Korea's 6+6 Parental Leave Benefit: 2026 Complete Guide — Pay, Duration & How to Apply

What Is the 6+6 Parental Leave Scheme?

The "6+6 Parental Leave" scheme is officially called the 6+6 Parents' Parental Leave System (6+6 부모육아휴직제). When both parents of a child within 18 months of birth each take parental leave — simultaneously or sequentially — each parent receives 100% of their ordinary wages (통상임금) as a benefit for the first 6 months of their respective parental leave. The scheme is based on Article 70 of the Employment Insurance Act (고용보험법 제70조) and its Enforcement Decree. It does not apply to single-parent households or cases where only one parent takes parental leave.

How Is It Different from the Standard Parental Leave Benefit?

The standard parental leave benefit is 100% of ordinary wages for months 1–3 (monthly cap KRW 2,500,000), 100% for months 4–6 (monthly cap KRW 2,000,000) and 80% from month 7 (monthly cap KRW 1,600,000) (Article 95(1) of the Enforcement Decree of the Employment Insurance Act / 고용보험법 시행령 제95조 제1항). Under the 6+6 Parents' Parental Leave System, each parent receives 100% of ordinary wages for the first 6 months, and the monthly cap rises step by step: KRW 2,500,000 in the first and second months, KRW 3,000,000 in the third, KRW 3,500,000 in the fourth, KRW 4,000,000 in the fifth and KRW 4,500,000 in the sixth month (Article 95-3(1)1 of the Enforcement Decree of the Employment Insurance Act / 고용보험법 시행령 제95조의3 제1항 제1호). The caps apply in that order according to how long each parent has taken leave, and the monthly floor is KRW 700,000 for each parent.

From the 7th month onward, the benefit is 80% of ordinary wages (monthly cap KRW 1,600,000, monthly floor KRW 700,000) (Article 95-3(1)2 of the Enforcement Decree of the Employment Insurance Act / 고용보험법 시행령 제95조의3 제1항 제2호). Parental leave may be taken for up to 1 year, but if both parents each take at least 3 months of parental leave for the same child, each may take up to 6 more months — up to 1 year and 6 months in total. Single parents and parents of a child with a disability as defined by Ministry of Employment and Labor ordinance may also take up to 6 more months (Article 19(2) of the Act on Equal Employment and Support for Work-Family Reconciliation / 남녀고용평등과 일·가정 양립 지원에 관한 법률 제19조 제2항).

Note for foreign workers: Your employment contract may specify terms different from the statutory minimum, but the statutory entitlements described here cannot be waived or reduced by contract.

Eligibility Requirements and Application Procedure

To use the 6+6 Parents' Parental Leave System, all of the following conditions must be met:

1. Child's age: The child must be within 18 months of birth as of the parental leave start date.
2. Employment insurance coverage: Both parents must be workers insured under employment insurance (고용보험 피보험자).
3. Insured unit period: The cumulative insured unit period (피보험 단위기간) before the parental leave start date must be at least 180 days.
4. Both parents must take parental leave: If only one parent takes leave, the standard benefit rate applies.

Applications can be submitted from 1 month after the parental leave start date, on a monthly basis, through the Employment Insurance website (ei.go.kr) or at the nearest Employment Center (고용센터). Applications must be submitted within 12 months after the last day of parental leave — missing this deadline means forfeiting the benefit.

The Deferred Payment System Has Been Abolished

Previously, 25% of parental leave benefits was withheld and paid in a lump sum only after the worker returned and stayed for 6 months or more (the deferred payment (사후지급금) system). That system was abolished when Article 95(4) of the Enforcement Decree of the Employment Insurance Act (고용보험법 시행령 제95조 제4항), which provided for it, was deleted (amended 24 December 2024, in force 1 January 2025). Parental leave benefits are now paid in full each month during the leave, with nothing held back.

Employer Obligations and Prohibition of Disadvantageous Treatment

Employers must grant parental leave when a worker requests it. Dismissing or otherwise disadvantaging a worker on the grounds of parental leave is prohibited under Article 19(3) of the Act on Equal Employment and Support for Work-Family Reconciliation (남녀고용평등과 일·가정 양립 지원에 관한 법률 제19조 제3항). Violations may result in imprisonment of up to 3 years or a fine of up to KRW 30,000,000 (Article 37 of the same Act / 동법 제37조). The parental leave period must also be counted as part of continuous service, so there must be no disadvantage in calculating severance pay (퇴직금) or other entitlements.

Explore More at Workbear

If you want to know how your take-home pay will change after returning from parental leave, try the salary take-home calculator at Workbear (workbear.kr). It automatically calculates the four major social insurance deductions (4대보험), helping you estimate your monthly pay before you return. If you want to check your eligibility for parental leave benefits, the unemployment benefit eligibility checker also lets you verify your employment insurance insured period.

This article is for informational purposes only and does not constitute legal advice. For specific cases, consult a certified labor attorney (노무사) or lawyer.