South Korea requires detailed wage-supporting time records, and Everhour gives teams structured tracking with approvals and policy controls.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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An employee time tracking app in South Korea should help you produce usable working-time records, not just a weekly total. Payroll review needs working days, total hours, ordinary hours, overtime, night work, and holiday work because those categories support wage calculation under the Labor Standards Act recordkeeping framework.
The practical goal is a clean record for each employee and pay period. Ordinary working hours may not exceed 40 hours per week and 8 hours per day, excluding recess periods. Agreed extended work is generally capped at 12 hours per week, which makes 52 total weekly hours the ordinary working-hours ceiling.
Time entries should separate ordinary, overtime, night, and holiday hours at the point of entry or review. Extended work, night work, and holiday work generally require at least a 50% wage premium, so a single undifferentiated hours field creates payroll cleanup and audit risk.
Night work has a specific window: 10 p.m. to 6 a.m. A shift that crosses that window needs separate treatment for the night portion. Breaks also matter. Workers are entitled to at least 30 minutes of recess for 4 hours of work and at least 1 hour of recess for 8 hours of work.
A South Korea setup should support Korean-language use and won-denominated payroll, billing, and budget records. Local labels reduce review mistakes when HR, managers, and accounting check the same timesheet. Currency consistency also matters when tracked hours feed client invoices or internal project budgets.
Employee-identifiable time tracking data is personal data under South Korea's Personal Information Protection Act. The Personal Information Protection Commission is the national data-protection authority. Keep monitoring proportionate, document the purpose of collection, and avoid collecting activity data that is unnecessary for working-time, payroll, billing, or attendance review.
A free one-off tool is enough when you need to total a short period, check whether a week crosses 40 ordinary hours, or separate one late shift into ordinary and night-work time. It works for a quick payroll note, a freelancer handoff, or a small team that still reviews hours manually.
A managed workflow becomes necessary when tracked time must pass through approvals, locked periods, manager corrections, personal tracking limits, and weekly capacity review. Everhour Team Management fits that longer workflow by giving admins policy controls before time becomes payroll, billing, or reporting data.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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G2
Summer 2026
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Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
South Korean employers must keep wage records and employment-related records that support pay calculations. For time tracking, those records should show working days, total hours, overtime, night work, and holiday work when those categories affect wages. Core employment records used for wage calculation should be retained for three years.
The app should help reviewers see ordinary hours against the 40 hours per week and 8 hours per day limits, excluding recess periods. It should also show agreed extended work separately because overtime is generally capped at 12 hours per week, creating a 52-hour ordinary weekly ceiling.
Night work is a separate premium-pay category for work performed between 10 p.m. and 6 a.m. A late shift can include ordinary hours, overtime hours, and night-work hours. Separate labels give payroll a defensible record instead of forcing someone to reconstruct the shift after approval.
Break records should show whether the worker received at least 30 minutes of recess for 4 hours of work or at least 1 hour of recess for 8 hours of work. Recess periods are excluded from ordinary working-hour limits, so paid work time and break time need separate treatment.
South Korea's Personal Information Protection Act governs employee-identifiable time-tracking data. Employers should collect time data for a defined work, payroll, billing, or attendance purpose and avoid unnecessary monitoring. The Personal Information Protection Commission is the national data-protection authority.
Everhour Team Management lets admins set lock rules, correct team member time, set personal tracking limits, define weekly capacity, and route timesheets through approval before payroll or billing review. Those controls help keep submitted hours stable after managers finish checking them.
Everhour supports roles, project assignments, and team groups, so managers can control project access and review hours by department or responsibility area. That structure helps separate employee time for payroll review from project time used for budgets, billing, or internal reporting.
Use Everhour Team Management to set tracking limits, approvals, lock rules, and capacity defaults so employee hours become cleaner payroll and billing records in Everhour.
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