Calculate South Korea daily, weekly, and monthly pay from an hourly wage
Enter the South Korea reference year, hourly KRW, and schedule on the left; gross daily, weekly, monthly, annual, and premium-pay results appear on the right.
Input values
Standard schedule
Premium-work details
Night work adds only the 50% premium for 10 p.m.–6 a.m. Overlapping overtime, night, and holiday periods still require a timesheet check.
Calculation results
Enter South Korea hourly KRW and work conditions on the left.
- Daily pay
- —
- Base weekly pay
- —
- Paid-rest allowance
- —
- Additional-work pay
- Estimated weekly pay
- —
- Estimated annual pay
- —
Gross reference estimate only. Actual pay depends on paid-rest eligibility, Article 56 coverage including small-workplace rules, overlapping hours, ordinary-wage scope, payroll periods, and the employment contract.
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How to reconcile a South Korea hourly wage estimate with a payslip
An hourly wage calculator translates one hour of gross KRW pay into daily, weekly, monthly, and annual projections. Separating base pay, paid rest, and additional work makes the source of the total visible.
This is a South Korea reference model using published 2026–2027 minimum wages and Labor Standards Act rules. Confirm paid hours, breaks, attendance, workplace coverage, ordinary-wage items, and the employment contract before relying on the amount.
Separate hourly pay from paid time
Hourly wage is the amount paid for one hour of work. Enter paid time rather than total time on site because a genuine break is generally excluded from working hours.
- Check the contract’s hourly KRW rate
- Remove unpaid break time
- Confirm weekly paid workdays
Calculate daily and base weekly pay
Daily pay is hourly wage × paid hours per day. Base weekly pay multiplies that daily amount by the scheduled workdays.
- Daily = hourly × daily paid hours
- Base weekly = daily × weekly workdays
Treat monthly pay as an average projection
The tool multiplies weekly pay by 365÷12÷7, about 4.345 weeks. Calendar and payroll cut-off differences can create a small payslip variance.
- Projection: weekly × about 4.345
- Official minimum-wage monthly examples use 209 hours
- Use the employer’s pay period for reconciliation
Choose the correct minimum-wage year
South Korea’s 2026 minimum is KRW 10,320. The 2027 minimum was decided and notified at KRW 10,700 on August 5, 2026 and applies from January 1, 2027.
- 2026: KRW 2,156,880 at 209 hours
- 2027: KRW 2,236,300 at 209 hours
- Match the year to the work date
Check paid-rest eligibility first
The displayed paid-rest amount uses the 15-hour threshold as a model. Actual payment also depends on attendance and the employment relationship.
- At least 15 scheduled hours per week
- Attendance on scheduled workdays
- Check whether monthly pay already includes the amount
Enter overtime, night, and holiday work separately
With Article 56 coverage selected, the tool uses 1.5× overtime, an additional 0.5× night premium, 1.5× holiday work up to eight hours, and 2× beyond eight hours.
- Overtime is outside standard hours
- Night work is 10 p.m.–6 a.m.
- Split holiday hours at the eight-hour point
Reconcile overlapping periods
A period can be both overtime and night work. The calculator treats night hours as an additional 50% only, but the user must identify the real overlap.
- Mark start and end times
- Classify overtime, night, and holiday periods
- Compare each payslip allowance line
Read the KRW 10,320 example
At KRW 10,320, eight paid hours a day, and five days a week, base weekly pay is KRW 412,800. Adding an estimated eight paid-rest hours gives KRW 495,360.
- Daily: KRW 82,560
- Base weekly: KRW 412,800
- Weekly with estimated paid rest: KRW 495,360
Keep gross and take-home pay separate
The result is gross. South Korean social insurance and income tax depend on coverage, monthly remuneration, and personal facts, so they belong in a separate calculation.
- Check the four-insurance estimate
- Compare monthly take-home pay
- Match deduction lines on the payslip
Final checklist before relying on the total
Verify the selected year, hourly wage, paid hours, paid-rest eligibility, Article 56 coverage, overlapping premium periods, and rounding. The calculator does not replace an official employment-law determination.
- Correct minimum-wage year
- Breaks removed
- Attendance and paid-rest facts
- Small-workplace and Article 56 coverage
- Overlaps and payroll rounding
Continue checking the result
South Korea hourly wage FAQ
QWhat does this South Korea hourly wage calculator show?
It projects gross KRW daily, base weekly, paid-rest, additional-work, monthly, and annual pay from the entered hourly wage and schedule.
QWhat are South Korea’s minimum hourly wages for 2026 and 2027?
The 2026 rate is KRW 10,320. The 2027 rate is KRW 10,700 from January 1, 2027, and the selected year controls the comparison badge.
QHow is hourly wage converted to monthly pay?
The calculator obtains weekly paid amounts and multiplies by 365÷12÷7. The result can differ slightly from the official 209-hour monthly minimum-wage conversion.
QWhen is the Korean paid-rest amount included?
The model includes it only when the switch is on and scheduled weekly hours are at least 15, using a 40-hour and 8-hour cap. Attendance and other eligibility facts still need checking.
QIs overtime always paid at 1.5 times the hourly wage?
No. The 1.5 multiplier is used only when South Korea Labor Standards Act Article 56 coverage is selected. Confirm workplace-size and exemption rules.
QWhat if night work overlaps overtime?
The same period may be both night and overtime work. Night input adds only the separate 50% premium, so compare the overlapping periods with the timesheet.
QIs the result take-home pay?
No. It is before income tax and social-insurance deductions. Use Roberin’s salary and four-insurance calculators for a separate deduction estimate.
QWhy can actual Korean pay differ?
Breaks, attendance, ordinary-wage items, premium overlap, payroll periods, rounding, legal coverage, and contract terms can all change the final amount.
South Korea primary sources
Sources checked August 12, 2026. Direct law and minimum-wage sources are linked; recheck current rules and the employment contract before payment.