New ‘NewJeans Hanni act’ proposed at National Assembly to combat workplace bullying against idols

A new bill was introduced to the National Assembly, now temporarily dubbed the ‘NewJeans Hanni act’, to prevent the workplace harassment of those under special contracts, including K-pop idols.

• READ MORE: HYBE-ADOR feud: a comprehensive timeline of events

According to Women News, South Korea’s Progressive Party representative Jeong Hye-kyung held a press conference on November 26 announcing the proposed amendment. This change in the Labour Standards Act is aimed at further preventing workplace harassment, particularly for those who aren’t currently legally classified as employees.

Representative Jeong emphasised that everyone is entitled to protection “regardless of income, employment relationship, or contractual relationship,” per translations by Koreaboo. 

The proposal of this bill comes about a week after South Korea’s Ministry of Employment and Labour had dismissed claims of workplace bullying faced by NewJeans at HYBE on November 20, filed by fans on behalf of the group.

The petition alleged that member Hanni in particular was subject to workplace bullying within HYBE, the parent company of her label ADOR. Hanni herself made similar claims during her testimony at a National Assembly meeting on October 15. “I came to the realisation that this wasn’t just a feeling. I was honestly convinced that the company hated us,” she said at the time.

When the case was dismissed, the Ministry explained that K-pop idols were not legally classified as employees under current South Korean law due to the nature of management contracts signed by idols. They are instead classified “exceptional entities”, therefore not protected by law as a result.

Representative Jeong told press in her statement: “Not just Hanni of NewJeans, but there are many people in the workforce who are not protected under this law because the current law only prohibits workplace bullying in employer-employee dynamics.”

The new bill establishes new and special provisions for both labour providers and entertainers by putting in place mandatory regulations to be observed by employers in cases of third-party harassment. It also introduces penalties for both perpetrators and employers who fail to take the appropriate action in events of harassment. The amendment has not yet been passed as of writing.

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