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Greater Reforms for Promoting Work-Life Balance
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Unamended act
Amended act The amended act requires employers to provide at least 10 days of paid paternity leave. Further, employees must request paternity leave within 90 days of their child's birth and they may use their paternity leave in two segments. These amendments do not apply to employees:
These amendments became effective on 1 October 2019. Expansion of childcare working hour reduction Unamended act Amended act Under the amended act, qualifying employees can take up to one year of childcare leave and up to one (additional) year of reduced working hours for childcare, providing a total of two years' childcare entitlement for working parents. Although the one year of childcare leave can be substituted with a reduction in working hours (for up to two years of reduced working hours), the inverse is not true. These amendments became effective on 1 October 2019. Expansion of family care leave to include family care days off Unamended act
As the amended act permits up to 10 days for use as single days off, employees can benefit from family care leave for emergencies such as:
These amendments are set to come into force on 1 January 2020. New right to request reduction in working hours Unamended act Amended act Finally, the working hour reduction period can be up to three years (one year if the grounds for the request is to pursue academic endeavours). During this period, the employer cannot unfairly change the employee's employment terms, except for a proportionate reduction in benefits that are associated with working hours (eg, salary). These amendments are set to come into force on the following dates:
Potential impact on your business Employers are strongly advised to review their existing practices and policies to ensure compliance with the act's latest amendments. Workplace disruptions are expected due to the increased benefits – especially with regard to securing adequate substitute personnel while primary employees are on leave or working reduced hours. Therefore, companies must review their employee engagement practices to ensure proper temporary engagements and introduce workplace flexibility to ensure continued operations. For further information on this topic please contact Sang Hoon Lee or William Woojong Kim at Lee & Ko by telephone (+82 2 772 4000) or email ([email protected] or [email protected]). The Lee & Ko website can be accessed at www.lawleeko.com.
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