Evaluation of the Policies for Work-Family Balance

Published on July 22, 2025
Published by Social Administrative Program Evaluation Division

   Despite sustained policy efforts by the Korean government under frameworks such as the “Basic Plans on Low Birth Rates in an Aging Society,” the nation has yet to observe a meaningful rebound in fertility rates. Notably, however, the total fertility rate rose marginally to 0.75 in 2024 compared to the previous year—a development that may signal a potential inflection point in the years ahead. Among the factors influencing marriage and childbirth, work–family balance has received heightened policy attention as a key determinant, prompting an increase in the budget for major related measures, from KRW 1.9 trillion in 2020 to KRW 4.6 trillion in 2025.
   Meanwhile, several structural and operational challenges persist. Constraints arising from labor market structures, rigid workplace cultures, and limited employer receptiveness continue to hinder the effective adoption of related programs. Additional issues include disparities in utilization by company size and coverage blind spots stemming from the employment insurance–centered support framework.This report offers an in-depth evaluation of Korea’s work–family balance policy architecture, with particular emphasis on implementation mechanisms, funding structures, program utilization, and gaps in inclusion.
   First, work–family balance policies should be advanced primarily through the legally mandated “Basic Plans on Low Birth Rates in an Aging Society”. In parallel, consideration should be given to expanding the proportion of General Account transfers to the Employment Insurance Fund.
   Second, measures to enhance the effectiveness of work–family balance support programs are needed. This includes monitoring the impact of Parental Leave duration on return-to-work outcomes and reviewing management measures regarding the non-inclusion of such periods from promotion eligibility timelines. In addition, efforts should be strengthened to improve awareness of and accessibility to Reduced Working Hours for period of childcare, alongside enhancing support for the establishment of relevant management systems.
   Third, strategies to increase program utilization and reduce disparities across sectors should be pursued. Persistent gaps by gender, employment type, and firm size highlight structural barriers within Korea’s labor market, underscoring the need for continued policy refinement. Enhancements to corporate disclosure requirements and the family-friendly certification system should also be considered.
   Fourth, efforts to minimize blind spots in Work-Family Balance support systems must be strengthened. In particular, tailored support strategies are needed for employment types (e.g., non-regular workers) and sectors (e.g., construction) where participation in employment insurance is relatively limited.