A South Korean hagwon contract can look straightforward while leaving important parts of the job unclear. Salary and housing may appear on the first page, but the clauses that shape daily life are often hidden in definitions, schedules, deductions, renewal terms, and school policies.
Before signing, compare the written contract with what the recruiter and school told you during interviews. If a promise matters, it should appear in writing. This checklist helps teachers evaluate a private-academy offer before committing to a campus and beginning the E-2 visa process.
Many hagwons operate under recognizable franchise names, but individual campuses may be separately owned or managed. A strong or weak reputation at one branch does not automatically describe every location.
Confirm the legal employer name, school address, campus name, director, and work location. If the contract permits transfers, ask how far you can be moved and whether you can refuse a location that creates an unreasonable commute.
Use GSS profiles to research brands such as CREVERSE, YBM ECC, DYB Choisun, Avalon English, and SLP. Then look for information about the exact campus.
A contract may advertise 25 or 30 teaching hours while requiring substantially more time at work. Clarify:
Ask for a sample weekly schedule. If the school cannot provide one, request the earliest possible starting time, latest possible finishing time, maximum number of daily classes, and expected office duties in writing.
The contract should state the gross monthly salary, regular payday, probation terms, overtime calculation, and authorized deductions. Ask what happens when payday falls on a weekend or public holiday.
Watch for clauses that allow the school to reduce salary for reasons that are undefined or controlled entirely by management. Any repayment or penalty clause should have a clear amount, reason, and legal basis. Teachers can contact South Korea's Ministry of Employment and Labor for labor-law guidance; the official counseling line is 1350 inside Korea.
Employer-provided housing can be one of the most valuable parts of a Korea teaching contract, but “furnished apartment” is not enough detail. Confirm:
Request recent photos or a video of the actual apartment whenever possible. If the current teacher still occupies it, ask for the address area and a representative unit.
Eligible employees who complete the required period of continuous work may qualify for statutory retirement benefits, commonly called severance. The contract should not substitute an ordinary monthly salary payment for a benefit that is legally calculated separately.
Ask when severance and final salary will be paid, how average wages are calculated, and whether unused amounts or deductions will be reconciled. Contract-completion bonuses are separate from statutory entitlements and should be described clearly.
The contract should identify whether you are treated as an employee and explain enrollment in applicable national insurance and pension systems. Ask for an estimated monthly deduction breakdown.
Be cautious if a school describes a full-time, supervised teaching job as independent contracting without a clear explanation. The label in a contract does not necessarily determine how labor authorities classify the real working relationship.
Pension eligibility and refunds can depend on nationality and reciprocal arrangements. Verify your situation with the appropriate Korean agency rather than relying only on recruiter statements.
“Ten vacation days” can mean different things. Determine whether weekends or public holidays are counted, whether the school selects all dates, and whether leave is available during your first year.
Ask about:
A calendar is more useful than a general promise. Ask the school to show the previous year's closure schedule as a realistic example.
Some schools provide a flight, entrance allowance, reimbursement after arrival, or completion payment. Others provide no airfare benefit. Confirm the amount, eligible route, payment date, receipt requirements, and repayment conditions.
Teachers should also budget for temporary accommodation, meals, transportation, medical checks, document processing, and the period before the first payday.
Ask which ages and levels you will teach, average and maximum class sizes, whether a co-teacher is present, and who handles discipline. Kindergarten-heavy roles can include feeding, bathroom supervision, field trips, performances, and parent-facing events in addition to English lessons.
Confirm how much lesson preparation is required and whether materials are provided. A curriculum can reduce preparation, but scripted lessons may also limit teaching freedom.
Read notice requirements for both parties. Be cautious when the employer can terminate immediately for broad reasons while the teacher faces large penalties for resignation.
Ask what happens to housing, visa sponsorship, final pay, airfare, and deposits if either party ends the contract. Do not surrender your passport or original personal documents to an employer for storage.
A good contract does not guarantee a perfect workplace, but unclear language makes preventable disputes more likely. Slow down, compare the interview with the written terms, speak with current teachers, and research the specific branch.
Read the full GSS guide to teaching in South Korea, browse current Korea teaching jobs, and compare school profiles and teacher reviews before signing.
This article provides general educational information, not legal advice. Employment and immigration rules can change; consult the appropriate Korean authority regarding your specific situation.
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