A recent survey reveals that nearly half of workers feel they cannot freely take parental leave, sparking debate online.
The survey, commissioned by the labor rights group Workplace Abuse 119 and conducted by Global Research, involved 1,000 workers aged 19 and older across the country from June 1 to June 9. It found that 46.7% of respondents reported they could not freely use parental leave.
According to Yonhap News, the challenges are more pronounced among non-regular workers (62.3%) compared to regular employees (36.3%), and those in businesses with fewer than five employees (68.6%) compared to those in companies with over 300 employees (30.5%). Among female non-regular workers, 70.2% reported difficulties in taking parental leave.
Additionally, 41.6% of respondents indicated they could not freely take maternity leave, with 65.9% of female non-regular workers expressing similar concerns.
However, both parental and maternity leave are reported to be more accessible for men and senior management, who often have higher usage rates.
The survey also found that 52% of respondents felt they could not freely take family care leave, a figure higher than those for parental and maternity leave. The trend of higher negative responses among women and non-regular workers persisted.
Following the survey results, criticism of workplace culture has emerged on online communities and social media. Users commented, “Having a system means nothing if you can’t use it,” “The moment you mention taking parental leave, you start feeling the pressure,” and “Isn’t it contradictory to encourage childbirth while creating an environment that discourages taking time off?”
Many workers resonated with these sentiments. Some expressed, “Even though it’s a legally guaranteed right, I have to consider the team atmosphere first,” “If my boss shows disapproval, just filling out the application feels daunting,” and “I worry that my position will be gone when I return from parental leave.” This highlights the perception that taking parental leave is more about seeking permission than exercising a right.
Responses also highlighted the realities faced by non-regular and small business workers. Comments included, “In large companies, at least the system is in place, but in small firms, losing one employee makes you feel like a criminal,” and “For contract workers, even mentioning parental leave can feel like giving up on re-contracting,” and “In businesses with fewer than five employees, the boss’s opinion often outweighs the system.”
Voices pointing out the burdens faced by female workers continued. Users noted, “The problem is that from the moment you announce your pregnancy, you have to worry about being sidelined or facing disadvantages,” “The fact that 70% of female non-regular workers can’t use their leave freely means they are effectively outside the system,” and “If childbirth and parenting are treated as personal issues, the low birthrate problem will never be resolved.”
Conversely, some comments acknowledged the difficulties faced by employers and colleagues. Some users remarked, “In small companies, when one person is absent, the remaining staff have to take on the workload,” “There are industries where it’s hard to find substitute workers,” and “Simply increasing penalties for employers won’t solve the issue; support for substitute workers is also necessary.”
However, the majority of responses converged on the need for a change in workplace culture. Comments included, “If losing one employee can bring down a company, that’s not an individual responsibility but a systemic issue,” “Companies that do not accommodate employees on parental leave will lose talent in the long run,” and “The atmosphere that makes employees raising children feel guilty must change.”
Concerns about the return process after parental leave have also emerged as a significant issue. Workplace Abuse 119 reported that from January to June of this year, there were 36 consultations regarding workplace abuse related to childbirth and parenting, including cases where employees were notified of their termination during parental leave or were reassigned to distant locations after requesting reduced hours.
In response, users stated, “It’s not surprising that people say returning from leave is scarier than taking it,” and “Who would feel comfortable using leave if they return to find their desk gone or are excluded from work?” This indicates that concerns extend beyond just taking parental leave to include potential disadvantages and ostracism upon returning.
Some users criticized the disconnect between low birthrate policies and labor realities. Comments included, “Instead of just worrying about low birthrates, we need to create workplaces where people can have and raise children,” “How can providing childbirth incentives solve the issue in a country where parental leave isn’t freely available?” and “For low birthrate policies to be meaningful, those raising children must be able to continue working.”
There were also calls for improved perceptions of male parental leave. Users noted, “The atmosphere that views men taking parental leave as unusual needs to change,” “The lingering belief that childcare is solely a woman’s responsibility places a heavier burden on female workers,” and “A culture where fathers can naturally take parental leave must develop so that companies do not view only one gender as a burden.”
Ultimately, the debate over parental leave is evolving from a personal choice issue to a structural workplace issue. As long as childbirth and parenting remain solely individual responsibilities, employees will find it difficult to use available systems without anxiety. If society is genuinely concerned about low birthrates, it must first create a workplace environment where employees do not face disadvantages for taking time off for childbirth and parenting.
Users agree that “We need to create a society where those taking parental leave do not feel guilty,” “Employees raising children should not be seen as a burden to the company,” and “For the system to be more than just words on paper, the workplace atmosphere must change.” There is growing interest in whether parental leave can become a recognized right rather than a ‘game of perception.’
* This article has been translated by AI.
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