Expanding your team into South Korea? You are in the right place. A practical look at hiring in South Korea through an EOR: how it works, what severance accruals and social insurance mean for you, and which providers stand out on price, support, and ratings. So your first hire starts on the right foot.
It is a good problem to have: a strong candidate in South Korea and a team ready to welcome them. The less fun part is severance accruals and social insurance, and the worry of getting something wrong.
The simplest route is often an Employer of Record (EOR): a local partner that employs your hire legally while you lead the work. This guide explains how that works in South Korea, compares eight providers, and helps you decide with confidence. Gloroots wrote this guide and is one of the providers compared.
What Changes When Hiring Through An EOR In South Korea?
Hiring through an employer of record (EOR) in South Korea moves contracts, the four major insurances, and payroll to the provider, while the severance accrual still decides the cost of every year of service.
What Do Korean Employers Have To Get Right?
Four areas shape every Korean hire, and an EOR carries them as the legal employer.
- Minimum wage and hours. The minimum wage is KRW 10,320 an hour in 2026, rising to KRW 10,700 in 2027, and the working week is 40 hours plus up to 12 hours of overtime.
- Four major insurances. Every employee is enrolled from day one in the national pension, health, employment, and industrial accident schemes, and the accident scheme is paid entirely by the employer.
- Severance. An employee with at least a year of continuous service is owed 30 days of average wages per year, whether the employer or the employee ends the contract.
- Dispatch limits. The Act on the Protection of Dispatched Workers restricts dispatch to permitted categories for up to two years, so the structure behind an EOR contract needs checking.
This is how it typically works; buyers should confirm the details with counsel for their situation.
How Much Does An EOR Cost In South Korea?
EOR fees start at about $199 and reach $599 or more per employee per month. Insurance contributions and the severance accrual are larger than the fee, and they are not part of it.
| Employer cost or standard | Rate or amount |
|---|---|
| Employer insurance contributions | About 12% of salary in provider estimates, with accident insurance paid wholly by the employer |
| Severance | 30 days of average wages per year of service, after one year |
| Minimum wage, 2026 | KRW 10,320 an hour (about KRW 2,156,880 a month) |
| Minimum wage, 2027 | KRW 10,700 an hour |
| Working hours | 40 standard hours plus up to 12 overtime hours a week |
| Annual leave | 15 days at 80% attendance, rising to 25 after three years |
As an illustration, a KRW 5,000,000 monthly salary adds roughly KRW 600,000 in employer insurance at about 12%, and the severance accrual adds about KRW 417,000 a month, before the EOR fee. The employer of record cost guide breaks down the rest.
Is An Employer Of Record Legal In South Korea?
Korean law restricts worker dispatch to permitted categories and allows it for up to two years under the Act on the Protection of Dispatched Workers. Providers describe different structures, including their own entities and partner networks. Buyers should ask each one for its legal basis in writing and confirm which entity signs the contract, since the Act can also push a client toward direct employment.
EOR Vs Local Entity In South Korea: Which Is The Better Fit?
An EOR fits quick hires, market tests, and small teams. A Korean company fits a long-term presence and several permanent hires.
| Factor | EOR | Korean entity |
|---|---|---|
| Time to first hire | Days to two weeks (providers state 2 days to two weeks) | Typically months, plus tax and insurance registrations |
| Who is the employer | The EOR | The hiring company |
| Four insurance filings | Handled by the EOR | Registered and run by the company |
| Severance accrual | Accrued by the EOR | Run by the company |
| Best for | First hires, tests, small teams | Long-term, permanent teams |
Want the full picture? Our guide to EOR vs entity goes deeper.
What Does It Take To End Employment In South Korea?
Severance applies at the end of every contract of a year or more, including resignations, and equals 30 days of average wages per year of service. Exits should be budgeted from the first month.
With the rules and costs clear, the next step is comparing providers.
To see how an EOR works in South Korea, read our Employer of Record in South Korea guide.
Gloroots Employer of Record
Hire in South Korea with 24/7 real human support and onboarding in 3–5 days.
Quick Comparison Of The Top 8 EOR Providers In South Korea
This table puts the eight providers side by side on what buyers weigh first: G2 rating, starting price, coverage, and the support model each provider states.
G2 ratings are out of 5. Prices change often, so they should be confirmed before signing. For a global view, see our guide to the best employer of record providers.
| Provider | G2 rating | Starting EOR price | Countries | Support model (as stated) | Best for |
|---|---|---|---|---|---|
| Gloroots | 4.9 | From $199/employee/month | 150+ | 24/7 real human support | Real human support, transparent pricing, and fast onboarding |
| Deel | 4.7 | From $599 | 130+ | 24/7 help | Employees plus contractors |
| Multiplier | 4.7 | From $459 (annual) or $499 | 150+ | Dedicated manager; 24/5 local experts | Plan-based pricing |
| WorkMotion | 4.6 | From €499 | 160+ | Legal and HR guidance | Audited credentials |
| Boundless | 4.6 | From £149 (€175 in guide) | 110+ | In-country experts; named manager | Low entry price |
| Remote | 4.5 | From $599 (annual) | 90+ | In-country experts | Owned entities and equity |
| G-P | 4.4 | From $599 | 180+ | 24/7 via G-P Assist | Largest multi-country programs |
| Atlas HXM | 4.2 | From $599 plus local costs | 160+ | Dedicated account managers | Employee-experience platform |
Three patterns stand out. The top G2 rating belongs to Gloroots, at 4.9. Published entry prices run from about $199 to $599 per employee per month. And the lowest-priced providers do not rate lowest, so price alone does not predict service quality.
Gloroots compliance team
Talk through your South Korea hire with a local compliance expert.
The 8 Best EOR Providers In South Korea In 2026
Each profile follows the same format: what the provider does, its key features, what G2 reviewers say, pros and cons, and pricing. The order starts with Gloroots, then moves down by G2 rating.
Gloroots: Best Overall For Real Human Support And Transparent Pricing
Gloroots is a Global Employment Platform that combines Employer of Record (EOR), Contractor of Record, global payroll, and contractor payments across 150+ countries. For a South Korean hire, Gloroots becomes the employer of record, so the client needs no Korean entity, no four-insurance registration, and no payroll team.
Key Features
- A South Korean employment contract drafted by Gloroots' legal team, reviewed by the client, and e-signed by the employee
- Employee self-onboarding through a portal, with start dates confirmed in 3–5 working days
- Payroll, statutory contributions, and benefits handled inside the monthly cycle
- A live dashboard for headcount, payroll liabilities, and compliance status
What G2 Reviewers Say
Gloroots holds a 4.9 out of 5 rating on G2, and 96% of reviewers gave five stars. Reviewers highlight support, quick employee onboarding, and timely global payroll, and describe a team that stays in the loop from contract to first payslip.
Pros
- The highest G2 rating among the eight rated providers in this comparison
- 24/7 real human support from employment specialists, not chatbots
- Transparent pricing itemized upfront, with no hidden costs and never a percentage of salary
Cons
- A newer G2 profile than the largest platforms
Pricing
EOR starts from USD 199 per employee per month, adjusted by country. Contractor of Record starts at USD 99 per contractor, and contractor payments at USD 29.
Summary
For teams that want 24/7 real human support, transparent pricing, and onboarding in 3–5 days for every South Korean hire, Gloroots is the strongest all-round profile on this list, and its rating leads the field.
Deel: Best For Teams Hiring Employees And Contractors
Deel states that a hire in South Korea can start in as little as 2 days with no entity, and that it manages NPS, health insurance, and Korean labor law compliance. It estimates employer cost at about 12% of salary, plus the management fee.
Key Features
- Pension, public health, unemployment, and workers' compensation insurance handled for each hire
- Optional healthcare coverage added to localized benefits
- A Korea employer-cost guide for 2026
- 24/7 help, 200+ in-house legal experts, and integrations with QuickBooks, Xero, NetSuite, Slack, and BambooHR
- A statement of the 2026 minimum wage of KRW 10,320 an hour and a 40-hour week
What G2 Reviewers Say
Deel holds a 4.7 out of 5 rating on G2. Reviewers praise ease of use, fast payments, and a helpful support team. Common complaints are high fees on currency conversion and withdrawals, payment delays, and slow support responses.
Pros
- A wholly owned entity stated on its own page
- A broad platform that covers employees and contractors
- A published cost comparison against running an entity
Cons
- Reviewers flag high conversion and withdrawal fees
- Its entity-cost comparison is its own estimate and needs checking against a quote
Pricing
EOR starts at $599 per employee per month.
Summary
Deel fits companies that already manage employees and contractors together and value breadth, provided conversion and withdrawal fees are priced in.
Multiplier: Best For Plan-Based Pricing
Multiplier states that it hires in South Korea through its owned local entity with no incorporation overhead, handling the four major social insurances and payroll with 99.95% payroll accuracy. It also manages statutory severance and 52-hour weekly cap compliance.
Key Features
- The four major social insurances handled alongside payroll
- Statutory severance and the 52-hour weekly cap managed
- A published work permit and K-STAR visa guide
- Locally compliant contracts generated in about five minutes, with onboarding in 72 hours or less in most countries
- Payroll in 120+ currencies, including crypto payments
- A dedicated manager on every account, 24/7 human-first support, and 24/5 local HR and legal experts for EOR customers
What G2 Reviewers Say
Multiplier holds a 4.7 out of 5 rating on G2, with 95% scores for ease of use and quality of support. Reviewers mention good value. The common complaints are delays, invoicing issues, and slower handling of complex country-specific questions.
Pros
- Clear Core and Growth plans with published prices
- No setup, onboarding, or offboarding fees
- Strong G2 scores for support and ease of use
Cons
- Reviewers cite delays and invoicing issues
- Complex cases can take longer to resolve
Pricing
Core starts at $459 per employee per month on annual billing, or $499 monthly. Growth is $519 annual or $559 monthly.
Summary
Multiplier suits growing teams that want plan-based pricing and responsive support, and can tolerate slower answers on complex cases. Published tiers make budgeting straightforward.
WorkMotion: Best For Audited Compliance Credentials
WorkMotion states that in South Korea it works through a partner network, with contract generation under the Labor Standards Act, Four Major Insurance registration, and payroll in won typically ready within days to a few weeks of a signed contract. It covers 160+ countries.
Key Features
- Contracts generated in line with the Labor Standards Act
- Registration for the four statutory insurance schemes from the first day of employment
- Work-hour logging guidance for the 52-hour weekly cap
- A fee of €499 per employee per month, with country-specific employer costs added on top
- IEC Gold Compliance Certification and ISO/IEC 27001 certification
- Onboarding in as little as three to five business days
What G2 Reviewers Say
WorkMotion holds a 4.6 out of 5 rating on G2, with a 9.4 score for quality of support. Reviewers like the clean interface, clear communication, and smooth onboarding. The main complaints are a login that relies on emailed verification codes and fees that add up over time.
Pros
- Audited compliance credentials stated on its own site
- One monthly rate that covers contracts, payroll, and statutory contributions
- Strong support score on G2
Cons
- A starting fee of €499 is above several providers here
- Its South Korea page describes a partner network with a timeline of days to a few weeks
Pricing
EOR starts from €499 per employee per month.
Summary
WorkMotion suits buyers whose procurement team wants audited credentials and a stated entity model, and who accept a higher fee. The 99% payroll accuracy and 98% satisfaction scores are WorkMotion's own figures, so buyers should ask for supporting detail.
Boundless: Best For A Low Entry Price
Boundless lists South Korea among its supported countries, and its severance research notes that Korean employers must pay severance equal to 30 days of average salary for each year of continuous service, for all employees who have worked one year or more.
Key Features
- Severance guidance for South Korea inside a global severance comparison
- A flat EOR fee with no setup fees or minimums
- Contracts, payroll, statutory benefits, and terminations handled as employer
- A single monthly invoice in the client's chosen currency
- A named account manager and in-country experts
What G2 Reviewers Say
On G2, the product is listed as Payoneer Workforce Management and holds a 4.6 out of 5 rating. Reviewers praise the user-friendly interface, payments, and compliance. They also note limited HR features, little customization, and real costs that can exceed the advertised rate.
Pros
- No setup fees or minimum commitments
- A named account manager
- Contractor and employee services under one roof
Cons
- Reviewers report that real costs can exceed advertised rates
- HR depth, such as performance management and analytics, is limited
Pricing
EOR starts from £149 per employee per month on its pricing page, and from $199 on its country guides, depending on the country.
Summary
Boundless suits cost-conscious teams that want clear guidance on Korean severance, and that will confirm the full invoice early.
Remote: Best For Owned Entities And Equity Tools
Remote states that it owns its legal entity in South Korea and delivers all EOR services, including local specialist support, in-house. It operates 100+ owned entities across 90+ countries.
Key Features
- Contracts, expenses, documents, reporting, and approvals in one hub, with built-in time tracking and benefits
- Stock option guidance for employees where available, and equity administration at $39 per employee per month
- An average onboarding of three days
- A stated 99% payroll accuracy, SOC 2 Type II, ISO 27001, and GDPR compliance
- Integrations with Workday, Personio, and BambooHR, plus an API, webhooks, and SDKs
What G2 Reviewers Say
Remote holds a 4.5 out of 5 rating on G2, and 92% of reviewers say they would recommend it. Reviewers praise the interface, onboarding, and support. Cons include pricing for very small teams, slow support in busy periods, and an exchange rate that is not updated daily.
Pros
- Entity ownership stated plainly
- Security certifications listed on the product page
- Equity tooling for engineering-heavy teams
Cons
- Pricing is a frequent concern for teams with one or two hires
- The narrowest country coverage among the global platforms here, at 90+
Pricing
EOR starts at $599 per employee per month on annual contracts, with no separate platform fee.
Summary
Remote fits technical teams that want an owned Korean entity and equity support, and have the headcount to justify the price. Teams with a single Korean hire may find the starting rate hard to justify.
G-P: Best For Large Multi-Country Programs
G-P states that its South Korea EOR drafts employment contracts, administers payroll, and handles benefits and local HR management. Its guide notes fixed-term contracts limited to two years, a 52-hour weekly maximum, and 15 days of paid annual leave for employees with 80% attendance.
Key Features
- Employment contracts generated in seconds and self-service onboarding it says is 87% faster
- Management of the employee lifecycle, from onboarding and payroll to benefits and offboarding
- Payroll in 150+ currencies and local tax filing
- G-P Assist, an AI assistant for HR questions, reporting, and guided onboarding
- A Global Compliance Engine that flags legal risks at every step
What G2 Reviewers Say
G-P holds a 4.4 out of 5 rating on G2. Reviewers like the 180+ country reach, quick implementation, and a strong audit record. The downsides are getting support from a real person, high fees, features that are hard to find, and response times that vary by time zone.
Pros
- The widest country coverage in this comparison
- A flat platform fee that is easy to model
- Broad HR-process support through G-P Assist
Cons
- Reviewers say reaching a real person can be hard
- Priced at the upper end of the range, with the second-lowest G2 rating here
Pricing
EOR starts at USD 599 per employee per month, excluding local statutory costs.
Summary
G-P suits large, multi-country programs that value reach over personal support. Reviewers pair that reach with a lighter personal touch, so it rewards buyers who are comfortable with self-service and AI-assisted support.
Atlas HXM: Best For An Employee-Experience Platform
Atlas HXM describes a direct EOR model through entities it owns in 160+ countries, including South Korea, with onboarding in as little as two weeks. It states plainly that EOR providers in South Korea do not sponsor work visas, so hires must already hold valid work authorization.
Key Features
- Employee self-service for payslips, leave requests, and expenses, with AI receipt capture
- Learning through Udemy Business inside the platform
- Payroll, taxes, benefits, leave, and statutory deductions handled in one run
- Hiring that can begin within two weeks, with direct access to local HR experts
- Volume-based discounts on a $599 platform fee
What G2 Reviewers Say
Atlas HXM holds a 4.2 out of 5 rating on G2. Reviewers like the user-friendly structure, efficient payroll, and enterprise-level support. The recurring complaints are premium pricing, an unstable mobile app, a steep learning curve for occasional users, and slow reports.
Pros
- A broad employee-facing toolset
- Dedicated account management
- Own entities in 160+ countries
Cons
- Reviewers describe the pricing as steep for smaller teams
- The lowest G2 rating in this comparison
Pricing
EOR starts at $599 per employee per month as a platform fee, with local employer costs and currency conversion on top.
Summary
Atlas HXM fits mid-market and enterprise teams that value an employee-experience platform and can absorb a higher price. Smaller teams that need a lighter tool may find the platform more than they need, and the mobile app draws repeated complaints from reviewers.
With eight profiles side by side, the last step is choosing between them.
How To Choose The Best EOR For South Korea
Choose an EOR for South Korea by checking four things in writing: the employing entity and legal basis, the full price, how severance is accrued, and how work authorization is handled. It also helps to ask for a sample employer of record contract up front.
Who Is The Legal Employer?
Ask for the provider's written legal basis, and whether it employs through an owned Korean entity or a partner network.
Compare The Full Price, Not Just The Platform Fee
Get the platform fee, insurance contributions, benefits, severance accrual, and currency charges in one quote. G2 reviewers repeatedly name conversion fees and invoices that differ from the advertised rate, so a low platform fee says little about the full cost.
Check The Severance Accrual
Ask whether severance is accrued monthly and invoiced, or billed at exit, and who bears the cost.
Confirm Work Authorization
EOR providers in South Korea do not sponsor work visas, so ask what each hire must hold before the contract starts.
If a provider cannot answer these, the next one on the shortlist deserves a call.
Gloroots global employment
Ready to start? Book a short demo and we will map out your first hire in South Korea.
How To Hire Your First Employee In South Korea: A Five-Step Plan
Ready to move from reading to doing? Here is a simple path from "we should hire there" to a first payslip.
- Define the role. Settle the job title, salary range, and start date, and check them against local pay floors.
- Shortlist two or three providers. Use the comparison table and the profiles above to narrow the field.
- Ask the hard questions. Put each shortlisted provider through the checks above: start with the employing entity; read the price like a CFO; check the severance accrual; and confirm work authorization.
- Sign and onboard. The provider issues the contract, collects the employee's documents, and registers them with the authorities.
- Run the first payroll together. Review the payslip line by line against the quote, and fix any surprises before the second cycle.
Plan for the first payroll to be the real test of the provider you picked.
What Mistakes Should You Avoid When Hiring In South Korea?
A few missteps come up again and again. Here are the ones worth dodging.
- Comparing only the platform fee. Statutory contributions, local benefits, and currency charges usually add up to more than the fee itself.
- Assuming a contractor label keeps you safe. If the person works like an employee, local rules can treat them as one, whatever the contract says. See EOR vs contractor for the differences.
- Not asking who the employer really is. The legal entity named on the contract decides who carries the liability, so get it in writing.
- Leaving the exit for later. Notice, severance, and final payments are easier to agree before the hire starts than after the relationship ends.
- Skipping a payslip example. A sample payslip shows what the employee will actually take home and whether the quote matches it.
Avoid these five and you will be ahead of most first-time employers in South Korea.
The Verdict: Which EOR Is Best For South Korea?
On the evidence in this guide, Gloroots is the best all-round EOR for South Korea. It combines 24/7 real human support, hiring across 150+ countries, transparent pricing with no hidden costs, onboarding in 3–5 days, and the highest G2 rating (4.9). Other providers win on narrower criteria.
| Provider | Strongest fit if… |
|---|---|
| Gloroots | you want 24/7 real human support, transparent pricing with no hidden costs, and onboarding in 3–5 days |
| Boundless | a low entry price and a simple scope of hiring and payroll matter most |
| Deel | employees and contractors need to sit in one system |
| Multiplier | plan-based pricing with published tiers is the deciding factor |
| WorkMotion | a partner-based model is acceptable and Labor Standards Act contract handling is the priority |
| Remote | an owned Korean entity and equity tools are the priority |
| G-P | the program spans many countries and needs the widest reach |
| Atlas HXM | an employee-experience platform with a dedicated account manager is the priority |
Fit matters as much as rank. A buyer who needs an owned entity or a specific legal basis may weigh the other rows differently, and every shortlist should end with the structure and severance questions above. Gloroots publishes its EOR pricing openly, with no hidden costs.
Conclusion: Accrue The Severance First, Then Compare Providers
In South Korea, severance and the four insurances decide what a hire costs, and the legal structure decides how safe the arrangement is. Ratings, price, and support separate the providers more than features do.
Shortlist two or three providers from the table, confirm the four checks in writing, and ask for a full-year cost that includes the severance accrual. And if you would like a second pair of eyes on your plan, you can book a demo with Gloroots.
Frequently Asked Questions
Which Is The Best EOR In South Korea?
Gloroots is the best all-round EOR in South Korea on the evidence in this guide. It offers 24/7 real human support, hiring across 150+ countries, transparent pricing from $199 per employee per month with no hidden costs, onboarding in 3–5 days, and the highest G2 rating among the rated providers (4.9 of 5). Buyers should still confirm the legal structure in writing.
How Does An EOR Work In South Korea?
An EOR becomes the legal employer in South Korea. It issues a Labor Standards Act contract, registers the employee for the four major insurances, and runs payroll in won while the client directs the daily work. The client does not need a Korean entity.
How Much Does An EOR Cost In South Korea?
Published EOR fees start at about $199 and reach $599 or more per employee per month. Employer insurance adds about 12% of salary in provider estimates, and severance accrues on top. See Gloroots pricing for a published starting rate.
How Does Severance Work In South Korea?
An employee with at least one year of continuous service is owed 30 days of average wages for each year of service. It applies whoever ends the contract, including resignations.
What Is The Minimum Wage In South Korea?
The minimum wage is KRW 10,320 an hour in 2026, or about KRW 2,156,880 a month on 209 hours. The Minimum Wage Council has set KRW 10,700 an hour for 2027.
What Are The Four Major Insurances In South Korea?
They are the national pension, national health insurance, employment insurance, and industrial accident compensation insurance. Employers and employees share the first three, and the employer pays the accident scheme alone.
Can An EOR Sponsor A Work Visa In South Korea?
EOR providers in South Korea generally state that they do not sponsor work visas, so a hire must already hold valid work authorization or be sponsored by the client's own entity.
How Do I Choose The Right EOR In South Korea?
Check four things in writing: the employing entity and legal basis, the full cost including insurance and currency charges, how severance is accrued, and what work authorization each hire needs.
More EOR Guides For Nearby Countries
Hiring across East Asia and the Pacific? These guides cover local rules, employer costs, and provider comparisons for neighboring countries.
