Onboarding Process: Step-by-Step Explanation

Step 1: Job Offer and Acceptance 📩

Trigger: After selecting the ideal candidate.
Action: Extend a detailed job offer including:

• Job Title: Clearly specify the position.

• Compensation: State the salary or hourly pay rate, ensuring compliance with minimum wage laws.

• Start Date: Specify the expected commencement date.

• Working Hours: Typically 40 hours per week, with details on any overtime policies.

• Benefits Overview: Highlight primary benefits, such as national health insurance, annual leave, and pension contributions.

• Probation Period: State the duration, usually 3 months.

Outcome: The onboarding process progresses upon candidate acceptance.

Step 2: Employment Contract 📝

When It’s Used: Immediately after job offer acceptance.
Action: Prepare a written employment contract, which is legally required in South Korea. The contract should cover:

• Job Description: Detail job duties and expectations.

• Compensation Details: Include base salary, overtime, and any bonus structures.

• Leave Entitlements:

  • Annual Leave: Minimum of 15 days for employees working over 1 year.

  • Public Holidays: South Korea observes 16 national holidays, typically as paid leave.

  • Sick Leave: Up to 90 days with medical documentation for a chronic illness.

  • Parental Leave: 90 days of maternity leave (for eligible employees) and up to 10 days of paternity leave.

• Working Hours: Specify regular hours and conditions for overtime.

• Termination Conditions: Clarify notice periods (typically 30 days) and grounds for termination.

Outcome: Both parties sign to formalize employment terms.

Step 3: Tax and Social Security Registration 💰

When It’s Used: Before the employee starts.
Action: Register the employee for tax and social security purposes:

• Tax Registration: Collect the employee’s identification number for tax reporting.

• National Health Insurance: Mandatory enrollment for all employees.

• Pension Scheme: Enrollment in the National Pension Scheme, with contributions from both employer and employee.

Outcome: Completion of tax and social security setup for accurate payroll deductions.

Step 4: Health and Safety Induction 🦺

When It’s Used: On or before the employee’s first day.
Action: Provide a workplace health and safety orientation:

• Health and Safety Regulations: Outline emergency procedures, workplace hazards, and safety measures as mandated by the Occupational Safety and Health Act.

• Safety Manual: Distribute a manual detailing role-specific safety guidelines.

• Personal Protective Equipment (PPE): Provide necessary safety gear if applicable.

Outcome: Ensure employee comprehension of safety protocols through acknowledgment.

Step 5: Payroll and Benefits Enrollment 📊

When It’s Used: Within the first week.
Action: Set up payroll and benefits:

• Bank Details: Gather employee banking information for salary deposits.

• Benefits Enrollment: Register for any company-offered benefits (e.g., additional health insurance).

• Overtime Policy: Communicate overtime rates (1.5 times regular pay).

Outcome: Employee is registered to receive timely and accurate payments.

Step 6: Workplace Policies and Training 📚

When It’s Used: Within the first month.
Action: Provide onboarding covering workplace policies and training:

• Code of Conduct: Review company policies on behavior, ethics, and professionalism.

• Training Programs: Include job-specific and compliance training.

• Performance Metrics: Set clear KPIs and expectations.

• Flexible Work Options: Discuss any remote or hybrid work options.

Outcome: Employee is well-informed about their role and company policies.

Step 7: Probation and Feedback Period 📅

When It’s Used: During the first 3 months.
Action: Monitor performance and provide regular feedback:

• Trial Period Review: Assess performance at the end of probation.

• Performance Check-ins: Schedule regular check-ins to discuss progress.

• Adjustments: Make role adjustments based on performance feedback.

Outcome: Confirm or adjust the employment status based on performance evaluation.

Additional Information on South Korea Employment Laws

• Workplace Discrimination: South Korea’s Labor Standards Act enforces anti-discrimination policies.

• Flexible Working Arrangements: Employees may request flexible arrangements, subject to employer approval.

• Pay and Benefits Transparency: Employers must provide clear documentation of wages, leave entitlements, and social security contributions.

Key Documents Summary Checklist

• Job Offer Letter

• Written Employment Contract

• Tax Registration Form

• National Health Insurance Enrollment Form

• National Pension Scheme Registration

• Health and Safety Manual

• Payroll Enrollment Form