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Personal Information Protection & Retirement Pension Training

Comprehensive Guide to Personal Information Protection & Retirement Pension Training Targets & Materials (For HR Managers, 2026)

2026.07.02 10:37

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Mandatory Statutory Training · HR Practical Guide

Personal Information Protection Education · Retirement Pension Education,
Please check the criteria for the subject, materials, and proof separately.

Personal information protection training and retirement pension training are not trainings that apply equally to all workplaces, Whether personal information is processed and whether the retirement pension system is operated You must verify the target, data, and proof criteria separately according to [the criteria].

The most important point in this article

Personal information handlers and retirement pension subscribers
You should not manage it using the same standards.

Target audience, training content, operation method, and supporting documents
The key is to manage them by classifying them according to education.

Key Summary

item	Personal Information Protection Training	Retirement pension education
Educational nature	Education connected to the obligation to manage, supervise, and educate personal information handlers	Statutory education for retirement pension scheme participants
Main targets	Personal information handlers who actually process personal information ※ The personal information processor is the entity responsible for conducting training and management and supervision.	Retirement pension scheme subscribers
Application criteria	In cases where there are personal information handlers who actually process personal information or access the personal information processing system under the direction and supervision of the personal information processor	If a DB or DC type retirement pension plan is established and there are subscribers
Training cycle	Conduct necessary training regularly for personal information handlers ※ There are no separately defined statutory common minimum time or fixed number of sessions.	At least once a year
Educational materials	Personal Information Learning Center, Personal Information Protection Commission materials, internal management plan, internal security standards	General System Guide + Company's DB/DC System Operation Status and Essential Training Materials by System
Supporting documents	Training plan, training materials, attendance list, certificate of completion, internal management plan	Educational materials, subscriber list, dispatch records, certificates of completion, posting records
Fines and sanctions	Risk of sanctions arises for leaks or insufficient safety measures, rather than a fixed fine solely for failure to conduct training.	If a user fails to conduct subscriber training at least once a year, they are subject to a fine of up to 10 million won.

Personal Information Protection Training and Retirement Pension Training are both courses frequently managed jointly by HR and Business Support personnel. However, the two types of training differ in their scope of application and legal nature. Personal Information Protection Training is linked to tasks involving the processing of personal information and the management and supervision system for personal information handlers, whereas Retirement Pension Training is mandatory annual training for subscribers to the retirement pension scheme.

What are Personal Information Protection Training and Retirement Pension Training?

Personal information protection training is education provided by personal information processors to personal information handlers who actually process personal information, guiding them on the processing standards and safety measures necessary for their work. The Personal Information Protection Act stipulates that the scope of personal information handlers be limited to a minimum, that they be appropriately managed and supervised, and that necessary training be conducted regularly to ensure the proper handling of personal information.

Furthermore, the Enforcement Decree of the Personal Information Protection Act stipulates that internal management plans must include matters regarding the management, supervision, and training of personal information handlers. Therefore, rather than merely conveying general security guidelines, training must reflect actual access rights, processing tasks, storage and destruction standards, and criteria for responding to security breaches.

Retirement pension education is training that employers who have established a Defined Benefit (DB) or Defined Contribution (DC) retirement pension plan must conduct for their subscribers at least once a year. The training content includes information that subscribers need to understand, such as the operation of the retirement pension plan, types of benefits, eligibility requirements, contributions, payment procedures upon retirement, the tax system, and retirement planning.

Training content by retirement pension system type

division	Main educational content
Common 사항	Types of benefits and eligibility requirements, criteria for calculating benefits and contributions, payment procedures upon retirement, transfer of Individual Retirement Pension Accounts, taxes, early withdrawal and collateral loans, retirement planning
DB type	Contribution payment status over the past 3 years, standard benefit level, accumulation status relative to minimum reserves, payment status of shortfalls, reserve fund management status
DC type	User's contribution level, payment timing, and payment status; investment principles such as diversification; profit structure, risks, and fees by investment product

Therefore, rather than providing only the same common materials to DB and DC plan subscribers, additional educational content tailored to the type of plan operated by the company must be added.

division	Key judgment criteria
Personal Information Protection Training	Whether our organization processes personal information, and who the personal information handlers are
Retirement pension education	Whether our organization operates a retirement pension system and who the subscribers are
Common management points	Retention of participant list, educational materials, completion records, and supporting documents

Who needs to check?

It is recommended that the personal information protection manager and the retirement pension manager review personal information protection training together, rather than the HR manager managing them alone.

manager	Things to check
HR Manager	List of trainees, management of new hires, resignees, and employees on leave, verification of completion status
Management Support Manager	Training schedule, external training institution contract, data storage, internal announcements
Privacy Officer	Scope of personal information handlers, internal management plan, access rights management, training content
IT and security personnel	Training on personal information processing system access rights, access logs, and security protocols
Retirement pension manager	List of retirement pension subscribers, types of schemes, educational materials, cooperation with retirement pension providers
Manager/Team Leader	Encouraging team member participation in training, guidance on personal information processing standards

The target audience for personal information protection training is determined not solely by department name or job title, but based on actual personal information processing duties and access rights. On the other hand, for retirement pension training, participants must be selected based on employees enrolled in a Defined Benefit (DB) or Defined Contribution (DC) retirement pension plan, regardless of whether they are HR or accounting personnel.

Procedures that the person in charge must check

STEP 01

First, determine if the training applies to our company.

The applicability of personal information protection training and retirement pension training may vary depending on the company's circumstances.

Education Name	Application Judgment Criteria
Personal Information Protection Training	Verify whether personal information of customers, employees, applicants, members, etc., is processed for business purposes
Retirement pension education	Check if a DB or DC retirement pension plan is in operation and if there are subscribers.

If there is work involving the processing of personal information, it is necessary to conduct personal information protection training regularly for personal information handlers. Retirement pension training must be conducted at least once a year for subscribers by employers who have established a retirement pension system.

STEP 02

Finalize the training participants

If the training participants are not accurately organized, some may be omitted even if the training is conducted.

Target classification	Personal Information Protection Training Verification Criteria	Retirement Pension Education Verification Criteria
Personal Information Handler	Verify whether personal information of customers, employees, and applicants is actually processed or accessed to the system.	Determined separately from retirement pension enrollment
HR, Payroll, and Accounting Managers	Check the processing status of employees, salaries, accounts, and resident registration numbers	If you are a DB or DC plan subscriber, you are eligible for training.
Customer Service & Marketing Manager	Processing customer, member, or event information makes you a training target	If you are a retirement pension subscriber, you are eligible for education.
IT and security personnel	Checking whether access to or permission management of the personal information processing system exists	If you are a retirement pension subscriber, you are eligible for education.
Retirement pension subscribers	Varies depending on whether personal information is handled	Training targets regardless of department or rank
New personal information handlers	Management of necessary training timings along with access permission granting	Not applicable
New retirement pension subscribers	Varies depending on whether personal information is handled	Reflected in the annual list of training participants

Although the target audiences for the two training programs may partially overlap, the list of personal information handlers and the list of retirement pension subscribers should not be combined and managed as a single entity. It is recommended to record the basis for application and completion results separately for each training program.

While personal information protection training can be conducted as "training for all employees," the key in practice is to ensure that no personal information handlers are omitted. For retirement pension training, you must first verify whether the workplace operates only a severance pay system or has established a retirement pension system.

STEP 03

Prepare educational materials.

For both training sessions, it is recommended to utilize both official and internal company materials. Using only common materials may omit our organization's actual processing procedures or the operational status of our systems.

Education Name	Available materials	Content to add within the company
Personal Information Protection Training	Personal Information Learning Center, Personal Information Protection Commission Information Materials, Personal Information Processing Policy Training Materials	Scope of personal information handlers, access permission standards, internal management plan, and leakage response procedures
Retirement pension education	Educational materials, system explanation materials, and subscriber information materials provided by retirement pension providers	Company's distinction between DB and DC plans, plan operation status, contribution and accumulation status, subscriber contact information, payment and transfer procedures upon retirement

It is recommended that personal information protection training materials include standards for the collection, use, storage, and destruction of personal information, access control management, leakage prevention, management of outsourced companies, and procedures for responding to security breaches.

Retirement pension educational materials must include content related to benefit types, eligibility requirements, contributions, benefit payment procedures upon retirement, transfers to individual retirement accounts, taxation, and retirement planning.

Even when utilizing common materials provided by retirement pension providers, you must verify whether the company's actual system type and operational situation are reflected. In particular, since the additional training requirements under the law differ between Defined Benefit (DB) and Defined Contribution (DC) plans, it is advisable to distinguish between course names and training materials.

STEP 04

Check the training methods and online operation standards.

Personal information protection training and retirement pension training can be conducted in various ways, such as online training, group training, posting of materials, and email distribution. However, what is more important than the training method is whether the content was actually delivered to the participants and whether supporting documentation remains.

Educational methods	Things to check during operation
Online education	Check completion status, training hours, training content, and certificate of completion
Group training	Attendees' list, training log, training materials, photos, or record keeping
Video Education	Storage of access logs, participant lists, and educational materials
Send email	Verify the recipients, dispatch date, attached materials, and dispatch results of the retirement pension education, and check whether the education content aligns with the system type.
Posting on the company bulletin board	It can be used for general retirement pension matters and DB-type training, but please be careful not to consider additional DC-type training materials as complete merely by posting them.
External commissioned training	For personal information protection training, verify the actual training content and whether personal information is processed, and for retirement pension training, verify the scope of entrustment to retirement pension providers and specialized institutions, as well as the training content for DB and DC plans.

Since laws and regulations do not prescribe a single specific method for personal information protection training, personal information handlers may choose from group training, online training, or internal practical training to help them understand the actual content and apply it to their work.

Retirement pension education methods are classified according to the content and type of system. General requirements may be met by continuously posting educational materials on an internal network or at the workplace that subscribers can access; however, the initial education following the introduction of the system must be conducted using one of the following methods: sending written materials or email, group training, or online training.

Additional training requirements for the DB type may be posted at all times or conducted via written documents, email, group sessions, or online methods. Additional training requirements for the DC type must not be handled merely by posting; they must be conducted via written documents, email, group training, or online training.

STEP 05

We keep supporting documents.

If you have conducted training, you must keep supporting documentation. You should be able to explain “who the target audience was, who completed the training, and what materials were used,” rather than focusing solely on the training itself.

Supporting documents	Personal Information Protection Training	Retirement pension education
Education plan	Regular training schedule, target audience, training content	Annual Retirement Pension Training Schedule
List of subjects	List of personal information handlers	List of retirement pension subscribers
Educational materials	Personal Information Protection Training Materials, Part of Internal Management Plan	Retirement pension system explanatory materials, subscriber guide materials
Certificate of Completion	Verification of online training completion	Confirmation of completion of retirement pension training
Sending records	Email, internal bulletin board announcement records	Records of sending and posting educational materials
Training Log	Training Date, Instructor, Content, Attendees	Date and time of training, method of providing materials
Supplementary education records	Training for new personal information handlers and absentees	Training for new members and absentees

You must not arbitrarily determine a single statutory retention period that applies commonly to supporting documents for personal information protection training and retirement pension training. You must establish retention standards for each training session based on relevant laws, internal company management plans, retirement pension regulations, and the necessity of responding to inspections and audits, and ensure that unnecessary personal information is not retained for long periods.

It is advisable not to collect additional information that is not necessary for managing training completion, such as resident registration numbers, individual retirement pension reserves, or investment product details, to verify training attendance.

Practical Checklist

Even if you manage two training programs together, it is recommended to check the target participants and documentation criteria separately for each program.

Check items	check
We checked the applicability of personal information protection training and retirement pension training, respectively.	□
A list of personal information handlers was compiled.	□
I checked the list of retirement pension scheme subscribers.	□
The personal information protection training materials included content on collection, use, storage, destruction, access rights, and response to data leakage.	□
The retirement pension education materials include common information as well as essential training content categorized by the company's DB and DC plans.	□
When operating online education, measures were made to allow verification of completion status and educational content.	□
We classified common matters for retirement pension education and permitted training methods by DB and DC types, and kept records of sending, posting, and completion.	□
Training standards were established for new hires, new personal information handlers, and new retirement pension subscribers.	□
When utilizing external commissioned training or materials from retirement pension providers, we verified whether they aligned with the company's internal standards.	□
Educational materials, participant lists, certificates of completion, dispatch records, and training logs were kept.	□
We also provided guidance on consultation and grievance response procedures in the event of personal information leaks or retirement pension complaints.	□
It was not provided as if there were a legally mandated minimum time or frequency for personal information protection training.	□
The list of training participants did not include unnecessary personal information, such as resident registration numbers or individual retirement pension management information.	□

How to use the check results

Checked items	Confirmation direction
11~13	A basic training operational system has been established. We regularly re-verify changes in personal information handlers and retirement pension subscribers, as well as any changes to laws and internal standards.
6~10 pieces	Although training is being conducted, there may be gaps in participant classification, DB/DC training content, training methods, or the management of supporting documents. We will determine the person in charge and the deadline for supplementation regarding the incomplete items.
0~5	Before scheduling training, it is necessary to first separate and organize the list of personal information handlers, the list of retirement pension subscribers, and the legal basis and content for each training session.

It cannot be concluded that all legal training obligations have been fulfilled based solely on the number of checks. You must verify the personal information processing tasks and access rights, the type of retirement pension system, and the actual training materials and operational methods together.

RELATED RESOURCE

Related practical materials

Please refer to the practical checklist below to more specifically examine the types of employee personal information processed by HR, access rights, storage and destruction standards, and external outsourcing criteria.

Check the Personal Information Protection Training HR Operations Checklist →

In this article, you can check the personal information routinely processed by HR, such as recruitment, payroll, training completion information, and grievance counseling records, as well as the management standards for personal information handlers.

parts that are often missed

Simplifying personal information protection training to “one hour once a year for all employees”

The core of personal information protection training is to manage, supervise, and educate personal information handlers to ensure they process personal information safely. Therefore, the scope of personal information handlers, access rights, internal management plans, and leakage response procedures must all be managed together.

Applying retirement pension education equally to all companies

Retirement pension education must be conducted for subscribers at workplaces that have established a retirement pension system. Workplaces operating only a severance pay system must separately verify applicability.

It is determined that company verification is not necessary if entrusted to a retirement pension provider.

While you may utilize data from retirement pension providers or outsource training, the company must jointly verify whether the subscriber training was actually conducted and whether supporting documentation remains.

It is judged that all education is complete simply by posting retirement pension education materials.

General retirement pension guidelines and training requirements for Defined Benefit (DB) plans may be provided via posting, but additional training for Defined Contribution (DC) plans must be conducted through written materials, email, group training, or online education. The operational method must be differentiated according to the company's plan type and training content.

Missed support from the person in charge after the personal information leak incident

Personal information incidents can lead not only to legal and technical responses but also to stress for staff, the burden of handling customers, and disputes over responsibility within the organization.

Only educational materials are stored, and completion status for each participant is not recorded.

You should keep educational materials, participant lists, certificates of completion, training logs, and email sending records together to make it easier to explain compliance later.

Situations where EAP is needed

While personal information protection and retirement pension training are intended to ensure compliance with regulations, in actual practice, counseling, grievance handling, and organizational communication may be necessary even after the training.

In the following situations, you may consider EAP or external counseling and organizational support systems together.

situation	Directions for EAP Utilization
The person in charge complained of extreme stress following the personal information leak incident.	Individual psychological counseling, stress management support
The team atmosphere deteriorated due to customer complaints and internal disputes over responsibility.	Manager coaching, organizational communication support
Personal information handlers complain of work burden and anxiety about making mistakes.	Job stress counseling and work response guides provided
Employee inquiries and anxiety have increased following changes to the retirement pension system.	Guidance on consultation channels and administrator support after the briefing session
Financial and psychological anxiety related to retirement, reinstatement, and older workers appear together	Counseling on life issues, psychological support, and connection to external resources
Education was provided, but a culture of personal information protection has not taken root.	Organizational culture diagnosis, manager training, recurrence prevention program

Personal information protection training and retirement pension training must not merely be managed in terms of completion, but must be linked to ensure employees actually understand and act safely. EAP can be utilized as a complementary system to support psychological support after an incident, alleviate the burden on personnel, facilitate managerial response, and restore trust within the organization.

However, EAP does not replace legal or technical responses to personal information leaks, explanations of retirement pension schemes, or individual investment, tax, or financial advice. Responses to personal information incidents and inquiries regarding retirement pensions should be handled by the relevant departments and specialized agencies, and it is appropriate to link EAP only to the extent of supporting employee stress and organizational conflict arising during this process.

Personal Information Protection Training HR Operations Checklist → Precautions when operating personal information protection training and retirement pension training together → Annual Operation Checklist for Mandatory Legal Education →

Frequently Asked Questions

Q1. Is personal information protection training required for all companies?

Organizations that process personal information in the course of business must conduct management, supervision, and training for personal information handlers. However, rather than viewing the training as having fixed times and methods identical for all workplaces, as is the case with other mandatory legal training, it is advisable to determine the training targets based on the specific tasks involved in processing personal information and the scope of personal information handlers.

Q2. Is a fine immediately imposed for personal information protection training as well?

While the Personal Information Protection Act requires regular training and supervision of personal information handlers, it is difficult to simplify this process to a fixed fine for failure to conduct a certain number of hours per year, as is done with other statutory training. It is necessary to verify the actual fulfillment of personal information processing obligations, including personal information leakage, access control management, internal management plans, and safety measures.

Q3. Is retirement pension education required for all employees?

Retirement pension education is not for all employees, but for participants in DB or DC type retirement pension schemes. Businesses operating only a severance pay system are not subject to the education obligation for such participants, while businesses operating a retirement pension system must provide education to participants at least once a year.

The training materials must include not only common system content but also additional training content tailored to the DB or DC type plans operated by the company.

Q4. Is there a fine for not providing retirement pension education?

If an employer who has established a DB or DC retirement pension plan fails to provide education to subscribers at least once a year, they may be subject to a fine of up to 10 million won. 'Up to 10 million won' is the statutory maximum, and whether the fine is imposed and the actual amount may vary depending on the specific details of the violation and applicable criteria.

Q5. Is it okay to conduct the Personal Information Protection Training and the Retirement Pension Training on the same day?

While it is possible to conduct them on the same day for operational purposes, the target audience, content, course name, and supporting documents must be separated. Personal information protection training should be structured around the duties and access rights of personal information handlers, while retirement pension training must be conducted based on DB and DC plan participants and the training content required by law.

Even when using the same certificate, the course names of the two training programs must be clearly indicated separately, and the target audience and completion status for each training must be verifiable separately.

NEXT STEP

Not stopping at education completion management
If you want to connect incident response, grievances, and organizational risks

From the psychological burden of responding to personal information incidents to organizational communication related to retirement pensions
Let's review the education, counseling, and organizational support systems tailored to our organization.

Go to Nudge EAP Implementation Consultation →

Source and Information

This content is intended for general informational purposes. Specific legal, labor, employment, personal data protection, and psychological counseling matters may vary depending on workplace circumstances and the latest laws, so a review by relevant experts may be necessary.

Comments6

Unknown User4

퇴직연금사업자가 제공한 교육자료를 활용할 때, 회사의 DB형·DC형 운영 현황이 제대로 반영됐는지는 어떤 항목을 중심으로 확인하면 될까요?

2026.08.04 16:49

넛지EAP(관리자)

Author

안녕하세요, 넛지EAP입니다.

퇴직연금사업자가 제공한 교육자료를 활용할 때는 먼저 우리 회사가 실제로 운영하는 제도 유형이 자료에 맞게 반영되어 있는지 확인하는 것이 좋습니다.

가장 먼저 볼 항목은 DB형과 DC형 중 회사가 어떤 제도를 운영하는지, 두 제도를 함께 운영한다면 어떤 직원이 어느 제도에 가입되어 있는지입니다. 자료가 일반 설명 위주로 되어 있으면 직원 입장에서는 “나는 DB형인지 DC형인지”, “내가 직접 운용해야 하는지”를 알기 어려울 수 있습니다.

DB형 가입자가 있다면 급여 산정 방식, 회사의 적립·운용 책임, 적립금 운용 현황, 퇴직급여 지급 방식이 회사 상황과 맞는지 확인해야 합니다. 반대로 DC형 가입자가 있다면 회사 부담금 납입 기준, 근로자의 운용상품 선택·변경 방법, 운용 결과가 퇴직급여에 미치는 영향, 원리금보장형·실적배당형 상품 안내가 포함되어 있는지 보는 것이 좋습니다.

또 퇴직연금사업자명, 가입자 조회 방법, 모바일·웹 접속 경로, 고객센터, 상품 변경 가능 경로처럼 직원이 실제로 확인할 수 있는 정보도 회사 기준으로 맞춰야 합니다. 여러 운용기관을 함께 운영한다면 기관별로 접속 방법이나 담당 창구가 다를 수 있으므로 이 부분도 확인이 필요합니다.

신규 입사자, 연중 가입자, DB형에서 DC형으로 전환한 직원처럼 대상자 변동이 있는 경우에는 해당 직원에게 어떤 자료를 안내할지도 함께 정리해두면 좋습니다. 같은 퇴직연금교육이라도 제도 유형에 따라 직원이 꼭 알아야 할 내용이 다를 수 있기 때문입니다.

정리하면, 퇴직연금사업자 자료는 기본 자료로 활용하되 회사의 제도 유형, 가입자 구분, 부담금·급여 산정 방식, 운용기관 정보, 조회·변경 방법이 실제 운영 현황과 맞는지 확인한 뒤 배포하는 것이 좋습니다.

2026.08.04 17:09

Unknown User3

두 교육을 함께 관리하더라도 적용 대상과 교육 내용, 운영 방식은 각각 구분해야 한다는 점이 잘 정리되어 있네요. 특히 개인정보취급자와 퇴직연금 가입자 명단을 따로 관리해야 한다는 부분이 실무적으로 도움이 됐습니다.

2026.08.04 16:47

Unknown User2

도움이 많이 되었습니다! 
추가적으로 질문 하나 있습니다
개인정보보호교육과 퇴직연금교육의 대상자가 일부 겹치는 경우에도 대상자 명단과 이수 기록은 교육별로 완전히 분리해서 관리하는 것이 좋을까요?

2026.08.04 16:44