ENGLISH

- A fixed-term or part-time employee subjected to discriminatory treatment may file a request for its correction with the Labor Relations Commission (the main body of Article 9(1) of the Act on the Protection of Fixed-Term and Part-Time Employees).

- The request for the correction of discriminatory treatment must be filed within six months of the date on which the discriminatory treatment occurred (in case of continuous discriminatory treatment, the date it ended) (the proviso of Article 9(1) of the Act on the Protection of Fixed-Term and Part-Time Employees).

- A fixed-term or part-time employee who seeks to file a request for the correction of discriminatory treatment should fill in a Request for the Correction of Discriminatory Treatment and submit it to the competent Regional Labor Relations Commission in the location of the workplace [Article 9(3) of the Act on the Protection of Fixed-Term and Part-Time Employees; Form No. 35 of the Labor Relations Commission Rules」(Labor Relations Commission Rules No. 28, issued on April 29, 2022, enforced on May 19, 2022)).

- The Request for the Correction of Discriminatory Treatment must indicate the following matters and specify the details of the discriminatory treatment (Article 9(2) of the Act on the Protection of Fixed-Term and Part-Time Employees; Article 100 of the Labor Relations Commission Rules).

- The head of a regional employment and labor office may require an employer who has afforded discriminatory treatment to a fixed-term or part-time worker to correct such discrimination (Article 15-2(1) of the Act on the Protection of Fixed-Term and Part-Time Employees; subparagraph 2-2 of Article 5 of the Enforcement Decree of the Act on the Protection of Fixed-Term and Part-Time Employees).

- If an employee fails to comply with the correction requirement, the head of the regional employment and labor office must notify the Labor Relations Commission specifying the details of the discriminatory treatment, and the head of the regional employment and labor office must also notify the employer and employee of this fact (Article 15-2(2) of the Act on the Protection of Fixed-Term and Part-Time Employees; subparagraph 2-2 of Article 5 of the Enforcement Decree of the Act on the Protection of Fixed-Term and Part-Time Employees).