The revised 「Employment Security Act」(Act No. 21787) will take effect on December 10. On September 22, the Ministry of Employment and Labor announced the proposed amendments to the Enforcement Decree and Enforcement Rule (Ministry of Employment and Labor Notice No. 2026-2131 and No. 2026-2132). This information is essential for job information providers operating recruitment sites or apps, those operating or seeking to register new private employment placement agencies, and employers recruiting personnel online.
1. False Job Advertisements: Orders for Correction, Suspension of Posting, or Deletion
Until now, while it was possible to impose criminal penalties for false job advertisements, there were no means to order the removal of the advertisement itself. The revised law has established the grounds for orders to modify, suspend posting, or delete advertisements, and the enforcement decree draft has determined the methods for doing so.
- Order Method (Draft Article 34-3): This shall be done via document stating the parties involved, advertisement identification information, the content and reasons for the order, and the method and deadline for submitting the results of the measures taken. In urgent cases where significant damage to job seekers is feared, an order may first be given verbally or by telephone, followed immediately by written notification.
- Order Authority (Draft Article 37): For advertisements related to domestic paid or free job placement businesses, the Mayor, County Governor, or Head of Gu (District) shall issue the order; for advertisements related to overseas paid job placement businesses, job information provision businesses, or worker supply businesses, the Head of the Job Security Agency shall issue the order.
- Notification to Related Agencies: The risks that may arise for job seekers and the requested measures shall be notified in writing.
2. Job Search Sites: Verify Suspicious Advertisements Before Posting
Article 31-2 of the draft Enforcement Rule specifies cases where a job information provider must verify whether an advertisement is false or exaggerated before posting or updating a job advertisement.
- If the employer has received an order to modify, suspend posting, or delete an advertisement under their name within 6 months prior to the application date.
- If a report of a false job advertisement was filed within 6 months prior to the application date, and the review results confirm the possibility of it being false or exaggerated.
- If the offered wage is significantly higher than the average wage for the same or similar occupations, making it suspicious.
- If the advertisement contains expressions that, by social norms, are likely to mislead job seekers.
Even for advertisements already posted, monitoring must be conducted if there are suspicious reasons, and public data, recruitment plans submitted by the employer, or telephone verification can be used as grounds. If there are substantial reasons to consider it false or exaggerated, requests for modification, suspension of posting, or deletion can be made.
From an employer’s perspective, this means that if you list wages significantly higher than the market rate or use exaggerated phrases, the posting may be delayed or rejected. It is advisable to have recruitment plans or working condition documents ready to be submitted immediately.
3. Job Placement Agencies and Sites That Have Not Reported Business Closure Will Be Subject to Ex Officio Cancellation
Article 41-6 of the Enforcement Rule establishes new ex officio cancellation procedures for job placement businesses and job information provision businesses.
- Verification Items: Whether a business closure report has been filed with the competent tax office, whether the lease agreement for the business premises has terminated, and (for job information provision businesses only) whether the media is being operated.
- Procedure: If a business closure is recognized, the business operator shall be notified in advance of the scheduled cancellation, and the notice shall be posted on the bulletin board and website of the reporting/registration authority for at least 14 days.
If you are moving your business premises or taking a temporary break, you may be misunderstood as a target for cancellation if the tax office closure processing and the termination of the lease overlap. If you receive a prior notice, you must submit evidence proving that you are still operating within the given period.
Reporting and registration forms will also change. In five forms, including the Report for Free Job Placement Business and the Registration Application for Paid Job Placement Business, new fields will be added to enter ‘Operation status of job information provision business’ and the website address.
4. Disciplinary Standards for Job Information Provision Businesses: First Violation Results in a Warning
The administrative disposition standards for job information provision businesses in Annex 2 of the Enforcement Rule will change as follows (in order of 1st, 2nd, and 3rd violations):
| Violation | Revised Disposition Standards |
|---|---|
| Change of registered matters without filing a change report (Article 23 of the Act) | Warning · 15-day business suspension · 1-month business suspension |
| Violation of Article 25, Paragraph 1, Items 1 and 2 of the Act and Article 28, Item 6 of the Enforcement Decree | 1-month · 2-month · 3-month business suspension |
| Violation of Article 25, Paragraph 1, Items 3 through 5 of the Act and Article 28, Items 2 through 5 of the Enforcement Decree | Warning · 1-month · 3-month business suspension |
The Ministry of Employment and Labor explained that this is an attempt to change the practice of imposing business suspensions for violations of compliance requirements regardless of severity to a “guidance first, disposition later” approach. The current level of disposition for violations of change reporting requirements is ⚠️ Original text verification required.
From when
- Stage: Legislative Notice, Submission of Opinions September 22, 2026 – November 2, 2026 (Employment Service Policy Division, Ministry of Employment and Labor)
- Enforcement: The supplementary provisions of the Enforcement Rule state that it will be enforced on December 10, 2026. The enforcement date of the Enforcement Decree amendment ⚠️ requires verification of the original text (the enforcement date of the amended law is December 10).
- Target: Job information service providers (job search websites, apps, newspapers), paid and free employment agency businesses, and employers posting online job advertisements
Administrative Agent Office Services
Hwang Yunsang Administrative Agent (administrative scrivener) Office handles document preparation/filing services for paid employment agency registration applications, job information service reports, and change reports, and also performs document preparation for written opinions regarding prior notices of business suspension and administrative appeals. The report documents and compliance requirements are organized in Job Information Service Report — Report Documents and Compliance Requirements Before Operating Job Search Websites/Apps.
Summary
- From December 10, the Mayor, County Governor, Head of Gu, or the head of a job security agency may order the correction, suspension of posting, or deletion of false job advertisements.
- Job search websites must verify advertisements with significantly high wages or those with a history of reporting before posting them.
- Employment agencies or sites that have not filed a notice of closure will be subject to ex officio cancellation after a prior notice and a 14-day posting period, and the first violation of compliance requirements for job information service providers will be downgraded to a warning.
Source: National Participation Legislation Center · Partial Amendment to the Enforcement Decree of the Employment Security Act (Ministry of Employment and Labor), National Participation Legislation Center · Partial Amendment to the Enforcement Rule of the Employment Security Act
This post is an administrative trend guide organized by Hwang Yunsang Administrative Agent (administrative scrivener) Office based on publicly available data. Verification with the competent authorities is required to determine the applicability to individual cases.