South Korea

Chosunbiz | English | News | Jan. 7, 2026 | UndeterminedTech Development/Adoption

HANMI Semiconductor launched the EMI Shield 2.0 X series on January 5, 2026, targeting the aerospace and low Earth orbit (LEO) satellite communications markets. The product line consists of five models: EMI Shield Vision Attach (ATTACH) 2.0 X, EMI Shield Vision Detach (DETACH) 2.0 X, EMI Shield Micro SAW & Vision Placement (micro SAW & VISION PLACEMENT) 2.0 X, EMI Shield Tape Mounter (TAPE MOUNTER) 2.0 X, and EMI Shield Tape Laser Cutting (TAPE LASER CUTTING) 2.0 X.

HANMI Semiconductor has led the EMI shield equipment market since 2016 and supplied global aerospace companies for three consecutive years since 2023. The EMI Shield 2.0 X series, the first new model in about three years since December 2022, offers improved precision and user convenience, including a proprietary Ball Grid Special Algorithm and multiple patented technologies. Features like automatic device switching reduce operator involvement and enhance operational efficiency.

EMI shield equipment is critical for protecting aerospace, LEO satellites, and defense drones from electromagnetic interference, which can cause malfunctions in semiconductors and jeopardize safety. The increasing use of Wi-Fi on aircraft has further accelerated demand for EMI shielding. The LEO satellite communications market is projected to grow at a CAGR of 11.9% from $11.81 billion in 2025 to $20.69 billion in 2030, with satellite launches rising accordingly.

Beyond aerospace and LEO, EMI shielding is also important for smartphones, wearables, and IoT devices due to their multifunctional and compact designs. HANMI Semiconductor aims to strengthen its global market position by responding to the growing aerospace market and demand for high-performance electronic devices.

Bae, Kim & Lee LLC | English | AcademicThink | Jan. 7, 2026 | Regulation

On December 26, 2025, the Ministry of Employment and Labor (MOEL) issued draft interpretation guidelines for the Yellow Envelope Act, detailing criteria to determine "employer" status and the scope of labor disputes arising from business management decisions. These Guidelines, effective March 10, 2026, introduce "structural control over working conditions" as the core criterion for defining a "non-contractual employer," emphasizing continuous and systematic control rather than merely contractual relationships.

The Guidelines specify that structural control involves the principal contractor's effective determination or significant restriction of working conditions typically exercised through organized rules and systems. Supplementary indicators include organizational integration of subcontracted labor and economic dependency of the subcontractor on the principal contractor. Despite aiming to distinguish substantive control from illegal worker dispatch, overlapping factors complicate this separation, warranting companies to prepare for potential legal challenges under both frameworks.

Economic dependency is treated as a supplementary factor but remains important in assessing substantive control, with the possibility of its status evolving through appellate court decisions. Furthermore, the Guidelines allow for partial recognition of employer status, categorizing working conditions into six areas such as wages, safety, and working hours, where control may be recognized selectively rather than comprehensively. The Guidelines also identify certain contract types and work categories, such as delivery outsourcing or temporary work, where principal contractors are less likely to be deemed employers.

Regarding labor disputes, the Guidelines expand their scope to include business management decisions that affect working conditions, determinations related to employee status, and employer violations of collective bargaining agreements. Business management decisions exempt from collective bargaining become subject to negotiation when they cause substantive changes to employees’ status or working conditions, including foreseeable measures. While collective bargaining covers collective issues, individual member-specific disputes remain excluded.

The Guidelines restrict recognition of employer violations of collective bargaining agreements to clear cases, such as acknowledged violations or those verified by Labor Relations Commission rulings, reflecting a narrow interpretation aligned with the typical jurisdiction of courts or commissions. Bae, Kim & Lee LLC has established a specialized task force to assist clients in assessing employer status risks, advising on contract adjustments, and preparing for expanded union bargaining, emphasizing tailored strategies reflective of diverse contracting arrangements in various industries.

Yonhap | English | News | Jan. 7, 2026 | North Korea

President Lee Jae Myung of South Korea and Chinese President Xi Jinping emphasized the importance of resuming dialogue with North Korea during their summit in Beijing on January 5, 2026. They agreed to explore measures to promote peace on the Korean Peninsula, particularly as North Korea escalated tensions by launching ballistic missiles just hours before Lee’s arrival.

The two leaders reaffirmed that peace and stability on the Korean Peninsula serve the interests of both South Korea and China. Lee was assured of China’s willingness to play a constructive role toward this goal. They also agreed on holding annual meetings and expanding communication and exchanges between their defense authorities to build mutual trust and contribute to regional peace and stability.

Since taking office in June 2025, President Lee has made efforts to improve relations with North Korea, but Pyongyang has remained unresponsive to his peace initiatives. The summit also included a signing ceremony of memorandums of understanding between the two countries.