We've compiled essential terms used in HR work — including terms under the Labor Standards Act, work type terminology, common HR and labor affairs vocabulary, and terms used in flex features!
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Please use the information in this document as foundational knowledge. flex is not responsible for any disadvantages arising from the use of this document.
Labor Standards Act and HR Terminology
Term | Description | Examples & Guide |
Minimum Wage | The minimum wage level set by the government. Employers must pay workers at least this amount. Violations are subject to legal penalties. | |
Night Work | Work performed between 10 PM and 6 AM the following day. Because working late at night can be harmful to health, the law requires that additional pay be provided. | Working during these hours requires a 50% premium on ordinary wages, resulting in 1.5x the regular hourly rate. If this time is included in flex work records, night shift allowances are automatically calculated. |
Labor Standards Act | A law that sets minimum standards for working conditions in order to guarantee and improve workers' basic livelihoods. | This law serves as the standard for all HR management, including wages, working hours, and paid leave. All flex features are designed to comply with the Labor Standards Act. |
Average Wage | The standard used to calculate severance pay or suspension allowances. It is calculated by dividing the total wages paid in the three months prior to the date of the event by the total number of days in that period. | Primarily used when calculating severance pay. If you received many allowances in addition to your monthly salary, your average wage will be higher, which may result in a larger severance payment. |
Substitute Holiday | When a public holiday falls on a Saturday or another holiday, the next non-holiday weekday is designated as a holiday to compensate. | If Children's Day falls on a Sunday, Monday is designated as a "red day" (holiday). This substitute holiday is automatically reflected in the flex calendar. |
Holiday Substitution | When an employee works on a scheduled day off (holiday), another working day is designated as a day off in its place. Written agreement with an employee representative is required. | For example, if you must come in on Election Day, you might agree to take the following Friday off instead. |
Break Time | Time during the workday when employees are free from the employer's direction and can rest freely. At least 30 minutes for 4 hours of work, and at least 1 hour for 8 hours of work must be provided. | The most common example is the "lunch break." flex guides users to configure break time when setting up work types. |
Statutory Holiday | A legally mandated day off. The weekly holiday (usually Sunday) and Labor Day (May 1) fall into this category. | If an employee works on this day, holiday work allowances must be paid. This is a different concept from "contractual holidays" such as a company's founding anniversary. |
Maximum Working Hours | The legal maximum number of hours that can be worked in a week. The total cannot exceed 52 hours — 40 regular hours plus 12 hours of overtime. | No matter how much work there is, exceeding 52 hours per week is a risk! |
Unpaid Leave of Absence | Taking a temporary leave from work, but not receiving a salary during that period. | Leaves taken for personal reasons or family caregiving are typically processed as unpaid. |
Annual Paid Leave | Paid vacation granted to workers who have attended work 80% or more of the time over the past year. It is a very important right to receive pay even while taking time off. | In the 1st year of employment, 1 day is granted per month of full attendance; from the 2nd year onward, 15 days are granted (when based on the hire date). |
Premium Pay | Additional pay provided when an employee works beyond statutory working hours (overtime), works at night (night work), or works on a holiday. At least 50% of the ordinary wage must be added on top. | If the regular hourly wage is 10,000 won, it must be calculated as 15,000 won when premium pay applies. |
Holiday Work | Working on a day when there is no obligation to work (a holiday). | Coming in on a Sunday or public holiday constitutes holiday work. Within 8 hours, 1.5x the wage must be paid; beyond 8 hours, 2x the wage must be paid. |
Work Rules | A document that sets out internal workplace rules and working conditions (wages, benefits, etc.). Companies with 10 or more regular employees are required to create this document and report it to the Ministry of Employment and Labor. | Things like penalties for tardiness or regulations for family event leave are documented here. |
Public Holiday | The days marked in red on the calendar. National holidays, traditional holidays (Lunar New Year, Chuseok), Children's Day, and Election Day are included. | Previously, these were only days off for government offices, but now private businesses are also required to provide paid holidays on these days. |
Unpaid Leave | Leave taken without pay. If an employee needs additional time off after using all their annual leave, they can take unpaid leave. | If an employee has 15 days of annual leave but needs 20 days off, the extra 5 days may be processed as unpaid leave, deducted from the salary. |
Part-Time Worker | A worker whose working hours are shorter than those of regular employees performing the same duties at the same company. Commonly referred to as "part-time" workers. | For example, when a regular employee works 40 hours per week, a part-time worker may work only 15 or 20 hours. These workers may still be entitled to weekly holiday pay and annual leave if they meet the conditions. |
Employer | The person who employs and supervises workers — the owner of the business or the person responsible for management. | The entity that signs the employment contract and pays wages. In flex, this refers to the person with administrator-level permissions. |
Holiday Work Allowance | Additional pay received for working on a holiday. Up to 8 hours, a 50% premium applies; beyond 8 hours, a 100% premium applies. | If an employee with an hourly wage of 10,000 won works 10 hours on a holiday: (8 hours x 15,000 won) + (2 hours x 20,000 won) = 160,000 won must be paid. |
Overtime Allowance | Pay received for working more than 8 hours a day or 40 hours a week. An additional 50% of ordinary wages must be paid. | If the scheduled end time is 6 PM but an employee works until 8 PM, those 2 hours must be paid at 1.5x the hourly rate. |
Labor Day | May 1st of each year is a statutory paid holiday. If an employee works on this day due to business needs, holiday work allowances must be paid. | A salaried employee who works on this day may receive an additional 1.5x (150%) allowance or compensatory time off. |
Ordinary Wage | The regular and uniform hourly, daily, weekly, or monthly wage agreed to be paid to a worker. It serves as the basis for calculating overtime, night work, and holiday allowances. | This includes base pay and fixed monthly allowances such as position allowances. |
Suspension Allowance | Pay that must be provided to workers when the company's fault or circumstances (shortage of raw materials, construction work, etc.) prevent them from working. At least 70% of the average wage must be paid. | Even if the employer says "Don't come in tomorrow" due to lack of work, workers have the right to receive a suspension allowance equivalent to approximately 70% of their salary. |
Employment Contract | A document signed by both the company and the employee agreeing on working conditions (wages, hours, holidays, etc.). Not creating or providing this contract is illegal. | It must be completed before the employee starts work. Using flex's electronic contract feature ensures that all legally required items are included without anything being missed. |
Holiday | A day on which a worker has no obligation to work at all. | The weekly holiday (Sunday) and statutory public holidays are typical examples. Wages are not deducted for not coming in on these days. |
Number of Regular Employees | A figure representing how many people normally work at a company. It is calculated by dividing the total man-days worked (including part-time workers) by the number of operating days. | Whether this number is "5 or more" makes a significant difference in which laws apply, such as annual leave and overtime allowances. |
Weekly Holiday | A paid day off granted when an employee is present for all scheduled working days during the week. It is usually set to Sunday. | If you work all 5 days, you effectively receive one extra day's pay for the day you don't work. This is the concept of the "weekly holiday allowance." |
Agreed Working Hours | The number of hours the worker and the company have agreed to work, within the limits of statutory working hours. | The most common arrangement is "8 hours a day, 40 hours a week," but for part-time workers it may be "4 hours a day." |
Employee Representative | When there is no majority union, this is the person who represents the majority of employees. Their involvement is essential when agreeing to introduce flexible working arrangements or holiday substitutions. | There are many rules that only take effect through written agreements with the employee representative, not through unilateral company decisions. |
Annual Leave Usage Promotion System | A system in which the company officially notifies employees through legal procedures to "please use your remaining annual leave." If employees still don't use it after this notification, the company is not obligated to pay unused leave allowances. | Written notification must be sent 6 months and 2 months before annual leave expires to be effective. |
Wages | All payments received in exchange for work. There are 4 key principles: payment must be in currency (money), in full, at least once a month, and directly to the employee. | Monthly salaries, weekly wages, and all types of allowances are all considered wages. Companies cannot pay employees in goods or make arbitrary deductions. |
4 Major Social Insurances | Refers to the National Pension, Health Insurance, Industrial Accident Insurance, and Employment Insurance. Enrollment is mandatory for companies employing one or more workers. | Contributions are withheld from wages (tax withholding) before payment. |
1 Week | Refers to 7 days including holidays. It is the reference period used for calculations such as the 52-hour workweek. | Monday through Sunday is treated as one unit. Within this period, overtime must be checked to ensure it does not exceed 12 hours. |
Paid Holiday | A holiday on which wages are paid even without working. The weekly holiday and Labor Day are representative examples. | Even hourly part-time workers receive a day's pay on the weekly holiday without working. |
Overtime Work | Working beyond the agreed hours (agreed working hours). A maximum of 12 hours per week is allowed. | If the agreed schedule is 9 AM to 6 PM but an employee works until 8 PM, those 2 hours are overtime. |
Weekly Holiday Allowance | A system that provides one additional day's pay if an employee works 15 or more hours per week and is present on all scheduled working days. | An employee working 5 days a week, 8 hours a day, receives 8 hours' worth of pay even on their day off (Sunday). This is usually already included in the monthly salary. |
Night Work Allowance | An additional allowance paid for working between 10 PM and 6 AM. An additional 50% of ordinary wages must be added. | If an employee works overtime until 11 PM, the 1 hour from 10 PM to 11 PM must be calculated at an additional 0.5x the ordinary hourly rate. |
Unused Annual Leave Allowance | When annual leave expires after one year, compensation in money is provided for the unused portion. | If 5 out of 15 days of annual leave were unused, ordinary wages for 5 days must be paid as an allowance. (However, if the company lawfully carried out annual leave usage promotion, there is no obligation to pay.) |
Paid Leave | A general term for leave during which wages continue to be paid even if the employee does not come in. | Annual leave and maternity leave are examples. flex allows various types of paid leave to be configured and managed. |
Worker / Employee | A person who works at a place of business for the purpose of earning wages. This applies regardless of the type of occupation or form of contract (full-time, contract, part-time). | Anyone who works under an employer's direction and receives a salary is an employee. Freelancers may not be considered employees under the Labor Standards Act. |
Work / Labor | The act of providing labor to an employer in exchange for wages, encompassing both mental and physical work. | Writing a project plan in an office or carrying goods on a worksite both constitute labor. |
Annual Leave Calculation | The method for calculating the number of annual leave days based on each employee's length of service. There are two main approaches: "hire date basis" and "fiscal year basis." | The hire date basis can be confusing because annual leave accrual dates differ for each employee. This is why many companies use the fiscal year basis, which grants leave all at once on January 1. flex supports both methods. |
Remote Work Infrastructure | A government program that subsidizes the costs for small and medium-sized enterprises introducing remote work systems. | Support can be received for video conferencing equipment, cloud service fees, etc. It's worth checking whether flex implementation costs may also be eligible for this support. |
Annual Leave | Short for annual paid leave. Paid time off given as a reward for a year of hard work. | |
Attendance Management | The task of managing and recording employee attendance details such as clock-in/out times, tardiness, early departures, leave, and overtime. | |
Hire Date Basis | A method of granting annual leave annually based on each employee's individual hire date. | An employee hired on March 2 receives new annual leave every March 2. This is the standard approach but becomes complex to manage as the number of employees grows. |
Flat-Rate Comprehensive Wage System | A contract arrangement in which overtime, night work, and holiday work allowances are pre-included in the monthly salary, regardless of actual hours worked. | For example, paying a fixed "fixed OT allowance" of 300,000 won per month regardless of how much overtime is worked. This is mainly used when it is difficult to calculate working hours. |
209 Hours/Month | The average monthly paid working hours used as the standard for calculating the ordinary wage of workers on a 40-hour work week. Working 8 hours a day, 5 days a week is considered equivalent to 209 hours per month, including weekly holiday hours (8 hours). | This is a key figure for payroll calculations! When converting base salary to an hourly rate, it is calculated as "monthly salary ÷ 209 hours." (Formula: (40 hrs + weekly holiday 8 hrs) x 365 days ÷ 7 days ÷ 12 months ≒ 209 hours) |
Day Off (Non-Working Day) | A day not agreed upon as a working day in the employment contract. Saturday typically falls into this category. Unlike the statutory holiday (Sunday), it is in principle unpaid. | Working on a Saturday entitles the employee to overtime allowance (1.5x). However, the calculation differs from holiday work allowance (1.5x–2x), and holiday substitution is not applicable. In flex settings, holidays and non-working days must be distinguished for accurate allowance calculations. |
Fixed Overtime Pay | A system in which all or part of overtime allowances are included at fixed amounts per allowance type within the monthly salary. | Annual salary: 36,000,000 won, monthly agreed working hours: 209 hours, no allowances included in ordinary wage |
Work Types and Leave
Term | Description | Examples & Guide |
Fixed Work Type | The most common work arrangement, where employees clock in and out at set times every day. Based on 8 hours a day and 40 hours a week under the 52-hour workweek system. | The "9 to 6" work schedule is a typical example. It is provided as the default work type in flex and can be used immediately without additional setup. |
Staggered Hours Work Type | A flexible work arrangement that maintains an 8-hour workday while allowing employees to freely adjust their start and end times to suit their personal circumstances. | For example, starting at 10 AM and finishing at 7 PM, or starting at 8 AM and finishing at 5 PM. Employees can freely clock in and out within the permitted time range set by the company. |
Flexible Work Type | A system in which employees can freely adjust their daily working hours as long as the total working hours within a set period (such as one month) are met. | On some days, you can work only 4 hours and leave early; on other days, you can put in 10 hours of concentrated work. |
Shift Work Type | A work arrangement in which employees are divided into groups (shifts) and take turns working at different times. Primarily used in hospitals, factories, and other operations that need to run 24 hours. | Examples include 2-team 2-shift and 3-team 2-shift arrangements. flex's shift management feature makes it easy to manage even complex shift schedules. |
Reduced Working Hours During Pregnancy | A system that allows female workers who are within 12 weeks or past 36 weeks of pregnancy to leave 2 hours earlier or arrive 2 hours later each day without a reduction in wages. | |
Mandatory Work Hours | Under a flexible work arrangement, this is the time period during which all employees must be at their workstations. It is set to facilitate meetings and collaboration. | If "1 PM to 4 PM is core time," employees cannot freely come and go during that time and must focus on work. |
52-Hour Workweek System | A system in which the maximum number of hours a person can work in a week is capped at 52 hours (40 regular hours + 12 overtime hours). Employers who violate this may face penalties. | flex allows you to manage compliance with the 52-hour workweek. |
Reduced Working Hours for Childcare | A system in which workers with children aged 8 or under can reduce their working hours instead of taking parental leave. It can be used for up to 2 years. | Working hours can be reduced by 1 to 5 hours per day. While the monthly salary decreases proportionally, partial government subsidies are available. A separate childcare reduced work type can be configured in flex. |
Family Care Leave | Unpaid leave that can be used when urgent care is needed for a family member due to illness, accident, old age, or child-rearing. Up to 10 days per year can be used. | It can be used without hesitation when a child suddenly falls ill or when you need to accompany a parent to a hospital. Try managing it through the "Family Care Leave" option in the flex leave request menu. |
Maternity Leave and Pay | A system that provides a total of 90 days (120 days for multiple births) of leave before and after childbirth for pregnant female workers. The first 60 days are paid. | |
Menstrual Leave (Health Leave) | Unpaid leave that female workers can use once a month upon request. (However, it may be paid if stipulated as such in a collective agreement, etc.) | It must be granted upon the worker's request alone, without requiring a medical certificate. In flex, leave items can be configured to be visible only to female employees. |
Half-Day and Hourly Leave | Half-day leave refers to using 1 day of annual leave in 0.5-day (usually 4-hour) units, taken either in the morning or afternoon. Hourly leave (hourly unit leave / quarter-day leave) means using it in even smaller increments such as 1–2 hours. | In flex, you can configure the annual leave usage unit to match your company's work rules. |
flex Terminology
Term | Description | Examples & Guide |
Approval Policy Management | A flex admin feature for setting who approves leave, work, and document requests, and what procedures they go through. | You can configure approval workflows to match company policies, such as "leave requests are approved solely by the team leader" or "expense payments require team leader → division head approval." |
Custom Approval Labels | A feature that lets you create and apply company-specific approval terminology at each approval step — not just "Approve," but terms like "Agree," "CC," or "Consult." | If a "Finance Team Review" is needed, you can attach a "Finance Team Review" label to the approval workflow to make the process clear. |
Audit Log | A security feature that records who made important changes within flex (login, personal information access, permission changes, etc.) and when. | It is essential for identifying the cause of any security incident or configuration error that may occur. It can also be downloaded as an Excel file from the admin page. |
Two-Factor Authentication | A strong security setting that requires an additional verification step — such as a smartphone OTP — beyond the standard ID and password login. | It is recommended to enable this setting to protect employees' personal information and salary data. Google Authenticator and similar apps can be linked for use. |
IP Access Control | A security feature that restricts access to flex to only specific IP addresses permitted by the administrator, such as the company office network. | This can be configured to restrict external access to flex or to limit clock-in/out from outside locations. |
Super Admin | The super administrator with all permissions in flex. Refers to the administrator belonging to the "Permission Settings > Super Admin" group. | The company representative or head of HR typically holds this permission. Since it allows access to all menus and the ability to change any setting, it should be granted with care. |
Team Leader / Manager | A leader who heads a specific organization, such as a team leader or division head. When appointed as a manager in flex, permissions are automatically granted. | When someone is appointed as the "Marketing Team Leader," they automatically gain the authority to approve leave and work requests from Marketing Team members. |
Default Permission | Refers to regular employees without special administrative permissions. Most employees who do not belong to the Super Admin or Team Leader groups fall into this category. | |
Per-Requester Approval Settings | A feature for setting different approval workflows for specific employees or departments. It can override the default approval line (e.g., team leader sole approval) with a different one. | This feature is used when there is an exception rule such as "Leave requests for the Marketing Team are approved directly by the Division Head, not the Team Leader." |
Affiliate Management | A feature for creating and managing multiple legal entities (affiliates) within a single flex account, allowing employees to easily move between entities. | If there is a parent company A and subsidiaries B and C, this feature connects them so that a single flex login can be used to handle work for both Company A and Company B. |
Onboarding/Offboarding Checklist | A feature that automatically notifies you of tasks to handle when an employee joins (onboarding) or leaves (offboarding). | When a new hire joins, tasks like "Give welcome kit" and "Set up PC" are automatically surfaced for the responsible person, so nothing gets missed. |
To-Do (Tasks) | A menu that aggregates approval requests and various tasks in one place. It helps prevent tasks from being missed and enables quick processing. | You can check pending leave approvals, electronic contract signing requests, HR information update requests, and more. |
Home Feed Calendar | A calendar on the flex main screen where you can see at a glance your colleagues' work schedules, leave, birthdays, work anniversaries, and more. | You can quickly check "Who's on leave today?" or "Whose birthday is this week?" |
Send to Colleague | A communication feature for conveniently sending task requests, announcements, and 1:1 meeting invites to colleagues. | Press the button in the upper right of the home feed to send requests like "Please submit your weekly report by this Friday." |
1st-Level Manager | The direct supervisor of the person submitting a request (the requestor). The 1st-level, 2nd-level, etc. managers are determined by the organizational chart structure. | For a team member, the 1st-level manager is the "Team Leader," and the 2nd-level manager is the "Division Head," who is the Team Leader's superior. |
flex Terminology - Members
Term | Description | Examples & Guide |
Organization | Refers to teams, departments, divisions, etc. within your company. It is the basic unit for building the organizational chart in flex. | You can create units like "HR Team," "Development Division," and "Sales Team 1" and assign members to them. |
Personnel Action | The official process of changing an employee's department, job title, position, etc. | When an employee is promoted and transferred from "Sales Team Associate" to "Marketing Team Manager," the personnel action feature is used to keep a record. |
Bulk Member Info Update | A feature for updating multiple employees' information all at once via Excel upload or similar methods. | When all employees' annual salary contracts are renewed, you can update everyone at once via Excel or on the web instead of modifying them one by one. |
Job Function / Role | The type of work an individual employee actually performs. The answer to "What kind of work do you do?" | "Backend Development," "Recruitment," and "Brand Design" are examples of job functions. |
Job Title | The leadership role an employee is responsible for within the organization. "Team Leader," "Part Leader," and "Division Head" fall into this category. | Someone may hold a high position (e.g., Director) but have no job title (team member), or hold a lower position (e.g., Associate) but serve as a Part Leader. |
Job Grade | A grade assigned based on job performance ability or years of service. Used when a pay scale or grade system (G1, G2, etc.) is in place. | Used to create hierarchies like "Junior - Senior - Principal" or "Level 1 - Level 2 - Level 3." |
Position (Rank) | A title that represents an employee's rank within the organization. The familiar "Staff - Associate - Manager - Senior Manager - Director" hierarchy is an example of positions. | There is a growing trend of unifying titles with terms like "Pro" or eliminating positions altogether. flex allows this to be configured to match company culture. |
Job Family / Category | A broad category that groups similar job functions together. | Can be organized into categories like "Sales," "R&D," and "Business Support." |
Member Profile | An individual page containing all HR information for an employee. | View and manage all information about an employee in one place — salary, contracts, education, family relationships, commendation and disciplinary history, and more. |
Employment Type | A classification of workers based on contract type or work arrangement. | Full-time, contract, part-time, freelance, and more — flex provides 8 types for tailored management of each. |
Employment Contract Info | The section for entering key employment contract details such as contract duration and whether a probation period applies. | Set whether a 3-month probation period applies, or for contract employees, when the contract ends. |
Wage Contract Info | The section for entering the annual or monthly salary amount and whether the flat-rate comprehensive wage system applies. | Details such as an annual salary of 40 million won and a monthly fixed OT of 20 hours must be entered accurately. |
Payroll Details | The section for entering various allowance items beyond base salary, such as meal allowances and vehicle maintenance subsidies. | If fixed monthly allowances are set up here, they will be automatically reflected when running payroll. |
Special Notes (Payroll/Tax) | The section for managing information that requires special attention during payroll calculations, such as employees on reduced childcare hours, foreign workers, or those eligible for income tax reductions. | If an employee is eligible for a 90% income tax reduction for young workers at SMEs, the information must be entered in Special Notes. |
Family Information | The section for entering family relationships for health insurance dependent registration or year-end tax settlement personal deductions. | Dependent or childcare allowance information must be entered here to be automatically reflected during payroll calculations. |
HR Notes | A private memo pad visible only to administrators. You can freely write evaluations or special notes about employees. | Notes like "Expressed interest in a role change during a 1:1 meeting" or "Frequent tardiness recently" can be recorded without the employee's knowledge. |
Growth Tab | A career management menu where employees can record their projects, learnings, certifications obtained, and more. | Rather than a simple resume, employees can record achievements such as "Used technology A in this project to improve performance by 30%." |
Training Tab | A section for managing records of internal and external training completed. | Keep records like "Completed mandatory legal training" and "Completed leadership training" to track competency development status. |
Change History | A section that shows the history of when and how HR information was changed. | Past records such as "What was the salary last year?" or "When did this person change teams?" can all be found here. |
Concurrent Employment (Affiliate) | When one employee belongs to and works for two or more affiliate companies simultaneously. | When a person holds a position in a holding company while also serving as an executive of a subsidiary, they can be set up to access flex for both companies. |
Leave of Absence | A status in which an employee remains on the company's books (not resigned) but takes time off from work for a certain period. Salary is usually not paid. | Parental leave and medical leave are typical examples. When leave of absence is processed in flex, the employee's time is excluded from working hours calculations. |
Group Hire Date | For employees who have worked across multiple affiliates, this is the date they first joined the group as a whole. It can serve as the basis for long-service awards or annual leave calculations. | When an employee transfers from affiliate A to B, the hire date at Company A can be treated as the group hire date, allowing annual leave to carry over continuously. |
flex Glossary - Leave
Term | Description | Examples & Guide |
Custom Leave | Leave granted by the company as a welfare benefit, separate from statutory annual leave. | You can create and operate leave policies unique to your company, such as '3 days summer vacation', 'birthday half-day', or 'vaccine leave'. |
Leave Proof Documentation | A feature that allows employees to attach supporting documents (wedding invitations, medical certificates, etc.) when requesting leave such as family event leave or sick leave. | When applying for wedding leave, employees can be required to upload a digital wedding invitation image. |
Annual Leave Advance Use | A feature that allows employees to use future annual leave days that have not yet accrued. | This is useful for new hires who have no annual leave yet — you can allow them to use leave days that will accrue in the following year. |
Leave vs. Leave of Absence (Difference) | Leave refers to a short break of a few days (while remaining employed), whereas a leave of absence refers to an extended period of months away from work (with employment status changed to 'on leave'). | Taking a year off for childcare is 'parental leave (육아휴직)', while taking a single day off for a school event is 'childcare leave (육아휴가 / family care leave)'. |
Annual Leave Encouragement | A legally prescribed system in which the company formally urges employees in writing to use their annual leave. When properly executed, the company is no longer legally required to pay unused leave allowances. | When flex's 'Smart Annual Leave Encouragement' is enabled, reminder emails are automatically sent in accordance with the legally required schedule. |
Annual Leave Policy | A menu for configuring the criteria for annual leave accrual (fiscal year basis / hire date basis) and the method of granting leave. | Annual leave for all employees is automatically calculated based on the rules set here, so it is important to configure this correctly from the start. |
Manual Leave Encouragement | Rather than sending automatically, the admin manually clicks a button to request employees to submit their annual leave usage plans. | This can be used to encourage only a specific department first, or to send a manual notification when the automatic send window has been missed. |
Refusal to Accept Labor | When an employee reports to work despite being on scheduled annual leave, the company clearly expresses its refusal to accept that work ("Please do not work today"). This is required to eliminate the obligation to pay leave allowances. | In flex, when an employee on annual leave logs in, a pop-up message appears stating 'Today is your day off — please do not work', clearly expressing the refusal to accept labor. |
Smart Annual Leave Encouragement | An automation feature in which flex handles the complex legal procedures and timing requirements of annual leave encouragement on behalf of the company. | There is no need to manually calculate the timing of the first and second encouragement rounds — once configured, emails and notifications are sent automatically. |
Annual Leave Auto-Expiration Setting | A setting that determines how long accrued annual leave can go unused before it expires. The default period is 1 year. | If you want to allow employees to accumulate and use their leave over 3 years, you can disable the expiration setting or extend the grace period. |
Group Hire Date Grant Setting | A setting that uses an employee's original group hire date — rather than their current affiliate company hire date — as the basis for annual leave calculation. | This is used in corporate groups with frequent inter-affiliate transfers to prevent employees from losing annual leave entitlements. |
Annual Leave Grant Start Date | The reference date from which flex begins managing annual leave. Records prior to this date are disregarded and a fresh calculation starts. | If you decide to start using flex from January 1, 2024, you would set that date as the start date and carry over the remaining annual leave balances from the previous system. |
Annual Leave Usage Unit | A setting that determines the minimum increment in which annual leave can be taken. | You can configure this to allow leave in units of 1 full day, half-day (0.5 days), quarter-day (0.25 days), or even by the hour (1 hour). |
Remaining Leave Adjustment | A feature used to adjust the remaining annual leave balance of currently employed staff in order to pay it out as a monetary allowance. | This is used at the beginning of each year when settling unused annual leave from the previous year as a cash payment. |
Remaining Leave Adjustment | A feature used to calculate and include an outgoing employee's remaining annual leave in their final paycheck. | This is something that must always be checked when processing severance and final pay settlements. |
Annual Leave Adjustment | A feature that allows administrators to manually add or deduct annual leave days for a specific employee. | This feature is used when an admin needs to immediately grant or deduct annual leave for an employee, and can be used at any time during regular operations. |
Admin-Issued Leave | A setting where leave is not automatically accrued, but is only granted when the admin manually issues it. | This setting is used for special occasions such as a 'project success reward leave', where the admin manually grants leave on a case-by-case basis. |
Deduction of Leave on Holidays | A setting that determines whether weekends or public holidays that fall within a continuous leave period are counted as leave days or excluded. | If an employee takes 5 days off from Monday to Friday but a public holiday falls in the middle, you can configure the system to deduct only 4 days of annual leave. |
Mandatory Leave | Leave that the company is legally required to provide, such as 'health leave' and 'reserve forces training leave'. These cannot be deleted from the flex system. | These are leave types that are pre-configured to ensure legal compliance. Admins cannot remove them. |
Annual Leave Usage History Upload | A feature that allows bulk upload of annual leave records from before flex was introduced, or leave taken outside the system, via an Excel file. | You can use this feature to migrate all leave records that were previously managed on paper before switching to flex. |
Annual Leave Encouragement | Refers to the legally defined deadline by which the company must notify employees to submit their annual leave usage plans. Missing this window invalidates the encouragement process. | This is calculated based on 6 months before annual leave expiration. flex notifies you so you don't miss this date. |
Annual Leave Encouragement | The status where an employee has received a request from the company to submit their annual leave usage plan but has not done so within the deadline. |
flex Glossary - Work
Term | Description | Examples & Guide |
Days Off | A feature that marks statutory public holidays (red-letter days) and agreed holidays such as company anniversary days on the flex calendar. | |
Work Cycle | The reference period used to determine overtime (extended work). This is typically '1 week', but may be '1 month' depending on the work type. | For example, for an employee working 8 hours a day and 40 hours a week, the work cycle could be 'daily' or 'weekly'. |
Work Type | A menu for configuring the work arrangement (fixed, staggered, flexible, shift, etc.) for each employee in the flex system. | You can assign different work types to different teams — for example, staggered hours for the sales team and shift work for the production team. |
Work Policy | Refers to the 'types of work arrangements', such as field work, business trips, and remote work. | You can create policies such as 'remote work is allowed without prior approval' or 'business trips require team leader approval'. |
Overtime Item Usage Settings | A feature for defining how your company tracks and categorizes overtime — including extended, night, and holiday work. | You can choose to track everything simply under a single 'overtime' category, or break it down in detail into items such as 'overtime within statutory limit' and 'statutory overtime'. |
Overtime Within Statutory Hours | • When the option to distinguish between overtime within statutory hours and general overtime is disabled: Overtime within statutory hours is treated as 'general overtime'. | |
Work Location (GPS) | A feature that allows employees to clock in or out only when they are physically located within a designated area (near the workplace). | You can add a home address for remote workers or a client's address for field workers, enabling them to clock in from those locations as well. |
Overtime Within Statutory Limit | Hours worked beyond the agreed scheduled hours (contractual hours) but within the statutory maximum (8 hours per day, 40 hours per week). There is no legal obligation to pay a 1.5x premium for this. | |
Within-Cycle Overtime | Hours worked beyond the total required hours for the defined work cycle (period). | If an employee has already completed their 40-hour weekly target and comes in on Saturday, all Saturday hours are counted as 'within-cycle overtime'. |
Lump-Sum Contract Excess Approval | A convenience feature that triggers an approval process when an employee under a lump-sum wage contract exceeds the contracted overtime hours (e.g., 20 hours per month). | |
Off-Site Work Registration Approval | A feature that requires manager approval when an employee records work time from outside the designated GPS area (e.g., an urgent field assignment). | If you worked somewhere without GPS coverage, you can submit a reason and send an approval request. |
Holiday Substitution | A system in which working on a day off (holiday) is exchanged one-for-one with a weekday off. No premium pay (1.5x) is required. | Working Sunday this week and taking Monday off next week is a holiday substitution. Prior agreement is required. |
Compensatory Leave | A system in which employees receive leave instead of cash payment for overtime, night work, or holiday work, calculated at a 1.5x rate. | If an employee worked 8 hours on a holiday, they can receive 12 hours (1.5 days) of paid leave instead of overtime pay. |
Recognized Weekly Holiday Pay (Hours) | The number of hours recognized for weekly holiday pay. This is typically 8 hours for an employee working 40 hours per week. | For part-time workers, this is calculated on a pro-rata basis. An employee working 20 hours per week would have 4 hours of weekly holiday pay. (Formula: weekly work hours ÷ 40 × 8) |
Standard Full-Time Worker | The most common type of full-time employee, working 8 hours a day and 40 hours a week. | Most office workers on a '9-to-6' schedule fall into this category. |
Short-Time Worker | An employee who works fewer hours than a standard full-time worker but at least 15 hours per week. | A part-timer working 4 hours a day, 5 days a week is an example. They are eligible for weekly holiday pay and annual leave. |
Ultra Short-Time Worker | An employee who works fewer than 15 hours per week. They are not entitled to weekly holiday pay, annual leave, or severance pay. | A part-time worker who works only on weekends (5 hours each on Saturday and Sunday, totaling 10 hours per week) falls into this category. |
Rest Break | A period during the workday when an employee is completely free from work duties. This typically refers to the lunch break. | Employers are legally required to provide at least 30 minutes for a 4-hour shift and at least 1 hour for an 8-hour shift. This time is unpaid and is deducted from the monthly salary. |
Shift Work Management | A feature for managing rotating work schedules, such as those used by hospital nurses or factory production staff. | You can view schedules for multiple locations on a single screen and create shift rosters using drag and drop. |
Schedule Draft | The stage at which a manager provisionally creates a work schedule. It is not yet visible to employees. | This is the stage where the manager tries out different schedule combinations — for example, 'A is off this day, so I'll put B in'. |
Schedule Publication | The button that finalizes a draft schedule and makes it visible to employees. | Once the publish button is clicked, employees can view their own work schedules. |
Schedule Management | A feature for creating and managing shift patterns or common schedules in advance. | Creating templates such as 'Morning Shift (07:00–15:00)' and 'Afternoon Shift (15:00–23:00)' in advance makes it much easier to build shift rosters. |
Shift Group Management | A feature for grouping employees who work the same hours together. | |
Shift Work Location Management | A feature for registering and managing individual work sites when there are multiple locations such as stores or factories. | You can register locations such as 'Gangnam Branch' and 'Hongdae Branch' and create separate schedules for each. |
Attendance Closing | A feature that locks the previous month's work and leave records, preventing any further modifications. It is recommended to perform this just before payroll processing. | To make changes after closing, the admin must first unlock the records. |
Employee Work Records | A report that displays detailed daily clock-in/clock-out times and total work hours for an individual employee. | This is used to check, by date, how often a specific employee was late or how much overtime they worked. |
Employee Work Records | A report that shows totals for a specific period, such as total hours worked and total overtime hours. | This is used when you want to check, for example, 'How many total overtime hours did our team log this month?' |
Employee Overtime | A report that extracts only the legally payable overtime hours — extended, night, and holiday work — separately. | |
Work Record Upload | A feature for bulk-uploading work records to flex via an Excel file. | This is useful for importing fingerprint scanner data exported as Excel into flex, or for backing up historical data. |
Recurring Schedule | A feature for registering fixed recurring schedules all at once, such as working from home every Friday. | Once configured, the schedule is automatically reflected in the work roster without needing to re-enter it each time. |
Automatic Work Record | A feature that automatically processes clock-in and clock-out at a set time, even without the employee pressing the button. | This is used for the convenience of executives or managerial staff with flexible schedules who don't need to manually clock in and out. |
Compensatory Leave | The hours of overtime worked that are deducted in order to be converted into compensatory leave instead of pay. | If an employee worked 4 hours of overtime, those 4 hours become the 'deducted hours' and serve as the basis for calculating compensatory leave. |
Compensatory Leave | The actual leave hours that must be granted, calculated by multiplying the deducted hours by the premium rate (1.5x). | 4 hours of overtime (deducted hours) × 1.5 = 6 hours, which is the required grant amount to be accrued as leave. |
Compensatory Leave | The hours of compensatory leave that have already been granted and accrued. | This is the number you check when you want to confirm, for example, 'Didn't we already grant 6 hours of leave for last month's overtime?' |
Real-Time Work (Work Widget) | The actual work time recorded by pressing the 'Clock In' or 'Clock Out' button in the app or on the web. | This is the most basic and accurate method of recording attendance. |
Work Entry (Registration) | This refers to an employee manually entering their own work hours in Work - My Work by specifying the start and end times directly on the work graph. | If an employee forgot to press the clock-out button, they can manually enter their work hours the following morning. |
Work Graph | A visual tool that displays a day's activities (work, rest breaks, overtime, etc.) as a color-coded bar graph. | |
Off-Site Work Registration Restriction | A strict control feature that completely prevents employees from registering work time unless they are at a designated location (GPS or IP address). | This feature is enabled when you want to prevent fraudulent clock-in/clock-out records. |
Flexible Work Type Contractual Hours Calculation Basis | An option that calculates target work hours using the formula: | |
Flexible Work Type Contractual Hours Calculation Basis | An option that calculates target work hours using the formula: | |
Flexible Work Type Contractual Hours Calculation Basis | After calculating monthly working days (business days) × average daily work hours, this option compares the result with the statutory contractual hours (including public holidays) and applies the lower figure as the contractual hours. | |
Shift Work Type | A method in which the contractual hours change each period according to the assigned schedule (roster). | If an employee works 5 days one week and 6 days the next, the target hours will differ each week. |
Shift Work Type | A method in which the contractual hours are fixed regardless of the shift schedule, determined by multiplying the average daily work hours by the average number of working days per week. |
flex Glossary - Payroll
Term | Description | Examples & Guide |
Payment Items | The items on a payslip that represent 'money paid out', such as base salary, meal allowance, and position allowance. | You can add pay items tailored to your company in the flex payroll settings. |
Deduction Items | The items on a payslip that represent 'money withheld', such as withholding tax and the four social insurance premiums. | These are automatically calculated and deducted when payroll is processed. |
Payroll Settings | A menu for managing the company information and calculation basis that will appear on pay stubs. | Entering your company's business registration number and representative's name here will automatically populate the bottom of all pay stubs. |
Business Location Settings | The section where information for the head office and each branch is registered separately for local income tax reporting. | If you have a head office in Seoul and a branch in Busan, each must be registered separately because taxes are filed with different local district offices. |
Social Insurance Eligibility Management | A menu for managing employee enrollment and termination records for the four social insurances (National Pension, Health Insurance, Employment Insurance, and Industrial Accident Compensation Insurance). | By entering the standard monthly income amount, the system can accurately calculate the corresponding insurance premiums to deduct from payroll. |
Payroll Template | A pre-saved template containing recurring monthly payroll items (base salary, meal allowance, four social insurance premiums, etc.). | Instead of entering everything manually each time, loading the '2024 Regular Payroll' template lets you process payroll on the same basis as the previous month with ease. |
EDI (Electronic Data Interchange) | A file containing the four social insurance premium billing details sent by the National Health Insurance Service and other agencies. Uploading this file to flex completes the insurance premium calculation. | Simply upload the EDI Excel file provided by the agency, and the per-employee deduction amounts are automatically entered in an instant. |
Sick Leave Code (Code 83) | The code number reported to the National Pension Service when an employee takes a leave of absence due to illness and wishes to temporarily defer their National Pension contributions (payment exemption). |
flex Glossary - Goals / 1-on-1s / Performance Reviews
Term | Description | Examples |
Cycle Period Settings | A feature for configuring the reference periods (Q1, half-year, full year, etc.) that goals are based on, tailored to your company's needs. | If your company defines Q1 as starting on March 1 rather than January 1, you can input your company's Q1 cycle period in the cycle period settings. |
1-on-1 | A regular meeting between a leader and a team member to have candid conversations about work and personal growth. The focus is on 'dialogue', not task assignment. | |
Competency Management | A feature for defining and leveling the core competencies (leadership, job expertise, etc.) that your company values. | |
Evaluation Criteria | The criteria used when evaluating employees. These can be broadly divided into competency, performance, and custom criteria unique to your company. | |
Self-Assessment | The stage during a review period in which employees evaluate their own performance and competencies. | |
Peer Review | A method in which colleagues who have worked together evaluate each other. It helps capture collaborative attitudes and contributions that a manager may not be aware of. | |
Upward Review | A review in which team members evaluate their team leader. This can be used to assess leadership and similar qualities. | |
Downward Review | The most common type of review, in which a team leader evaluates a team member's performance and competencies comprehensively. | |
Review Target Period | Setting the reference period for the review — for example, whether to evaluate performance for 'H1 2024' or for the full year. | |
Review Subjects (HR Data Reference Date) | The reference date used to finalize the list of employees subject to review. This is particularly important when promotions or departmental transfers occur frequently. | If you want to include employees whose employment status was 'active' as of September 30, 2025, you can set the HR data reference date to 'September 30, 2025'. |
flex Glossary - Workflow
Term | Description | Examples |
Document Template | Standard forms used when submitting documents for approval, such as leave requests, expense reports, and written explanations. | You can create forms for use in your company such as business card requests, expense reports, and business trip applications. |
My Documents | A personal inbox where documents you have submitted for approval, or documents that require your approval, are collected. | |
Company Document Inbox | A company-wide document archive accessible only to those with admin privileges. It allows viewing and managing all approval documents across the organization. |