Korean payroll for assigned executives, and a worked comparison of the flat tax election — not an assumption that the lower rate is the better one.
Electing the flat rate switches off exemptions, deductions, and tax credits. For some assignees that trade is clearly worth it. For others it is not, and nobody ran the side-by-side comparison.
The flat rate eligibility period runs from the date the employee first provided work in Korea. For an assignee who worked in Korea before, that date is not obvious — and it has been litigated repeatedly.
The flat rate is not automatic. It has to be applied for, and it can be applied at monthly withholding as well as at year-end.
Korean payroll for assignees, including gross-up arrangements where the employer bears the tax.
A worked calculation for each assignee, rather than a default election in either direction.
The Korean year-end settlement and individual income tax filing, coordinated with home-country reporting where relevant.
Enrolment in the four major insurances and treatment of assignees under applicable social security arrangements.
Korea-side payroll mechanics where compensation is paid partly offshore, and residency questions flagged early rather than at filing.
Onboarding at the start of the assignment and the Korean filings triggered when it ends.
Statutory references reflect Korean law in force as of 11 August 2026. This page provides general information and does not constitute legal or professional advice for specific cases — outcomes depend on individual facts and circumstances.
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