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A method by which an employer attempts to weaken a labor union's activities using unfair means to interfere with the labor union's activities. If an employer commits an unfair labor practice, it is recognized as a violation of the three basic labor rights and is subject to punishment.
The types of unfair labor practices are as follows.
① An act of dismissing a worker or giving them disadvantages on the grounds that the worker joined or attempted to join a labor union, attempted to organize a labor union, or performed other legitimate activities for the labor union's operations.

③ An act of refusing or neglecting to conclude a collective bargaining agreement with a labor union or to engage in collective bargaining without justifiable reason.
④ An act of dominating or intervening in the organization or operation of a labor union, or providing salary support to full-time union officials or aiding the union's operating expenses.
⑤ An act of dismissing or giving disadvantages to a worker on the grounds that the worker participated in a legitimate industrial action or reported the employer's unfair labor practice. Here, giving disadvantages to a worker includes not only dismissing the worker for their legitimate labor union activities but also reassigning them to unfavorable tasks or locations or issuing transfers. However, most employer unfair labor practices such as dismissals or transfers are often carried out by citing superficial reasons or in conjunction with the worker's own faults. Additionally, since the burden of proof for unfair labor practices lies with the worker claiming it, it is very difficult to identify the employer's unfair labor practices. Even if there is a concurrence of the worker's fault or the employer's superficial reason, if there is a fact of the employer's unfair labor practice, the unfair labor practice is established.