The Work Council in South Korea plays an important, albeit limited, role in the system of employee participation, functioning primarily as a consultative body between employees and employers. The South Korean work council shares certain similarities with the German model of co-determination; however, its nature, scope of authority, and effectiveness are heavily influenced by the local cultural and legal context. Limitations such as the lack of binding decision-making power, unclear election procedures, and insufficient employee representation significantly weaken its effectiveness. The South Korean work council system should better respond to the needs of the modern labor market, which requires legislative and organizational re forms that support the sustainable development of enter prises and the improvement of employee well-being. It is difficult to compare the Korean work council with trade unions or employee councils in Poland. It is important to note that the work council is a body partially elect ed by the employer. Although it holds competencies simi lar to those of employee representative bodies in Poland, its underlying concept is fundamentally different, based on cooperation and mutual trust with the employer, rather than potential conflict.