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As the world races to stay ahead in the deep tech revolution \u2014 from AI and semiconductors to quantum computing \u2014 innovation has become the new currency of power. For many companies, that pressure has translated into heavier workloads and more intense work cultures. Yet they face a real dilemma: they can\u2019t simply ease up while competitors across the globe push harder to win.<\/p>\n
When I came across news about the intense \u201c996\u201d work culture<\/a> \u2014 working 9 am to 9 pm, six days a week, a 72-hour work week \u2014 spreading from China to Silicon Valley, it made me wonder how different countries approach work hours and workplace cultures in the tech industry. I was especially curious about how things compare here in South Korea, where I\u2019m currently based.<\/p>\n In South Korea, the standard workweek is 40 hours, with up to 12 hours of overtime<\/a>, usually paid at 1.5 times the regular rate or more. Employers who violate these rules risk fines, executive imprisonment, and civil liability. <\/p>\n The 52-hour workweek, introduced in 2018<\/a> for large companies with over 300 employees and public institutions, was gradually extended to all businesses and fully took effect on January 1, 2025<\/a>.<\/p>\n Earlier this year, South Korea rolled out a special extended work program<\/a> that lets employees work beyond the 52-hour weekly limit, with both worker consent and government approval, up to 64 hours. For deep tech sectors like semiconductors, approval periods were temporarily extended from three to six months<\/a>, though local media reports<\/a> suggest that only a few companies actually took advantage of it. Looking ahead, the South Korean government plans to scale back these special exemptions and tighten working-hour regulations, even as some lawmakers argue that the current guidelines are sufficient, per the report<\/a>.<\/p>\n TechCrunch spoke with several tech investors and founders based in South Korea about how the 52-hour workweek limit affects their businesses and their R&D projects as they try to compete with global companies.<\/p>\n \u201cThe 52-hour workweek is indeed a challenging factor when making investment decisions in deep tech sectors,\u201d Yongkwan Lee, CEO of South Korea-based venture capital firm Bluepoint Partners<\/a>, told TechCrunch. \u201cThis is particularly relevant when investing in globally competitive sectors like semiconductors, artificial intelligence, and quantum computing. Labor challenges are particularly complex in these sectors, where founders and teams often face intense workloads and long hours during critical growth phases.\u201d<\/p>\n Techcrunch event<\/p>\n \n\t\t\t\t\t\t\t\t\tSan Francisco<\/span> At Bluepoint, early-stage investments are often made before the underlying technologies are fully developed or products are ready for market. In this context, Lee noted that strict limits on working hours could potentially impact the pace at which key business milestones are reached.<\/p>\n In South Korea, 70.4% of employees at startup companies responded that they would be willing to work an additional 52 hours per week if adequate compensation is provided, per local reports<\/a>.<\/p>\n Bohyung Kim, CTO of LeMong<\/a>, a South Korean startup backed by LG Uplus that delivers agentic AI solutions to more than 13,000 small and medium-sized enterprises in the food and beverage sector, said the country\u2019s 52-hour workweek system often feels more like a <\/em>restriction than a protection.<\/em><\/p>\n \u201cEngineers work to find practical solutions to complex problems,\u201d Kim said. \u201cOur work isn\u2019t about completing predefined tasks within fixed hours. It\u2019s about using creativity and deep focus to solve challenges and create new value. When an idea strikes or a technical breakthrough happens, the concept of time disappears. If a system forces you to stop at that moment, it breaks the flow and can actually reduce efficiency.\u201d<\/p>\n Kim added that while short-term, intense focus is crucial as project deadlines approach or when refining key algorithms, rigid legal limits can sometimes get in the way, including depending on the kind of engineering role someone holds. \u201cEven among engineers, production roles in manufacturing differ from R&D positions,\u201d Kim explained. \u201cIn manufacturing, productivity is directly linked to working hours, so schedules need to account for industrial safety. Overtime should also be fairly compensated.\u201d<\/p>\n When asked about workplace flexibility, Huiyong Lee, co-founder of LeMong, which makes comment management software, said he thinks figuring out a monthly average would be more practical than adhering strictly to the country\u2019s 52-hour weekly limit. He noted that work intensity often varies depending on the stage of R&D and project timelines in deep tech companies.<\/p>\n \u201cFor companies like ours, intensive development efforts are often required for approximately two weeks prior to a product launch, after which the workload eases once the product stabilizes,\u201d Lee said. \u201cA system with monthly flexibility would allow us to work around 60 hours per week before a launch and 40 hours per week afterward, maintaining an average of 52 hours while ensuring operational efficiency,\u201d Lee continued. \u201cI also believe it is worth considering differentiated standards for deep tech and R&D-focused companies. At the same time, for startups with fewer than 10\u201320 employees, it is essential to establish more flexible criteria to accommodate their unique operational needs.\u201d<\/p>\n Kim also noted that there is a clear link between performance and hours worked. High-performing team members often tend to put in longer hours, he said. But rather than seeking rewards for the extra time, these top performers focus on achieving results and advancing quickly within the company.<\/p>\n \u201cEngineers are far more motivated to dive in when their efforts are recognized, whether through performance bonuses, stock options, or acknowledgment of technical contributions,\u201d Kim said. \u201cIn high-tech, R&D, and IT industries, as well as in globally competitive firms where technical expertise is key, decisions about flexible work hours should be driven by market logic.\u201d<\/p>\n Another Seoul-based venture capitalist, who invests in startups, downplayed the impact of the 52-hour workweek limit on investment decisions.<\/p>\n \u201cAt the moment, there don\u2019t appear to be any major concerns. While it\u2019s always difficult to predict how labor regulations or monitoring practices might evolve, many venture companies today do not strictly track employees\u2019 working hours. To my understanding, there\u2019s currently no requirement for companies to submit formal evidence proving that employees stay within the 52-hour weekly limit.\u201d<\/p>\n If an employee were to file a complaint, the VC noted, \u201cthe absence of detailed time records could raise compliance questions. That said, most R&D or deeptech firms typically employee highly self-motivated professionals who manage their own schedules responsibly, so such cases seem relatively uncommon.\u201d<\/p>\n The greater challenge likely lies in more labor-intensive industries, such as logistics, delivery, or manufacturing, where a large portion of workers earn close to the minimum wage. \u201cIn those sectors, the 52-hour workweek regulation can significantly increase labor costs due to mandatory overtime pay and paid leave. As a result, maintaining productivity and achieving economies of scale can become more difficult for businesses operating under tight margins,\u201d this investor said.<\/p>\n To understand where South Korea\u2019s 52-hour limit fits in the global landscape \u2014 and why its deep tech companies feel squeezed between competing pressures \u2014 it\u2019s worth examining how other major tech hubs regulate working hours.<\/p>\n In Germany, the UK, and France, standard workweeks typically range from 33 to 48 hours<\/a>. In Australia<\/a> and Canada,<\/a> the standard workweek is 38 and 40 hours, respectively, with mandatory overtime pay, offering a balance between labor rights and workplace flexibility.<\/p>\n In the U.S., the Fair Labor Standards Act (FLSA)<\/a> sets a standard 40-hour workweek<\/a>. Non-exempt employees earn time-and-a-half for any overtime, and there\u2019s no limit on total hours. (In California, the rules only require double-time pay for certain overtime.) <\/p>\n In China<\/a>, the standard work schedule is also 40 hours per week, or 8 hours a day. Overtime is paid at higher rates: roughly 150% of regular pay on weekdays, 200% on weekends, and 300% on public holidays. In Japan<\/a>, the standard workweek is 40 hours, with limits of 45 hours of overtime per month and 370 hours per year under normal circumstances. Employers who exceed these limits can face fines and administrative penalties, as in other countries.<\/p>\n
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\n\t\t\t\t\t\t\t\t\t\t\t\t\tOctober 27-29, 2025<\/span>\n\t\t\t\t\t\t\t<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/div>\nHow other countries work<\/h3>\n