The employer is required to give the employee a maximum of one year unpaid leave, the employer may not dismiss the employee or otherwise disadvantage the employee during this leave period and the employer must include this period in the employee's "continuous employment" and must pay the employee, at least, the same wage amount as when the employee commences the leave as when the employee returns to work.
More articles on employment law that may be of interest to the reader.
- IPG's Labor & Employment Law Team: Proactive, Efficient & Non-conflicted
- Korean Rules of Employment Necessary
- Choice of Law Issues in Employment Disputes
- Restrictive Covenants in Korean Employment Agreements
- Korean Labor Law Check List for Employers in Korea
Sean Hayes may be contacted at: SeanHayes@ipglegal.com.
Sean Hayes is co-chair of the Korea Practice Team at IPG Legal. He is the first non-Korean attorney to have worked for the Korean court system (Constitutional Court of Korea) and one of the first non-Koreans to be a regular member of a Korean law faculty. Sean is ranked, for Korea, as one of only two non-Korean lawyers as a Top Attorney by AsiaLaw.
Sean's profile may be found at: Sean C. Hayes