Can an employer end the contract just before two years?

It's lawful in principle, but an expectation of renewal may allow a challenge.

Is an open-ended contract the same as a regular job?

Job tenure is secured, but pay scales may differ.

Fixed-term worker (Korea)

⚖️ Law By CampusDown Wiki Editorial Team Last updated October 26, 2026

A fixed-term worker in Korea is employed under a contract with a set end date. Under the Fixed-Term Act, such workers generally can't be used for more than two years.

Contents

1. Background
2. Rights
3. FAQ
4. References

Background

Contract jobs surged after the 1997 crisis, and serial short renewals became a social problem. The Act on the Protection of Fixed-Term and Part-Time Workers, enacted in 2006 and in force since July 2007, deems a worker used beyond two years to be on an open-ended contract. There are exceptions for defined projects, replacement of workers on leave, those aged 55 or older, and certain professionals.

Rights

Unfavorable treatment compared with comparable permanent staff can be brought to the Labor Relations Commission within six months. Expiry counts as involuntary separation, so unemployment benefits apply, along with retirement pay after a year. Courts may treat a refusal to renew as dismissal where a legitimate expectation of renewal existed.

FAQ

Can an employer end the contract just before two years?: It's lawful in principle, but an expectation of renewal may allow a challenge.
Is an open-ended contract the same as a regular job?: Job tenure is secured, but pay scales may differ.

Sources reviewed: 2026-10-26

References

기간제 및 단시간근로자 보호 등에 관한 법률, 국가법령정보센터. https://www.law.go.kr
중앙노동위원회. 차별시정제도 안내. https://www.nlrc.go.kr
고용노동부. https://www.moel.go.kr

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This article was last updated on October 26, 2026. It is based on widely recognized original works and textbooks; when citing it in a paper, please check the original sources listed in the references.