South Korea, one of Asia’s fastest-growing economies, is a global hub for technology, finance, automotive, and cultural exports. With a highly educated workforce and strong government support for innovation, it attracts multinational companies looking to expand by hiring in South Korea. However, entering the Korean market requires strict compliance with employment laws.
One of the most important aspects of compliance is understanding the leave policy in South Korea, which protects employee rights, promotes work-life balance, and reflects the country’s labor standards under the Labor Standards Act (LSA).
This guide provides global employers, HR managers, and employees with a detailed overview of leave entitlements in South Korea, including annual leave, maternity and paternity leave, sick leave, public holidays, and other special leave categories.
Table of Contents
- Adoption Leave in South Korea
- Earned Leave (Annual Leave) in South Korea
- Maternity Leave in South Korea
- Parental Leave in South Korea
- Paternity Leave in South Korea
- Public Holidays in South Korea
- Sick Leave Policy in South Korea
- Casual Leave in South Korea
- Unpaid Leave in South Korea
- Other Special Leave Types in South Korea
- Digital Leave Management in South Korea with Asanify AI
- FAQs on Leave Policy in South Korea
Adoption Leave in South Korea
South Korea recognizes adoption leave to support parents welcoming adopted children into their families.
- Duration: Adoptive mothers receive 90 days of adoption leave, matching maternity leave.
- Eligibility: Applies when adopting a child under six years old.
- Payment: Employers cover the first 60 days, and the government reimburses for the remaining 30 days under employment insurance.
- Employer Responsibility: Employers must process adoption leave without discrimination and update payroll processing to reflect government reimbursements.
Earned Leave (Annual Leave) in South Korea
The Korean Labor Standards Act governs annual leave and ties it to length of service.
- Employees who complete one year of continuous service receive 15 days of paid annual leave.
- Employees with less than one year of service earn 1 day of leave per month worked.
- After 3 years of continuous service, employees earn 1 extra day of leave every 2 years, up to a maximum of 25 days.
- Employers must manage leave records and ensure payouts for unused leave are correctly processed.
For global companies, Employer of Record Services South Korea ensure correct leave accruals and payouts are integrated into payroll.
Maternity Leave in South Korea
Maternity leave is one of the most important statutory entitlements in South Korea.
| Feature | Details |
| Maternity Leave | 90 days (120 days for multiple births) |
| Prenatal Leave | At least 45 days before due date |
| Postnatal Leave | Minimum 45 days after delivery |
| Payment | First 60 days paid by employer, remainder reimbursed by Employment Insurance |
| Job Protection | Employers cannot dismiss employees during maternity leave |
Employers must ensure compliance by submitting claims and integrating maternity leave entitlements into payroll processing systems.
Suggested Read: Employer of Record South Korea: A Comprehensive Guide
Parental Leave in South Korea
Parental leave provisions in South Korea are generous, promoting family care responsibilities for both parents.
| Type of Parental Leave | Duration | Details |
| Parental Leave (per parent) | Up to 1 year | Available to either parent until the child reaches 8 years old or 2nd grade in elementary school |
| Payment | Subsidized by Employment Insurance, capped at monthly wage limits | |
| Flexibility | Leave may be taken full-time or part-time |
Global Contractor Management services often help foreign companies administer these benefits while aligning them with global policies.
Paternity Leave in South Korea
Paternity leave entitlements ensure fathers can participate in childcare immediately after birth.
- Fathers are entitled to 10 days of paid paternity leave, which must be taken within 90 days of the child’s birth.
- Employers cover wages, with partial reimbursement available from Employment Insurance.
- Employees can take leave consecutively or split into two segments.
Employers must allow scheduling flexibility while ensuring compliance.
Public Holidays in South Korea
South Korea observes both fixed and lunar-calendar public holidays. In 2025, employees are entitled to the following statutory holidays:
| Holiday | Date (2025) |
| New Year’s Day | 1 January |
| Seollal (Lunar New Year) | 28–30 January |
| Independence Movement Day | 1 March |
| Children’s Day | 5 May |
| Buddha’s Birthday | 6 May |
| Memorial Day | 6 June |
| Liberation Day | 15 August |
| Chuseok (Harvest Festival) | 6–8 October |
| National Foundation Day | 3 October |
| Hangeul Day | 9 October |
| Christmas Day | 25 December |
Employers must grant paid leave on these days and adjust for substitute holidays when overlaps occur. Payroll processing should account for public holiday pay.
Sick Leave Policy in South Korea
Unlike many countries, South Korea does not provide statutory paid sick leave under the Labor Standards Act. However, provisions exist:
- Employers are required to grant unpaid sick leave when supported by medical certification.
- Paid sick leave may be provided under collective agreements or company policies.
- Industrial accidents and work-related illnesses are covered by Workers’ Compensation Insurance, ensuring wage replacement.
Global employers often rely on Employer of Record Services South Korea to design competitive sick leave policies aligned with international standards.
Casual Leave in South Korea
Casual leave is not explicitly defined under labor law, but employers often grant short-term leave for emergencies or family obligations.
- Typically discretionary, ranging from 1–3 days.
- Often covered under company HR policies rather than statutory entitlement.
- Employers should apply policies consistently to avoid discrimination.
Unpaid Leave in South Korea
Unpaid leave is permitted under mutual agreement between employer and employee.
- Common reasons include personal obligations, study, or extended travel.
- Employees may also request unpaid parental leave beyond statutory entitlements.
- Employers must document such arrangements formally to avoid disputes.
Other Special Leave Types in South Korea
South Korea provides additional leave categories under collective agreements and statutory provisions:
- Family Care Leave: Up to 90 days per year (unpaid) to care for family members.
- Menstrual Leave: Female employees are entitled to 1 day per month of unpaid leave.
- Educational Leave: Provided under collective agreements for training or study.
- Bereavement Leave: Typically 3–7 days depending on the relationship, often paid under company policy.
Suggested Read: Understanding Labour Laws in South Korea: A 2025 Guide
Digital Leave Management in South Korea with Asanify AI
Managing leave in South Korea can be challenging due to the complexity of statutory entitlements, reimbursement claims, and overlapping holidays. Manual management increases risks of errors in payroll and compliance. Asanify AI helps simplify leave management for global companies hiring in Korea.
Here’s how Asanify supports employers:
- Real-time leave tracking across categories such as maternity, parental, and public holidays.
- Slack and mobile approvals, reducing HR bottlenecks.
- Integrated payroll processing to manage reimbursements from Employment Insurance and Workers’ Compensation.
- Compliance-ready reporting aligned with the Korean Labor Standards Act.
- Policy automation for unique entitlements like menstrual leave and family care leave.
By partnering with EOR in South Korea through Asanify, global employers ensure compliance, efficiency, and employee satisfaction. Employer of Record Services South Korea reduce risks while providing smooth Global Contractor Management solutions.
FAQs
15 days after one year of service, increasing with seniority up to 25 days.
Yes, adoptive mothers are entitled to 90 days of adoption leave.
90 days, extended to 120 days for multiple births.
Yes, fathers get 10 days of paid leave within 90 days of childbirth.
Not by default; employers may provide paid leave under contracts, while work-related illnesses are covered by insurance.
A substitute holiday is designated on a weekday.
By partnering with Asanify for EOR in South Korea and Global Contractor Management, ensuring payroll and compliance accuracy.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
