Maternity Leave and Parental Leave

Korea's statutory maternity and parental leave are governed jointly by the Labor Standards Act, the Equal Employment Opportunity Act, and the Employment Insurance Act. Foreign workers employed in Korea on a regular or contract basis with the four social insurances enjoy the same entitlements.

Pre- and post-natal leave (mother)

• A total of 90 days (120 days for multiples), with at least 45 days after delivery (60 days for multiples).
• Pay: 100% of ordinary wages — the first 60 days are paid by the employer (at large companies), with the remaining 30 days plus the entire period for priority-support SMEs covered by 고용보험 (Employment Insurance) up to about ₩2.1 million/month (2026 expansion under review).
• Miscarriage and stillbirth leave is also separately granted, ranging from 5 to 90 days depending on gestational age.

Spouse (father) maternity leave

• 10 paid days (expanded in 2024) — under review for further extension to 20 days.
• Can be split and used within 90 days of birth; mandatory for the employer.

Parental leave (육아휴직)

• Available to parents of a child aged 8 or younger or in 2nd grade or below — up to 1 year per child, usable separately by each parent (combined total of up to 1.5–2 years per couple, expanding in stages).
• Can be split (typically into 2–3 portions).
• Employers cannot refuse without legitimate cause and must guarantee the same or equivalent role on return.

Parental leave benefits (Employment Insurance)

• 80% of ordinary wages (monthly cap roughly ₩1.5–2.5 million, floor around ₩700,000) — adjusted yearly by policy.
• 6+6 Parents' Parental Leave Scheme: When each parent uses 6 months, the cap is raised for the first 6 months (up to about ₩4.5 million/month) — an incentive for both parents to take leave.
• Post-payment portion (사후지급금): A portion of the benefit is paid after returning to work for at least 6 months (designed to discourage attrition).

Reduced working hours during the child-rearing period

• Instead of full leave, parents may use shortened hours of 1–5 hours/day for up to 2 years (combined with parental leave).
• Employment Insurance shortened-hours benefit compensates for the wage reduction.

From a foreign-origin resident's perspective

• Holders of F-2, F-5, F-6, or E-series and other employment-eligible visas who are enrolled in 고용보험 (Employment Insurance) at a Korean workplace are entitled to maternity and parental leave benefits on the same terms as Korean workers.
• If your visa expires during leave, check with immigration in advance about extension (there are many cases of visa renewal during parental leave).
• If you receive maternity benefits from both your home country and Korea, double-receipt restrictions may apply — check both the social security agreement and domestic law.
• After acquiring Korean citizenship, you receive all the same support as Korean nationals plus cash benefits like 첫만남이용권 and 부모급여 (see the family module).

How to apply

• Maternity leave: Apply to your employer → employer files with Employment Insurance → mother applies for benefits at the 고용센터 (Employment Center) via 고용24.
• Parental leave: Submit a written application to your employer at least 30 days before the start date → claim benefits monthly or in a single batch from the 고용센터.

Things to watch

• If your workplace is not enrolled in Employment Insurance or is in arrears on premiums, your benefits will be disrupted, so verify four-insurance enrolment when you join.
• Unfair dismissal or retaliation during leave is prohibited by law, but workplace reality varies — use the labor counselling line (1350) when needed.
• Caps, floors, and durations change frequently each year. Figures here are estimates.

Official guidance: Ministry of Employment and Labor, 고용24 (Work24), Ministry of Gender Equality and Family, Labor Counselling 1350