common and effective argument.

Unfair Dismissal & Disciplinary Action | Wages, back pay, and living costs during the dispute

A dismissal dispute can take months to resolve, so understanding what income you may be entitled to during that period matters as much as the final outcome.

Back pay if reinstatement is ordered

If the Commission or a court finds the dismissal invalid, the worker is generally entitled to wages for the period between the dismissal and reinstatement, since the employment relationship is treated as having continued (민법 제538조 제1항 준용 논리에 따른 실무 해석). The exact calculation depends on the worker's ordinary wage and any interim earnings.

Unemployment benefits while the case is pending

Workers who were involuntarily dismissed may be eligible to apply for unemployment benefits while a remedy petition is pending; a favorable outcome later can affect how those benefits interact with back pay, so this should be checked with the relevant employment center rather than assumed.

Unfair Dismissal & Disciplinary Action | From the day you are disciplined to case closure

Initial consultation and evidence review
Bring the written notice, employment contract, work rules, and any prior warnings so counsel can assess whether justifiable cause and proper procedure appear to be missing.

Deadline check and forum selection
Counsel confirms the 3-month Labor Relations Commission deadline and whether a parallel or later civil suit makes sense given the remedy you want.

Filing the petition
The petition sets out the facts, the disciplinary action, and the grounds it is unfair, supported by documentary evidence and witness statements where available.

Investigation and hearing
The Commission investigates, may hold a mediation session, and ultimately holds a hearing where both sides present their case before a panel.

Decision and possible appeal
If either side disagrees with the outcome, they may appeal to the National Labor Relations Commission and, beyond that, to administrative court.

Unfair Dismissal & Disciplinary Action | What affects the cost of a dismissal dispute

Labor Relations Commission filing fee
There is no government filing fee to petition the Labor Relations Commission; if you retain counsel, cost is based on an agreed retainer and, where applicable, a contingent success fee tied to reinstatement or back pay recovered.

Attorney's fee structure
Fees are typically set as a base retainer for preparing the petition and attending the hearing, sometimes with an additional fee if the case proceeds to appeal before the National Labor Relations Commission.

Civil litigation costs
If the dispute moves to a civil lawsuit to confirm invalid dismissal or claim wages, court filing fees are calculated based on the amount claimed, in addition to attorney fees.

Appeal-stage costs
Appealing to the National Labor Relations Commission or filing administrative litigation against its decision generally involves additional attorney fees for the added stage of proceedings.

※ Costs vary depending on case complexity and specific circumstances; exact fees will be provided during consultation. No specific outcome is guaranteed.

Unfair Dismissal & Disciplinary Action | Self-Check Before You File

1️⃣ Confirm you are covered

Does your workplace regularly employ 5 or more workers?
Were you an employee under a contract of employment, not an independent contractor?
Has it been less than 3 months since the disciplinary action took effect?
Do you have any written notice of the dismissal or discipline?

2️⃣ Check what actually happened procedurally

Did the company give written notice stating the reason and date of dismissal?
Were you given at least 30 days' notice or pay in lieu?
Does the work rules require a disciplinary committee or hearing, and was one held?
Were you given a chance to explain your side before the decision was made?

3️⃣ Gather your evidence

Do you have the employment contract and work rules (취업규칙)?
Do you have copies of any warnings, evaluations, or improvement plans?
Are there witnesses or coworkers who saw how the process was handled?
Do you know how similar cases were handled for other employees?

4️⃣ Think about what remedy you want

Do you want to return to your job, or primarily want back pay and to move on?
Have you applied for or considered unemployment benefits in the meantime?
Are you prepared for the case to take several months to resolve?

Frequently Asked Questions

Q. How long do I have to file after being fired?

A. You generally have 3 months from the date the dismissal or disciplinary action took effect to file a petition with the Labor Relations Commission (근로기준법 제28조 제2항). This deadline is strict, so it is worth confirming the exact effective date as soon as possible.

Q. Can I still challenge my dismissal if I signed a resignation letter?

A. It depends on whether the resignation was genuinely voluntary. If you were pressured or misled into signing, or resignation was presented as the only alternative to a worse outcome, it may be treated as a de facto dismissal that can still be challenged.

Q. Does my company have to be a certain size for these protections to apply?

A. The unfair dismissal protections under Article 23 generally apply to workplaces that regularly employ 5 or more workers; smaller workplaces may be exempt from some of these provisions, so this should be checked early in any consultation.

Q. What can I actually get if I win at the Labor Relations Commission?

A. A successful petition typically results in an order for reinstatement and payment of the wages you would have earned during the period you were out of work. Compensation instead of reinstatement can sometimes be discussed, but reinstatement is the standard statutory remedy.

Q. Can I get unemployment benefits while my case is pending?

A. Workers who lost their job involuntarily may apply for unemployment benefits during the dispute, though the interaction with any later back pay award should be checked with the employment center handling your claim.

Q. What if I was demoted or had my pay cut instead of being fired?

A. Demotion, suspension, and pay reduction imposed without justifiable cause are also covered under the same statute as dismissal, and can be challenged through the same Labor Relations Commission process (근로기준법 제23조 제1항).

Q. Is verbal notice of dismissal valid?

A. No. An employer must give notice of dismissal in writing, stating the reasons and the effective date; a dismissal communicated only verbally is invalid regardless of the underlying reason (근로기준법 제27조).

Q. What happens if I lose at the Labor Relations Commission?

A. You can appeal to the National Labor Relations Commission within 10 days of receiving the decision, and if that also goes against you, you may file an administrative lawsuit seeking to revoke the Commission's decision within 15 days of receiving it (노동위원회법 제27조).

Q. Should I go straight to court instead of the Labor Relations Commission?

A. Most employees start with the Labor Relations Commission because it is faster, has no filing fee, and can order reinstatement quickly; a civil lawsuit is often used afterward or in parallel when broader wage claims or damages are sought.

Q. Does a criminal complaint against my employer help my dismissal case?

A. A criminal complaint (for example, for withheld wages) is a separate track from the labor dispute and does not by itself determine whether your dismissal was unfair, though the underlying facts may sometimes overlap.

Official References

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