South Korea sharpens labour and safety enforcement in 2026 with expanded inspections and tougher penalties

At a glance

• The Ministry of Employment and Labour (MOEL) has announced a major overhaul of its 2026 Workplace Inspection Plan (Plan), shifting from routine checks to targeted, ad hoc enforcement.
• Labour inspectors will significantly increase in number, enabling broader workplace coverage and expanded integrated labour–safety inspections.
• Enforcement under the Labour Standards Act will focus on wage arrears, excessive working hours, misuse of inclusive wage systems and risks affecting vulnerable workers.
• Occupational Safety and Health Act enforcement will move decisively toward punitive sanctions, mandatory risk assessments, and strengthened worker participation.
• Employers should reassess HR and safety compliance systems now, particularly in light of increased anonymous reporting, risk‑based audits and more assertive inspection practices.

This article has been reproduced with the permission of the authors Weon Jung Kim, Paul Cho, Beom-Kon Cho, Ki Young Kim, Jung-Lae Lee and Hoin Lee at Kim & Chang. 

The MOEL recently announced its 2026 Plan, outlining significant shifts in enforcement priorities and inspection methodology. Summarised below are the key elements of the Plan and any practical considerations for employers managing HR and occupational safety and health compliance in 2026.

Shift in the enforcement framework and inspection strategy

• Emphasis on ad hoc / special enforcement: The MOEL plans to prioritise ad hoc and special inspections over routine, regular inspections to strengthen targeted enforcement.
• Expanded resources and integrated oversight: Supported by a significant increase in labour inspectors, the MOEL will substantially expand the number of target workplaces and scale up 'Integrated Labour-Safety Inspections' to concurrently audit workplaces with overlapping vulnerabilities under both the Labour Standards Act and the Occupational Safety and Health Act.

Key enforcement priorities – Labour Standards Act compliance

To address labour market disparities, the MOEL will concentrate its investigative resources on the following areas:

• Eradicating wage arrears: Any business with two or more reported instances of unpaid wages within a one-year period will be subject to a comprehensive, full-scope audit. If additional complaints are filed following the initial inspection, the MOEL will conduct follow-up inspections and impose progressively stricter enforcement measures.
• Ending 'free labour' and excessive working hours: The MOEL will strictly monitor and regulate the misuse and abuse of the comprehensive wage system (commonly referred to as 'inclusive wage' arrangements). Inspections will also target workplaces operating shift-work systems or those repeatedly utilising special extended work authorisations, where there is a heightened risk of excessive working hours.
• Protecting vulnerable workers: The MOEL will implement enhanced oversight of businesses with a high concentration of foreign nationals, youth, or persons with disabilities.

To address the increasing demand for on-site enforcement, the MOEL will implement the following measures:

• Year-round anonymous reporting: The Anonymous Reporting Centre for Current Employees will operate on a continuous, year-round basis to facilitate and expand inspections driven by anonymous reports.
• Pre-emptive risk-based inspections: Enforcement will be strengthened for businesses with frequent workplace harassment claims or rapidly growing companies, where there is an elevated risk of labour law violations.
• Public sector accountability: Oversight of public institutions will be expanded to ensure the adequacy of their labour management practices and overall compliance.

Key enforcement priorities – Occupational Safety and Health Act compliance

To improve occupational safety and health enforcement, the MOEL will prioritise the following measures:

• Expansion of inspection personnel and infrastructure: The number of occupational safety and health inspectors will increase significantly, from 895 in 2025 to 2,095 in 2026. Additionally, the MOEL plans to establish 70 patrol teams nationwide to bolster inspection infrastructure and strengthen rapid-response capabilities.
• Shift to punitive enforcement and mandatory risk assessments: The 'Specialised Risk Assessment Inspection' has been abolished. Moving forward, the MOEL will, in principle, pursue judicial and administrative sanctions for violations rather than issuing simple remedial orders. Verifying the implementation of risk assessments is now a mandatory requirement across all inspection categories.
• Enhanced worker participation: In audits following serious industrial accidents, inspectors will now be required to take testimony from onsite workers. The participation of Honorary Occupational Safety and Health Inspectors in inspection activities will also be expanded.
• Reinforcement of basic safety protocols: Oversight of fundamental safety requirements, specifically the use of personal protective equipment such as safety helmets, harnesses, and belts, will be strengthened. Following any applicable grace period, violations may result in administrative fines imposed on both the employer and the individual employee.

Practical implications for employers

Given the MOEL’s anticipated emphasis on ad hoc and special inspections, particularly those triggered by anonymous tips, wage claims, workplace harassment complaints, industrial accidents, and labour audit petitions, employers should proactively review and reinforce their internal compliance systems. Particularly, employers should align their HR management and occupational safety and health protocols with the specific focus areas highlighted in the MOEL’s Plan referred to above.