Samsung Labor and Management Clash Over Court Injunction Interpretation: "Strike Rights Guaranteed" vs "Clear Misrepresentation" (Comprehensive)

Court Partially Grants Injunction Request

Union: "Guarantees Practical Strike Rights with Only Weekend-Level Staffing"

Management: "Ruling Clearly Requires Weekday-Level Staffing on Weekdays"

While the court partially accepted Samsung Electronics' request for an injunction to prohibit illegal labor actions by the union, the company and the union clashed over completely different interpretations of the phrase "normal work" in the court ruling. The union interpreted the court’s decision as guaranteeing the union’s right to strike by allowing only the minimum number of workers to be present during weekdays. In contrast, the company countered that the union was distorting the court’s decision.

The Samsung Electronics labor-management second post-adjustment meeting at the Central Labor Relations Commission (CLRC) is scheduled on the 18th. The view of the Samsung Electronics headquarters building in Seocho-gu, Seoul. 2026.05.18 Photo by Dongju Yoon

On the 18th, the Suwon District Court partially accepted Samsung Electronics' request for an injunction to prohibit illegal labor actions against the Samsung Electronics Branch of the Samsung Group Pan-Enterprise Union (Pan-Enterprise Union).

Majung Law Office, the legal representative of the union, stated in a press release on the same day that the court ruling has significantly reduced the scope of strike restrictions demanded by the company, thereby ensuring the union's right to substantial industrial action. The legal representative emphasized that "the necessity of safety protection facilities and security operations was acknowledged even by the debtor (the union), and only the specific scope and number of personnel were contested." The court accepted the company’s claims regarding the 'scope' of safety measures but sided with the union regarding the specific 'number of personnel' required.

According to the union, the company had originally argued that, based on weekday staffing, approximately 7,000 workers would be required in the Device Solutions (DS) division to maintain safety and security during a general strike. However, the union explained that the court accepted the union’s argument and determined that safety and security could be sufficiently maintained with only weekend or holiday-level staffing. The legal representative stated, “With this decision, fewer than 7,000 workers will be required to work. Essentially, this will not hinder industrial action at all.” He added, “Respecting the court’s decision, the general strike will proceed as scheduled on the 21st.”

The union also made it clear that many of the company’s proposed restrictions were dismissed by the court. The company had asked the court to prohibit the union from encouraging strike participation by sending text messages, posting videos, and displaying banners—claiming these acts constituted ‘intimidation’—but the court rejected all such requests.

In an internal notice on the same day, the company directly refuted the union’s claims, stating, “The union’s assertions clearly mislead the court’s decision.” The company explained, “The court clearly specified in the written decision that ‘normal’ means ‘normal weekdays or normal weekends/holidays.’” The company interpreted this as meaning that during the strike period, a weekday level of staffing is required on weekdays, and a weekend/holiday level of staffing is required on weekends and holidays, to ensure the operation of safety protection facilities and security work.

The company also clarified that the court ordered normal execution of security work and maintenance of safety protection facilities at normal levels to prevent damage to equipment and spoilage of raw materials and products. The court also ordered the union not to occupy production and research lines, the IOC (Integrated Operations Center), procurement warehouses, electrical and computer facilities, and storage facilities for explosive or hazardous chemicals.

The company announced, “Based on future court decisions, we will provide separate guidance to departments and employees who are required to report to work as usual during the strike period.” The company added, “We will continue our efforts to ensure employee safety and minimize disruptions at production sites.”

This content was produced with the assistance of AI translation services.