South Korea Employment Guide

South Korea, located in East Asia on the southern half of the Korean Peninsula, has a population of about 52 million and a highly developed economy driven by technology, automotive, shipbuilding, and electronics industries. Employment in South Korea is regulated by the Labor Standards Act, which covers working hours, minimum wage, overtime, paid leave, termination, and workplace safety. Employers must also comply with national health insurance, pension, and social security contributions. South Korea emphasizes employee rights and workplace fairness, and foreign workers must adhere to the same labor regulations as local employees.

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Currency

South Korean Won (KRW)

Capital

Seoul

Official language

Korean

Salary Cycle

Monthly

Our Employment Guide in South Korea

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Maternity Leave Policy in South Korea

Expectant employees in South Korea are entitled to 90 days of fully paid maternity leave. A minimum of 45 days must be utilized following childbirth. During this period, employees receive their full average salary. The financial responsibility is shared: employers cover 60 days of payment, while the remaining 30 days are reimbursable through social insurance funds.

Employees have the option to extend their leave using available parental leave benefits.

Paternity Leave Entitlements

New fathers qualify for 10 days of paid paternity leave at 100% of their average salary. This compensation is fully covered by social security funds, ensuring no direct cost to employers.

Similar to maternity leave, this period can be extended through parental leave provisions.

Comprehensive Parental Leave System

South Korea's parental leave framework offers substantial flexibility. Each parent can access up to one year of leave per child, with a combined maximum of two years per household. Leave can commence 45 days after childbirth and may be taken simultaneously by both parents.

The compensation structure operates as follows:

Months 1-3: 75% of 80% of average salary (capped at ₩1.5 million), with remaining 25% payable after six months
Months 4-12: 50% of average salary (capped at ₩1.2 million)

These payments are administered through government channels rather than employer resources.

Sick Leave Provisions

South Korean labor regulations do not mandate paid sick leave for non-work-related illnesses or injuries. Companies like SailGlobal often implement supplemental policies to address this gap in statutory coverage.

International Comparison: Best Practices

While South Korea's parental benefits demonstrate progressive thinking, global HR leaders should note variations. Scandinavian countries typically offer more generous paid leave durations, while U.S. companies often rely on private insurance supplements. SailGlobal's cross-border expertise helps multinational organizations navigate these complexities.

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