1.

Shift in Enforcement Framework and Inspection Strategy
 

• Emphasis on Ad Hoc/Special Enforcement: The MOEL plans to prioritize ad hoc and special inspections over routine, regular inspections to strengthen targeted enforcement.
   

• Expanded Resources & Integrated Oversight: Supported by a significant increase in labor inspectors, the MOEL will substantially expand the number of target workplaces and scale up “Integrated Labor—Safety Inspections” to concurrently audit workplaces with overlapping vulnerabilities under both the Labor Standards Act and the Occupational Safety and Health Act.
   

2.

Key Enforcement Priorities – Labor Standards Act Compliance

To address labor market disparities, the MOEL will concentrate its investigative resources on the following areas:
 

(1)

Eradicating Wage Arrears: Any business with two or more reported instances of unpaid wages within a one-year period will be subject to a comprehensive, full-scope audit. If additional complaints are filed following the initial inspection, the MOEL will conduct follow-up inspections and impose progressively stricter enforcement measures.
 

(2)

Ending “Free Labor” and Excessive Working Hours: The MOEL will strictly monitor and regulate the misuse and abuse of the comprehensive wage system (commonly referred to as “inclusive wage” arrangements). Inspections will also target workplaces operating shift-work systems or those repeatedly utilizing special extended work authorizations, where there is a heightened risk of excessive working hours.
 

(3)

Protecting Vulnerable Workers: The MOEL will implement enhanced oversight of businesses with a high concentration of foreign nationals, youth, or persons with disabilities.
 

To address the increasing demand for on-site enforcement, the MOEL will implement the following measures:
 

(1)

Year-Round Anonymous Reporting: The “Anonymous Reporting Center for Current Employees” will operate on a continuous, year-round basis to facilitate and expand inspections driven by anonymous reports.
 

(2)

Preemptive Risk-Based Inspections: Enforcement will be strengthened for businesses with frequent workplace harassment claims or rapidly growing companies, where there is an elevated risk of labor law violations.
 

(3)

Public Sector Accountability: Oversight of public institutions will be expanded to ensure the adequacy of their labor management practices and overall compliance.
 

3.

Key Enforcement Priorities – Occupational Safety and Health Act Compliance

To improve occupational safety and health enforcement, the MOEL will prioritize the following measures:
 

(1)

Expansion of Inspection Personnel and Infrastructure: The number of occupational safety and health inspectors will increase significantly—from 895 in 2025 to 2,095 in 2026. Additionally, the MOEL plans to establish 70 patrol teams nationwide to bolster inspection infrastructure and strengthen rapid-response capabilities.
 

(2)

Shift to Punitive Enforcement and Mandatory Risk Assessments: The “Specialized Risk Assessment Inspection” has been abolished. Moving forward, the MOEL will, in principle, pursue judicial and administrative sanctions for violations rather than issuing simple remedial orders. Verifying the implementation of Risk Assessments is now a mandatory requirement across all inspection categories.
 

(3)

Enhanced Worker Participation: In audits following serious industrial accidents, inspectors will now be required to take testimony from onsite workers. The participation of “Honorary Occupational Safety and Health Inspectors” in inspection activities will also be expanded.
 

(4)

Reinforcement of Basic Safety Protocols: Oversight of fundamental safety requirements—specifically the use of Personal Protective Equipment (the “PPE”) such as safety helmets, harnesses, and belts—will be strengthened. Following any applicable grace period, violations may result in administrative fines imposed on both the employer and the individual employee. 
 

4.

Practical Implications for Employers

Given the MOEL’s anticipated emphasis on ad hoc and special inspections—particularly those triggered by anonymous tips, wage claims, workplace harassment complaints, industrial accidents, and labor audit petitions—employers should proactively review and reinforce their internal compliance systems. Particularly, employers should align their HR management and occupational safety and health protocols with the specific focus areas highlighted in the MOEL’s Plan referred to above.