This is the result of investigation and analysis on disciplinary actions and dismissal cases(2,575 cases) - excluding dismissal cases with managerial reasons - that were under discussion in Seoul National Labor Relations Commission during the past 6 years from July, 2002 to June, 2010. Through the research, first we examined current situation and the features of dismissal system: The number of dismissal cases, the rate of remedy and dismissal and rejection, characteristics of applicants and work places, type of employment contract, remedy offered for lack of written reasons for dismissal, dismissed case with valid termination, reasons of rejected cases, analysis of disciplinary dismissal and fair dismissal, monetary compensation order, decision to tentative hiring, case studies on temporary workers. Secondly, we examined concrete effect of changes in dismissal legal system on actual dismissal practice and current status and features of the changes. Thirdly, we studied the meaning of current dismissal system regarding whether the scheme is to present an obstacle against flexibility of labor market due to its rigid provisions or if the inflexibility of labor market stems from other factors. There has been some criticism over the labor law system that it stiffens labor market and should be alleviated. Nevertheless, we were not able to convince such claim. After a synthetic research, we reached a conclusion that the psychological constraint or biased conventional phrases misused in labor policy areas may caused such impression on labor law system. To conduct this research, we also briefly looked into the legislative systems and structure that constitute dismissal legal system.