Talent Exodus Crisis Emerges! Over 80% of Samsung Foundry Employees Threaten to Quit Over Internal Bonus Disparity

In May this year, Samsung Electronics memory division employees successfully pressured management to raise bonuses by threatening strikes. However, this temporary resolution to labor-management tensions has now triggered a chain reaction, leading to severe internal imbalances and a talent exodus crisis within the group.

According to the newly announced Special Management Performance Bonus Plan, Samsung will allocate 10.5% of its operating profit as bonuses, with the memory division—the top contributor—emerging as the biggest beneficiary.

Data indicates that employees in this division could receive bonuses up to three times higher than those in the System LSI and foundry divisions, and over a hundred times more than employees in consumer electronics divisions such as home appliances, TVs, and smartphones.

This extreme wage gap has intensified internal employee fragmentation. According to the latest survey by the United Enterprise Union, as high as 81.5% of respondents from Samsung's foundry division expressed intent to leave, while the core logic chip design division (LSI) reported 75.4%, and the semiconductor R&D center reached 60.6%. In contrast, the well-compensated memory division showed only 32.7% turnover intention.

Overall, the average turnover intention across Samsung's semiconductor business stands at 49.5%. Previously, there were even reports of Samsung mobile division employees coming to work in mourning attire to protest.

This phenomenon poses a challenge to South Korea's national semiconductor strategy. The South Korean government is pushing a plan to double memory production capacity by 2030, with Samsung and SK Hynix as key implementers. However, amid declining internal morale, it remains uncertain whether Samsung can maintain its technological leadership and retain core talent.

Choi Seung-ho, president of the United Enterprise Union, stated that the survey results accurately reflect the current crisis. He urged Samsung's leadership to take the issue seriously, swiftly implement effective countermeasures, and include it in the 2027 wage and collective bargaining agenda to prevent a talent gap that could damage the company's competitiveness.