Paternity leave in South Korea grants eligible fathers 3 consecutive days of paid leave at 100% of their regular wages, funded through the Employment Insurance (고용보험) system. The leave must be taken within 30 days of the child’s birth and applies to all male employees regardless of company size.

This guide covers South Korea’s paternity leave: the 3-day entitlement, eligibility criteria, the Employment Insurance reimbursement process, how it interacts with parental leave, and employer obligations.

Key takeaways

  • All male employees are entitled to 3 consecutive days of paid paternity leave under the Labor Standards Act.
  • The leave is paid at 100% of the employee’s regular wages, reimbursed through Employment Insurance.
  • The leave must be taken within 30 days from the child’s date of birth.
  • Unlike parental leave, there is no minimum service requirement — all male employees qualify from their first day of employment.
  • The leave must be taken in one continuous block of 3 days.

The 3-day paternity leave entitlement

South Korea’s paternity leave is established under the Labor Standards Act (근로기준법), Article 74-2. Every male employee is entitled to 3 consecutive days of paid leave following the birth of a child.

The entitlement is straightforward:

Detail Value
Duration 3 consecutive days
Payment rate 100% of regular wages
Funded by Employment Insurance (고용보험)
When taken Within 30 days from the child’s date of birth
Minimum service None — applies from first day of employment
Company size Applies to all employers
Can be split No — must be taken in one continuous block

The 3 days run consecutively, including weekends and public holidays if they fall within the period. The father must take the leave in one block — the leave cannot be divided into separate days.

Eligibility criteria

The eligibility for paternity leave in South Korea is broad. Unlike parental leave (which requires 1 year of continuous service), paternity leave has no minimum service requirement.

To qualify, the father must be:

  1. A male employee — full-time, part-time, or fixed-term. There is no distinction based on employment type.
  2. Employed at the time of the child’s birth — the father must be employed when the leave is taken.
  3. Taking the leave within 30 days — the leave must be taken within 30 days from the date of the child’s birth.

The broad eligibility reflects the South Korean government’s policy of normalising father involvement in early childcare. The absence of a minimum service period means even employees in their first week of employment qualify.

Employment Insurance reimbursement

The 3-day paternity leave is funded through South Korea’s Employment Insurance (고용보험) system. The employer pays the employee’s salary during the leave and then claims reimbursement from the Korea Employment Insurance Service (고용보험심사평가원).

The reimbursement process:

  1. Employer pays the employee’s salary for the 3-day leave period.
  2. Employer files the claim with the Employment Insurance office.
  3. Insurance covers the cost — the reimbursement is typically 100% of the salary paid during the leave.

The claim must be filed within the prescribed deadline, typically within 6 months from the end of the leave period. Employers who miss the deadline forfeit the reimbursement.

For employees covered by Employment Insurance, the employer’s contribution rate is adjusted to account for paternity leave costs. The system is designed to ensure that the employer bears no net cost for granting the leave.

Interaction with parental leave

South Korea also provides parental leave (육아휴직) for fathers — up to 1 year of unpaid leave (with partial wage replacement through Employment Insurance) for each parent, per child. Parental leave requires at least 1 year of continuous service.

The two entitlements are separate but can be combined:

  • Paternity leave — 3 days, no minimum service, within 30 days of birth.
  • Parental leave — up to 1 year, 1 year minimum service, can be taken until the child is under 8 years old (or turning 8 years old in the year of application).

A father can take 3 days of paternity leave immediately after the birth and then apply for parental leave to extend the absence. The paternity leave period does not reduce the parental leave entitlement.

Feature Paternity Leave Parental Leave
Duration 3 days Up to 1 year per parent
Minimum service None 1 year continuous
Payment 100% of wages Partial wage replacement via EI
When taken Within 30 days of birth Until child is under 8
Can be split No Yes (in 1-month increments)
Funded by Employment Insurance Employment Insurance

Employer obligations

Employers have five core obligations:

  1. Grant paternity leave when the employee meets the criteria. The employer cannot refuse the leave based on business needs or the employee’s length of service.
  2. Pay the employee’s salary during the 3-day leave period and claim reimbursement from Employment Insurance.
  3. Protect employment — the employee’s position, seniority, and benefits must be maintained during the leave.
  4. Not dismiss or disadvantage the employee because of the leave — dismissal during or shortly after paternity leave is presumed retaliatory.
  5. Record the leave — the employer must record the paternity leave in the employee’s personnel file and payroll system.

Employers who fail to grant paternity leave or who disadvantage employees because of it face penalties under the Labor Standards Act, including fines and potential criminal liability.

Worked example

Park is an employee at a technology company in Seoul. His wife gives birth on 15 May 2026. Park applies for paternity leave starting 15 May and ending 17 May — 3 consecutive days.

  • Park has been employed for 6 months, which exceeds the no-minimum-service requirement.
  • His daily wage is ₩200,000.
  • His paternity leave pay is ₩200,000 × 3 = ₩600,000.
  • His employer pays this amount and claims reimbursement from Employment Insurance.
  • Park returns to work on 18 May and later applies for 1 year of parental leave.

Common pitfalls

1. Assuming the leave can be split

Paternity leave in South Korea must be taken in one continuous block of 3 days. The employee cannot take one day at a time or split the leave across different weeks.

2. Missing the 30-day window

The leave must be taken within 30 days from the child’s date of birth. Fathers who delay beyond this window lose the entitlement. There is no extension or exception.

3. Confusing paternity leave with parental leave

Paternity leave is a short, automatic entitlement with no service requirement. Parental leave is a longer arrangement requiring 1 year of service. They are separate entitlements and should not be conflated.

4. Dismissing an employee during paternity leave

Dismissal during or immediately after paternity leave is presumed retaliatory under South Korean labour law. The employer must demonstrate an independent, documented reason for the dismissal.

Frequently asked questions

How many days of paternity leave in South Korea?

Male employees are entitled to 3 consecutive days of paid paternity leave, within 30 days from the child’s date of birth.

Is paternity leave paid in South Korea?

Yes. The leave is paid at 100% of the employee’s regular wages, reimbursed through the Employment Insurance system.

Do employees need a minimum service period for paternity leave?

No. Unlike parental leave, paternity leave in South Korea has no minimum service requirement. All male employees qualify from their first day of employment.

Can the employer refuse paternity leave?

No. If the employee meets the eligibility criteria, the employer must grant the leave. Refusal is a breach of the Labor Standards Act and may result in penalties.

Can paternity leave be combined with annual leave?

Yes, but they are separate entitlements. An employee could take 3 days of paternity leave followed by annual leave, but the annual leave must be separately approved and is subject to the employer’s annual leave policy.

For more context, see our guide to types of leave and absence management.

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Tracking short-notice entitlements like paternity leave alongside longer parental leave and annual leave is exactly what a leave management system is built for.

Sources

Last updated: 26 July 2026. This article is general information, not legal advice. Confirm current entitlements with the Korea Employment Insurance Service or the Ministry of Employment and Labor.