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The Supreme Court of Korea held on March, 2012 that a periodical bonus paid in every three months should be included in a regular rate under certain requirments. The case law brings very hot discussions to the Korean industrial society. So an author suggests some ideas for a legislative reform with respect to a current regular rate system in this article. First, where an employer does not pay additional compensation based on the regular rate against extended work, night work and holiday work, he owes penal responsibility under the Labor Standards Act. A definition of the regular rate is, nevertheless, stipulated not just in the Act, but only in its executive order. A periodicity and an uniformity are, futhermore, only stipulated as a definition of a regular late. Then I suggest that the definition of the regular rate should be stipulated not in the order, but in the Act. And the Act or its executive order must positively provides kinds of bonus, benefit and the other to be included in the regular rate. Simultaneously, of course, the Act or its executive order also excludes another kinds of bonus etc. from the regular rate. Second, it is possible for an employer to grant a replacement holiday in stead of paying an additional compensation by an agreement between an employer and an union qualified or a representative of employees. In this case, however, some limitations on the agreement should be introduced, and at least some part of compensations must be secured for an employee concerned to curtail working hours. Third, where a scope of a regular rate is extended by an amendment of the Act, a rate of an additional compensation that is now 50% of the regular rate may need to be adjusted to the 50% and less.