[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance":3,"sites:htmlblocks":61,"menu:\u002Fko-kr:":1260,"subsites":1433,"cite-subsites":4997,"footer:ko-kr":5474,"suggested:ko-kr":5572,"cite-footer:ko-kr":5578},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"edit_url":14,"breadcrumbs":15,"seo":30,"rendered":39,"description":40,"body":41,"body_blocks":42,"call_to_action":43,"owner":50,"related_pages":57,"related_sites":58,"in_subsite":59,"contact_page_url":7,"banner_message":60},36938,"notice-and-severance","Notice and Severance",null,"","한국 노동법이 해고 예고 기간 및 퇴직금에 대해 어떤 내용을 다루는지 알아보세요. 근로자의 권리와 해고 규정에 대해 알아보세요.","한국 노동법: 해고 예고 및 퇴직금","\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance","labourlaw.labourlawpage","ko_KR","\u002Fcms\u002Fpages\u002F36938\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"대한민국","ko-kr",{"title":20,"slug":21},"한국에서 일하기","work-in-korea",{"title":23,"slug":24},"노동법","labour-law",{"title":26,"slug":27},"고용 안정","contracts-and-dismissals",{"title":29,"slug":5},"통지 기간 및 퇴직금",{"title":31,"description":9,"image":32,"canonical":33,"robots":34,"og_type":35,"twitter_card":36,"locale":18,"created_at":37,"last_modified_at":38},"Work Notice, Severance Pay - 대한민국","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance\u002F","index, follow","website","summary_large_image","2026-03-24T08:13:25.984066+01:00","2026-03-24T22:54:36.534876+01:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Notice and Severance\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-01-19\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Notice Requirement\u003C\u002Fh2>\n          \u003Cp>사용자는 정당한 사유 없이 근로자를 해고, 정리해고, 정직, 전보하거나 임금을 삭감하거나 기타 징계 조치를 취할 수 없다. 근로자는 업무상 재해 또는 질병의 치료를 위한 일시적 업무 중단 기간 및 그 후 30일 이내에는 해고될 수 없으며, 여성 근로자는 출산 전후의 일시적 업무 중단 기간 및 그 후 30일 이내에는 해고될 수 없다.\u003C\u002Fp>\n\u003Cp>경영상의 사유(경제적 해고)로 해고하는 경우, 사용자는 근로자 해고를 피하기 위해 모든 노력을 기울여야 하며, 어떠한 차별도 없이 합리적이고 공정한 해고 기준을 수립하여 해고 대상 근로자를 선정해야 한다. 사용자는 해고 50일 전에 노동조합에 통지하고 성실한 협의를 거쳐야 한다. 근로자는 정당한 사유로 해고된 것으로 간주된 후에 해고된다.\u003C\u002Fp>\n\u003Cp>「근로기준법」은 고용주가 강제 해고 전에 30일 전에 통지하거나 통지 기간에 상응하는 임금을 지급하도록 규정하고 있다. 단, 근로자가 3개월 미만 근무한 경우, 재해 등 불가피한 사정으로 사업 지속이 불가능한 경우, 또는 근로자가 고의로 사업에 중대한 손해를 입힌 경우에는 이 요건이 적용되지 않는다.\u003C\u002Fp>\n\u003Cp>해고 통지는 서면으로 제공되어야 하며, 해고 사유와 효력 발생일을 명시해야 합니다.\u003C\u002Fp>\n\u003Cp>사용자가 해고 통지를 하지 않은 경우, 통지 기간 동안 근로자가 받았을 임금 및 복리후생비를 지급해야 합니다. 사용자는 해고된 근로자의 직책이 다시 생길 경우, 해고 후 3년 이내에 해당 근로자를 재고용해야 합니다. \u003C\u002Fp>\n\u003Cp>부당 해고의 경우, 근로자는 해고일로부터 3개월 이내에 노동위원회(노동 분쟁을 심판하는 준사법기관)에 구제 신청을 할 수 있습니다. 노동위원회는 조사 및 심문을 거쳐 구제 명령을 내립니다. 해고가 부당하다고 판명될 경우, 고용주는 근로자를 복직시키고 체불 임금을 지급해야 합니다. 이를 이행하지 않을 경우, 위원회는 최대 3천만 원의 이행강제금(과태료로서, 형사 벌금과는 다릅니다)을 부과할 수 있으며, 고용주가 여전히 이행하지 않을 경우 2년 이내에 최대 4회까지 처분을 부과할 수 있습니다.\u003C\u002Fp>\n\u003Cp>출처: 1997년 제5309호 근로기준법 제23조~제30조 및 제33조 (최종 개정: 2025년)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Severance Pay\u003C\u002Fh2>\n          \u003Cp>『근로자퇴직급여보장법』(퇴직급여법)은 고용 관계 종료 시 근로자에게 퇴직금을 지급하도록 규정하고 있습니다. 이는 자진 퇴직 및 정당한 사유에 의한 해고 시 지급됩니다. 퇴직금 액수는 근속 연수 1년당 30일분의 평균 임금에 해당합니다. 평균임금은 퇴직 전 3개월 동안 지급받은 총 임금을 해당 기간의 총 일수로 나눈 금액입니다. 퇴직금은 해고일로부터 14일 이내에 지급됩니다.\u003C\u002Fp>\n\u003Cp>퇴직금 지급 대신, 사용자는 확정급여형(DB) 제도(퇴직 시 받을 금액이 미리 정해지는 방식) 또는 확정기여형(DC) 제도(사용자가 매달 일정 금액을 적립하고, 퇴직 시 운용 성과에 따라 수령액이 결정되는 방식) 중 하나를 채택할 수 있습니다. 이러한 제도를 도입하려면 고용주는 노동조합의 동의 또는 (노동조합이 없는 경우) 근로자 과반수의 동의를 얻어야 하며, 해당 제도를 상세히 규정한 내규를 고용노동부에 제출해야 한다.\u003C\u002Fp>\n\u003Cp>출처: 2005년 제7379호 「근로자퇴직급여보장법」(2022년 마지막 개정) 제2조, 제8조~제12조, 제15조, 제20조, 제23조~제27조 및 제25조~제26조; 2024년 제34533호 「근로자 퇴직급여 보장법」 시행령 제3조\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n        \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_employmentsecurity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: work notice and severance pay in 대한민국 – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-01-19\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Notice Requirement\u003C\u002Fh2>\n\u003Cp>사용자는 정당한 사유 없이 근로자를 해고, 정리해고, 정직, 전보하거나 임금을 삭감하거나 기타 징계 조치를 취할 수 없다. 근로자는 업무상 재해 또는 질병의 치료를 위한 일시적 업무 중단 기간 및 그 후 30일 이내에는 해고될 수 없으며, 여성 근로자는 출산 전후의 일시적 업무 중단 기간 및 그 후 30일 이내에는 해고될 수 없다.\u003C\u002Fp>\n\u003Cp>경영상의 사유(경제적 해고)로 해고하는 경우, 사용자는 근로자 해고를 피하기 위해 모든 노력을 기울여야 하며, 어떠한 차별도 없이 합리적이고 공정한 해고 기준을 수립하여 해고 대상 근로자를 선정해야 한다. 사용자는 해고 50일 전에 노동조합에 통지하고 성실한 협의를 거쳐야 한다. 근로자는 정당한 사유로 해고된 것으로 간주된 후에 해고된다.\u003C\u002Fp>\n\u003Cp>「근로기준법」은 고용주가 강제 해고 전에 30일 전에 통지하거나 통지 기간에 상응하는 임금을 지급하도록 규정하고 있다. 단, 근로자가 3개월 미만 근무한 경우, 재해 등 불가피한 사정으로 사업 지속이 불가능한 경우, 또는 근로자가 고의로 사업에 중대한 손해를 입힌 경우에는 이 요건이 적용되지 않는다.\u003C\u002Fp>\n\u003Cp>해고 통지는 서면으로 제공되어야 하며, 해고 사유와 효력 발생일을 명시해야 합니다.\u003C\u002Fp>\n\u003Cp>사용자가 해고 통지를 하지 않은 경우, 통지 기간 동안 근로자가 받았을 임금 및 복리후생비를 지급해야 합니다. 사용자는 해고된 근로자의 직책이 다시 생길 경우, 해고 후 3년 이내에 해당 근로자를 재고용해야 합니다. \u003C\u002Fp>\n\u003Cp>부당 해고의 경우, 근로자는 해고일로부터 3개월 이내에 노동위원회(노동 분쟁을 심판하는 준사법기관)에 구제 신청을 할 수 있습니다. 노동위원회는 조사 및 심문을 거쳐 구제 명령을 내립니다. 해고가 부당하다고 판명될 경우, 고용주는 근로자를 복직시키고 체불 임금을 지급해야 합니다. 이를 이행하지 않을 경우, 위원회는 최대 3천만 원의 이행강제금(과태료로서, 형사 벌금과는 다릅니다)을 부과할 수 있으며, 고용주가 여전히 이행하지 않을 경우 2년 이내에 최대 4회까지 처분을 부과할 수 있습니다.\u003C\u002Fp>\n\u003Cp>출처: 1997년 제5309호 근로기준법 제23조~제30조 및 제33조 (최종 개정: 2025년)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Severance Pay\u003C\u002Fh2>\n\u003Cp>『근로자퇴직급여보장법』(퇴직급여법)은 고용 관계 종료 시 근로자에게 퇴직금을 지급하도록 규정하고 있습니다. 이는 자진 퇴직 및 정당한 사유에 의한 해고 시 지급됩니다. 퇴직금 액수는 근속 연수 1년당 30일분의 평균 임금에 해당합니다. 평균임금은 퇴직 전 3개월 동안 지급받은 총 임금을 해당 기간의 총 일수로 나눈 금액입니다. 퇴직금은 해고일로부터 14일 이내에 지급됩니다.\u003C\u002Fp>\n\u003Cp>퇴직금 지급 대신, 사용자는 확정급여형(DB) 제도(퇴직 시 받을 금액이 미리 정해지는 방식) 또는 확정기여형(DC) 제도(사용자가 매달 일정 금액을 적립하고, 퇴직 시 운용 성과에 따라 수령액이 결정되는 방식) 중 하나를 채택할 수 있습니다. 이러한 제도를 도입하려면 고용주는 노동조합의 동의 또는 (노동조합이 없는 경우) 근로자 과반수의 동의를 얻어야 하며, 해당 제도를 상세히 규정한 내규를 고용노동부에 제출해야 한다.\u003C\u002Fp>\n\u003Cp>출처: 2005년 제7379호 「근로자퇴직급여보장법」(2022년 마지막 개정) 제2조, 제8조~제12조, 제15조, 제20조, 제23조~제27조 및 제25조~제26조; 2024년 제34533호 「근로자 퇴직급여 보장법」 시행령 제3조\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fcontracts-and-dismissals'>한국 노동법: 계약 및 해고\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":44,"link_description":45,"link":46},"문의하기",[44],{"id":47,"short_title":7,"title":48,"url":49},24590,"Contact Us","\u002Fabout\u002Fcontact",{"id":51,"first_name":52,"last_name":53,"email":54,"image":55,"function":56},48,"Ayesha","Mir","ayeshamir@clr.org.pk","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FAyesha-Mir-ED.width-400.jpg","Labour Law Researcher",[],[],true,"\u003Cp>Mywage 은 WageIndicator 입니다. 동일한 조직, 동일한 정보, 새로운 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