Parental Leave Pay
Pay during parental leave.
Official basis · some exemptions excludedBased on 2026 rulesSources: Employment Insurance Act · Employment Insurance
Total estimated pay
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| Month | Payment (KRW) |
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Months 1–6 pay 100% of ordinary wage and months 7 onward pay 80%, within the upper and lower limits.
What is parental leave pay?
Parental leave pay is paid by employment insurance to employees on leave to care for a child aged 8 or under. It is based on ordinary wage with tiered rates and monthly caps.
Rate and cap tiers (2026)
- Months 1-3: 100% (cap 2.5M). Months 4-6: 100% (cap 2M). Months 7-12: 80% (cap 1.6M). Floor 700,000/month for all tiers.
No more deferred payment
The former scheme that withheld part of the pay until 6 months after returning to work has been abolished as of 2026 — the full monthly amount is paid as it accrues.
Who can take parental leave, and until when
Parental leave is a right granted to an employee who actually raises the eligible child, and it applies separately to the father and the mother. That means both parents can take leave at the same time or one after another, with each person's leave period and pay calculated independently.
Exact eligibility requirements, such as employment insurance enrollment periods, can vary by employer policy and applicable law, so before applying, check with your HR department and the latest guidance on the Employment Insurance website.
Leave doesn't have to be taken all at once
Parental leave doesn't need to be used in one continuous block. Within the eligible child's age window, it can be split into multiple periods — for example, taking part of it right after birth and the rest later as the child grows.
The number of allowed splits and the minimum period per split are set by implementing regulations, so check the latest guidance on the Employment Insurance website before planning your leave.
When and how to apply for the pay
Parental leave pay isn't handled by the employer — the employee on leave applies directly to their local employment center each month. Applications typically must be filed within a set window after each month's leave period ends, and missing that window can forfeit pay for that period.
It helps to plan your application schedule from the moment leave begins. Check the Employment Insurance website for exact deadlines and required documents.
Eligibility, splitting leave, and the both-parents bonus
The rates and caps are in the table above. What changes the actual amount is when and how the leave is split — using it alongside the other parent raises the cap.
Who can take it, and for how long
Available to workers raising a child aged eight or under, or in the second year of primary school or below — either condition suffices. Adopted children are included.
The entitlement is one year per child per parent, so a household can use up to two years for the same child. Twins are treated as a single birth with an entitlement for each child.
Employers cannot refuse a qualifying request, except from workers with under six months' continuous service. The leave period counts toward length of service for severance and annual leave.
The pay has its own insurance condition
Taking leave and being paid for it are separate. Leave is a statutory right, but the payment comes from employment insurance and requires 180 or more insured days in total — periods with previous employers may count.
Claims can be made from one month after the leave starts and must be filed within 12 months of it ending; after that the right lapses. Most people claim monthly.
Earning income elsewhere during the leave can reduce or suspend payment, and starting a new job ends it from that point.
Splitting the leave and using it together
Leave need not be taken in one block. Splitting it allows placement around the child's needs — a spell when nursery starts, another around the beginning of school.
Where both parents use leave for the same child, the cap rises for the first few months. It applies whether the leave overlaps or follows on, raising the payment for the second parent to take it.
Reduced working hours for childcare are an alternative, and unused leave entitlement can be converted into that reduction — extending the period without cutting income entirely.
Protections on return
Dismissal or detrimental treatment because of parental leave is prohibited, and the worker must return to the same job or one at the same pay level. Demotion or a lower-paid post breaches this.
Dismissal is barred for 30 days after the leave ends, except where the business can no longer continue.
Breaches can be reported to the Ministry of Employment and Labor; dismissal or detriment on these grounds carries criminal penalties.
Legal basis
- Parental leave — Equal Employment Opportunity Act art. 19
- Reduced hours for childcare — same Act art. 19-2
- Parental leave benefit — Employment Insurance Act art. 70
- Claim deadline — Employment Insurance Act art. 70(2)
- Protection from detriment and right to return — Equal Employment Opportunity Act art. 19(3)-(4)