SPECIAL: Labor Attorney Choi Chang-gyun's Guide to Hospitality HR — Part 7

TL;DR

Part 7: Mandatory workplace training programs you can't skip

Labor Attorney Choi Chang-gyun's Guide to Hospitality HR

07. Mandatory Training Requirements for Hospitality Businesses

Writer: Choi Chang-gyun, Managing Partner, Seocho Labor Law Firm

Editor: ONDA Manager Somora

Hello, this is Choi Chang-gyun from Seocho Labor Law Firm. Last December, we covered the four major insurance programs for hospitality businesses. As we welcome 2020, today I want to walk you through the mandatory workplace training programs that hotels and accommodations must provide by law.

Korean labor law requires employers to conduct various legally mandated training programs. So which ones apply to hospitality businesses? In this installment, we'll break down the mandatory training requirements for hospitality workplaces.

1. Sexual Harassment Prevention Training

The Act on Equal Employment requires all businesses with employees to conduct sexual harassment prevention training at least once a year. You can run the training in-house or bring in an outside instructor. Even without hiring a trainer, you can have a designated internal staff member lead the session and collect signatures from attendees—that counts. Violation carries a fine of up to ₩5 million.

However, if your entire staff (including the owner) is the same gender, or if you're a workplace with fewer than 10 full-time employees, you can fulfill the requirement by distributing training materials or posting informational content. For how to count full-time employees, see our August 2019 column (part 2). One critical detail: the business owner must also participate in the training. When you create your training log, make sure the owner's name is on the list.

2. Disability Awareness Training

The Act on the Employment Promotion and Vocational Rehabilitation of Persons with Disabilities requires all businesses with employees to provide disability awareness training at least once a year, for a minimum of one hour. You can deliver this through in-person sessions (staff meetings, briefings, training days) or outsource it to an approved provider. Violation carries a fine of up to ₩3 million.

For workplaces with fewer than 50 full-time employees, you can distribute or post materials, or send them via email. The threshold here is more generous than sexual harassment training, so it's easier to handle individually.

3. Personal Information Protection Training

The Personal Information Protection Act requires businesses that handle personal data to train employees who access that data. Hotels and accommodations collect guest names, phone numbers, and other personal information through reservations, so this training applies. You can conduct it in-house or online. However, there is no statutory penalty for non-compliance. Still, it's a legal requirement, so it's good practice to stay compliant.

4. Retirement Pension Training

The Worker Retirement Benefit Security Act requires employers who have established a retirement pension plan to provide training at least once a year. There are two ways to handle retirement benefits: pay severance in a lump sum at termination, or enroll employees in a retirement pension plan and make contributions. If you've chosen the pension route, this training is mandatory. In practice, your pension provider (usually a bank) often handles the training. Violation carries a fine of up to ₩10 million.

5. Wrapping Up

We've now covered the key mandatory training programs for hospitality businesses. In this sector, sexual harassment prevention training is the one most likely to cause trouble—it's a focus area during Ministry of Employment and Labor inspections. So after you conduct any of these trainings, keep detailed logs to avoid penalties later.

Next time, we'll discuss managing holidays and leave for hospitality workers. Thank you.