Korea’s parental leave benefit provides employment-insurance payments to eligible workers who take leave to care for a child. Reforms that removed the deferred post-return payment and raised early-month ceilings have made more of the benefit available during leave.
What Is the Parental Leave Benefit?
The benefit is paid through Employment Insurance to a worker taking parental leave for a child aged eight or younger, or in the second grade of elementary school or below. It is not ordinary wages paid by the employer.
No Deferred Post-Return Payment
Under the former system, part of the benefit was withheld until the employee returned to work and remained employed for a specified period. That deferred-payment structure was abolished beginning in 2025, allowing the monthly benefit to be paid during leave under the current rules.
How Much Can You Receive?
The benefit is calculated from ordinary wages, subject to monthly ceilings that vary by the stage of leave.
- Months 1–3: Generally 80% of ordinary wages, subject to a ceiling of up to KRW 2.5 million per month under the reformed schedule
- Later months: The percentage and ceiling adjust in stages according to the current payment schedule
When both parents take leave for the same child, the 6+6 parental leave arrangement may provide enhanced early-month payments. Both parents must use qualifying parental leave, and the exact amounts depend on their ordinary wages and timing.
Eligibility
- Child’s age: Age eight or younger, or second grade of elementary school or below
- Employment Insurance history: Generally at least 180 insured days before parental leave begins. Eligible periods from previous jobs may count.
Workers in nonstandard forms of employment should confirm whether their employment-insurance coverage provides parental leave benefits. Check through Work24, the Korea Workers’ Compensation & Welfare Service, or the employment center.
Length and Division of Leave
- Generally up to one year per parent for each child
- Potential extension to one year and six months when the conditions for shared parental leave or another qualifying circumstance are met
- Leave can generally be divided into permitted segments; different rules can apply to leave used during pregnancy
How to Apply
- Notify the employer before the planned start date, commonly at least 30 days in advance.
- After leave begins, apply for the benefit online through Work24 or through the applicable employment center process.
- The first monthly benefit is generally requested after one month of leave.
- Do not miss the statutory claim deadline. Delayed claims beyond the permitted period may be denied.
- In Work24, open the maternity and parental leave section and select the parental leave benefit application.
Check Local Additional Support
Some local governments operate separate incentives for residents taking parental leave. Amounts, duration, residence conditions, and employer requirements vary, so check the city, county, district, or local community service center.
Practical Tips
- If both parents plan to take leave, coordinate timing after reviewing the 6+6 benefit rules.
- Confirm total Employment Insurance coverage, including eligible periods from earlier employers.
- Ask the employer to submit required confirmation information promptly.
- Check current monthly ceilings and the claim deadline through Work24 before leave begins.
- Review any local-government parental leave incentive in addition to the national benefit.
This article provides general information. Payment amounts, eligibility, and leave rules may change and depend on individual employment history. Confirm current terms through Work24, the responsible employment center, or the Korea Workers’ Compensation & Welfare Service.