IT Home News, March 8th – According to South Korea's *Chosun*, the Samsung Electronics Union Joint Struggle Headquarters will hold a strike vote among all union members from March 9th to 18th. The final result will determine whether a large-scale strike will be launched, a move that has already raised concerns in the market about the production of Samsung's core semiconductor products. Notably, even before the strike decision is finalized, the union has already announced its policy, explicitly stating that it will "impose unfavorable treatment on employees who do not participate in the strike."
This move has directly sparked heated debate in the industry regarding a "blacklist," highlighting the intensity of this labor-management struggle. It is understood that the union headquarters consists of three main entities: the Samsung Electronics branch of the non-corporate union, the All-Samsung Electronics Labor Union (All-Samsung Labor), and the Samsung Electronics Labor Union Association. Currently, it has approximately 89,000 members, accounting for more than 60% of all Samsung Electronics employees. This large membership base means that if a strike is launched, it will have a significant impact on the company's operations. Market analysts point out that Samsung's Pyeongtaek plant is a major production base for its core semiconductor products such as high-bandwidth memory (HBM). Currently, the AI boom is causing strong demand and tight capacity in the HBM market. If the strike goes ahead, it will likely affect the production schedule and delivery time of related products. The union headquarters has clearly stated that if the strike vote receives majority support and the right to strike is successfully obtained, subsequent actions will proceed as planned: a first rally will be held in Pyeongtaek on April 23, followed by an 18-day general strike from May 21 to June 7. The core issue of this labor dispute is the rules for distributing excess profit incentives (OPI)—currently, Samsung Electronics distributes OPIs to employees up to 50% of their annual salary, and the total bonuses for each department cannot exceed 20% of its excess profits. The union is explicitly demanding that Samsung follow the example of its competitor SK Hynix and completely eliminate this incentive cap, allowing employees to more fully share in the company's performance bonuses. To ensure the strike proceeds smoothly, the union is taking strong measures to pressure employees to participate.
On March 5, Choi Seung-ho, president of the non-corporate union, publicly stated that during the strike, the union's executive committee planned to occupy the Pyeongtaek office building and hold rallies to put pressure on the company's management. He further clarified, "If any employees continue to work for the company during the strike, the union will compile a special list and prioritize these employees in future union-negotiated matters such as forced job transfers and layoffs." In addition, the union announced that it would officially operate a whistleblower reporting center during the strike, offering rewards to whistleblowers who report and support company management, thereby strengthening the constraints and guidance on employees. Background information indicates that Samsung Electronics' performance in 2025 is impressive, particularly in its semiconductor business (DS division), which benefits from strong demand in the HBM and general DRAM markets, leading to a significant increase in employee OPI (Optical Performance Income) payouts. The Mobile Experience (MX) division even reached the 50% cap. Meanwhile, its competitor SK Hynix introduced more attractive incentive policies in 2025, not only removing bonus caps but also including 10% of annual operating profit in the bonus pool and introducing a combined cash and stock incentive model. This has become a key factor in the current pressure exerted by the Samsung union. Currently, Samsung Electronics has not publicly responded to the union's demands or strike plans. The subsequent power struggle between labor and management and the voting results warrant continued attention.
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