Weekly holiday allowance is the allowance that allows you to receive wages even on days you do not work. Many people do not know exactly when and how this is calculated. This can be especially confusing for part-time workers or daily laborers who work fewer than five days a week.
Fortunately, regarding weekly holiday allowance, knowing just a few conditions and the calculation formula is sufficient. A recent Supreme Court ruling on this matter has been issued, and the minimum hourly wage for 2026 has also been set, so it is good to go over this accurately.
Weekly rest allowance is statutory wages received even when not working.
According to Article 55 of the Labor Standards Act, paid holiday wages must be provided to employees who have reported to work for all scheduled working days of the week. Holiday allowanceIt is called [this], but it is not a bonus or benefit, but a legitimate wage included in the working conditions.
Weekly holiday allowance is not a bonus, but fair wages for days not worked.no see.
Therefore, regardless of whether you are employed as a regular, part-time, or daily worker, anyone who meets the legal requirements can receive it.
To receive weekly holiday allowance, you must meet all three requirements.
First, more than 15 hours per weekYou must work. This is the most basic standard.
Second, you must attend the scheduled workdays of that week without missing any. ...is the case. Because if you miss even one day without permission, the entire weekly holiday allowance for that week is not generated.
Third, the employment relationship must be maintained during that week. If your resignation is processed immediately after you leave work on Friday, it may be difficult to receive your weekly holiday allowance.
This is the only formula needed to calculate weekly holiday allowance.
(Weekly working hours ÷ 40) × 8 hours × Hourly wage
The formula may look a bit complicated, but it is simple once you understand the meaning of each part. You just need to divide the weekly working hours by 40 hours (statutory working hours), multiply by 8 hours (statutory paid holidays), and then multiply by the hourly wage.
For example, if you work 40 hours a week while receiving the statutory minimum hourly wage of 10,320 won in 2026, (40÷40)×8×10,320 = 82,560 won.
If you organize actual calculation examples into a table
| Weekly working hours | Hourly wage (won) | Calculation process | Weekly holiday allowance (won) |
|---|---|---|---|
| 40 hours (5 days 8 hours) | 10,320 | (40÷40)×8×10,320 | 82,560 |
| 24 hours (3 days 8 hours) | 10,320 | (24÷40)×8×10,320 | 49,536 |
| 18 hours | 10,320 | (18÷40)×8×10,320 | 37,152 |
| 15 hours (minimum standard) | 10,320 | (15÷40)×8×10,320 | 30,960 |
As you can see, as the weekly hours decrease, the weekly holiday allowance is calculated proportionally accordingly.
The reason why one day of absence eliminates the entire weekly holiday allowance
Among the conditions for receiving the weekly holiday allowance, 'perfect attendance' is the strictest, meaning that you must not miss even a single day without permission.
One day of unauthorized absence eliminates the entire weekly holiday allowance because the conditions for statutory paid holidays are strict.
but, Lateness or leaving early is recognized as perfect attendance.It is possible. This is because if you went to work that day, it is not considered an absence. Therefore, if you are not feeling well or have a reason, it is better to arrive late.
Things to check to avoid missing out on weekly holiday allowance
If you are planning to resign, it is important to maintain your employment relationship until the last week you are eligible for weekly holiday pay. You must meet all the conditions in the final week to receive that amount.
Also, check if the scheduled working days are properly stated in the employment contract. You must verify that they match the actual work schedule to prevent disputes later.
If you have not received your weekly holiday allowance, you can politely inquire with your company or request a consultation from the Ministry of Labor. Since there is a three-year statute of limitations, there is still a possibility of claiming it as long as it is not too late.