One of General Union’s most important areas of work in 2025 was confronting the widespread misclassification of English teachers as “freelancers” in the private language school industry.

This problem has been recognized for years. A court ruling against NOVA beginning in 2019 and upheld on appeal in 2020 confirmed that instructors labeled as freelancers were, in reality, workers under the Labor Standards Act. Recognition of employment status means access to paid leave, enrollment in employment insurance, health insurance and pension coverage, and meaningful protection against sudden dismissal or non-renewal. 

While this double ruling established a strong legal foundation, bogus freelancing has persisted across the sector, largely because individual workers often lack both awareness of the issue and the ability to challenge their classification on their own. In 2025, complaints related to freelance misclassification increased, bringing the issue back to the forefront.

At JO International, a worker was dismissed mid-contract without a clear explanation. When General Union sought to negotiate, the company refused, claiming that they did not recognize the worker’s right to collective bargaining as a freelancer. The union filed a complaint with the Labor Commission, which immediately recognized the member’s status and is working with the union toward resolution. This response underscored that public institutions understand how such classifications are being used to avoid responsibility.

At the same time, General Union engaged in sustained negotiations at AEON regarding workers in the Online division. Many of these instructors had been working hours sufficient to qualify for employment insurance, health insurance, and pension coverage for a decade or more, yet remained on freelance agreements. After nearly a year of negotiations, unionized AEON Online instructors were converted to employment contracts on October 15. Along with access to social insurance and paid leave, all members were placed on unlimited-term contracts, securing both benefits and long-term job stability.

These outcomes mattered not only for the workers directly involved, but for what they demonstrated. Bogus freelancing must be challenged. When workers organize collectively and persist in negotiations, companies can be compelled to recognize the reality of the employment relationships they have long denied.

Looking ahead to 2026, General Union is building on this work by organizing workers currently on freelance agreements and establishing new workplace branches. Preparations are already underway to advance the same demand for employment recognition at another company immediately after the new year. We’ll continue working to ensure that workers who are effectively employees are treated as such, with the protections and security they are entitled to.