Korean Fathers Increasingly Take Paternity Leave Amid Demographic Crisis
South Korea is witnessing a remarkable shift in family dynamics as more fathers are choosing to take paternity leave, a trend that reflects changing societal attitudes and government efforts to address the country’s ongoing demographic crisis. With the nation’s birth rate at historic lows and the population aging rapidly, policymakers and families alike are rethinking traditional gender roles and the balance between work and family life.
In recent years, the number of Korean fathers taking paternity leave has surged, signaling a broader transformation in how child-rearing responsibilities are shared. This development is seen as a crucial step toward promoting gender equality and supporting working parents in a society long characterized by rigid work cultures and deeply rooted expectations about motherhood and fatherhood.
What Is Driving the Rise in Paternity Leave?
The increase in paternity leave uptake among Korean fathers is the result of several converging factors: government policy reforms, shifting workplace norms, and changing attitudes among younger generations. According to official statistics, the number of Koreans taking parental leave rose by 14.2% to nearly 200,000 in 2022. Notably, the proportion of men among parental leave recipients has grown dramatically—from just 5.6% in 2015 to over 28% in 2023, and recent reports suggest it may now exceed 36%.
This transformation is not happening in isolation. South Korea’s total fertility rate (TFR)—the average number of children a woman is expected to have—has been the lowest in the world for several years, dropping to 0.72 in 2023 before a slight uptick to 0.75 in 2024. A TFR of 2.1 is needed to maintain a stable population, so these figures have set off alarm bells among policymakers concerned about the long-term sustainability of the country’s economy and social welfare systems.
Government initiatives have played a pivotal role in encouraging fathers to take leave. Amendments to the Gender Equal Employment and Work-Family Balance Act and the Labor Standards Act, passed in late 2024, will double paid paternity leave from 10 to 20 days starting in February 2025. These reforms are part of a broader strategy to make it easier for parents—especially fathers—to participate in early childcare, and to help reverse the declining birth rate.
Changing Social Norms and Workplace Culture
Historically, South Korean society has placed the burden of childcare almost exclusively on mothers, with fathers expected to focus on work. Long working hours, a strong preference for family-based care, and skepticism toward formal childcare services have made it difficult for dual-earner families to balance responsibilities. However, this is beginning to change.
Academic research highlights that while the number of fathers taking leave has increased fivefold in recent years, many still do so as a last resort—often when other childcare options are unavailable. After their leave, some fathers strive to remain involved at home, adjusting their work schedules or even changing jobs to accommodate family needs. Others, however, return to demanding work routines, relying on grandparents or their spouses for childcare.
Despite these challenges, satisfaction with work-family culture at workplaces has improved for both men and women. The proportion of male workers using flexible working hours has increased from 4.7% to 17.1% since 2015, and more companies are offering support for employees with young children. These changes suggest a gradual but meaningful shift in workplace expectations and gender roles.
Policy Reforms: From Maternity Protection to Gender Equality
South Korea’s parental leave policies have evolved significantly over the past three decades. Initially, reforms focused on maternity protection, granting unpaid parental leave to fathers only if their wives were employed. As fertility rates dropped and the demographic crisis deepened, the rationale for reform shifted toward encouraging childbirth and supporting women’s participation in the workforce.
In the last decade, the focus has increasingly turned to gender equality and the active involvement of fathers in childcare. Incentive schemes like the “daddy’s month”—which provides additional benefits if both parents take leave—have been introduced to encourage fathers’ participation. The government has also increased childcare leave benefits, streamlined application processes, and introduced new subsidies for employers who hire temporary replacements during parental leave.
Key policy changes taking effect in 2025 include:
- Doubling paid paternity leave from 10 to 20 days, to be taken within 120 days of a child’s birth
- Allowing paternity leave to be used in up to three installments
- Increasing government wage subsidies for employers supporting parental leave
- Raising maternity leave for premature births from 90 to 100 days
- Expanding eligibility for reduced working hours during pregnancy and childcare
- Introducing short-term childcare leave and increasing support for fertility treatments
These reforms are designed to make parental leave more accessible and attractive, particularly for fathers, and to reduce the stigma that has traditionally surrounded men taking time off for family reasons.
How Effective Are These Policies?
The effectiveness of expanded parental leave policies in boosting fertility and closing gender gaps in the labor market is still debated. Some studies suggest that more generous leave benefits can encourage childbirth and help women remain in career-oriented jobs, narrowing gender gaps in labor supply. However, others caution that unless broader cultural and structural barriers are addressed—such as long working hours, high childcare costs, and persistent gender norms—the impact may be limited.
Experts note that incentivizing joint use of parental leave (where both parents take leave) is more effective at increasing male participation than simply mandating it. The government’s efforts to promote flexible work arrangements, increase childcare subsidies, and support employers are seen as steps in the right direction, but sustainable progress will require a comprehensive approach that addresses the root causes of low fertility and gender inequality.
Demographic Crisis: Why Is South Korea’s Birth Rate So Low?
South Korea’s demographic crisis is driven by a complex mix of economic, social, and cultural factors. High living costs, expensive education, job insecurity, and a demanding work culture make it difficult for many young people to envision a stable future with children. The average age at marriage has risen, and the number of first-time marriages has dropped by over 37% since 2015. Single-person households now make up more than a third of all households, reflecting changing lifestyles and priorities.
Despite government spending of over 360 trillion won (about $270 billion) on family support programs since 2006—including cash payments for newborns, expanded parental leave, and increased childcare subsidies—the fertility rate remains well below replacement level. The recent uptick in births, attributed to a post-pandemic surge in marriages and more women in their 30s, is seen by many experts as a temporary rebound rather than a lasting reversal of the trend.
South Korea is now classified as a “super-aged” society, with over 20% of the population aged 65 or older. Projections suggest the population could shrink from a peak of 51.8 million in 2020 to just 36.2 million by 2072 if current trends continue. This would have profound implications for the country’s economy, social welfare systems, and global standing.
Societal and Cultural Barriers
One of the biggest challenges facing South Korea is the persistence of traditional gender roles and workplace expectations. Despite policy reforms, many fathers still face pressure to prioritize work over family, and mothers continue to bear the brunt of childcare responsibilities. The gender pay gap remains significant, and women are often expected to leave the workforce or take career breaks after childbirth.
Efforts to change these norms are underway, but progress is slow. Some experts argue that a “paradigm shift” is needed—one that recognizes parenting as a public service and provides universal, mandatory parental leave for all parents, with income support sufficient to maintain living standards. Others call for greater investment in high-quality, affordable childcare and more flexible work options for both men and women.
Recent Trends: A Glimmer of Hope?
For the first time in nearly a decade, South Korea’s birth rate has shown a modest increase. In 2024, the number of births rose by 3.6% to 238,300, and the fertility rate edged up to 0.75. This improvement is largely attributed to a 14.9% spike in marriages, as couples who postponed weddings during the COVID-19 pandemic finally tied the knot. The rise in births is also linked to a demographic shift, with more women in their early 30s—the most fertile age group—having children.
Government incentives, such as cash bonuses for newborns, expanded paternity leave, and increased support for working parents, have contributed to the positive trend. Cities like Pyeongtaek, which have invested in new housing and job opportunities, are seeing higher birth rates than the national average. The Ministry of Gender Equality and Family continues to track changes in population, households, and labor market participation, using data to inform future policy decisions.
However, experts caution that the recent uptick may not last. The number of people in their 20s is now lower than those in their 30s, suggesting that the pool of potential parents will shrink in the coming years. Long-term sustainability will depend on convincing more young people to marry and have children, and on creating an environment where families feel supported and secure.
Broader Implications: Gender Equality and Work-Life Balance
The growing number of Korean fathers taking paternity leave is a positive sign for gender equality and work-life balance. By sharing childcare responsibilities, fathers can support their partners’ careers and help reduce the gender gap in employment. Women’s employment rates have improved, with those aged 15 to 64 reaching 61.4%, and career breaks among married women have decreased by about 35% since 2015.
Nevertheless, significant challenges remain. Many fathers still take leave only when other options are unavailable, and the burden of care often shifts to grandparents or mothers when fathers return to work. Sustainable progress will require coordinated reforms in working hours, workplace culture, and the availability of high-quality childcare services.
South Korea’s experience offers valuable lessons for other countries facing similar demographic challenges. The interplay between policy, culture, and economic realities underscores the need for comprehensive, context-sensitive solutions that go beyond isolated measures.
In Summary
- South Korea is experiencing a significant rise in the number of fathers taking paternity leave, reflecting changing attitudes and government policy reforms.
- The country’s birth rate remains the lowest in the world, but recent data show a slight increase, attributed to more marriages and targeted incentives.
- Government reforms include doubling paid paternity leave, increasing childcare subsidies, and supporting flexible work arrangements.
- Despite progress, deep-rooted cultural norms and workplace expectations continue to pose barriers to gender equality and work-family balance.
- Experts emphasize the need for a paradigm shift, with universal parental leave, greater investment in childcare, and policies that recognize parenting as a public service.
- The sustainability of recent improvements depends on addressing underlying economic and social challenges, and on creating an environment where families feel supported.
