"This Field Is Small, So I'll Ruin Your Reputation" A Boss Openly Sabotaging Employment Opportunities

"Interference with Employment Should Be Broadly Interpreted"

Amid recent allegations that Coupang created a so-called 'blacklist,' a prohibited employment list within the company, the civic group Workplace Bullying 119 on the 18th disclosed reports related to employment obstruction similar to Coupang's case and urged stronger penalties for companies violating the Employment Obstruction Prohibition Act.

The current Labor Standards Act stipulates that "no one shall create or use secret codes or lists, or communicate for the purpose of obstructing a worker's employment." Violating this provision can result in imprisonment of up to five years or a fine of up to 50 million won.

An employee at a daycare center reported, "The director suddenly notified me of contract termination during a meeting. At the same time, they pressured me to resign with threatening remarks like 'You know how narrow this field is, right?'"

Another informant said, "The company forced me to resign voluntarily," adding, "A person who resigned earlier was contacted by the company they were trying to move to, but that person was rejected and was told they would never be able to enter this field again. Phrases like 'If you go to the interview, it will reach the boss's ears' and 'This field is narrow, so be careful' sounded like attempts to obstruct employment."

There were also claims that employment obstruction threats are being abused as a means to pressure victims of workplace harassment to withdraw their complaints. A sales employee reported that after protesting the 'gapjil' (abuse of power) of a manager and gathering colleagues' opinions to submit suggestions, they were labeled as the ringleader and forced to resign. When trying to find a new job afterward, they were told, "You are on the blacklist, so employment is impossible," and they continue to suffer damages to this day.

Workplace Bullying 119 pointed out, "Victims tend to be intimidated by the fear that injustices experienced at one workplace may extend to the process of finding the next job," adding, "Especially, workers find it difficult to even report because it is hard to secure evidence such as whether the employer created a blacklist." They emphasized, "Freelancers and special employment workers also face difficulties in responding beyond civil damages even if they suffer disadvantages during the employment process," and stressed, "Employers' employment obstruction acts need to be interpreted more broadly and should apply to all working laborers."

They further stated, "Penalties for companies violating the Employment Obstruction Prohibition Act must also be strengthened," and "The creation and operation of blacklists must not be allowed under the name of the company's inherent authority."