Worker Dispatch Remedy Calculator

Worker Dispatch Remedy Calculator helps estimate Korea-related employment benefits, support payments, and eligibility pressure in English.

Worker dispatch remedy inputs

Calls the Korean worker dispatch remedy module for illegal dispatch judgment, wage gap, discrimination correction, and civil damages.

Judgment result

illegal

42 months dispatched

Direct employment deemed

Yes

5/7 supervision items

Wage gap compensation

₩75,675,577

Monthly gap ₩1,333,333

Discrimination correction

₩124,600,000

2x multiplier

Civil damages range

₩58,420,000 - ₩71,420,000

Economic damage ₩45,420,000

Insurance gap

₩15,008,910

Severance gap ₩4,666,667

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Korea worker dispatch remedy calculator guide

This English page translates the Korean worker dispatch remedy calculator and calls calculateJudgment, calculateWageGap, calculateDiscrimination, and calculateDamages. It preserves illegal-dispatch screening, direct employment, wage-gap compensation, discrimination correction, and damages.

Illegal dispatch screening

The Korean Worker Dispatch Act restricts dispatch work by license, permitted duties, period, and actual command structure. Illegal patterns include unlicensed dispatch, work outside the 32 permitted duties, manufacturing direct production process without temporary grounds, dispatch over 2 years, and disguised subcontract.

The Korean module calculates dispatch period in months and checks whether direct employment is deemed under Article 6-2. A period above 24 months can trigger direct-employment obligation or deemed direct employment depending on the legal route and facts.

Disguised subcontract factors

The calculator keeps the seven-factor supervision checklist from the Korean page: work method instruction, work time and place, personnel rules, performance evaluation, work rules, assignment authority, and equipment or materials. Four or more checked items strongly indicate disguised subcontract risk in the Korean content.

Manufacturing direct production work is especially sensitive. If the work is in manufacturing direct production and no temporary reason exists, the Korean module treats the scenario as illegal dispatch risk rather than as a generic outsourcing relationship.

Wage gap and discrimination correction

The wage-gap calculation compares dispatch monthly wage and bonus with direct-hire monthly wage and bonus, then adds employer insurance gaps and severance gap. It reports monthly wage gap, monthly bonus gap, total wage gap, insurance gap, severance gap, and total compensation.

Discrimination correction under Article 21-2 can apply to wage, bonus, incentive, welfare, training, and leave differences. The Korean module applies a multiplier of 1 for normal, 2 for malicious, and 3 for repeated or intentional discrimination unless there is a reasonable reason.

Damages, deadlines, and evidence

Civil damages can include consolation amounts and economic damage. The Korean content frames consolation ranges from around KRW 3,000,000 to KRW 50,000,000 depending on severity, plus wage-gap damage and job-search cost assumptions.

The Korean article warns about a 6-month discrimination-correction application period, a 3-year civil prescription period, anti-retaliation under Article 14-2, and the importance of digital evidence: contracts, messages, work instructions, attendance records, evaluation records, equipment allocation, and payroll records.