Workbear재주넘는곰
대법원 71다1033

Severance Pay (퇴직금) Case퇴직금

Decided1972. 04. 11. Court대법원Worker won
AI-generated English translation (summary, key points, decision summary and full text) for reference only — not an official translation and without legal effect. The Korean original below is authoritative.
AI Easy read — AI summary of this decision
AI-generated summary for reference only — the Korean original below is authoritative.

This landmark Supreme Court (대법원) ruling established the principle that severance pay (퇴직금) must be paid regardless of the reason for leaving employment, whether it was voluntary resignation or dismissal. The Court also ruled that when an employee retires after the Labor Standards Act (근로기준법) Article 28 was amended, the severance pay must be calculated by combining the total years of service both before and after the amendment. The Supreme Court upheld the lower court's decision in favor of the worker's severance pay claim.

Key takeaways
  • CaseA worker requested severance pay (퇴직금) from the company after leaving employment, but the company refused to pay it.
  • OutcomeThe Supreme Court ruled that severance pay must be paid regardless of the reason for leaving, and that the total years of service before and after the legal amendment must be combined for calculation.
  • LessonCompanies must pay severance pay based on the employee's entire length of service, regardless of whether the employee resigned voluntarily or was dismissed.
Issues
  • Whether severance pay must be paid regardless of the reason for termination of employment
  • How to calculate combined years of service before and after the amendment of the Labor Standards Act (근로기준법)
Key reasoning

Severance pay (퇴직금) exists to guarantee workers' livelihood after leaving their job, so it must be paid without distinguishing between the reasons for termination—whether the employee resigned voluntarily or was dismissed. The right to claim severance pay arises at the moment of retirement or termination, so the calculation must be based on the law in effect at that time. This means that when calculating the total years of service, the periods worked both before and after the legal amendment must be combined into a single continuous period of employment. This ensures that workers are not disadvantaged simply because a legal amendment occurred during their employment.

Summary of Decision (English, AI translation)

Retirement pay is paid without distinguishing whether the retirement is voluntary or is caused by dismissal by the employer, and so long as the retirement occurred after the amendment of this provision, the number of years of continuous service, which serves as the basis for calculating such retirement pay, shall be determined by aggregating the years of service both before and after the amendment.

Full text (English, AI translation) 2,131 chars

[Plaintiff, Appellee] Plaintiff
[Defendant, Appellant] Defendant School Foundation
[Judgment Below] First instance: Seoul Civil District Court; Second instance: Seoul High Court, Judgment rendered April 22, 1971, Case No. 69Na3703

[Order]

The appeal is dismissed.
The costs of the appeal shall be borne by the Defendant.

[Reasoning]

Examining the grounds of appeal submitted by the Defendant's litigation representative:

It is deemed that, in light of the actual conditions in our country where the protection of workers' rights and interests is insufficient, Article 28 of the Labor Standards Act (근로기준법) was amended in order to strongly guarantee, by statutory provision, the payment of retirement allowances for the purpose of securing the livelihood of workers after retirement. As a result of this amendment, the payment of retirement allowances no longer distinguishes between voluntary retirement by the worker and dismissal caused by the employer. Meanwhile, since the specific time at which a worker's right to claim payment of a retirement allowance against the employer arises is the time of the worker's retirement, the standard time for calculating the retirement allowance should likewise be based on the time of retirement. The lower court's determination—that, pursuant to the amended Article 28 of the Labor Standards Act, which appears to constitute a mandatory provision at that time, the years of continuous service should be calculated in total, spanning both before and after the amendment, with the time of enforcement of the Labor Standards Act serving as the dividing point—is deemed correct. It cannot be said that there was any error of misunderstanding the law as argued in the grounds of appeal. Therefore, the argument is without merit.

Accordingly, since the appeal is without merit, it is dismissed, and the costs of the appeal are to be borne by the losing party. This judgment is rendered as stated in the Order, by the unanimous opinion of all Justices participating in the case.

Supreme Court Justices: Sa Gwang-uk (Presiding Judge), Kim Chi-geol, Hong Nam-pyo, Kim Yeong-se, Yang Byeong-ho

【판결요지】

퇴직금은 임의퇴직이거나 사용자에 의한 해고의 원인여하를 구별함이 없이 지급되는 것이고 본 조 개정 후에 퇴직한 이상 그 퇴직금산정의 기준이 되는 근속년 수는 개정전후에 걸친 근로연수를 통산하여 정할 것이다.

【참조조문】

근로기준법 제28조

【주문】·【이유】 전문 688자 · 펼쳐 보기

【원고, 피상고인】 원고

【피고, 상고인】 피고 학교법인

【원심판결】 제1심 서울민사지방, 제2심 서울고등 1971. 4. 22. 선고 69나3703 판결

【주 문】

상고를 기각 한다.

상고소송비용은 피고의 부담으로 한다.

【이 유】 피고 소송대리인의 상고이유를 살피건대,

원 판결이 근로자의 권익보호가 불충분한 우리나라의 실정에 비추어, 퇴직 후의 근로자에 대한 생활보장을 위한 퇴직금 지급을 법률상 규정으로 강력하게 보장하기 위하여, 근로기준법 제28조를 개정하였다고 여겨지고, 이로 말미암아 퇴직금 지급은 근로자의 임의퇴직이나, 사용자에 의한 해고의 원인여부의 구별을 가리지 않게 되었고, 한편 근로자의 사용자에 대한 퇴직금 지급 청구권의 구체적 발생 시기는 근로자가 퇴직한 때가 될 것이므로 그 퇴직금 지급 기준시기도 퇴직한 시기를 기준으로 하여 이 당시 강행 규정으로 보이는 개정된 근로기준법 제28조에 의하여 근로기준법이 시행된 시기를 한계점으로 하여 개정 전후에 걸쳐 근속년수를 통산하여 정할 것이라고 판단하였음은 정당하다 할 것이고 소론과 같은 법리를 오해한 위법이 있다 할 수 없으므로 논지는 이유없다.

그러므로 상고는 이유없다 하여 기각하기로 하고, 상고 소송비용은 패소자의 부담으로 하여, 관여법관 전원의 일치한 의견으로 주문과 같이 판결한다.

대법원판사 사광욱(재판장) 김치걸 홍남표 김영세 양병호

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