{"content_id":"9uoowhpac2","slug":"family-care-leave-10-days-eligibility-and-application","locale":"en","schema_type":"Article","category":"policy_guide","category_name":"Policy Guide","title":"Family Care Leave: 10 Days a Year, Eligibility, Documents","summary":"Family care leave allows up to 10 days a year for urgent family care. Its length-of-service requirements, application documents, and grounds for denial differ from those for a family care leave of absence or reduced working hours.","sponsorship_disclosure":null,"affiliate_disclosure":null,"commerce_disclosure":null,"author":{"name":"Injoys Editorial Team","url":"https://injoys.com/ko/about"},"key_points":["Family care leave is available for up to 10 days a year, even if you have worked continuously for less than 6 months.","Family care leave of absence is available for up to 90 days a year, including days used for family care leave.","Neither family care leave nor family care leave of absence is legally required to be paid, so check your company's own policies.","Reduced working hours for family care and related needs means working 15 to 30 hours a week after the reduction.","Submit your family care leave application in writing to your company, not through a government portal."],"content_markdown":"Workers who urgently need to care for a family member can apply for up to 10 days of family care leave per year. This also applies to workers who have been employed for less than 6 months. For long-term care, consider a family care leave of absence or reduced working hours.\n\nThe periods and limits in this article are based on laws that took effect on September 18, 2026.\n\n## Comparing family care leave, a leave of absence, and reduced working hours\n\nIf you need to take time off one day at a time, consider family care leave first. A family care leave of absence may be more suitable for long-term care. If you want to keep working while providing care, consider reduced working hours.\n\n| Category | Family care leave | Family care leave of absence | Reduced working hours for family care and other reasons |\n| --- | --- | --- | --- |\n| Main purpose | Urgent family care or childcare | Caring for a family member due to illness, an accident, or old age | Family care, your own health, retirement preparation, or studies |\n| Basic limit | Up to 10 days per year | Up to 90 days per year | Up to 1 year |\n| How it is used | In full-day units | If split into periods, each period must be at least 30 days | Work 15 to 30 hours per week after the reduction |\n| Employed for less than 6 months | Can apply | Statutory exception to the requirement to grant it applies | Statutory exception to the requirement to grant it applies |\n| Pay | No statutory requirement for paid leave | No statutory requirement for paid leave | May be adjusted in proportion to working hours |\n| Apply to | Employer | Employer | Employer |\n\nDo not add the 10 days of leave to the 90 days of leave of absence and calculate a total of 100 days. Days of family care leave count toward the family care leave of absence limit. Check the separate rules for any additional leave offered by your company.\n\n\u003e However, the period of family care leave is included in the period of family care leave of absence.\n\nThis is the wording of Article 22-2(4)(2) of the Equal Employment Opportunity and Work-Family Balance Assistance Act. You can check it in the [relevant provision at the National Law Information Center](https://www.law.go.kr/lsLinkCommonInfo.do?chrClsCd=010202\u0026lsJoLnkSeq=1030171147).\n\n## Who can take family care leave and for what reasons\n\nYou can apply if you urgently need to provide care because of a family member’s illness, accident, or old age, or to care for a child. The law specifies which family members are covered. For family members outside the following categories, check your company’s separate leave rules.\n\n- Grandparents and parents\n- Spouse and spouse’s parents\n- Children and grandchildren\n\nSiblings are not covered by family care leave under this law. Your own illness is also separate from the reasons for taking family care leave. You can consider reduced working hours for your own health separately.\n\n### Can I use it for an entrance ceremony, a hospital visit, or a school break?\n\nA child’s school event or a gap in childcare may also be a reason to apply. The system is not limited to sudden illness. The Ministry of Employment and Labor lists attending school events and providing care during school breaks among its examples.\n\n| Situation | What to check |\n| --- | --- |\n| Accompanying a parent to a medical appointment | Whether urgent care is needed due to illness, an accident, or old age |\n| A child’s entrance ceremony, graduation ceremony, or parent-teacher conference | An example of childcare recognized by the Ministry of Employment and Labor |\n| A child’s school break or school closure | Whether an actual gap in childcare has arisen |\n| The period between kindergarten graduation and elementary school entry | Whether a gap in childcare creates an urgent need to care for the child |\n| Family travel or an individual activity | Unlikely to qualify as an urgent childcare reason |\n\nRather than listing only the event name, explain why care is needed. Preparing a school notice or medical appointment schedule can help establish the reason. You can check recognized examples in the [Ministry of Employment and Labor’s response to a family care leave inquiry](https://1350.moel.go.kr/rtmview.do?id=1000323029).\n\n### Additional conditions for caring for grandparents or grandchildren\n\nWhen caring for grandparents or grandchildren, the circumstances of other direct family members are also considered. For grandparents, this means direct descendants, such as their children. For grandchildren, it means direct ascendants, such as their parents.\n\nIf those family members exist, a statutory exception to the requirement to grant leave may apply. But the exception is different if they cannot provide care because of illness, old age, disability, or being minors. If the worker applying must provide the care, the employer must grant the leave.\n\n## Can I apply if I recently started my job?\n\nYou can apply for family care leave even if you have been continuously employed for less than 6 months. The length-of-service condition for a leave of absence must not be applied to family care leave. The Ministry of Employment and Labor also makes this distinction between the two.\n\nFor a family care leave of absence, the period of continuous employment is measured through the day before the planned start date. If it is less than 6 months, the company may decline to grant the leave of absence. A statement that you must have worked for a full year does not reflect the current rules.\n\nA statutory exception for workers employed continuously for less than 6 months also applies to reduced working hours. Even if you meet the length-of-service condition, check other exceptions separately. The length-of-service rule for family care leave is explained in the [Ministry of Employment and Labor’s Seoul Nambu District Office guidance](https://www.moel.go.kr/local/seoulnambu/news/notice/noticeView.do?bbs_seq=20200301026).\n\n## How to apply and supporting documents\n\nSubmit your application to your company. This is separate from applying for government financial support. You can also apply for family care leave electronically. If your company has its own form, check that it includes the information required by law.\n\n1. **Choose the arrangement you need.** First decide whether you need leave in full-day units or a longer leave of absence.\n2. **Check how much time you have left.** Review the family care leave and leave of absence you have used in the same year.\n3. **Submit your application.** Include the dates you will use and information about the family member who needs care.\n4. **Discuss the documents needed to verify the reason.** Check with your company what it needs and when you should submit it.\n5. **Keep your application record and the company’s response.** Also check the approved period and how your pay will be handled.\n\n| Arrangement | Main items to include in the application | When to apply |\n| --- | --- | --- |\n| Family care leave | Dates of use, family member’s name and date of birth, application date, applicant | No uniform statutory number of days’ advance notice |\n| Family care leave of absence | Family member’s details, reason care is needed, start and end dates, application date, applicant | In principle, at least 30 days before the planned start date |\n| Reduced working hours | Reason for applying, start and end dates, start and finish times, application date, applicant | In principle, at least 30 days before the planned start date |\n\nDo not apply the 30-day advance application rule for a leave of absence to family care leave. If the situation is urgent, tell your company promptly. It is also a good idea to submit an application document.\n\nApplying late for a leave of absence does not immediately remove your right to apply. The company must set a start date within 30 days of the application and grant the leave of absence. Whether a statutory exception applies is assessed separately.\n\n### Is a medical certificate always required?\n\nA medical certificate is not uniformly included among the statutory application items for family care leave. For a leave of absence, there is a rule allowing the company to request documents confirming the need for it. The company may also request documents proving the reason for reduced working hours.\n\n| What needs to be verified | Examples of documents to consider preparing |\n| --- | --- |\n| Relationship to the person needing care | Family relationship certificate or other proof of the relationship |\n| Care due to illness or hospitalization | Medical visit confirmation, hospital admission and discharge confirmation, and similar documents |\n| School event or gap in childcare | School letter, event notice, school closure notice, and similar documents |\n| Other family members’ inability to provide care | Documents confirming those circumstances |\n\nNot every applicant must submit all these documents. Discuss with your company what proof fits your situation. You can also check the application rules in the [Ministry of Employment and Labor’s response to an inquiry about documents](https://1350.moel.go.kr/rtmview.do?id=1000320049).\n\n## When a company can refuse\n\nThe exceptions to granting family care leave, a leave of absence, and reduced working hours differ. An explanation that no replacement worker is available cannot be applied to every arrangement. For family care leave in particular, a refusal must be distinguished from a change in timing.\n\n| Reason | Family care leave | Family care leave of absence | Reduced working hours |\n| --- | --- | --- | --- |\n| Less than 6 months of continuous employment | Not an exception to granting leave | Exception to granting a leave of absence | Exception to granting reduced hours |\n| Another family member can provide care | Separate exception concerning grandparents and grandchildren | Exception based on family relationships and ability to provide care | Not listed as a separate exception |\n| Failure to hire a replacement | Not a general exception | Exception if statutory recruitment-effort requirements are met | Exception if statutory recruitment-effort requirements are met |\n| Serious disruption to business operations | Timing may be changed after consulting the worker | Exception if the employer proves it | Exception if the employer proves the statutory conditions are met |\n| Less than 2 years since a previous period of reduced hours ended | Not applicable | Not applicable | Exception to granting reduced hours |\n\nThe replacement-worker exception requires a job posting through an employment security agency. In principle, the employer must try to recruit for at least 14 days. The exception does not apply if the employer rejects referred candidates at least twice without a valid reason.\n\nA company that does not grant a leave of absence must give its reasons in writing. It must also try to provide alternative support, such as adjusting start and finish times. Refusing reduced working hours requires written notice and discussion of alternatives.\n\nThe exceptions for family care leave and a leave of absence are set out in [Article 16-3 of the Enforcement Decree](https://law.go.kr/lsLinkCommonInfo.do?chrClsCd=010202\u0026lspttninfSeq=153389). Check Article 16-8 of the Enforcement Decree for the exceptions concerning reduced working hours.\n\n## Example: calculating 10 days of leave and 90 days of leave of absence\n\nIf you have used 10 days of family care leave in the same year, you have 80 days of leave of absence remaining. This is calculated by subtracting the 10 days of leave already used from the annual 90-day limit. The following example assumes you have used no other time.\n\n| Item | Calculation |\n| --- | --- |\n| Combined annual limit | 90 days |\n| Family care leave already used | 10 days |\n| Remaining family care leave of absence limit | 90 days - 10 days = 80 days |\n| Condition for splitting a leave of absence | Each period of leave of absence must be at least 30 days |\n\nYou cannot split the remaining 80 days into single-day periods of leave of absence. Family care leave and a leave of absence have different units of use. For long-term care, plan around both your remaining limit and the minimum period of use.\n\n## Common mistakes about unpaid leave, half-days, and financial support\n\nCheck your statutory right to take leave separately from whether you will be paid. There is no statutory requirement to pay workers during family care leave or a family care leave of absence. If your employment rules or collective agreement provide for paid leave, check those provisions.\n\n- **Thinking you must use all your annual leave first:** Using up annual leave is not a statutory application requirement.\n- **Thinking half-day use is guaranteed by law:** Current law provides for family care leave in full-day units.\n- **Thinking government financial support is paid automatically when you take leave:** Taking leave and receiving cash support are separate.\n- **Thinking the limit is automatically extended during a disaster:** An extension requires statutory procedures and a notice from the Ministry of Employment and Labor.\n\nIf you need a half-day, check your company’s separate rules. Do not assume a proposed improvement has taken effect based only on news reports about it. Do not rely on past guidance about COVID-19 family care expense support as a basis for applying now.\n\n## Conditions to check when choosing reduced working hours\n\nIf you want to combine care and work, you can consider reducing your schedule to 15 to 30 hours per week. The reduced-hours period is generally up to 1 year. This is separate from the annual 90-day limit for a family care leave of absence.\n\nYou can apply for the following reasons:\n\n- Caring for a family member due to illness, an accident, or old age\n- Managing your own health, including an injury caused by illness or an accident\n- Retirement preparation by a worker aged at least 55\n- The worker’s own studies\n\nReduced working hours for family care, your own health, or retirement preparation can be extended if there is a reasonable reason. The additional extension can be up to 2 years. The total period can therefore be up to 3 years, but studies do not qualify for this extension.\n\nYou and your company must agree on working conditions after the reduction in writing. Pay may be adjusted in proportion to working hours. The relevant rules are summarized in the [Easy-to-Find Practical Law Information guidance on reduced working hours](https://www.easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026cciNo=3\u0026cnpClsNo=3\u0026csmSeq=1380).\n\n## Application records and severance pay calculations: points that are easy to miss\n\nPeriods of family care leave or a leave of absence count toward your length of service even if they are unpaid. They are excluded from the period used to calculate average wages. Average wages are a statutory wage measure used to calculate severance pay and other payments.\n\nDo not exclude these periods from your length of service simply because they are unpaid. Periods of reduced working hours are also excluded from the average-wage calculation period. For an actual retirement benefit calculation, check the type of retirement pension plan you have.\n\nAnother point to check is the company’s response to an application for reduced working hours. If it does not notify you within 30 days of the application whether it will grant the request, the request is deemed granted. Do not extend this rule into an automatic approval rule for family care leave or a leave of absence.\n\nIt is useful to keep the following records:\n\n- The application and a record confirming when it was submitted\n- The company’s response approving, refusing, or changing the timing\n- The period used and records of how pay was handled\n- Start and finish times after a reduction and the written agreement on working conditions\n\n## How do short-term parental leave and the rules for public officials differ?\n\nShort-term parental leave may be another option for childcare. This arrangement took effect on August 20, 2026. It is different from splitting up family care leave.\n\n| Category | Family care leave for employees | Short-term parental leave | Family care leave for public officials |\n| --- | --- | --- | --- |\n| Applicable rules | Equal Employment Opportunity Act | Parental leave provisions of the Equal Employment Opportunity Act | Applicable public official service regulations |\n| Main purpose | Caring for family members covered by law | Short-term care for a child eligible for parental leave | Reasons for care listed in the service regulations |\n| Period and unit | Generally 10 days per year, in full-day units | Once a year, for 1 week or 2 weeks | Within 10 days per year, with separate paid and unpaid rules |\n| Pay | Check the company’s separate paid-leave rules | Check employment insurance parental leave benefit requirements | Paid-leave rules based on factors including the number of children and reason for care |\n\nShort-term parental leave can be used for reasons such as school breaks, childcare facility closures, school closures, and hospitalization. The days used are deducted from the total parental leave period. Check the separate eligibility requirements for benefits. See the [guidance on the introduction of short-term parental leave](https://www.korea.kr/news/policyNewsView.do?newsId=148970780) for recognized reasons.\n\nNational public officials have paid-leave rules for certain childcare needs. The basic calculation is the number of eligible children plus 1 day. Additional rules apply to children with disabilities and single-parent circumstances.\n\nDo not apply the paid-leave rules for public officials to employees of ordinary companies. Check the service regulations that apply to you for use during school breaks. Public-sector workers who are not public officials have a different employment status, so they should check their employment rules and collective agreements.\n\n## Where to turn if your request is unfairly refused\n\nRefusing family care leave or a leave of absence without a statutory exception may lead to penalties. An unlawful refusal to grant it can result in an administrative fine of up to 5 million won. Dismissing or otherwise treating a worker unfavorably for using it is also prohibited.\n\n1. Ask the company which reason and legal basis it used to refuse your request.\n2. Organize the relevant records, including your application and the company’s response.\n3. Contact the Ministry of Employment and Labor at 1350 or your local employment and labor office for advice.\n\nWhen seeking advice, specify whether you applied for family care leave, a leave of absence, or reduced working hours. It also helps to explain your length of service and your relationship to the person needing care. You can check the application and penalty rules for a leave of absence in the [Easy-to-Find Practical Law Information guidance on family care leave of absence](https://easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026cciNo=3\u0026cnpClsNo=1\u0026csmSeq=1380).","content_html":"\u003cp\u003eWorkers who urgently need to care for a family member can apply for up to 10 days of family care leave per year. This also applies to workers who have been employed for less than 6 months. For long-term care, consider a family care leave of absence or reduced working hours.\u003c/p\u003e\n\u003cp\u003eThe periods and limits in this article are based on laws that took effect on September 18, 2026.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#comparing-family-care-leave-a-leave-of-absence-and-reduced-working-hours\" class=\"anchor\" id=\"comparing-family-care-leave-a-leave-of-absence-and-reduced-working-hours\"\u003e\u003c/a\u003eComparing family care leave, a leave of absence, and reduced working hours\u003c/h2\u003e\n\u003cp\u003eIf you need to take time off one day at a time, consider family care leave first. A family care leave of absence may be more suitable for long-term care. If you want to keep working while providing care, consider reduced working hours.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eCategory\u003c/th\u003e\n\u003cth\u003eFamily care leave\u003c/th\u003e\n\u003cth\u003eFamily care leave of absence\u003c/th\u003e\n\u003cth\u003eReduced working hours for family care and other reasons\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eMain purpose\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eUrgent family care or childcare\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eCaring for a family member due to illness, an accident, or old age\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours for family care and other reasons\"\u003eFamily care, your own health, retirement preparation, or studies\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eBasic limit\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eUp to 10 days per year\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eUp to 90 days per year\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours for family care and other reasons\"\u003eUp to 1 year\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eHow it is used\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eIn full-day units\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eIf split into periods, each period must be at least 30 days\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours for family care and other reasons\"\u003eWork 15 to 30 hours per week after the reduction\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eEmployed for less than 6 months\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eCan apply\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eStatutory exception to the requirement to grant it applies\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours for family care and other reasons\"\u003eStatutory exception to the requirement to grant it applies\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003ePay\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eNo statutory requirement for paid leave\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eNo statutory requirement for paid leave\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours for family care and other reasons\"\u003eMay be adjusted in proportion to working hours\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eApply to\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eEmployer\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eEmployer\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours for family care and other reasons\"\u003eEmployer\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eDo not add the 10 days of leave to the 90 days of leave of absence and calculate a total of 100 days. Days of family care leave count toward the family care leave of absence limit. Check the separate rules for any additional leave offered by your company.\u003c/p\u003e\n\u003cblockquote\u003e\n\u003cp\u003eHowever, the period of family care leave is included in the period of family care leave of absence.\u003c/p\u003e\n\u003c/blockquote\u003e\n\u003cp\u003eThis is the wording of Article 22-2(4)(2) of the Equal Employment Opportunity and Work-Family Balance Assistance Act. You can check it in the \u003ca href=\"https://www.law.go.kr/lsLinkCommonInfo.do?chrClsCd=010202\u0026amp;lsJoLnkSeq=1030171147\"\u003erelevant provision at the National Law Information Center\u003c/a\u003e.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#who-can-take-family-care-leave-and-for-what-reasons\" class=\"anchor\" id=\"who-can-take-family-care-leave-and-for-what-reasons\"\u003e\u003c/a\u003eWho can take family care leave and for what reasons\u003c/h2\u003e\n\u003cp\u003eYou can apply if you urgently need to provide care because of a family member’s illness, accident, or old age, or to care for a child. The law specifies which family members are covered. For family members outside the following categories, check your company’s separate leave rules.\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eGrandparents and parents\u003c/li\u003e\n\u003cli\u003eSpouse and spouse’s parents\u003c/li\u003e\n\u003cli\u003eChildren and grandchildren\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003eSiblings are not covered by family care leave under this law. Your own illness is also separate from the reasons for taking family care leave. You can consider reduced working hours for your own health separately.\u003c/p\u003e\n\u003ch3\u003e\n\u003ca href=\"#can-i-use-it-for-an-entrance-ceremony-a-hospital-visit-or-a-school-break\" class=\"anchor\" id=\"can-i-use-it-for-an-entrance-ceremony-a-hospital-visit-or-a-school-break\"\u003e\u003c/a\u003eCan I use it for an entrance ceremony, a hospital visit, or a school break?\u003c/h3\u003e\n\u003cp\u003eA child’s school event or a gap in childcare may also be a reason to apply. The system is not limited to sudden illness. The Ministry of Employment and Labor lists attending school events and providing care during school breaks among its examples.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eSituation\u003c/th\u003e\n\u003cth\u003eWhat to check\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Situation\"\u003eAccompanying a parent to a medical appointment\u003c/td\u003e\n\u003ctd data-label=\"What to check\"\u003eWhether urgent care is needed due to illness, an accident, or old age\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Situation\"\u003eA child’s entrance ceremony, graduation ceremony, or parent-teacher conference\u003c/td\u003e\n\u003ctd data-label=\"What to check\"\u003eAn example of childcare recognized by the Ministry of Employment and Labor\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Situation\"\u003eA child’s school break or school closure\u003c/td\u003e\n\u003ctd data-label=\"What to check\"\u003eWhether an actual gap in childcare has arisen\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Situation\"\u003eThe period between kindergarten graduation and elementary school entry\u003c/td\u003e\n\u003ctd data-label=\"What to check\"\u003eWhether a gap in childcare creates an urgent need to care for the child\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Situation\"\u003eFamily travel or an individual activity\u003c/td\u003e\n\u003ctd data-label=\"What to check\"\u003eUnlikely to qualify as an urgent childcare reason\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eRather than listing only the event name, explain why care is needed. Preparing a school notice or medical appointment schedule can help establish the reason. You can check recognized examples in the \u003ca href=\"https://1350.moel.go.kr/rtmview.do?id=1000323029\"\u003eMinistry of Employment and Labor’s response to a family care leave inquiry\u003c/a\u003e.\u003c/p\u003e\n\u003ch3\u003e\n\u003ca href=\"#additional-conditions-for-caring-for-grandparents-or-grandchildren\" class=\"anchor\" id=\"additional-conditions-for-caring-for-grandparents-or-grandchildren\"\u003e\u003c/a\u003eAdditional conditions for caring for grandparents or grandchildren\u003c/h3\u003e\n\u003cp\u003eWhen caring for grandparents or grandchildren, the circumstances of other direct family members are also considered. For grandparents, this means direct descendants, such as their children. For grandchildren, it means direct ascendants, such as their parents.\u003c/p\u003e\n\u003cp\u003eIf those family members exist, a statutory exception to the requirement to grant leave may apply. But the exception is different if they cannot provide care because of illness, old age, disability, or being minors. If the worker applying must provide the care, the employer must grant the leave.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#can-i-apply-if-i-recently-started-my-job\" class=\"anchor\" id=\"can-i-apply-if-i-recently-started-my-job\"\u003e\u003c/a\u003eCan I apply if I recently started my job?\u003c/h2\u003e\n\u003cp\u003eYou can apply for family care leave even if you have been continuously employed for less than 6 months. The length-of-service condition for a leave of absence must not be applied to family care leave. The Ministry of Employment and Labor also makes this distinction between the two.\u003c/p\u003e\n\u003cp\u003eFor a family care leave of absence, the period of continuous employment is measured through the day before the planned start date. If it is less than 6 months, the company may decline to grant the leave of absence. A statement that you must have worked for a full year does not reflect the current rules.\u003c/p\u003e\n\u003cp\u003eA statutory exception for workers employed continuously for less than 6 months also applies to reduced working hours. Even if you meet the length-of-service condition, check other exceptions separately. The length-of-service rule for family care leave is explained in the \u003ca href=\"https://www.moel.go.kr/local/seoulnambu/news/notice/noticeView.do?bbs_seq=20200301026\"\u003eMinistry of Employment and Labor’s Seoul Nambu District Office guidance\u003c/a\u003e.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#how-to-apply-and-supporting-documents\" class=\"anchor\" id=\"how-to-apply-and-supporting-documents\"\u003e\u003c/a\u003eHow to apply and supporting documents\u003c/h2\u003e\n\u003cp\u003eSubmit your application to your company. This is separate from applying for government financial support. You can also apply for family care leave electronically. If your company has its own form, check that it includes the information required by law.\u003c/p\u003e\n\u003col\u003e\n\u003cli\u003e\n\u003cstrong\u003eChoose the arrangement you need.\u003c/strong\u003e First decide whether you need leave in full-day units or a longer leave of absence.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck how much time you have left.\u003c/strong\u003e Review the family care leave and leave of absence you have used in the same year.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSubmit your application.\u003c/strong\u003e Include the dates you will use and information about the family member who needs care.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDiscuss the documents needed to verify the reason.\u003c/strong\u003e Check with your company what it needs and when you should submit it.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eKeep your application record and the company’s response.\u003c/strong\u003e Also check the approved period and how your pay will be handled.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eArrangement\u003c/th\u003e\n\u003cth\u003eMain items to include in the application\u003c/th\u003e\n\u003cth\u003eWhen to apply\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Arrangement\"\u003eFamily care leave\u003c/td\u003e\n\u003ctd data-label=\"Main items to include in the application\"\u003eDates of use, family member’s name and date of birth, application date, applicant\u003c/td\u003e\n\u003ctd data-label=\"When to apply\"\u003eNo uniform statutory number of days’ advance notice\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Arrangement\"\u003eFamily care leave of absence\u003c/td\u003e\n\u003ctd data-label=\"Main items to include in the application\"\u003eFamily member’s details, reason care is needed, start and end dates, application date, applicant\u003c/td\u003e\n\u003ctd data-label=\"When to apply\"\u003eIn principle, at least 30 days before the planned start date\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Arrangement\"\u003eReduced working hours\u003c/td\u003e\n\u003ctd data-label=\"Main items to include in the application\"\u003eReason for applying, start and end dates, start and finish times, application date, applicant\u003c/td\u003e\n\u003ctd data-label=\"When to apply\"\u003eIn principle, at least 30 days before the planned start date\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eDo not apply the 30-day advance application rule for a leave of absence to family care leave. If the situation is urgent, tell your company promptly. It is also a good idea to submit an application document.\u003c/p\u003e\n\u003cp\u003eApplying late for a leave of absence does not immediately remove your right to apply. The company must set a start date within 30 days of the application and grant the leave of absence. Whether a statutory exception applies is assessed separately.\u003c/p\u003e\n\u003ch3\u003e\n\u003ca href=\"#is-a-medical-certificate-always-required\" class=\"anchor\" id=\"is-a-medical-certificate-always-required\"\u003e\u003c/a\u003eIs a medical certificate always required?\u003c/h3\u003e\n\u003cp\u003eA medical certificate is not uniformly included among the statutory application items for family care leave. For a leave of absence, there is a rule allowing the company to request documents confirming the need for it. The company may also request documents proving the reason for reduced working hours.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eWhat needs to be verified\u003c/th\u003e\n\u003cth\u003eExamples of documents to consider preparing\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"What needs to be verified\"\u003eRelationship to the person needing care\u003c/td\u003e\n\u003ctd data-label=\"Examples of documents to consider preparing\"\u003eFamily relationship certificate or other proof of the relationship\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"What needs to be verified\"\u003eCare due to illness or hospitalization\u003c/td\u003e\n\u003ctd data-label=\"Examples of documents to consider preparing\"\u003eMedical visit confirmation, hospital admission and discharge confirmation, and similar documents\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"What needs to be verified\"\u003eSchool event or gap in childcare\u003c/td\u003e\n\u003ctd data-label=\"Examples of documents to consider preparing\"\u003eSchool letter, event notice, school closure notice, and similar documents\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"What needs to be verified\"\u003eOther family members’ inability to provide care\u003c/td\u003e\n\u003ctd data-label=\"Examples of documents to consider preparing\"\u003eDocuments confirming those circumstances\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eNot every applicant must submit all these documents. Discuss with your company what proof fits your situation. You can also check the application rules in the \u003ca href=\"https://1350.moel.go.kr/rtmview.do?id=1000320049\"\u003eMinistry of Employment and Labor’s response to an inquiry about documents\u003c/a\u003e.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#when-a-company-can-refuse\" class=\"anchor\" id=\"when-a-company-can-refuse\"\u003e\u003c/a\u003eWhen a company can refuse\u003c/h2\u003e\n\u003cp\u003eThe exceptions to granting family care leave, a leave of absence, and reduced working hours differ. An explanation that no replacement worker is available cannot be applied to every arrangement. For family care leave in particular, a refusal must be distinguished from a change in timing.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eReason\u003c/th\u003e\n\u003cth\u003eFamily care leave\u003c/th\u003e\n\u003cth\u003eFamily care leave of absence\u003c/th\u003e\n\u003cth\u003eReduced working hours\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Reason\"\u003eLess than 6 months of continuous employment\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eNot an exception to granting leave\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eException to granting a leave of absence\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours\"\u003eException to granting reduced hours\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Reason\"\u003eAnother family member can provide care\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eSeparate exception concerning grandparents and grandchildren\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eException based on family relationships and ability to provide care\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours\"\u003eNot listed as a separate exception\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Reason\"\u003eFailure to hire a replacement\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eNot a general exception\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eException if statutory recruitment-effort requirements are met\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours\"\u003eException if statutory recruitment-effort requirements are met\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Reason\"\u003eSerious disruption to business operations\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eTiming may be changed after consulting the worker\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eException if the employer proves it\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours\"\u003eException if the employer proves the statutory conditions are met\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Reason\"\u003eLess than 2 years since a previous period of reduced hours ended\u003c/td\u003e\n\u003ctd data-label=\"Family care leave\"\u003eNot applicable\u003c/td\u003e\n\u003ctd data-label=\"Family care leave of absence\"\u003eNot applicable\u003c/td\u003e\n\u003ctd data-label=\"Reduced working hours\"\u003eException to granting reduced hours\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eThe replacement-worker exception requires a job posting through an employment security agency. In principle, the employer must try to recruit for at least 14 days. The exception does not apply if the employer rejects referred candidates at least twice without a valid reason.\u003c/p\u003e\n\u003cp\u003eA company that does not grant a leave of absence must give its reasons in writing. It must also try to provide alternative support, such as adjusting start and finish times. Refusing reduced working hours requires written notice and discussion of alternatives.\u003c/p\u003e\n\u003cp\u003eThe exceptions for family care leave and a leave of absence are set out in \u003ca href=\"https://law.go.kr/lsLinkCommonInfo.do?chrClsCd=010202\u0026amp;lspttninfSeq=153389\"\u003eArticle 16-3 of the Enforcement Decree\u003c/a\u003e. Check Article 16-8 of the Enforcement Decree for the exceptions concerning reduced working hours.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#example-calculating-10-days-of-leave-and-90-days-of-leave-of-absence\" class=\"anchor\" id=\"example-calculating-10-days-of-leave-and-90-days-of-leave-of-absence\"\u003e\u003c/a\u003eExample: calculating 10 days of leave and 90 days of leave of absence\u003c/h2\u003e\n\u003cp\u003eIf you have used 10 days of family care leave in the same year, you have 80 days of leave of absence remaining. This is calculated by subtracting the 10 days of leave already used from the annual 90-day limit. The following example assumes you have used no other time.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eItem\u003c/th\u003e\n\u003cth\u003eCalculation\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Item\"\u003eCombined annual limit\u003c/td\u003e\n\u003ctd data-label=\"Calculation\"\u003e90 days\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Item\"\u003eFamily care leave already used\u003c/td\u003e\n\u003ctd data-label=\"Calculation\"\u003e10 days\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Item\"\u003eRemaining family care leave of absence limit\u003c/td\u003e\n\u003ctd data-label=\"Calculation\"\u003e90 days - 10 days = 80 days\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Item\"\u003eCondition for splitting a leave of absence\u003c/td\u003e\n\u003ctd data-label=\"Calculation\"\u003eEach period of leave of absence must be at least 30 days\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eYou cannot split the remaining 80 days into single-day periods of leave of absence. Family care leave and a leave of absence have different units of use. For long-term care, plan around both your remaining limit and the minimum period of use.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#common-mistakes-about-unpaid-leave-half-days-and-financial-support\" class=\"anchor\" id=\"common-mistakes-about-unpaid-leave-half-days-and-financial-support\"\u003e\u003c/a\u003eCommon mistakes about unpaid leave, half-days, and financial support\u003c/h2\u003e\n\u003cp\u003eCheck your statutory right to take leave separately from whether you will be paid. There is no statutory requirement to pay workers during family care leave or a family care leave of absence. If your employment rules or collective agreement provide for paid leave, check those provisions.\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThinking you must use all your annual leave first:\u003c/strong\u003e Using up annual leave is not a statutory application requirement.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThinking half-day use is guaranteed by law:\u003c/strong\u003e Current law provides for family care leave in full-day units.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThinking government financial support is paid automatically when you take leave:\u003c/strong\u003e Taking leave and receiving cash support are separate.\u003c/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThinking the limit is automatically extended during a disaster:\u003c/strong\u003e An extension requires statutory procedures and a notice from the Ministry of Employment and Labor.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003eIf you need a half-day, check your company’s separate rules. Do not assume a proposed improvement has taken effect based only on news reports about it. Do not rely on past guidance about COVID-19 family care expense support as a basis for applying now.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#conditions-to-check-when-choosing-reduced-working-hours\" class=\"anchor\" id=\"conditions-to-check-when-choosing-reduced-working-hours\"\u003e\u003c/a\u003eConditions to check when choosing reduced working hours\u003c/h2\u003e\n\u003cp\u003eIf you want to combine care and work, you can consider reducing your schedule to 15 to 30 hours per week. The reduced-hours period is generally up to 1 year. This is separate from the annual 90-day limit for a family care leave of absence.\u003c/p\u003e\n\u003cp\u003eYou can apply for the following reasons:\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eCaring for a family member due to illness, an accident, or old age\u003c/li\u003e\n\u003cli\u003eManaging your own health, including an injury caused by illness or an accident\u003c/li\u003e\n\u003cli\u003eRetirement preparation by a worker aged at least 55\u003c/li\u003e\n\u003cli\u003eThe worker’s own studies\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003eReduced working hours for family care, your own health, or retirement preparation can be extended if there is a reasonable reason. The additional extension can be up to 2 years. The total period can therefore be up to 3 years, but studies do not qualify for this extension.\u003c/p\u003e\n\u003cp\u003eYou and your company must agree on working conditions after the reduction in writing. Pay may be adjusted in proportion to working hours. The relevant rules are summarized in the \u003ca href=\"https://www.easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026amp;cciNo=3\u0026amp;cnpClsNo=3\u0026amp;csmSeq=1380\"\u003eEasy-to-Find Practical Law Information guidance on reduced working hours\u003c/a\u003e.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#application-records-and-severance-pay-calculations-points-that-are-easy-to-miss\" class=\"anchor\" id=\"application-records-and-severance-pay-calculations-points-that-are-easy-to-miss\"\u003e\u003c/a\u003eApplication records and severance pay calculations: points that are easy to miss\u003c/h2\u003e\n\u003cp\u003ePeriods of family care leave or a leave of absence count toward your length of service even if they are unpaid. They are excluded from the period used to calculate average wages. Average wages are a statutory wage measure used to calculate severance pay and other payments.\u003c/p\u003e\n\u003cp\u003eDo not exclude these periods from your length of service simply because they are unpaid. Periods of reduced working hours are also excluded from the average-wage calculation period. For an actual retirement benefit calculation, check the type of retirement pension plan you have.\u003c/p\u003e\n\u003cp\u003eAnother point to check is the company’s response to an application for reduced working hours. If it does not notify you within 30 days of the application whether it will grant the request, the request is deemed granted. Do not extend this rule into an automatic approval rule for family care leave or a leave of absence.\u003c/p\u003e\n\u003cp\u003eIt is useful to keep the following records:\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eThe application and a record confirming when it was submitted\u003c/li\u003e\n\u003cli\u003eThe company’s response approving, refusing, or changing the timing\u003c/li\u003e\n\u003cli\u003eThe period used and records of how pay was handled\u003c/li\u003e\n\u003cli\u003eStart and finish times after a reduction and the written agreement on working conditions\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch2\u003e\n\u003ca href=\"#how-do-short-term-parental-leave-and-the-rules-for-public-officials-differ\" class=\"anchor\" id=\"how-do-short-term-parental-leave-and-the-rules-for-public-officials-differ\"\u003e\u003c/a\u003eHow do short-term parental leave and the rules for public officials differ?\u003c/h2\u003e\n\u003cp\u003eShort-term parental leave may be another option for childcare. This arrangement took effect on August 20, 2026. It is different from splitting up family care leave.\u003c/p\u003e\n\u003cdiv class=\"overflow-x-auto\"\u003e\u003ctable\u003e\n\u003cthead\u003e\n\u003ctr\u003e\n\u003cth\u003eCategory\u003c/th\u003e\n\u003cth\u003eFamily care leave for employees\u003c/th\u003e\n\u003cth\u003eShort-term parental leave\u003c/th\u003e\n\u003cth\u003eFamily care leave for public officials\u003c/th\u003e\n\u003c/tr\u003e\n\u003c/thead\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eApplicable rules\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for employees\"\u003eEqual Employment Opportunity Act\u003c/td\u003e\n\u003ctd data-label=\"Short-term parental leave\"\u003eParental leave provisions of the Equal Employment Opportunity Act\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for public officials\"\u003eApplicable public official service regulations\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003eMain purpose\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for employees\"\u003eCaring for family members covered by law\u003c/td\u003e\n\u003ctd data-label=\"Short-term parental leave\"\u003eShort-term care for a child eligible for parental leave\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for public officials\"\u003eReasons for care listed in the service regulations\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003ePeriod and unit\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for employees\"\u003eGenerally 10 days per year, in full-day units\u003c/td\u003e\n\u003ctd data-label=\"Short-term parental leave\"\u003eOnce a year, for 1 week or 2 weeks\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for public officials\"\u003eWithin 10 days per year, with separate paid and unpaid rules\u003c/td\u003e\n\u003c/tr\u003e\n\u003ctr\u003e\n\u003ctd data-label=\"Category\"\u003ePay\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for employees\"\u003eCheck the company’s separate paid-leave rules\u003c/td\u003e\n\u003ctd data-label=\"Short-term parental leave\"\u003eCheck employment insurance parental leave benefit requirements\u003c/td\u003e\n\u003ctd data-label=\"Family care leave for public officials\"\u003ePaid-leave rules based on factors including the number of children and reason for care\u003c/td\u003e\n\u003c/tr\u003e\n\u003c/tbody\u003e\n\u003c/table\u003e\u003c/div\u003e\n\u003cp\u003eShort-term parental leave can be used for reasons such as school breaks, childcare facility closures, school closures, and hospitalization. The days used are deducted from the total parental leave period. Check the separate eligibility requirements for benefits. See the \u003ca href=\"https://www.korea.kr/news/policyNewsView.do?newsId=148970780\"\u003eguidance on the introduction of short-term parental leave\u003c/a\u003e for recognized reasons.\u003c/p\u003e\n\u003cp\u003eNational public officials have paid-leave rules for certain childcare needs. The basic calculation is the number of eligible children plus 1 day. Additional rules apply to children with disabilities and single-parent circumstances.\u003c/p\u003e\n\u003cp\u003eDo not apply the paid-leave rules for public officials to employees of ordinary companies. Check the service regulations that apply to you for use during school breaks. Public-sector workers who are not public officials have a different employment status, so they should check their employment rules and collective agreements.\u003c/p\u003e\n\u003ch2\u003e\n\u003ca href=\"#where-to-turn-if-your-request-is-unfairly-refused\" class=\"anchor\" id=\"where-to-turn-if-your-request-is-unfairly-refused\"\u003e\u003c/a\u003eWhere to turn if your request is unfairly refused\u003c/h2\u003e\n\u003cp\u003eRefusing family care leave or a leave of absence without a statutory exception may lead to penalties. An unlawful refusal to grant it can result in an administrative fine of up to 5 million won. Dismissing or otherwise treating a worker unfavorably for using it is also prohibited.\u003c/p\u003e\n\u003col\u003e\n\u003cli\u003eAsk the company which reason and legal basis it used to refuse your request.\u003c/li\u003e\n\u003cli\u003eOrganize the relevant records, including your application and the company’s response.\u003c/li\u003e\n\u003cli\u003eContact the Ministry of Employment and Labor at 1350 or your local employment and labor office for advice.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eWhen seeking advice, specify whether you applied for family care leave, a leave of absence, or reduced working hours. It also helps to explain your length of service and your relationship to the person needing care. You can check the application and penalty rules for a leave of absence in the \u003ca href=\"https://easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026amp;cciNo=3\u0026amp;cnpClsNo=1\u0026amp;csmSeq=1380\"\u003eEasy-to-Find Practical Law Information guidance on family care leave of absence\u003c/a\u003e.\u003c/p\u003e\n","tags":["Organizational culture","Working hours","Family care leave"],"faqs":[{"question":"Can I take family care leave even if I have worked for less than 6 months?","answer":"You can apply for family care leave even if you have been continuously employed for less than 6 months. The length-of-service exceptions for family care leave of absence and reduced working hours do not apply to family care leave."},{"question":"Do I have to work for at least 1 year to apply for family care leave of absence?","answer":"Under current rules, an exception applies if you have been continuously employed for less than 6 months as of the day before the planned start of the leave of absence. A statement that 1 year of service is required does not reflect the current rules."},{"question":"Will I be paid if I take family care leave?","answer":"There is no legal obligation to pay for it. Check whether your company's work rules or collective agreement separately provide for paid leave."},{"question":"Do I have to use all my annual leave first?","answer":"Using up your annual leave is not a legal requirement for applying for family care leave. You only need to check the conditions for family care leave, including the reason for providing care and the number of days you have left."},{"question":"Can I use it to accompany a parent to the hospital?","answer":"You can apply if a parent urgently needs care due to illness, an accident, or old age. Explain why you need to accompany them to a medical appointment in your application."},{"question":"Can I use it for my child's school entrance ceremony or school vacation?","answer":"The Ministry of Employment and Labor lists attendance at school events, such as entrance ceremonies and parent-teacher meetings, as accepted examples. You can also apply if a school vacation creates an actual gap in childcare."},{"question":"Can I use family care leave for a sibling's illness or my own illness?","answer":"Siblings and you yourself are not among the family members covered by this program. If you have a health issue, check the rules on reduced working hours or your company's sick leave policy."},{"question":"Can I take family care leave in half-day increments?","answer":"Under current law, family care leave is taken in full-day increments. If you need a half-day, check whether your company has separate rules or whether you can reach an agreement."},{"question":"Do I have to submit a medical certificate when I apply?","answer":"The rules for applying for family care leave do not list a medical certificate as a document required in every case. Check with your company about the documents needed to verify your reason for taking leave and when to submit them."},{"question":"Can I use the 10 days of leave and the 90 days of leave of absence separately?","answer":"Days of family care leave count toward the annual 90-day limit for family care leave of absence. If you have used 10 days of leave in the same year, you have 80 days of leave of absence remaining."},{"question":"Can my company refuse my leave because it has no replacement staff?","answer":"Failure to hire replacement staff is not a general exception to granting family care leave. If the leave would seriously disrupt business operations, the company can discuss changing when you take it with you."},{"question":"How long can I have reduced working hours?","answer":"The basic period is up to 1 year. For family care, your own health, or retirement preparation, you can extend it by up to another 2 years if there is a reasonable reason."},{"question":"Is unpaid family care leave of absence excluded from my length of service?","answer":"Periods of family care leave of absence and family care leave count toward length of service. They are excluded from the period used to calculate average wages."},{"question":"Do I apply for family care leave through 정부24?","answer":"Employees apply for family care leave to their employer in writing. This is separate from the process for applying for government support payments or separate pay."},{"question":"Do the rules for paid family care leave for public officials also apply to company employees?","answer":"The service regulations that apply to public officials do not apply unchanged to employees at ordinary companies. Company employees should check the Equal Employment Opportunity Act and their company's separate rules on paid leave."},{"question":"Is short-term parental leave deducted from family care leave?","answer":"Short-term parental leave is deducted from the total parental leave period. It is separate from the annual 10 days of family care leave."}],"sources":[{"url":"https://www.law.go.kr/lsLinkCommonInfo.do?chrClsCd=010202\u0026lsJoLnkSeq=1030171147","title":"National Law Information Center, Article 22-2 of the Equal Employment Opportunity and Work-Family Balance Assistance Act","type":"source"},{"url":"https://law.go.kr/lsLinkCommonInfo.do?chrClsCd=010202\u0026lspttninfSeq=153389","title":"National Law Information Center, Article 16-3 of the Enforcement Decree of the Equal Employment Opportunity and Work-Family Balance Assistance Act","type":"source"},{"url":"https://www.moel.go.kr/local/seoulnambu/news/notice/noticeView.do?bbs_seq=20200301026","title":"Ministry of Employment and Labor, Seoul Southern District Office, Information on eligibility, duration, and how to apply for family care leave","type":"source"},{"url":"https://1350.moel.go.kr/rtmview.do?id=1000323029","title":"Ministry of Employment and Labor 1350, Advice on family care leave for childcare","type":"source"},{"url":"https://1350.moel.go.kr/rtmview.do?id=1000320049","title":"Ministry of Employment and Labor 1350, Advice on family care leave applications and supporting documents","type":"source"},{"url":"https://easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026cciNo=3\u0026cnpClsNo=1\u0026csmSeq=1380","title":"Easy-to-Find Practical Legal Information, Family care leave of absence","type":"source"},{"url":"https://www.easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026cciNo=3\u0026cnpClsNo=2\u0026csmSeq=1380\u0026popMenu=ov\u0026search_put=","title":"Easy-to-Find Practical Legal Information, Family care leave","type":"source"},{"url":"https://www.easylaw.go.kr/CSP/CnpClsMain.laf?ccfNo=1\u0026cciNo=3\u0026cnpClsNo=3\u0026csmSeq=1380","title":"Easy-to-Find Practical Legal Information, Reduced working hours for family care and other purposes","type":"source"},{"url":"https://www.law.go.kr/lsInfoP.do?lsiSeq=221503\u0026viewCls=lsRvsDocInfoR","title":"National Law Information Center, Provisions on reduced working hours for family care and working conditions","type":"source"},{"url":"https://www.korea.kr/news/policyNewsView.do?newsId=148970780","title":"Korea Policy Briefing, Information on the implementation of the short-term parental leave system","type":"source"},{"url":"https://1350.moel.go.kr/rtmview.do?id=1000325483\u0026page=1\u0026type=ALL","title":"Ministry of Employment and Labor 1350, Advice on the duration of short-term parental leave and how it is deducted","type":"source"},{"url":"https://www.law.go.kr/LSW/flDownload.do?bylClsCd=\u0026flSeq=160550387","title":"Guidelines on the Service and Discipline of National Public Officials, Family care leave","type":"source"},{"url":"https://www.moel.go.kr/news/cardinfo/view.do?bbs_seq=20220400304","title":"Ministry of Employment and Labor, Information on emergency support for COVID-19 family care expenses in 2022","type":"source"}],"images":[{"id":1535,"url":"https://injoys.com/rails/active_storage/blobs/proxy/eyJfcmFpbHMiOnsiZGF0YSI6MjI2NzcsInB1ciI6ImJsb2JfaWQifX0=--b4307ab0350e7e706a87e9b37a0482d056f72d3a/ai-bc910f89.webp","is_representative":true,"generation_method":"ai_photo","license":"ai_generated","mime_type":"image/webp","width":1536,"height":1024,"translations":{"ko":{"alt":"가게 직원이 카운터 너머로 서류를 건네고, 지팡이를 짚은 노인이 출입문 옆에 서 있다.","caption":"가족돌봄휴가는 정부 포털이 아닌 회사에 문서로 신청해야 합니다.","description":null},"en":{"alt":"A shop employee hands a form across the counter while an elderly woman with a cane waits by the door.","caption":"Family-care leave must be requested in writing from the employer, not through a government portal.","description":null},"ja":{"alt":"店員がカウンター越しに書類を渡し、杖をついた高齢の女性が入口で待っている。","caption":"家族介護休暇は政府のポータルではなく、勤務先に書面で申請します。","description":null},"es":{"alt":"Una empleada entrega un formulario por el mostrador mientras una anciana con bastón espera junto a la puerta.","caption":"El permiso para cuidar a familiares se solicita por escrito a la empresa, no en un portal gubernamental.","description":null},"id":{"alt":"Pegawai toko menyerahkan formulir di meja kasir; seorang lansia bertongkat menunggu di dekat pintu.","caption":"Cuti perawatan keluarga diajukan secara tertulis kepada perusahaan, bukan melalui portal pemerintah.","description":null},"pt":{"alt":"Uma funcionária entrega um formulário pelo balcão enquanto uma idosa com bengala espera junto à porta.","caption":"A licença para cuidar da família deve ser solicitada por escrito à empresa, não por um portal do governo.","description":null},"zh-hant":{"alt":"店員隔著櫃檯遞出文件，一名拄著拐杖的長者在門邊等候。","caption":"家庭照護假須以書面向公司申請，而非透過政府入口網站。","description":null},"de":{"alt":"Eine Verkäuferin reicht ein Formular über die Theke; eine ältere Frau mit Gehstock wartet an der Tür.","caption":"Familienpflegeurlaub wird schriftlich beim Arbeitgeber beantragt, nicht über ein Regierungsportal.","description":null}}},{"id":1536,"url":"https://injoys.com/rails/active_storage/blobs/proxy/eyJfcmFpbHMiOnsiZGF0YSI6MjI2ODMsInB1ciI6ImJsb2JfaWQifX0=--837c92d74c6c8ad81dd433da73f4489dbf0d8d1d/ai-4a21741c.webp","is_representative":false,"generation_method":"ai_semi","license":"ai_generated","mime_type":"image/webp","width":1536,"height":1024,"translations":{"ko":{"alt":"가을날 초등학교 앞에서 딸의 손을 잡고 전화하는 아버지","caption":"가족돌봄휴가는 연간 최대 10일 사용할 수 있으며, 신청서는 회사에 제출합니다.","description":null},"en":{"alt":"A father talks on the phone while holding his daughter's hand outside a primary school in autumn.","caption":"Family-care leave is available for up to 10 days a year, and applications go to the employer.","description":null},"ja":{"alt":"秋の小学校前で、娘の手をつなぎながら電話する父親","caption":"家族介護休暇は年に最大10日取得でき、申請書は勤務先に提出します。","description":null},"es":{"alt":"Un padre habla por teléfono de la mano de su hija frente a una escuela primaria en otoño.","caption":"El permiso por cuidado familiar permite hasta 10 días al año y se solicita a la empresa.","description":null},"id":{"alt":"Seorang ayah menelepon sambil menggandeng putrinya di depan sekolah dasar pada musim gugur.","caption":"Cuti perawatan keluarga tersedia hingga 10 hari setahun dan diajukan secara tertulis kepada perusahaan.","description":null},"pt":{"alt":"Um pai fala ao telefone de mãos dadas com a filha em frente a uma escola primária no outono.","caption":"A licença para cuidar da família permite até 10 dias por ano e deve ser solicitada à empresa.","description":null},"zh-hant":{"alt":"秋天的小學門口，一名父親牽著女兒的手講電話","caption":"家庭照顧假每年最多可使用10天，申請文件須提交給公司。","description":null},"de":{"alt":"Ein Vater telefoniert im Herbst vor einer Grundschule und hält seine Tochter an der Hand.","caption":"Familienpflegeurlaub ist für bis zu 10 Tage im Jahr möglich und wird beim Arbeitgeber beantragt.","description":null}}}],"published_at":"2026-09-28T02:01:11+09:00","updated_at":"2026-09-28T02:01:11+09:00","license":"cc_by","translation_status":"reviewed","available_locales":["ko","en","ja","es"],"data_locales":["ko","en","ja","es","id","pt","zh-hant","de"],"url":"https://injoys.com/en/articles/family-care-leave-10-days-eligibility-and-application"}