Workplace Harassment in Korea, Part 4: Reporting
If someone at your company is being harassed at work, where can you report this?
There could be two main paths: The first runs through the employer. The second goes directly to the government. Neither path is exclusive. Further to our previous entries, this Part 4 dig on reporting process. You can find the previous topics as follows: Part 1 covers what workplace harassment actually is under Korean law. Part 2 explains the employer's legal duty to investigate. Part 3 walks through the victim protection measures that must be in place while an investigation is ongoing.
The internal route: reporting to your employer
The Labor Standards Act creates a reporting system that starts inside the company. Article 76-3 requires every employer to investigate once a complaint is received. That obligation is unconditional. It does not matter whether the alleged harasser is a peer, a supervisor, or a business owner.
A report can be made by the victim or by a third party who witnessed the conduct. It can be submitted in writing or raised verbally. Korean law does not require a specific form.
In practice, most companies designate a reporting channel in their work rules. That might be an HR team, a compliance officer, or a dedicated hotline.
One important protection: Article 76-3(6) of the Labor Standards Act prohibits any adverse employment action against a person who reports workplace harassment.
The external route: filing with the government
If you do not want to report internally, or if the employer fails to act after you do, you can go directly to the government.
Ministry of Employment and Labor (고용노동부)
The primary external channel is the Regional Labor Office (지방고용노동관서) that has jurisdiction over your workplace. You can file a complaint in person at the relevant office, or online through the MOEL civil petition portal at minwon.moel.go.kr.
National Human Rights Commission (국가인권위원회)
The National Human Rights Commission handles complaints involving infringement of rights protected under the National Human Rights Commission Act. Workplace harassment that rises to the level of a human rights violation can be filed with the Commission directly, at humanrights.go.kr. This route is separate from the MOEL process and can run in parallel.
What happens after a report
Internal complaints trigger a mandatory investigation under Article 76-3. The employer must take interim protection measures for the victim if requested, complete the investigation, and take appropriate action against the harasser if the complaint is substantiated.
External complaints submitted to MOEL result in an inspection. The inspector reviews whether the employer fulfilled its legal obligations.
This post is for general informational purposes only and does not constitute legal advice. If you have a specific situation, reach out at sjchun@seoulcounsel.com.
© 2026 SJ Chun. All rights reserved. This article may not be reproduced, copied, or republished, in whole or in part, without prior written permission from the author.
