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Free Practice Questions for Certified Public Labor Attorney Exam

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Sample Certified Public Labor Attorney Exam Practice Questions

Try these sample questions to review concepts for the Certified Public Labor Attorney Exam exam. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1Under Article 2 of the Labor Standards Act of South Korea, which of the following criteria is determinative in establishing whether an individual qualifies as an 'employee' (근로자) under an employment relationship?
A.The subjective contractual label chosen by the parties in their written service agreement
B.Whether the individual provides work in a relationship of subordinate supervision under the employer for the purpose of earning wages
C.Whether the individual is formally enrolled as an employee under the four major public social insurance programs
D.Whether the individual is registered as a business operator with the National Tax Service and pays global income tax
Explanation: According to established Korean Supreme Court jurisprudence (e.g., Supreme Court En Banc Decision 2004Da29736) and Article 2(1)(1) of the Labor Standards Act, employee status is determined not by formal contractual labels or tax registrations, but by whether the worker provides labor in a relationship of subordinate supervision (종속적인 관계) to the employer in return for wages.
2Under the Labor Standards Act, what constitutes the legal definition of 'ordinary wage' (통상임금) for the purpose of calculating overtime, night, and holiday allowances?
A.The total gross remuneration paid to the employee over the preceding three calendar months divided by total days
B.Remuneration determined to be paid periodically and uniformly to an employee for contractual work or total work
C.Any discretionary incentive or performance bonus granted at the end of the business fiscal year
D.Reimbursements paid for actual out-of-pocket business expenses such as client travel and vehicle fuel
Explanation: Under Article 6 of the Enforcement Decree of the Labor Standards Act, ordinary wage (통상임금) is pay agreed to be given regularly and uniformly (정기성, 일률성) in return for contractual work (소정근로). The Supreme Court En Banc decisions of 19 December 2024 (2020Da247190 and 2023Da302838) abolished the separate 'fixedness' (고정성) requirement announced in 2012Da89399, so a bonus is not excluded merely because it carries a still-employed or minimum-days-worked condition.
3An employee with a contractual 40-hour workweek performs 4 hours of overtime on a Sunday (which is a scheduled paid weekly holiday) between 10:00 AM and 2:00 PM. Under Article 56 of the Labor Standards Act, what statutory premium rate must be applied to these 4 hours?
A.100% of ordinary wage (standard pay only)
B.150% of ordinary wage (100% base + 50% holiday premium)
C.200% of ordinary wage (100% base + 50% overtime + 50% holiday premium)
D.250% of ordinary wage (100% base + 100% holiday premium + 50% overtime)
Explanation: Under Article 56(2)(1) of the Labor Standards Act (amended in 2018), holiday work of up to 8 hours requires payment of at least 50% extra on top of the base ordinary wage (total 150%). Overtime premiums and holiday premiums do not duplicate for the first 8 hours of holiday work.
4Under Article 23(1) of the Labor Standards Act, an employer may not dismiss an employee without 'justifiable cause' (정당한 이유). Which of the following dismissals is recognized as legally invalid for lack of justifiable cause?
A.Dismissal of an employee who stole corporate confidential trade secrets and sold them to a direct competitor
B.Dismissal of an employee for chronic unexcused absences spanning multiple weeks after repeated formal written warnings
C.Dismissal of an employee during a period of medical treatment for an occupational injury and within 30 days thereafter
D.Dismissal of an employee who assaulted a coworker causing grievous bodily harm on company premises
Explanation: Article 23(2) of the Labor Standards Act explicitly prohibits an employer from dismissing an employee during a period of medical suspension resulting from an occupational injury or disease, as well as during the 30 days immediately following recovery, rendering any such dismissal absolutely void regardless of employer rationale.
5Under Article 27 of the Labor Standards Act, what formal statutory requirement must an employer satisfy when terminating an employee for the dismissal to be legally valid?
A.The employer must deliver verbal notice of dismissal in the presence of at least two labor union officers
B.The employer must notify the employee in writing specifying the grounds for dismissal and the effective date
C.The employer must send an informal text message or messaging app memo stating that services are terminated
D.The employer must publish the employee's name and termination reasons on the company's internal intranet bulletin board
Explanation: Article 27(1) of the Labor Standards Act mandates that an employer must notify the employee in writing (서면) of both the reasons for dismissal (해고사유) and the dismissal date (해고시기). Under Article 27(2), a dismissal lacking written notice is legally ineffective.
6Under Article 26 of the Labor Standards Act, what is the statutory notice period that an employer must provide before dismissing an employee, or what payment must be made in lieu of such notice?
A.At least 14 days' advance notice or payment of 14 days of average wage
B.At least 30 days' advance notice or payment of 30 days or more of ordinary wage
C.At least 60 days' advance notice or payment of 60 days of minimum wage
D.At least 90 days' advance notice or payment of one month of gross compensation
Explanation: Article 26 of the Labor Standards Act specifies that an employer must give at least 30 days' advance notice of dismissal; otherwise, the employer must pay 30 days or more of ordinary wage as dismissal notice allowance (해고예고수당).
7Under Article 28 of the Labor Standards Act, within what deadline must an employee file an application for remedy for unfair dismissal (부당해고 구제신청) with the competent Labor Relations Commission (노동위원회)?
A.Within 30 days from the date on which the dismissal occurred
B.Within 3 months from the date on which the unfair dismissal took place
C.Within 6 months from the date on which the employee received the final paycheck
D.Within 1 year from the date on which the employment contract was originally signed
Explanation: Article 28(2) of the Labor Standards Act explicitly provides that an application for remedy against unfair dismissal, suspension, pay cut, or other disciplinary punishment must be filed within 3 months from the date on which the unfair act occurred.
8Under Article 24 of the Labor Standards Act, which of the following is NOT one of the four mandatory legal requirements for an employer to execute a valid dismissal for managerial reasons (layoff / 경영상 이유에 의한 해고)?
A.There must be an urgent managerial necessity (긴박한 경영상의 필요)
B.The employer must make every effort to avoid dismissals (해고를 피하기 위한 노력)
C.The employer must obtain unanimous written consent from all employees targeted for termination
D.The employer must establish fair and reasonable criteria for selecting employees to be dismissed
Explanation: Article 24 requires: (1) urgent managerial necessity, (2) efforts to avoid dismissal, (3) fair and rational selection criteria, and (4) good-faith consultation with the labor union or employee representative at least 50 days prior. Unanimous employee consent is not required and would make managerial dismissals legally impossible.
9Under Article 60 of the Labor Standards Act, how many days of paid annual leave (연차 유급휴가) must an employer grant to an employee who has worked for one full year with an attendance rate of at least 80 percent?
A.10 days
B.12 days
C.15 days
D.20 days
Explanation: Article 60(1) of the Labor Standards Act provides that an employer shall grant 15 days of paid annual leave to an employee who has registered an attendance rate of at least 80 percent during their first full year of continuous employment.
10Under Article 60(2) of the Labor Standards Act, how does paid annual leave accrue for an employee during their first year of employment with less than one full year of continuous service?
A.The employee receives no paid leave whatsoever until they complete exactly 365 calendar days of employment
B.The employee accrues 1 day of paid leave for each month of full attendance during their first year of service
C.The employee is automatically granted 15 days upfront on their very first day of employment
D.The employee receives half a day of paid leave for every two months of continuous service
Explanation: Under Article 60(2) of the Labor Standards Act, an employer must grant 1 day of paid leave for each month of full attendance (1개월 개근 시 1일) to an employee who has worked continuously for less than one year, allowing up to 11 days of leave during the first year.

About the Certified Public Labor Attorney Exam Exam

The Certified Public Labor Attorney Examination (공인노무사 자격시험) is South Korea's premier national qualification for labor and industrial relations legal practitioners. Certified labor attorneys provide legal counsel on employment contracts, wage disputes, collective bargaining agreements, unfair dismissals, industrial accident compensation claims, and social insurance compliance.

Exam sponsor: Human Resources Development Service of Korea (HRD Korea / 한국산업인력공단) under the Ministry of Employment and Labor. The requirements and fees below concern the certification or admission exam, separate from our free practice resources.

Assessment

Three-stage national qualification: Stage 1 objective multiple-choice examination (200 questions across 5 subjects); Stage 2 subjective written essay examination (Labor Law, Personnel Management, Administrative Litigation Law, Elective); Stage 3 oral interview.

Time Limit

Stage 1: 200 minutes total (Session 1: 80 min for 80 items; Session 2: 120 min for 120 items); Stage 2: two-day essay test; Stage 3: individual interview

Passing Score

Stage 1: Minimum 40% score per subject (과락 40점 방지) and an overall average of 60% or higher; Stage 2: 40% floor and 60% overall average within the quota; Stage 3: pass on interview evaluation criteria

Exam / Certification Fees

KRW 40,000 for Stage 1

Exam sponsor website

Fees, eligibility, and exam policies can change. Confirm them with the exam sponsor before applying or paying.

Our practice resources: topics covered

We aim to reflect publicly available exam outlines and topic information in our study resources. Coverage, format, and difficulty may differ from the actual exam, and we cannot guarantee that every detail is accurate or current. Confirm exam requirements, fees, and policies with the official exam sponsor.

25% of bank (25 questions)

Labor Law 1: Individual Labor Relations

Labor Standards Act, wage definitions (ordinary vs average wage), working hours, unfair dismissals, fixed-term and dispatched worker protection, and workplace safety.

25% of bank (25 questions)

Labor Law 2: Collective Labor Relations

Trade union formation, collective bargaining, single bargaining representative procedures, collective agreements, industrial action legitimacy, and unfair labor practice remedies.

25% of bank (25 questions)

Civil Law: General Principles & Obligations

Juridical acts, expression of intent, representation, extinctive prescription, non-performance of obligations, damages, assignment of claims, contracts, and tort liability.

25% of bank (25 questions)

Social Insurance Law

Framework Act on Social Security, Employment Insurance Act, Industrial Accident Compensation Insurance Act, National Pension Act, National Health Insurance Act, and insurance contribution collection.

Preparing for the Certified Public Labor Attorney Exam Exam

What You Need to Know

  • Passing score: Stage 1: Minimum 40% score per subject (과락 40점 방지) and an overall average of 60% or higher; Stage 2: 40% floor and 60% overall average within the quota; Stage 3: pass on interview evaluation criteria
  • Assessment: Three-stage national qualification: Stage 1 objective multiple-choice examination (200 questions across 5 subjects); Stage 2 subjective written essay examination (Labor Law, Personnel Management, Administrative Litigation Law, Elective); Stage 3 oral interview.
  • Time limit: Stage 1: 200 minutes total (Session 1: 80 min for 80 items; Session 2: 120 min for 120 items); Stage 2: two-day essay test; Stage 3: individual interview
  • Exam / certification fees: KRW 40,000 for Stage 1 Official sources

Using Our Practice Resources

  • Work through all 100 available questions
  • Review every answer and explanation
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  • Use our AI tutor for tough concepts

Frequently Asked Questions

What is the official structure of the Korean Certified Public Labor Attorney Examination?

The official qualification examination comprises three distinct stages administered by HRD Korea (한국산업인력공단) under the Ministry of Employment and Labor: Stage 1 is an objective 200-question multiple-choice examination (40 questions in each of Labor Law 1, Labor Law 2, Civil Law, Social Insurance Law, and an Elective subject such as Economics or Business Management); Stage 2 is an intensive two-day written essay examination; and Stage 3 is an oral interview. An accredited English score (such as TOEIC 700+ or G-TELP Level 2 65+) must be submitted to qualify for Stage 1.

What passing score is required for the Stage 1 multiple-choice examination?

To pass Stage 1, candidates must score at least 40 points out of 100 on every individual subject (avoiding the 40-point disqualification floor, or 과락) and achieve an overall weighted average of 60 points or higher across all tested subjects.

Is the official Certified Public Labor Attorney examination administered in English?

No, the official examination is administered entirely in Korean. This OpenExamPrep practice bank is an independent English-language MCQ study adaptation developed to help international candidates, legal professionals, and bilingual learners master the tested statutory doctrines, definitions, and leading case law in English.

What topics are emphasized in the OpenExamPrep question bank?

The bank balances four 25-question domains: Individual Labor Relations Law (Labor Standards Act, wage calculations, dismissal rules, atypical worker protection), Collective Labor Relations Law (union law, collective bargaining, industrial action, unfair labor practices), Civil Law (general principles, juridical acts, contracts, obligations, and employer tort liability under Civil Act Article 756), and Social Insurance Law (employment insurance, industrial accident compensation, national pension, and health insurance).