”Using paid leave even on public holidays”... 6 out of 10 non-regular workers cannot take time off on public holidays = South Korea

A survey revealed that six out of 10 non-regular workers in South Korea are unable to take time off on public holidays, with some companies even mandating that employees use paid leave on public holidays.
On the 28th, Workplace Power Harassment 119 commissioned the polling agency Global Research to conduct a survey of 1,000 adult company employees nationwide from February 2nd to 13th of this year.
According to a survey conducted (with a 95% confidence level and a sample error of ±3.1 percentage points), 41.5% of non-regular employees answered that they were able to take time off on public holidays.
Looking at all respondents, 65.7% answered that they could take time off, down 3.3 percentage points from the first quarter of last year (69%).
For regular employees, the figure was 81.8%, meaning the disparity in the right to take time off on holidays between regular and non-regular employees was roughly double. In particular, respondents who worked in workplaces with fewer than five employees and earned a monthly salary of 1.5 million won (approximately 172,170 yen)
Among those who answered that they were able to take time off, only 41.1% and 31.7%, respectively, were those who were not able to take time off.
"Employees with small incomes, low salaries, and low job ranks are still not properly guaranteed the right to vacation that is guaranteed by the Labor Standards Act," he said. "The polarization of vacation rights is becoming more serious, and
"We need to make drastic improvements to the system," he said. Currently, the holiday regulations do not apply to workers in workplaces with fewer than five employees, workers in special employment occupations, freelancers, or platform workers.
In fact, in some of the cases they investigated, company executives had reached an agreement with worker representatives to allow all employees to use their paid leave to take holidays off on public holidays.
Among the 15 companies in the first year, holidays such as Labor Day and substitute holidays will be used as joint paid leave, and the remaining days will be used as paid leave.
In some workplaces, workers' voting rights were violated. One company employee, Mr. A, said, "There is an early voting day, and the day of the election is a national holiday, but even if I arrive to work, I am not given special work treatment."
"I wonder what the correlation is between early voting and the actual election date," he said. Kim Su Rohn, a labor consultant at Workplace Power Harassment 119, said, "As wage disparities based on company size become more severe, small businesses are also
The right to vacation for workers in the labor market and for part-time and low-wage workers is also being rapidly stripped away.
We need to respond quickly," he said.