Notices

▲ The Korean Health and Medical Workers’ Union and representatives of Jesus Hospital, Korea Institute of Radiological & Medical Sciences, Chosun University Hospital, and Jeonbuk National University Hospital participate in the second round of group bargaining on July 14.

The Korean Health and Medical Workers’ Union has suspended collective bargaining with principal employers and shifted to workplace-by-workplace diagonal bargaining. The union changed its bargaining strategy because Labor Relations Commission proceedings have been prolonged and the parties have been unable to narrow their differences over bargaining issues and the scope of responsibility borne by principal employers.

According to the union on September 2, it began diagonal bargaining with principal employers at the relevant workplaces the previous day. Under this approach, the union’s national headquarters, regional branches, and the Saebom Branch, which represents indirectly employed workers, bargain directly with the principal employer at each workplace.

Even before the Trade Union and Labor Relations Adjustment Act (“TULRAA”) was amended, the union had demanded bargaining with principal employers. Following the enforcement of the amended TULRAA, the union sent formal bargaining requests to the principal employers of approximately 20 medical institutions on March 17.

Among them, Incheon Medical Center and Jesus Hospital publicly announced the union’s bargaining requests, while the other principal employers did not. The union therefore filed applications for corrective action with the Labor Relations Commissions. As a result, the principal employers at seven workplaces Chosun University Hospital, Jeonbuk National University Hospital, the Korea Institute of Radiological & Medical Sciences, St. Vincent’s Hospital, Kyung Hee University Hospital at Gangdong, Haeundae Paik Hospital, and Ewha Womans University Medical Center were recognized as employers of the indirectly employed workers for purposes of collective bargaining.

The union launched group bargaining with the aim of establishing common working conditions applicable to indirectly employed workers at multiple medical institutions. However, negotiations had made little progress even by September. Labor Relations Commission proceedings at other workplaces were delayed, and some principal employers demanded individual bargaining rather than group bargaining. The parties also continued to disagree over which bargaining issues fell within the principal employer’s duty to bargain.

Some principal employers reportedly took the position that, even after their employer status had been recognized, they would bargain only over limited issues such as occupational safety that the Labor Relations Commission had identified as falling within their responsibility.

The union has also raised concerns about the Labor Relations Commissions’ approach. It argues that the National Labor Relations Commission is going beyond determining whether a principal employer qualifies as an employer and is also making restrictive determinations regarding the subjects of collective bargaining. The union is concerned that such decisions may provide principal employers with grounds to insist that they are required to bargain only over certain limited issues.

Kim Kyung-kyu, the union’s Strategic Organizing Director, criticized this approach, stating:

“The Labor Relations Commission’s role should be to determine whether the principal company qualifies as an employer. The specific subjects of bargaining should be determined by labor and management through negotiations at the workplace.”

Woo Da-young, Reporter Published September 3, 2026, 6:30 a.m. woody@labortoday.co.kr

Source: Maeil Labor News