OFWs in South Korea:

Issues and Challenges under the Employment Permit System

by

Joyce Ann O. Dela Cruz ∗

Under the research grant of the ASEAN University Network Exchange Fellowship
Programme 2007, the following research study was carried out to give focus on the issues and
challenges relating to OFWs in South Korea deployed under the Employment Permit System.

Due to time constraints, only 60 OFWs were interviewed face to face interviews from
period August to October 2007 in Seoul, South Korea. The researcher does not claim that the
views expressed in this paper represent the whole Filipino EPS workers in South Korea.

Presentation of Primary Data Gathered

The age of the respondents range from 20 to 39 years old, 43% were between the ages of
35 to 39. Majority of those surveyed were male (56 or 93%), only 4 or 7% were women. Among
the respondents, 37 or 62% were married.

Table 1: Educational Attainment of Respondents

Educational Attainment %
High School graduate 10 17
College undergraduate 20 33
Vocational / certificate course 8 13
College graduate 22 37
60 100

42 of the respondents have attended college, 22 or 37% earned degrees while 20 or 33%
were undergraduates (see Table 1).

The respondents had varied jobs in the Philippines prior to coming to South Korea as
migrant workers. Professionals (teachers, engineers, nurses etc) comprised 32% (19); those
employed in the manufacturing sector, 27% (16). The rest were former OFWs in other countries
(9), construction workers (8) and small entrepreneurs (5). Only 5% (3) were unemployed prior to
their deployment to South Korea.

The chance of earning higher salaries to be able to support their families motivated
majority (68%) of the respondents to apply for a job in South Korea. 23% said that because the
opportunity presented itself, they took their chances. A smaller percentage (8%) wanted to leave
for work abroad again as an OFW.

Table 2: Motivations of Respondents in Applying for the EPS

Motivation in Applying for EPS %

Higher salary / augment income to be able to 41 68.33
support family
Opportunity presented itself/ for a change 14 23.33
 Wanted to go out of the country again as 5 8.33
OFW
60 100

Table 3: Length of Stay of Respondents in South Korea

Length of Stay in South Korea %

Less than 5 months 3 5
6 months to 11 months 5 8.33
1 year to 1 year and 5 months 14 23.33
1 year and 6 months to 1 year and 11 months 24 40
2 years to 2 years and 5 months 12 20
2 years and 6 months to 2 years and 11 2 3.33
months
60 100

24 or 40% of the respondents have been working in South Korea as EPS worker from 1
year 6 months to 1 year and 11 months as seen in Table 3. About 23% stayed between 1 year and
1 year and 5 months while 20% have been working in South Korea for more than 2 years.

Majority of the respondents earn a salary amounting between 1 million to 1,300,000

Korean Won per month with an average 35 hours of overtime.

Table 4: Work Status of Respondents

Work status %
Employed 46 77
Unemployed with release paper 9 15
Illegal / runaway 5 8
60 100

Table 4 showed that majority of the respondents were employed (77%), 15% were
unemployed with release papers and 8% have illegal or runaway status during the time of the
interview.

Of the 46 respondents who were employed at the time of the survey, 25 or 54% were still
with their original jobs they signed on for. 15 or 33% have been released once from a previous
employer before being employed to their present company; 5 or 11% were released twice and one
of the respondents has been released thrice from previous jobs.

56% (5) of the 9 respondents who were unemployed have been released once and 44% (4)
have been released twice from previous employers. 3 of the 5 illegal EPS workers have been
released once before becoming running away and 2 were never released from their previous
employers before gaining illegal status.

In total, 33 or 55% out of the total 60 respondents have had job transfers. This
information is vital because EPS workers who have been previously released from their
workplaces have their reasons of seeking their release papers. Their interviews reveal more
problems and concerns that the concerned agencies can address with regards to the EPS
implementation.
Issues under the EPS

Table 5: Reasons for Release

Reasons for release N = 33 multiple answers %

Conflict with employer and or fellow workers 15 45.45

Worker finds work load too heavy with long hours 10 30.3
and forced overtime even on Sundays
10 30.3
Delayed or unpaid salary; discrepancies on
computation of overtime and night differential pay

Voluntary non-renewal of contract by worker after 4 12.12

1 year to seek other employment opportunities
Released by employer because of financial 5 15.15
difficulties (bankruptcy; minimizing labor costs)
Employer too strict; would sometimes resort to 6 18.18
verbal and physical abuse
Contract irregularities (different company, job 8 24.24
description, salary stated on the contract sent and
signed in the Philippines)
Failure of employer to register the worker (as 2 6.06
officially employed EPS) to local job agency
Poor working conditions (inadequate PPEs, 9 27.27
ergonomics concerns, handling hazardous
chemicals)

Table 5 showed the reasons for release given by respondents which were also interpreted
in this research as problems or gaps in the implementation of EPS. These would be elaborated in
the analysis.

33% (15) of the employed EPS workers work in the manufacturing of metals and other
related materials. A close 24% (11) work in the manufacture of plastics and 15% are employed in
semiconductor companies. 19% (9) are doing assembly of wood furniture, processing of lumber
and textile industry. These companies are mostly small family owned enterprises with less than
50 workers.

What are their major concerns regarding the implementation of the EPS? Those
employed revealed that language and cultural differences remain a big problem for EPS workers.
The respondents also complain of the heavy work load and long work hours as well as safety and
health concerns in their workplaces. Some of them also experience verbal and physical abuse by
employers.
Table 6: Major concerns and or problems encountered on site (Employed Respondents)

Major concerns and/or problems

encountered on site by employed respondents %
(N= 46) multiple answers

Language and cultural differences 26 56.52

Heavy work load; long hours 20 43.48
Verbal and or physical abuse 3 6.52
Safety and health concerns 8 17.39
Delayed salary; inconsistency in computation of
10 21.74
salaries and overtime

The respondents also encounter inconsistencies in the computation of their salaries and
overtime pay. Although they ask their employers regarding this, most employers would not
explain properly how they arrive with the amount. There are also instances that EPS workers
receive fixed salaries regardless of how long they work depending on their agreement with their
employer.

Next Issue: Analysis and Recommendations

∗
The author is a graduate student of Asian Studies major in Korea from the Asian Center, University of the
Philippines – Diliman and an awardee of the ASEAN-ROK Academic Exchange Programme 2007.