When a hagwon refuses to accept a resignation, tears up a resignation letter, withholds pay, and begins harassing a teacher daily — a situation the EEIK community has seen more than once — the response that matters most is what you do in the first 48 hours.
This article covers the practical steps the community consistently recommends, based on a thread where 108 members responded to exactly this situation.
Can a Hagwon Legally Refuse Your Resignation?
No. Under Korean labor law, an employee has the right to resign. An employer cannot legally prevent a resignation from taking effect. If you give notice in accordance with your contract — typically 30 days — the employer is not in a position to simply reject it.
The problem is that tearing up a paper resignation letter leaves you without proof you ever submitted one. This is why the community’s first piece of advice is always the same: send it again, in writing, and by email.
Send the Resignation by Email — Right Now
If your resignation has been refused, ignored, or physically destroyed, resend it by email immediately. In the email, note that you hand-delivered a written resignation on the date you did so, that the employer tore it up, and that you are resubmitting it in writing.
This creates a timestamped record that immigration, labor authorities, and a court can read. Keep every response — or the absence of one.
Also send any follow-up communication about pay, the Letter of Release, or your departure date by email or KakaoTalk message rather than verbally. If something is said out loud that matters, follow it up in writing: “As discussed, I am confirming that you stated…”
Contact LOFT Before You Do Anything Major
LOFT, the Legal Office for Foreign Teachers, is a Facebook group run by and for teachers in Korea with legal questions. Post your situation there before making decisions about recording, police reports, or signing documents.
The group has people who know Korean labor law, immigration rules, and what approaches have worked in practice. Their advice is specific to foreign teachers in a way that general labor guidance often is not.
Search “LOFT Korea” on Facebook to find the group.
Reporting Withheld Wages
If your employer is withholding your salary, this is a labor law violation. You can report it to the Ministry of Employment and Labor by calling 1350, which has an English interpretation service. Alternatively, visit your nearest MOEL office.
Keep payslips, bank records, and any written confirmation of your pay schedule. If wages are withheld, document the exact amounts and dates.
The Letter of Release and Your E-2 Visa
For E-2 visa holders, the Letter of Release (LOR) is the document that allows you to transfer your visa sponsorship to a new employer without leaving Korea. If your hagwon refuses to issue one, your options narrow but do not disappear.
The D-10 job-seeker visa is one alternative — it lets you stay in Korea while looking for a new sponsor without requiring an LOR. Talk to immigration or a visa professional about whether you qualify and how to apply.
Some teachers in this situation also pursue a workplace change directly with a new employer who is willing to sponsor the transfer without an LOR. This depends on your specific circumstances, visa status, and the new employer’s willingness to navigate the process.
Immigration Korea’s 1345 hotline has English support and can explain your current visa options.
Recording Conversations
In Korea, recording a conversation you are personally part of is generally permitted. You do not need the other person’s consent to record a conversation in which you are a participant. This differs from recording a conversation between two other people, which is not permitted.
However, how you use a recording matters. Sharing it publicly, posting it online, or using it outside of formal reporting channels can create legal complications. Recordings are most useful as evidence submitted to police, the labor board, or immigration — not as social media content.
Before recording anything, state clearly at the start of a difficult conversation that you are recording for your own records. This is not legally required but removes any ambiguity about intent.
If Threats Are Made
If your employer has threatened that you will never work in Korea again, that they will report you to immigration, or made any other threatening statement, note the date, time, and exact words. If threats escalate, a police report may be appropriate.
Consult LOFT or a Korean labor lawyer before filing a police report to understand what category of complaint is most appropriate for your situation. Filing without advice can sometimes complicate things — good advice first is worth the time.
Do Not Sign Anything Without Translation
If your employer presents any document for you to sign during this process, do not sign it until you have had it translated and reviewed. This includes settlement agreements, termination letters, mutual agreement forms, or any document framed as routine paperwork.
Some employers use the pressure of the moment to get teachers to sign documents that waive rights to severance, outstanding wages, or legal recourse.
Before You Leave
Before your final day, confirm in writing that you expect to receive all outstanding wages, severance pay if eligible, pension contributions, and any contractual allowances. Check that your health insurance and pension records are up to date.
If you have a new job lined up and need an LOR, give your employer written notice of this requirement and keep their response — or non-response — on record.
Resources
- LOFT — Legal Office for Foreign Teachers (Facebook group): search “LOFT Korea”
- MOEL — Ministry of Employment and Labor labor rights hotline: 1350 (English available)
- Immigration — Korea Immigration Contact Center: 1345 (English available)
- Police — Emergency: 112
If this situation matches yours, post it in the EEIK community with as much detail as you can share. 108 members responded to the original thread — someone will have been through something similar.