Teh Harsh Reality of Childbirth and Childcare in the Workplace

Despite the existence of parental protection systems, many workers in South Korea face significant challenges when it comes to utilizing them. A recent report by the civic group Workplace 119 highlights the difficulties employees encounter when attempting to take maternity or parental leave.

The group’s findings, based on 58 consultations and reports from June to late May, reveal a disturbing trend: employees often face pressure to resign or have their contracts terminated shortly after announcing their pregnancy or requesting parental leave.

One particularly egregious case involved an employee, Mr. A,who was pressured to resign after informing his company of his pregnancy. The company reportedly continued to pressure him until he signed a resignation letter.

Beyond outright termination, employees also reported facing other forms of discrimination.Some were reassigned to physically demanding roles despite their pregnancy, while term officials faced difficulties in renewing their contracts after returning from parental leave. Some even faced disparaging remarks, such as being told they receive more money than the officials and use parental leave.

A System in Name Only?

The perception that parental leave is arduous to access remains widespread. A survey of 1,000 workers nationwide, commissioned by polling agency Global Research in February, found that a significant portion of respondents felt unable to freely utilize these benefits.

• 36.6% said the use of prenatal leave is not free.
• 42.4% said the use of parental leave is not free.

The survey also revealed disparities based on employment status and workplace size. Non-regular workers were more likely than regular workers to report difficulties accessing both maternity and parental leave, with a difference of more than 15 percentage points. Access to these systems was also lower in workplaces with fewer than 30 employees and among non-union workers.

The situation is particularly dire in small businesses. Nearly half of private workplaces with less than five employees reported that the use of maternity leave is not free.

Gender Disparities in Perceived Accessibility

Women are considerably more likely than men to perceive difficulties in accessing maternity and parental leave. The survey revealed a stark contrast in perceptions between genders:

• 47.7% of women felt maternity leave was not freely accessible, compared to 27.7% of men.
• 49.2% of women felt parental leave was not freely accessible, compared to 36.9% of men.

This 20 percentage point difference highlights the unique challenges women face in navigating parental leave policies.

Call for Action

Kim Se-ok, an activist with Workplace 119, emphasized the need for proactive measures to address the systemic barriers preventing workers from accessing parental leave. We need to have concerns and countermeasures for the structure that the system is not enough to reach the workplace, Kim stated.

FAQ: Parental Leave in South Korea

What is parental leave?

Parental leave is a period of job-protected leave granted to employees to care for their newborn or newly adopted child.

Who is eligible for parental leave?

Eligibility requirements vary,but generally,employees who have worked for a certain period are eligible.

Is parental leave paid?

the extent to which parental leave is paid can vary. Some employers offer fully paid leave, while others offer partial pay or unpaid leave, frequently enough supplemented by government benefits.

What should I do if my employer denies me parental leave?

Consult with a labor rights organization or attorney to understand your rights and options.