Administrative & Labor

Unfair Dismissal Lawyer

Unfair Dismissal Lawyer | What Counts as Unfair Dismissal and How to Fight It

Summary

An employer cannot dismiss, lay off, suspend, transfer, or reduce the pay of a worker without "justifiable cause" (근로기준법 제23조 제1항). If you were let go without a legitimate reason, without written notice of the reason and timing, or without being given at least 30 days' advance notice (or 30 days' ordinary wages in lieu), the dismissal may be unfair. Workers can seek reinstatement and back pay through the Labor Relations Commission or a civil lawsuit, but strict filing deadlines apply.

Administrative · Labor Related law: Labor Standards Act (근로기준법) Worker's Perspective Labor Relations Commission

Unfair Dismissal | When Is a Dismissal Considered Unfair?

Korean law does not simply ask whether the employer had 'some' reason to let you go. It asks whether the reason and the process both meet specific legal standards. The following are the most common grounds on which a dismissal is found to be unfair.

Substantive

No Justifiable Cause
Employers must show the dismissal was based on a socially acceptable reason connected to the worker's conduct or the business's circumstances (근로기준법 제23조 제1항). Vague performance complaints, personality conflicts, or a single minor mistake are often not enough on their own. The employer bears the burden of proving just cause existed.

Procedural

Missing Written Notice
An employer must notify the worker of the reason and the effective date of dismissal in writing; a dismissal made without this written notice is invalid regardless of whether good cause existed (근로기준법 제27조). Verbal termination, a text message, or a vague email is frequently challenged successfully on this ground alone.

Procedural

No 30-Day Advance Notice
Except in specific excluded cases, an employer must give at least 30 days' advance notice of dismissal, or pay 30 days' ordinary wages in lieu of notice (근로기준법 제26조). Failing to do either can support a separate claim even if the dismissal itself is later found valid.

Layoff-specific

Improper Business-Necessity Layoff
A dismissal for 'urgent managerial necessity' requires urgent business need, efforts to avoid dismissal, fair selection criteria, and prior consultation with worker representatives at least 50 days beforehand (근로기준법 제24조). Layoffs that skip consultation or use arbitrary selection criteria are commonly overturned.

Prohibited

Discriminatory or Retaliatory Dismissal
Dismissal during a legally protected period, such as maternity leave or the 30 days following a work-related injury or illness while receiving treatment, is generally prohibited (근로기준법 제23조 제2항). Dismissals that appear to retaliate against whistleblowing, union activity, or a harassment complaint face heightened scrutiny.

Exceptions and Practical Limits

Workplaces with fewer than 5 regular employees are exempt from the just-cause requirement of Article 23, so the analysis for small businesses often shifts to procedural notice violations and other statutory protections instead (근로기준법 제11조). Whether your workplace meets the 5-employee threshold, counting all locations under common management, is itself often a contested fact.

Unfair Dismissal | Was There Really 'Justifiable Cause'?

Most disputes come down to whether the employer's stated reason actually meets the legal bar, not just whether a reason exists.

Performance and conduct-based dismissal

Poor performance alone rarely satisfies the just-cause standard unless the employer can show repeated warnings, a documented improvement process, and a clear, consistent evaluation standard. Isolated incidents, especially first-time mistakes, are frequently found insufficient by the Labor Relations Commission.

Disciplinary dismissal for misconduct

Even serious misconduct must be weighed against the employer's own disciplinary rules and past practice; punishing one worker far more harshly than others for similar conduct can itself make the dismissal unfair. The proportionality between the misconduct and the dismissal is a central issue in these cases (근로기준법 제23조 제1항).

Constructive dismissal and forced resignation

If an employer pressures a worker into submitting a resignation letter through threats, harassment, or an ultimatum, the resulting 'resignation' can be treated as a dismissal in substance and reviewed under the same just-cause standard. Evidence of how the resignation came about, such as messages or witness accounts, becomes critical here.

Unfair Dismissal | Procedural Defects That Can Void a Dismissal

Even a dismissal with a defensible underlying reason can be struck down entirely if the employer failed to follow the required process.

Written notice requirement

The notice must specify the reason and the effective date in a document the worker actually receives; an employer cannot cure a defective notice after the fact (근로기준법 제27조). Keep any termination documents, texts, or emails you received exactly as they were sent.

Advance notice or payment in lieu

A failure to provide 30 days' notice or the equivalent wages does not always invalidate the dismissal itself, but it does create a separate monetary claim the worker can pursue (근로기준법 제26조). This is often overlooked because workers focus only on the dismissal's validity.

Consultation requirements in layoffs

For layoffs based on managerial necessity, the employer must consult with the workers' representative in good faith at least 50 days before implementation and explain the selection criteria used (근로기준법 제24조). A layoff carried out without this consultation is vulnerable to challenge regardless of the business's actual financial difficulty.

Unfair Dismissal | What Remedy Can You Actually Get?

The remedy you can realistically obtain depends heavily on which forum you use and how quickly you act.

Reinstatement and back pay via the Labor Relations Commission

If the Commission finds the dismissal unfair, it can order the employer to reinstate the worker and pay wages for the period the worker was unable to work (근로기준법 제30조). Workers who do not wish to return to the workplace may request monetary compensation in lieu of reinstatement instead.

Civil lawsuit confirming the dismissal is void

A worker can also file a civil lawsuit seeking a declaration that the dismissal is invalid and claim unpaid wages for the intervening period; this route runs on general civil statute-of-limitations rules rather than the Commission's 3-month window. Many workers pursue both avenues depending on timing and strategy.

Criminal penalties for employer violations

An employer who dismisses a worker without following the required advance notice can face criminal penalties in addition to civil remedies, though this is enforced through a separate labor standards inspection process rather than the remedy application itself (근로기준법 제110조).

⚠ The 3-Month Filing Deadline for Remedy Applications

An application for remedy to the Labor Relations Commission must be filed within 3 months of the date of dismissal (근로기준법 제28조 제2항). This deadline is strictly enforced, and missing it generally forecloses this particular remedy route, though a separate civil lawsuit may still be available under different time limits.

Unfair Dismissal | From Consultation to Resolution

Initial Case Review
We review the termination notice, employment contract, pay stubs, and any messages around the dismissal to assess whether just cause and proper procedure existed.

Evidence Organization
We help you compile disciplinary history, performance records, witness statements, and communications that establish the actual circumstances of the dismissal.

Filing the Remedy Application
We prepare and file the application for remedy with the Labor Relations Commission within the 3-month deadline, or prepare a civil complaint if that route is more suitable.

Hearing and Argument
We represent you at the Commission's hearing, presenting evidence and countering the employer's justification for the dismissal.

Decision and Follow-Through
If the remedy is granted, we assist with enforcing reinstatement or back pay; if either party appeals, we advise on further proceedings before the National Labor Relations Commission or the courts.

Unfair Dismissal | How Fees Are Calculated

Retainer Fee
Generally set based on the complexity of the case, whether the matter proceeds before the Labor Relations Commission alone or also involves a civil lawsuit, and the volume of evidence review required.

Success Fee
If applicable, typically structured as a percentage tied to the amount of back pay recovered or contingent on a favorable remedy decision, agreed in advance in the engagement contract.

Disbursements
Covers filing fees, document certification costs, and expenses for expert opinions if needed, billed separately from the retainer.

Additional Proceedings
If the case is appealed to the National Labor Relations Commission or escalates to administrative litigation, this is generally treated as a separate stage with its own fee arrangement.

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

Unfair Dismissal | Self-Check Before You Contact a Lawyer

1️⃣ Confirm the Basic Facts

Do you have the written notice stating the reason and date of dismissal?
Did your employer give at least 30 days' advance notice, or pay in lieu?
Does your workplace regularly employ 5 or more workers?
Has less than 3 months passed since the date of dismissal?

2️⃣ Assess the Employer's Stated Reason

Was the reason given specific, or vague and general?
Were you given prior warnings or a chance to improve before dismissal?
Were other workers treated differently for similar conduct?
Do you have any documents, messages, or witnesses supporting your version of events?

3️⃣ If This Was a Layoff for Business Reasons

Did the employer explain the business necessity behind the layoff?
Were you consulted or notified at least 50 days in advance?
Do you know how the employer selected who to lay off?
Were laid-off workers given any priority for rehiring later?

4️⃣ If You Suspect Retaliation or Discrimination

Were you dismissed shortly after filing a complaint, reporting misconduct, or taking leave?
Were you dismissed during maternity leave or medical treatment for a work injury?
Do you have any record connecting the dismissal to a protected activity?

Frequently Asked Questions

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

A. An application for remedy to the Labor Relations Commission must be filed within 3 months from the date of dismissal (근로기준법 제28조 제2항). A civil lawsuit seeking a declaration that the dismissal is void follows separate civil statute-of-limitations rules, so it may still be available even after the 3-month window closes, but you should not rely on this without checking your specific timeline.

Q. My employer just told me verbally that I'm fired. Is that valid?

A. A dismissal notice must be in writing and state the reason and effective date; a purely verbal dismissal, without any accompanying written notice, is generally invalid regardless of the underlying reason (근로기준법 제27조). This is often one of the clearest grounds for a remedy application.

Q. I was pressured into submitting a resignation letter. Can I still claim unfair dismissal?

A. If the resignation was not truly voluntary, but was the result of threats, coercion, or an ultimatum from the employer, it can be treated in substance as a dismissal and reviewed under the same just-cause standard. Evidence showing how the resignation was obtained, such as messages, recordings, or witness accounts, is important in these cases.

Q. My company has fewer than 5 employees. Can I still do anything?

A. Workplaces with fewer than 5 regular employees are not subject to the just-cause requirement of Article 23 (근로기준법 제11조), which limits remedy applications based on lack of just cause. However, procedural protections such as the written notice requirement and the 30-day advance notice rule generally still apply, so a claim may still be possible on those grounds.

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

A. If the Commission finds the dismissal unfair, it can order reinstatement along with back pay for wages you would have earned during the period you were out of work (근로기준법 제30조). If you do not want to return to the same workplace, you can instead request monetary compensation in lieu of reinstatement.

Q. What is the difference between filing with the Labor Relations Commission and filing a civil lawsuit?

A. The Commission process is generally faster and does not require court fees in the same way litigation does, but it is subject to the strict 3-month deadline. A civil lawsuit can run on a longer timeline and can address related wage claims together, but typically takes longer and involves different procedural costs.

Q. Can my employer dismiss me while I'm on maternity leave?

A. Dismissal during the maternity leave period, and generally for 30 days after a worker returns from leave, is restricted under the Labor Standards Act (근로기준법 제23조 제2항). A dismissal that falls within this protected period faces a much higher burden of justification from the employer.

Q. Is being laid off for 'business reasons' automatically legal?

A. No. A layoff based on urgent managerial necessity still requires the employer to show genuine business need, efforts to avoid the layoff, fair selection criteria, and advance consultation with worker representatives (근로기준법 제24조). Skipping any of these steps can make even a financially justified layoff subject to challenge.

Q. What evidence should I start collecting right now?

A. Save the termination notice, your employment contract, pay stubs, any texts or emails around the time of dismissal, and notes on verbal statements made by your employer or supervisors. Screenshots and dated records are generally more persuasive than recollections written down later.

Q. Can I get unemployment benefits while my unfair dismissal claim is pending?

A. Eligibility for unemployment benefits is assessed separately by the Employment Insurance system and does not require you to have already won your unfair dismissal case. It's worth discussing your specific situation with a labor attorney, since the two processes can interact depending on how your case develops.

Q. My employer says I 'voluntarily agreed' to a severance package. Does that end my claim?

A. It depends on what exactly you signed and whether you clearly waived your right to dispute the dismissal itself, as opposed to simply accepting a severance amount. A lawyer needs to review the actual document to determine what rights, if any, you gave up.

Official References

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