“Cleared of NewJeans Hanni Workplace Bullying Allegations” HYBE Retains Top Employer Certification

The Ministry of Employment and Labor announced on December 30 that during a review held on December 27, the decision was made to uphold HYBE’s certification as a Top Employer. The ministry stated that investigations into allegations of workplace bullying and industrial accident mishandling revealed no legal violations. Additionally, claims of power abuse involving subcontractors were not deemed significant enough to warrant revocation.

Each year, the Ministry selects 100 companies that excel in creating quality jobs and improving working conditions for the Top Employer designation. HYBE was selected for the accolade in September. However, the decision became a topic of debate after multiple allegations arose regarding workplace bullying involving NewJeans’ Hanni and industrial accident concealment. Despite these allegations, the review panel concluded that there was insufficient objective evidence to revoke HYBE’s designation, allowing the agency to maintain its recognition.

On November 20, the Seoul Western Employment and Labor Office announced the resolution of a complaint alleging that NewJeans member Hanni faced workplace bullying at HYBE. The office found that under the Labor Standards Act, Hanni does not qualify as an employee and therefore, the case was administratively closed.

The complaint originated after Hanni mentioned in a YouTube live broadcast in September that, while waiting in the hallways of HYBE’s building, she greeted a passing celebrity and manager but overheard the manager say, “Ignore her.” A fan who watched the broadcast filed the complaint, alleging that NewJeans members were being ostracized within HYBE.

In October, Hanni appeared as a witness at a National Assembly hearing, where she tearfully testified that HYBE had intentionally demeaned NewJeans and that senior officials had disregarded them.

Upon reviewing the management contract between Hanni and HYBE, the Ministry concluded that the relationship did not meet the criteria of employer-employee. They highlighted that the agreement reflected a partnership rather than a subordinate work arrangement. Factors such as the lack of fixed working hours, the shared cost of artistic activities, and income classification as business rather than labor income supported this conclusion.

The Ministry cited a 2019 Supreme Court precedent, which classified exclusive contracts for entertainers as civil agreements rather than employment contracts under labor law. As such, the Labor Standards Act, including workplace harassment provisions, does not apply to entertainers under such agreements.

This determination has reignited debates about the labor rights of artists, with concerns that entertainers are often left in a legal gray area regarding workplace protections. Hanni’s testimony at the Assembly underscored this issue, prompting bipartisan agreement on the need for systemic reforms to address these gaps.