South Korea’s Middle-Aged Job Market: Layoffs, Childcare, and the Quest for Reemployment
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Seoul, South Korea – A new survey by the Korea Businesswomen Association reveals the hurdles faced by South Koreans aged 40-50 seeking re-employment.The study, released today, June 30, 2025, sheds light on the differing reasons for job separation between men and women, and the key factors influencing their return to the workforce.
key Reasons for Job Separation
For men in this age group, the primary reason for leaving their previous employment was “layoffs and advice resignation,” accounting for 22.5% of respondents. Othre significant factors included seeking better working conditions (16.4%), health problems (15.8%), and pursuing new job opportunities (14.2%).
In contrast, women cited “parenting, care, and lyrics” as the leading cause for job separation, with a staggering 43.2% attributing their departure to these responsibilities. Business closures (11.2%), health issues (10.4%), and arrangement/recommendation resignation (8.1%) were also contributing factors.
Did You Know? South Korea’s fertility rate is among the lowest in the world, contributing to the challenges faced by women balancing work and family [1].
The Importance of Wages and Working Hours
when considering re-employment, men prioritized wage levels (33.7%), while women placed greater emphasis on working hours (49.6%). The survey indicated that middle-aged job seekers are willing to accept an average annual salary of 41.49 million won (before tax), which represents approximately 75% of their previous earnings.
The desire for flexible work arrangements and part-time opportunities was also highlighted,with 22.2% of respondents expressing support for expanding middle-aged-friendly employment options. Strengthening job training and career transition support for this demographic was favored by another 22%.
The Impact of Economic Recession
lee Sang-ho, head of the Economic Industry Division, emphasized the impact of the economic recession on the employment landscape for older adults. He stressed the need for customized employment support policies to prevent the 4050 generation, a crucial segment of the economy, from being marginalized.
Pro Tip: Consider networking with industry peers and attending job fairs specifically targeted at middle-aged professionals to increase your chances of finding suitable employment.
re-employment Factors for Middle-Aged Job seekers
| Factor | Men | Women |
|---|---|---|
| Layoffs/Resignation | 22.5% | 8.1% |
| Better Working Conditions | 16.4% | N/A |
| health Problems | 15.8% | 10.4% |
| Childcare/Caregiving | N/A | 43.2% |
| Business Closure | N/A | 11.2% |
| Wage Level (Priority) | 33.7% | N/A |
| Working Hours (Priority) | N/A | 49.6% |
What strategies do you think would be most effective in supporting middle-aged workers seeking re-employment?
How can companies better accommodate the needs of working parents, especially mothers, to improve workforce participation?
evergreen Insights: The Evolving Landscape of Middle-Aged Employment
The challenges faced by middle-aged job seekers are not unique to South Korea. Globally, this demographic ofen encounters ageism, skill obsolescence, and difficulties adapting to rapidly changing industries. Though, their experience, stability, and strong work ethic make them valuable assets to employers willing to invest in their training and development. As populations age, addressing the needs of middle-aged workers will become increasingly crucial for economic stability and growth.
Frequently Asked Questions About Middle-Aged Re-employment in South Korea
Disclaimer: This article provides general data about employment trends and should not be considered as professional financial or career advice.
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