Workplace Harassment in Korea: How to Document a Concern

Workplace Harassment in Korea: How to Document a Concern

Repeated humiliation, threatening messages or misuse of workplace authority should be described with concrete facts. A clear record can help an employer or adviser understand what happened and identify the appropriate response.

Article 76-2 of Korea’s Labor Standards Act addresses conduct that uses superiority in position or relationships, exceeds the appropriate scope of work, and causes physical or mental suffering or worsens the work environment. An unpleasant disagreement is not automatically a legal finding of harassment.

Under Article 76-3, an employer who receives a report or becomes aware of harassment must investigate objectively without delay. The law also provides for protective measures. Applicability requires attention to statutory coverage, including workplace size; do not assume that every provision applies identically to every workplace. elaw.klri.re.kr

Write a dated account of each incident:

• What was said or done, and where
• Who was present
• The task or instruction involved
• Messages or other evidence you lawfully possess
• How the incident affected your work
• Any response to an earlier report

Preserve original messages and keep observations separate from interpretations. Avoid accessing another person’s account or publicly posting accusations and private information.

Use the employer’s designated reporting channel when appropriate. Ask who will receive the complaint, how confidentiality will be handled and what protection you can request. If the employer is involved or the internal process fails, obtain advice from the responsible labor authority. Immediate danger requires emergency assistance.

Source: Labor Standards Act, Articles 76-2 and 76-3.

Checked: October 26, 2026. This is general preparation guidance, not a determination about an individual case.