Leave Policies in South Korea

Mandatory Leave Policies in South Korea

In South Korea, the annual leave entitlement is structured based on an employee's tenure and attendance rate. Employees who have worked for at least one year with an attendance rate of 80% or higher are entitled to 15 days of paid annual leave. For those with less than one year of service or an attendance rate below 80%, they are granted one day of paid leave for each month worked. Public holidays are separate from annual leave entitlements and are observed in addition to these days.

Public Holidays in South Korea

In South Korea, 11 public national holidays are observed each year:

Types of Leave in South Korea

Sick Leave

In South Korea, there is no statutory requirement for employers to provide paid sick leave. Eligibility and compensation for sick leave are typically determined by individual company policies. Employers may require medical certificates to validate the need for sick leave, depending on internal regulations.

Paid Time Off

South Korean employment contracts grant a minimum of 11 days of paid leave per year after 1 year of service, plus public holidays. This increases to 15 days after 2-3 years, and from the third year onward, an additional day is added every 2 years, with a cap at 25 days. Carryover of unused leave is at the employer's discretion.

Maternity Leave

In South Korea, pregnant employees receive 90 days of paid maternity leave, extendable to 120 days for complex births. This leave, covering 45 days before and after the due date, is funded by a combination of Social Security and employer contributions.

Large companies pay the full rate for the initial 60 days, with Social Security covering the remaining 30 days. Meanwhile, employees in small companies receive complete government coverage for the entire 90-day period.

Paternity Leave

Fathers in South Korea are entitled to mandatory paid paternity leave for 20 days. The employer covers 5 days, while the remaining 5 days are paid by Employment Insurance. This leave can be taken within 120 days from the child's birth.

Parental Leave

Parents with children under 12 in South Korea can request up to 18 months of full-time or part-time childcare leave. The request, submitted 30 days in advance, is supported by Social Security. If taken within the first year of the child's birth, parents receive increased benefits with up to KRW 2.5 million per month during the first three months of leave, KRW 2 million for months four to six, and KRW 1.6 million thereafter.

Family and Emergency Leave

South Korean labor laws do not mandate specific leave for bereavement or family emergencies. Such leave provisions are typically outlined in individual company policies or employment contracts.

Injury Leave

Employees experiencing work-related injuries in South Korea are eligible for three months of paid leave, receiving 70.00% of their regular salary during this period.

Special Leave Types

Unpaid leave, sabbaticals, career breaks, and study leave are not mandated by South Korean labor laws. The availability and terms of such leave types are generally determined by employers and specified in company policies or employment agreements.

Best Practices for Implementing Leave Policies in South Korea

 
• Compliance: Ensure all leave policies adhere to South Korean labor laws and are clearly communicated to employees.
 
• Documentation: Maintain accurate records of leave taken and require appropriate documentation, such as medical certificates, when necessary.
 
• Flexibility: Offer flexible leave options to accommodate various employee needs, promoting work-life balance.
 
• Policy Review: Regularly review and update leave policies to reflect any changes in legislation or organizational priorities.

Providing Leave Benefits in South Korea With an EOR

A competitive compensation package is critical to attract and retain the best talent, but every country different regulations, customs and expectations. That’s the advantage of using a trusted Employer of Record like Playroll to manage benefits for your global team. They can:

• ‍Handle the benefits admin: Playroll ensures compliant contracts with built-in statutory checks. Add region-specific premium benefits, while we handle administration and employee claims. Manage leave, expenses, and more – all in one easy dashboard.
• ‍Run global payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• ‍Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.