La justice de Samsung rejette l’injonction syndicale concernant le vote d’intéressement dans le secteur des semi-conducteurs

Court Rejects Injunction on Semiconductor Bonus Voting

On May 26, the Suwon District Court rejected an injunction application seeking to halt Samsung Electronics' main union from proceeding with compensation negotiations, according to foreign media reports. The court's decision allows wage and benefits negotiations between the union and Samsung management to continue legally. The Donghaeng Union, representing approximately 13,000 employees from Samsung Electronics' non-semiconductor divisions (including the Device eXperience business unit), had filed the injunction to stop a vote by semiconductor division employees on a proposed performance bonus increase.

Background: Bonus Structure Dispute

The Donghaeng Union, Samsung's third-largest, sought the injunction after being informed it had no voting rights in the semiconductor division union members' ballot. The dispute stems from a new performance bonus structure that heavily favors the semiconductor business amid surging profits from the memory chip market.

Preliminary Agreement Reached

On May 20, Samsung Electronics and its labor representatives reached a preliminary agreement on the performance bonus plan, averting a full strike originally scheduled for May 21. According to the "2026 Performance Bonus Preliminary Agreement" signed by both parties on May 20, the company will maintain the existing annual performance bonus (OPI) system while introducing a new semiconductor special performance bonus for the Device Solutions (DS) division's semiconductor business unit.

Bonus Structure Details

The company will allocate 10.5% of operating profit as the special performance bonus fund with no upper limit. Of this allocation, 40% goes to the DS division, with the remaining 60% distributed to sub-divisions. The uniform performance bonus distributed to administrative departments equals 70% of the storage chip business sub-division level.

Under the new structure, if Samsung Electronics achieves 300 million billion won in annual operating profit, employees in the storage chip business unit could receive up to 5.5 billion won in performance bonuses. Combined with the existing annual bonus system (OPI), employees could receive up to 6 billion won in total bonuses, bringing pre-tax annual salary to approximately 7 billion won (approximately 31.3 million Chinese yuan). This salary level is seven times the average annual salary of employees at major Korean enterprises.

Voting Timeline and Process

The preliminary agreement began voting on the evening of May 20, with electronic voting scheduled to continue until 10 a.m. on May 27. Approximately 89,000 union members are expected to participate. The agreement becomes effective if more than half of all members participate in the vote and a majority supports it; otherwise, labor-management negotiations must resume.

Répercussions sur le marché du travail

La structure de primes axée sur les semi-conducteurs a suscité un mécontentement dans les divisions qui ne relèvent pas de ce secteur. D’après des informations, Samsung Electronics et SK Hynix ont mis en place un modèle consistant à allouer un pourcentage du bénéfice opérationnel sous forme de primes de performance, ce qui pourrait élargir davantage les écarts de salaires entre les entreprises. La plupart des secteurs en dehors des semi-conducteurs, de la construction navale, de la défense et de l’équipement électrique ont du mal à mettre en œuvre de tels modèles de distribution des primes.

Li Bing-hun, professeur honoraire de sociologie à l’université Chung-Ang, a noté qu’après les négociations de travail de Samsung Electronics, les appels lancés dans l’ensemble des secteurs pour obtenir des primes de performance supplémentaires de la part de la direction se sont intensifiés, ce qui pourrait aggraver la polarisation du marché du travail.