The Workers Rights 
South Korea’s parental and childcare leave system is undergoing major changes on August 20, 2026. These changes enable children’s carers, who are eligible to take the leave, to take the leave in one or two-week periods at a time, providing employees with more flexibility when their children’s care is disrupted for a short period.
The changes are not just a policy change for employers in Seoul. There will be a need for HR departments to audit leave policies, employment regulations, payroll processes and manager leave approval protocols before the new system is implemented.
Short-Term Parental Leave
The new rules allow eligible workers to take short-term parental leave for instances like school holidays, unexpected closures of schools or day cares, or if their child gets sick or injured. The short-term option is taken away from the total parental leave allowance.
Importantly, these short term blocks are not subject to the statutory provisions that restrict the other way in which parental leave is able to be split. This will enable employees to take advantage of this new option without taking up one of their allowed Long Term leave splits.
Extended Rights for Dads
Some of the changes also enhance the protections for male employees. Fathers will be able to take parental leave while the mother is on leave due to health risks from pregnancy on or after September 18, 2026.
The new rules also allow up to 5 days’ leave for employees following the miscarriage or stillbirth of their spouse (3 of which will be paid by the employer). The government will provide support to the qualifying small and medium-sized enterprises for the amount paid, subject to the relevant conditions.
Reduced Working Hours
The other major adjustment is with regard to the reduced hours of work associated with childcare. No longer will employers be able to just say that they have not been able to find a replacement as a valid reason for not granting an eligible request.
Companies need to make alternative staffing plans; this can include reallocating tasks to other employees, rearranging schedules, and planning workloads for the remainder of the year. HR must make careful records of any refusal, and be sure that it is on a basis recognized by law.
What Seoul Employers Should Update?
HRIS and attendance systems should be immediately reconfigured to account for a one- and two-week block of parental leave, but not misapplied the current limits on split leaves.
Employers should also revise the employment rules and provide training for managers on the new level of acceptance, as well as study the payroll and employment-insurance procedures for the government subsidy applicable.
FAQs
When does short-term parental leave start?
The new provisions on the short-term parental leave will come into effect on August 20, 2026.
What is the maximum length of each short term leave block?
The new arrangement allows eligible workers to take parental leave in blocks of one or two weeks.
Can SMEs get help from the government?
For paid spousal miscarriage and stillbirth leave, the Government may provide wage support for eligible small and medium sized enterprises (SMEs) but subject to statutory requirements and limits.
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