Daeryun, ‘2026 Labor Policy’ seminar successfully completed… “Inspection of corporate personnel and compensation strategy”

Briefing on roadmap for reducing actual working hours and implementation of yellow envelope law
Sharing global corporate-centered compensation trends and HR strategies

Daeryun Law Firm successfully completed a seminar titled ‘2026 Labor Policy Change Briefing and Foreign Company HR Trends and Compensation Strategy’.

Daeryun announced on the 20th that it held a seminar jointly with the Korea Foreign Companies Association (KOFA) at Daeryun's main office in Park One, Yeouido, Seoul on the 19th.

This event was prepared to examine recent changes in the labor policy environment and global companies' personnel and compensation strategies. Foreign company HR managers and corporate legal officials attended and showed great interest in the contents of the seminar.

The seminar consisted of two sessions. In the first session, Ko Seong-ho, Vice President of Air Lucid Korea, gave a presentation on the topic of ‘Salary increase rate outlook and global corporate compensation trends.’ Vice President Go emphasized the flow of compensation strategies and changes in the human resource management environment of global companies and explained why the overall corporate compensation system needs to be redesigned.

In the second session, lawyer Bang In-tae and Dae-ryun gave a presentation on the topic of ‘2026 labor policy changes.’ Attorney Bang conducted an in-depth analysis of the ‘Roadmap for Reducing Actual Working Hours’ and ‘Major Changes in Employment and Labor Policy’ into two parts.

In the first part of the presentation, the practical changes that the ‘Roadmap for Reduction of Actual Working Hours’ will bring to corporate sites were explained in detail. Attorney Bang mentioned the government's goal of reducing actual working hours to 1,708 hours, which is the OECD average, by 2030, and emphasized that companies should reexamine their actual working hour recording and management systems in preparation for the planning and supervision of comprehensive wage abuse that has been in effect since the end of February.

In Part 2, we analyzed the future impact on the personnel system and overall labor-management relations under the theme of ‘Major changes in employment and labor policies in 2026.’ Attorney Bang first explained the work-family balance policy, which has been in effect since January of this year, including support for the 10 o'clock attendance system during the childcare period and an increase in subsidy for substitute workers. He then mentioned the need to reorganize the wage system following the application of the minimum wage this year.

In particular, attendees showed great interest in an in-depth analysis of the revised Trade Union Act that took effect in March. Attorney Bang said, “The key is to change the user-defined regulations to view users as employers in cases where they can control and determine working conditions in a practical and specific way even if they are not a party to the labor contract,” and added, “As the negotiation structure between primary and subcontractors expands, the company’s labor risk management system must be redesigned from the beginning.”

Kim Kook-il, CEO of Daeryun Management, said, “Changes in labor policy are expanding to a level that affects overall corporate management,” and added, “I hope this seminar will help HR managers accurately understand the policy trend and establish practical response strategies.”

Meanwhile, Daeryun supports global companies and foreign companies seeking to enter the domestic market in ▲ employment contract review ▲ employment structure reform ▲ collective agreement ▲ labor dispute response, etc. In addition, we are also operating field-based advisory projects in cooperation with professional organizations.

Reporter Kim Mi-ji unknown@kyeonggi.com

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Daeryun, ‘2026 Labor Policy’ seminar successfully completed... “Inspection of corporate personnel and compensation strategies” (Shortcut)