Article 29 (Employment Stabilization Incentive for Childbirth and Childcare Period)

The Minister of Employment and Labor shall pay the employment stabilization incentive for childbirth and childcare to employers who fall under any of the following subparagraphs pursuant to Article 23 of this Act. <Amended on Jan. 13, 2012, Jul. 10, 2012, Jan. 25, 2013, Dec. 24, 2013, Jun. 17, 2014, Sep. 30, 2014, Jun. 30, 2015, Dec. 30, 2016, Jul. 3, 2018, Dec. 31, 2018, Dec. 31, 2019, Mar. 31, 2020, Dec. 31, 2021, Jun. 28, 2022, Jun. 25, 2024, Dec. 24, 2024, Jun. 30, 2026> 1. Deleted <Dec. 31, 2018> 2. Employers of priority support companies who have granted insured workers parental leave under Article 19 of the 「Act on Equal Employment and Support for Work-Family Reconciliation」 or a reduction in working hours during the childcare period under Article 19-2 of the same Act (hereinafter referred to as "parental leave, etc.") for 30 days or more (excluding the period that overlaps with the period of leave before and after childbirth under Article 74 (1) of the 「Labor Standards Act」 (hereinafter referred to as "leave before and after childbirth")). 3. Employers of priority support companies who have granted or allowed insured workers leave before and after childbirth, leave for miscarriage or stillbirth under Article 74 (3) of the 「Labor Standards Act」 (hereinafter referred to as "leave for miscarriage or stillbirth"), or parental leave, etc. for 30 days or more, and who have hired or used a substitute worker as a dispatched worker, and meet all of the following requirements: a. Meets any of the following: 1) In cases where a substitute worker has been newly hired or a dispatched worker has been used as a substitute worker and continuously employed or used for 30 days or more from the date two months prior to the start date of leave before and after childbirth, leave for miscarriage or stillbirth, or parental leave, etc. (in cases where leave for miscarriage or stillbirth or parental leave, etc. is started consecutively to leave before and after childbirth, the date two months prior to the start date of leave before and after childbirth). 2) In cases where working hours have been reduced for more than 60 days during pregnancy for insured workers, and a substitute worker has been hired or a dispatched worker has been used as a substitute worker, and the same substitute worker has been continuously employed or used even after the worker starts leave before and after childbirth, leave for miscarriage or stillbirth, or parental leave, etc. consecutively after the end of the reduced working hours. In this case, the period for which the substitute worker was hired or used must be 30 days or more. b. Deleted <Mar. 31, 2020> c. During the period from three months before newly hiring a substitute worker or using a dispatched worker as a substitute worker until one year after hiring or using the substitute worker (in cases where the employment or usage period of the substitute worker is less than one year, until the termination of such employment or usage relationship), other workers (excluding workers hired or used later than the newly hired or used substitute worker) have not been dismissed due to employment adjustment. 4. Employers of priority support companies who fall under any of the following subparagraphs: a. Employers of priority support companies who have designated a worker to perform all or part of the duties of an insured worker who has been granted parental leave, etc. for 30 days or more (hereinafter referred to as "job-sharing worker") and have provided financial support to the job-sharing worker for the job sharing. However, when designating a job-sharing worker for a worker whose working hours have been reduced during the childcare period, the reduced working hours of the worker with reduced working hours must be 10 hours or more per week. b. Employers of priority support companies who have granted insured workers consecutive paternity leave under Article 18-2 of the 「Act on Equal Employment and Support for Work-Family Reconciliation」 (hereinafter referred to as "paternity leave") for 20 days, and have designated a job-sharing worker continuously during that period and provided financial support to the job-sharing worker for the job sharing.

The employment stabilization incentive for childbirth and childcare under paragraph ① (2) shall be calculated by multiplying the number of months of parental leave, etc. used by the worker by the amount determined and publicly announced by the Minister of Employment and Labor each year, considering the employer's labor cost burden due to the allowance of parental leave, etc. and the age of the child for whom parental leave, etc. is taken. <Amended on Jan. 13, 2012, Jan. 25, 2013, Jun. 30, 2015, Dec. 30, 2016, Mar. 31, 2020, Dec. 31, 2021, Jun. 28, 2022>

The employment stabilization incentive for childbirth and childcare under paragraph ① (4) (hereinafter referred to as "job-sharing support fund"). The same applies hereinafter in this Article) shall be an amount determined according to the following subparagraphs, considering the employer's labor cost burden arising from the designation of a job-sharing worker. However, if the employer has received any financial support or incentive for the designation of a job-sharing worker for parental leave, etc. and paternity leave, or for the employment or use of a substitute worker under this Decree or other laws and regulations, the amount shall be reduced by the amount of such support or incentive. In this case, the amount of the job-sharing support fund shall not exceed the amount paid by the employer to the job-sharing worker. <Newly established on Jun. 25, 2024, Dec. 24, 2024, Jun. 30, 2026> 1. In cases falling under subparagraph a of paragraph ① (4): An amount calculated by multiplying the number of months the job-sharing worker was designated during the period of parental leave, etc. by the amount determined and publicly announced by the Minister of Employment and Labor. 2. In cases falling under subparagraph b of paragraph ① (4): The amount determined and publicly announced by the Minister of Employment and Labor.

Matters necessary for application and payment, such as the application period for the employment stabilization incentive for childbirth and childcare under paragraph ①, shall be prescribed by the Ministry of Employment and Labor Ordinance. <Amended on Jan. 25, 2013, Dec. 30, 2016, Mar. 31, 2020, Jun. 28, 2022, Jun. 25, 2024>