Samsung Electronics and its labor union have concluded a provisional wage agreement, effectively suspending a planned 18-day strike by approximately 48,000 employees.

三星電子與其工會已達成一項臨時工資協議，有效地暫停了原定由約 48,000 名員工參與的 18 天大罷工。

The resolution centers on a revised compensation framework for the Device Solutions (DS) division. Under the proposed terms, a special management performance bonus equivalent to 10.5% of business performance benchmarks will be established. This bonus, which lacks an individual payout cap, is to be disbursed exclusively in company stock over a ten-year horizon, contingent upon the division meeting specific operating profit thresholds: 200 trillion won annually from 2026 to 2028, and 100 trillion won from 2029 to 2035. The allocation mechanism bifurcates the bonus pool: 40% is distributed uniformly across the DS division, while the remaining 60% is weighted by business-unit performance. Consequently, employees within the high-growth memory sector are projected to receive significantly higher incentives—potentially totaling 600 million won—compared to those in the loss-making foundry and System LSI units.

該解決方案的核心在於裝置解決方案 (DS) 部門的修訂補償框架。根據擬定條款，將設立一項相當於業務表現基準 10.5% 的特別管理績效獎金。此獎金不設個人發放上限，且將在十年期限內僅以公司股票形式發放，前提是該部門需達到特定的營業利潤門檻：2026 年至 2028 年每年 200 兆韓元，以及 2029 年至 2035 年每年 100 兆韓元。分配機制將獎金池分為兩部分：40% 在 DS 部門內統一分配，而其餘 60% 則根據業務單元的表現加權分配。因此，高成長的記憶體部門員工預計將獲得顯著更高的激勵金——總額可能達 6 億韓元——而虧損的晶圓代工與 System LSI 部門則較低。

This rapprochement has precipitated broader institutional and economic concerns. The Korea Enterprises Federation and various analysts suggest that this profit-linked model may serve as a template for other sectors, including shipbuilding and automotive industries, potentially inducing a systemic shift toward performance-based compensation. Such a trend could exacerbate labor market duality, as smaller enterprises may lack the fiscal capacity to compete with conglomerate-level incentives, thereby intensifying talent migration. Furthermore, critics argue that prioritizing short-term operating profit for bonuses might diminish long-term research and development investment.

這次和解引起了更廣泛的制度與經濟擔憂。韓國企業聯合會及多位分析師指出，這種與利潤掛鉤的模式可能會成為其他產業（包括造船與汽車業）的模板，潛在引發向績效導向薪酬的系統性轉型。 such a trend 可能會加劇勞動力市場的雙軌現象，因為小型企業可能缺乏與財閥級別激勵措施競爭的財力，進而加劇人才流失。此外，批評者認為，優先考慮短期營業利潤以發放獎金，可能會減少長期的研究與開發投資。

Legal and financial complexities have also emerged. The Korea Shareholder Action Headquarters has challenged the legality of the agreement, asserting that the use of pretax operating profit for bonuses without shareholder approval may violate the Commercial Act and breach fiduciary duties. Financially, the commitment to pay bonuses in shares may necessitate an acceleration of treasury share buybacks, as current holdings are estimated to be insufficient to cover the projected 31.5 trillion won payout under certain profit scenarios.

法律與財務上的複雜問題也隨之而來。韓國股東行動總部對該協議的合法性提出質疑，聲稱在未經股東批准的情況下使用稅前營業利潤發放獎金，可能違反《商法》並違反信託義務。在財務方面，承諾以股份支付獎金可能需要加速庫藏股回購，因為據估計，目前持有的股份不足以支付在某些利潤情景下預計的 31.5 兆韓元支出。

While the tentative deal has stabilized Samsung's immediate operations and positively influenced market indices, it remains subject to a union membership vote and potential legal challenges from shareholders.

雖然這項初步協議穩定了一三星的即時營運並對市場指數產生正面影響，但仍需經過工會會員投票，且可能面臨股東的法律挑戰。