Korea's parental leave system changed a lot across 2025–2026. The benefit went up, the maximum length grew to 1 year 6 months, and the old deferred payment (withheld until after returning to work) was abolished. But when it's your turn, the questions are: how much do I get, and how and when do I apply? This guide covers the 2026 parental leave benefit, duration, application, and pitfalls in one place. Estimate your benefit first with our parental leave calculator.
Who qualifies, and for how long
- Eligible: employees (with employment insurance) raising a child aged 8 or under, or in 2nd grade or below.
- Requirement: 180+ days of employment-insurance coverage before leave starts.
- Duration: 1 year per parent per child; extended to 1 year 6 months each when conditions are met (2025–2026 expansion).
- Splitting: leave can be split into multiple periods.
Benefit: 2026 basis
The 2025 reform raised caps, added 100% tiers, and abolished the deferred payment — so you get the full amount each month.
| Period | Rate | Monthly cap | Monthly floor |
|---|---|---|---|
| Months 1–3 | 100% of ordinary wage | ₩2.5M | ₩700k |
| Months 4–6 | 100% | ₩2.0M | |
| Month 7+ | 80% | ₩1.6M |
When both parents take leave, the first-6-month caps rise under the 6+6 scheme (see the 6+6 guide). Check your total in the calculator.
How to apply
| Step | Detail |
|---|---|
| ① Apply to employer | Submit the leave request 30 days before the start date |
| ② Leave starts | The employer cannot refuse without just cause |
| ③ Claim benefit | After leave starts, claim via Employment 24 (employment center) — monthly or later, within 12 months of leave ending |
| ④ Payment | Full amount paid monthly after review (no deferred payment) |
Example: ₩3.5M ordinary wage, 1 year
An employee with a ₩3.5M ordinary wage takes 12 months. ① Months 1–3: capped at ₩2.5M → ₩7.5M. ② Months 4–6: capped at ₩2.0M → ₩6.0M. ③ Months 7–12: 80% is ₩2.8M but capped at ₩1.6M → ₩9.6M. ④ Total ≈ ₩23.1M. If the spouse also takes leave (6+6), the first six months are 100% with higher caps and the total grows. Sometimes reduced working hours is better — compare them.
Easy-to-miss points
- ☐ Ordinary wage = base pay + fixed allowances (not take-home or gross)
- ☐ The benefit is tax-free
- ☐ Health insurance premiums still apply during leave (reductions exist) — check with your employer/NHIS
- ☐ No disadvantage allowed on return (right to the same position)
- ☐ Combining with spousal maternity leave and 6+6 is advantageous
- ☐ Prep for sick days: our baby fever and cold guides
Note. The benefit comes from employment insurance — the government pays it, not your employer. So you request leave from the company and the benefit from the employment center. Remember: leave to the company, benefit to Employment 24.
FAQ
Q. Does everyone get 1 year 6 months?
The base is 1 year; meeting conditions (e.g., both parents using 3+ months) extends it to 1 year 6 months each. Single parents and parents of severely disabled children also qualify for extensions. Confirm your case with the employment center.
Q. Can contract workers or freelancers use it?
Contract workers with 180+ days of employment-insurance coverage qualify, though leave ends when the contract ends. Freelancers without employment insurance are not eligible.
Q. What about the self-employed?
Standard parental leave benefit is for insured employees, so the self-employed generally don't qualify — though it can vary with voluntary employment-insurance enrollment. Ask the agency.
Q. Parental leave or reduced working hours?
If you need income, reduced hours (work part-time and still earn) can be better; if you need to focus fully on care, leave is better. You can also split between them — see our comparison.
2026 parental leave in a nutshell: higher benefit, longer duration, full amount every month. Request leave from your company and the benefit from the employment center — remember that order.
This is general information based on the 2026 rules; actual eligibility and amounts depend on the employment center's review. Confirm with the Ministry of Employment and Labor (1350) or Employment 24.
