Korean Weekly Holiday Pay Calculator
Hourly wage and weekly hours in — the paid rest day, the week’s total and what each hour is really worth out.
Under 15 scheduled hours a week — no paid rest day (Labour Standards Act art. 18(3)).
Over 40 hours a week — the paid rest day is capped at 8 hours.
Statutory minimum, assuming every scheduled day that week was worked. A contract or work rule that pays more takes precedence.
How to use
- Enter the hourly wage. It starts at the 2026 minimum wage; change it if you earn more.
- Enter the week: days worked and hours a day, or the weekly total directly.
- Read the rest-day pay for the week, the monthly figure, and the effective hourly rate.
Examples
A full week at minimum wage
Five days of eight hours at ₩10,320 is ₩412,800 for the hours worked. The paid rest day adds eight more hours — ₩82,560 — so the week pays ₩495,360 and each hour worked is really worth ₩12,384. Over a month that rest-day pay comes to about ₩358,700.
Three five-hour shifts
Fifteen hours a week is exactly the threshold, so the rest day applies: 15 ÷ 40 × 8 = 3 paid hours, ₩30,960 at minimum wage. Cut one shift to four hours and the week drops to fourteen, and the rest day disappears entirely — not shrinks, disappears.
Six days a week
Six eight-hour days is 48 hours, but the paid rest day does not scale past a full-timer’s: it stays at 8 hours, ₩82,560. The hours beyond 40 are overtime, which is paid differently and is not part of this calculation.
A twenty-hour part-time job
Four hours a day, five days: the rest day is 4 hours (20 ÷ 5), ₩41,280 a week. Add it to ₩206,400 for the hours worked and the job is worth ₩12,384 an hour, not the ₩10,320 on the contract — a 20% difference that is easy to leave unclaimed.
FAQ
What is weekly holiday pay?
Art. 55(1) of the Labour Standards Act gives every worker at least one paid rest day a week. The pay for that day — a day you do not work — is weekly holiday pay. Enforcement Decree art. 30(1) makes it conditional on turning up for every scheduled day that week.
Why nothing under 15 hours?
Art. 18(3) of the Act excludes workers whose scheduled hours, averaged over four weeks, are under 15 a week from both the paid rest day and annual leave. It is a cliff, not a taper: 14.9 hours gets nothing, 15 gets three paid hours.
Where does hours ÷ 40 × 8 come from?
Annex 2 of the Enforcement Decree sets a part-timer’s daily hours as four weeks’ scheduled hours divided by a full-timer’s scheduled days in the same four weeks — twenty, for a five-day week. That works out to weekly hours ÷ 5, which is the same thing as (weekly hours ÷ 40) × 8, the form the rule is usually quoted in.
Why does it stop growing at 40 hours?
Scheduled hours cannot exceed 40 a week (art. 50), so the rest day is worth at most a full-timer’s 8 hours. Anything past 40 is overtime, paid at its own premium rather than through the rest day.
Does it apply to workplaces with fewer than five employees?
Yes. Many provisions of the Act are switched off for workplaces with four or fewer employees, but the paid weekly rest day is not one of them — it is on the list of provisions that apply everywhere. The common belief that small shops are exempt is wrong.
What does "full attendance" mean in practice?
Working every day you were scheduled that week. Approved leave and paid annual leave count as attendance; an unexcused absence does not, and it costs the rest day for that week. The calculator assumes the week was worked as scheduled.
Where does the monthly figure come from?
The weekly rest-day pay multiplied by 4.345, the average number of weeks in a month (365 ÷ 12 ÷ 7). It is the same convention the Ministry uses to turn the hourly minimum wage into the monthly figure it publishes.
Is the default wage current?
The default is the minimum wage in force for the year shown next to it, taken from the Ministry of Employment and Labour’s gazette notice. For 2026 that is ₩10,320 an hour (Notice No. 2025-47). If your wage is higher, the rest day is worth proportionally more — type in the actual figure.