Safety and Health Training for Rehired Employees After Resignation | Where to Check Training History Again

📌 Why is Re-hiring Training So Confusing?

Rehired employees are likely to perceive training as a mere formality because they already know the company, the work, and their colleagues. However, the law When hiring workers It is stipulated that training must be provided upon hiring, and if an employment relationship ends due to resignation and is subsequently re-established, that itself constitutes hiring. The confusion arises because the reality on the ground differs from the legal standards.

Another one is The records are scattered. This is the point. Training logs from the time of initial hiring are often in the previous manager's folder, certificates of completion for outsourced training are on the training institution's website, and work experience at other companies is only found on the resume. Since these records must be gathered again to apply for shortened training or exemptions, re-hiring training ultimately History verification work ...becomes. The overall target and duration of industrial safety and health education is Comprehensive Guide to Occupational Safety and Health Education Targets, Schedule, and Online Options Since it was covered in [previous article], this article is Assessment of re-employment and renewal status, and verification of history Focus on.

⚖️ What is stipulated by law and what is determined by the company

🔁 Depending on the situation, it is divided like this

I have summarized the seven most frequently encountered situations. 'Exemption' and 'reduction' are different. Shortening means conducting the training but reducing the time, while exemption means not conducting the relevant training.

⏱️ Training hours will be recalculated based on the new contract period upon hiring.

The training time for rehired employees is not the same as when they first joined. This employment contract It is determined based on [this]. If it was initially a 6-month contract and then switched to a 3-week contract, the duration will also differ.

The time is Enforcement Rule Appendix 4 This is the standard. Note in Attached Table 4 includes a provision requiring at least half of the training hours to be applied to wholesale, accommodation, and food service businesses, etc., with fewer than 50 regular employees, so please check whether this applies. The training content is Appendix 5 We adhere to the training items upon hiring (industrial safety and industrial accident prevention, industrial health and prevention of health hazards, risk assessment, job stress, prevention of health hazards caused by workplace harassment and customer verbal abuse, risks of machinery and equipment and work procedures, pre-work inspection, organization, emergency measures in case of accidents, Material Safety Data Sheets, etc.). Even if shortened It is not about removing content, but about reducing time. Therefore, for returning employees, a method of condensing information focusing on changed facilities, work procedures, and emergency contacts is useful in practice.

🔎 Where can I check my training history again?

No official service has been confirmed that allows for the verification of hiring training conducted directly by the employer on an individual basis for each employee. Ultimately Records left by the company This is the basis. If you decide on a place to verify in advance, you won't get lost every time a new employee joins.

Completion of training at a previous company is not a requirement for shortening the training period. The requirements for shortening the training period are Experience in the same industry and timing of changing jobs Therefore, rather than trying to obtain training records from other companies, it is better to gather materials to verify the period of employment and industry.

🗓️ 5 Steps to Verify for Re-employment or Renewal

STEP 1. Determine Hiring Classification

First, determine whether the case falls under new hiring, re-employment after resignation, seamless contract renewal, change of employment type, or change of affiliation with a partner company. Aligning the HR team's hiring classification with the safety and health training classification will reduce omissions.

STEP 2. Set the basic hours based on this contract

Determine the hours applicable to this contract from among 1 hour for daily work/less than 1 week, 4 hours for work exceeding 1 week to 1 month, and 8 hours for others, and also check whether the work is subject to special training.

STEP 3. Check Shortening/Exemption Requirements

Check the period of employment in the same industry as the previous resignation date; if it is within one year or six months or more after changing jobs, apply the reduction, and for daily workers, check if it is within one week from the previous training date.

STEP 4. Gathering Supporting Materials

Please keep copies of the materials used for judgment among previous training logs, career verification documents, and certificates of completion. If you applied for shortening or exemption but there is no basis for it, it is difficult to explain during an inspection.

STEP 5. Conducting and Recording Training

Along with the training date, time, content, instructor, and participant signatures Applied criteria (full, shortened, exemption) and grounds Write it down in a single line. Even if the same employee rejoins the company later, you can make an immediate judgment based on this single line.

✅ Rehired Employee Training Checklist

⚠️ Common mistakes

• Processed as “Exempt since received in the past” In principle, re-employment after resignation is subject to re-evaluation. The experienced employee regulations are also not an exemption, but a reduction of more than half.
• Time calculated based on the contract period at the time of initial hiring. For rehired employees, the hours will be recalculated based on the current contract period.
• Failure to retain evidence after shortening application : We cannot explain the reduction without data confirming the industry, period of employment, and date of resignation.
• Disposal of training records for departing employees It is needed again for re-employment assessment and confirmation of re-employment within one week. Please establish internal retention standards.
• Handle updates according to practice Since the official interpretation regarding contract renewal without a gap is unclear, please document the company's standards and verification details.

💬 When guiding EAP together

The training content for recruitment includes Job stress prevention class Prevention of health problems caused by workplace harassment and verbal abuse by customers This is included. Since rehired employees may be familiar with their duties but may not be aware of changes to counseling channels or reporting procedures in the meantime, it is advisable to briefly include instructions on how to use EAP in this sequence. As a rule, usage is not to be asked about or recorded (anonymity is guaranteed during EAP implementation, Article 83 of the Framework Act on Labor Welfare ).

❓ FAQ

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📚 Source and Verification Criteria

• Article 29 of the Industrial Safety and Health Act (Safety and Health Education for Workers)
• Article 30 of the Industrial Safety and Health Act (Exemption from safety and health education for workers, etc.)
• Article 26 of the Enforcement Rules of the Occupational Safety and Health Act (Training Hours and Content, etc.)
• Article 27 of the Enforcement Rules of the Industrial Safety and Health Act (Exemption from Safety and Health Education)
• Table 4 of the Enforcement Rules of the Occupational Safety and Health Act (Training Hours by Safety and Health Education Course)
• Table 5 of the Enforcement Rules of the Occupational Safety and Health Act (Educational Content by Target Group for Safety and Health Education)
• Table 35 of the Enforcement Decree of the Occupational Safety and Health Act (Criteria for Imposing Administrative Fines)
• Ministry of Employment and Labor "2026 Safety and Health Education Guide" (July 2026, includes Q&A)

Date of verification of laws and regulations: October 21, 2026 (Occupational Safety and Health Act, effective June 1, 2026; Enforcement Decree and Enforcement Rules, effective August 1, 2026). This article is a practical guide and does not constitute a legal judgment on individual cases. In cases where the interpretation is unclear, such as the renewal of a fixed-term contract without a gap, please verify with the competent regional employment and labor office.