This planning supervision was conducted targeting 30 local governments with frequent cases of suspected splitting contracts, and the results were truly shocking. As many as 113 cases of violation of the Labor Relations Act were discovered in 28 of the surveyed locations, which proves that the widespread employment instability within the public sector is an institutional evil that goes beyond simple practices. In particular, the ‘364-day contract’ was a clear expedient attempt to intentionally hinder one year of service, which is the requirement for severance pay, and 1,833 workers were deprived of their fair compensation by just one day. These short-term and repetitive contracts are not simply a matter of severance pay, but are directly related to workers' right to survive, and it is difficult to avoid criticism that public institutions are taking the lead in undermining the value of labor.

The violations discovered were not limited to severance pay issues. Despite performing the same or similar work, many cases were discovered in which workers were excluded from various allowances, such as job allowances, family allowances, and holiday bonuses, simply because they were part-time workers. As many as 66 workers experienced discriminatory treatment worth approximately 100 million won. It was revealed that even the basic treatment of workers was ignored, such as not even providing welfare points to 44 people. This shows how strong the invisible wall between regular and non-regular workers in the public sector is, and suggests that the basic labor market principle of equal pay for equal work is not being observed even within public institutions.

The ‘recruitment pre-screening system’ introduced in 2018 to prevent abuse of irregular workers was also ineffective. Seven institutions did not even introduce the system at all, and some institutions hired 240 people without the screening process even though they had a formal system in place. This shows that the government's will to prevent the indiscriminate spread of irregular workers is not working at all on the ground. The fact that many organizations have been caught failing to fulfill even basic legal obligations, such as failing to provide sexual harassment prevention training, clearly reveals how lax the spirit of compliance in the public sector is. This contradictory situation, where the system exists but its operation is neglected, is dragging down the credibility of the public sector to the bottom.

The labor community is strongly criticizing the public sector for this incident, saying that in reality it is no different from ‘evil employers’, and is raising its voice calling for fundamental structural improvement to reduce the total number of non-regular workers. In response to this, the government is coming up with a supplementary measure that pays a certain amount of ‘fair allowance’ to workers whose contract period is less than one year, but there is a high risk that it will only be a short-sighted prescription without fundamental improvement in the employment structure. As Minister of Employment and Labor Kim Young-hoon has pledged that split contracts will no longer be tolerated, strong administrative sanctions and corrections will need to be implemented through large-scale regular inspections of up to 200 locations in the second half of the year. Beyond simply detecting violations of the law, institutional diagnosis as to why the public sector has no choice but to regularly abuse irregular workers must take precedence.