NC Soft's labor and management reached a tentative collective agreement that includes an average annual salary increase of ₩3 million and a review of a 4.5-day workweek. The details were shared with employees via a private channel on the 22nd. The agreement will be finalized if it receives a majority vote from union members during the ratification vote held on the 23rd and 24th.

Regarding wages, the parties tentatively agreed on an average increase of ₩3 million, with a guaranteed minimum of ₩1.2 million for those rated 'Achieve' or higher. A separate one-time bonus of ₩200,000 will be provided to mark the conclusion of negotiations.

Numerous new welfare provisions were added to increase tangible benefits for union members. These include a ₩200,000 gift voucher for employees whose children enter elementary school, and a new long-term service award for three-year employees, providing three days of leave and a ₩300,000 welfare card. A new policy allows employees to receive pay for up to three days of unused annual leave, and existing annual leave can now be used in hourly increments.

Several improvements to the work environment were also included. A new clause mandates that the company must consult with the labor union when considering the introduction of reduced working hour systems, such as a 4.5-day workweek. Regarding workplace harassment, the union will appoint two observers; if a victim requests it, the company must provide investigation results to these observers and diligently consider their feedback.

Transparency in performance evaluations has also been strengthened. The company will provide the union with the distribution ratio of performance ratings and the average salary increase rate for each grade, which the union will treat as confidential.

Additionally, the requirements for medical certificates for paid sick leave have been relaxed from tertiary medical institutions to secondary institutions or higher. Employees who are pregnant or have recently given birth will be granted priority for on-site parking from the time pregnancy is confirmed until one year after childbirth.

A support plan was also established for employees who do not win a spot in the regular parking lottery; if they contract with an external parking facility, the company will cover costs exceeding a ₩70,000 personal contribution, up to a maximum of ₩170,000. Furthermore, the company will ensure that labor union promotional materials are available for employees to pick up voluntarily during new hire orientation.

Notably, the union saw significant growth during this negotiation process. After news broke that management intended to reduce the number of full-time union officials from five to three, a wave of new employees joined the union. The number of headquarters union members, which had dropped to around 800 following voluntary retirement programs and spin-offs, has grown to 1,100 throughout these negotiations.

The official implementation of this tentative collective agreement will be determined by the final results of the union member vote, which concludes on the 24th.