[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fmaternity-and-work":3,"menu:\u002Fko-kr:":58,"sites:htmlblocks":229,"subsites":1428,"cite-subsites":4992,"footer:ko-kr":5469,"suggested:ko-kr":5567,"cite-footer:ko-kr":5573},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"edit_url":14,"breadcrumbs":15,"seo":27,"rendered":36,"description":37,"body":38,"body_blocks":39,"call_to_action":40,"owner":47,"related_pages":54,"related_sites":55,"in_subsite":56,"contact_page_url":7,"banner_message":57},36940,"maternity-and-work","Maternity and Work",null,"","한국 노동법에 따른 출산 휴가 권리와 보호 조치를 알아보세요. 유급 휴가, 고용 안정, 고용주의 의무에 대해 알아보세요. 더 읽어보기","한국 노동법: 직장 내 출산","\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fmaternity-and-work","labourlaw.labourlawpage","ko_KR","\u002Fcms\u002Fpages\u002F36940\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"대한민국","ko-kr",{"title":20,"slug":21},"한국에서 일하기","work-in-korea",{"title":23,"slug":24},"노동법","labour-law",{"title":26,"slug":5},"출산 및 근로",{"title":28,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":18,"created_at":34,"last_modified_at":35},"Maternity Leave, Pregnancy and Pay - 대한민국","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fmaternity-and-work\u002F","index, follow","website","summary_large_image","2026-03-24T08:20:07.851956+01:00","2026-03-24T22:55:48.459656+01:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Maternity and Work\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-01-19\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Maternity Leave\u003C\u002Fh2>\n          \u003Cp>여성 근로자는 자녀 출산 시 90일, 다태아 출산 시 120일의 출산휴가를 사용할 권리가 있다. 휴가 기간의 절반 이상은 출산 후에 사용해야 한다. 최소 60일(다태아 출산 시 75일)은 사용자가 급여를 지급해야 하며, 나머지 기간에 대한 급여는 정부가 부담한다.\u003C\u002Fp>\n\u003Cp>유산 및 사산 시에도 다음과 같은 유급 출산휴가가 제공됩니다.\n임신 11주까지인 경우 5일;\n임신 12주부터 15주까지인 경우 10일; \n임신 16주부터 21주까지인 경우 30일; \n임신 22주부터 27주까지인 경우 60일; 그리고\u003Cbr \u002F>\n임신 기간이 28주 이상인 경우 90일 전액 휴가\u003C\u002Fp>\n\u003Cp>2025년 개정안에 따르면, 아기가 조산되거나 신생아 집중치료실(NICU) 입원이 필요한 건강상의 합병증이 있는 경우, 출산 휴가는 100일로 연장됩니다. 임신 11주 이내의 유산 또는 사산 시 휴가 기간은 5일에서 10일로 두 배로 늘어납니다. 불임 치료 휴가는 연간 3일에서 6일로 확대되었으며, 이 중 2일은 고용주가 급여를 지급합니다(이전에는 1일만 지급됨). 또한 고용주는 법에 따라 불임 치료 관련 정보를 비밀로 유지해야 합니다.\u003C\u002Fp>\n\u003Cp>출처: 1997년 제5309호 근로기준법 제74조(1-4항), 2025년 최종 개정; 2021년 근로기준법 시행령 제43조\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Income\u003C\u002Fh2>\n          \u003Cp>출산 휴가는 전액 급여가 지급됩니다. \n사용자는 첫 60일(다태아 출산의 경우 75일)에 대한 급여를 지급해야 하며, 나머지 일수에 대한 급여는 사회보장기본법에 따라 국가 재정 또는 사회보험에서 지급한다.\u003C\u002Fp>\n\u003Cp>출처: 1997년 제5309호 근로기준법 제74조(1-4항), 2025년 최종 개정; 1987년 제20521호 고용평등 및 일·가정 균형 지원법 제18조, 2025년 최종 개정 \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>채용 과정 중 임신 검사\u002F질문\u003C\u002Fh2>\n          \u003Cp>‘고용 평등 및 일·가정 균형 지원법’은 채용 또는 고용 과정에서 임신 검사를 명시적으로 금지하지는 않습니다. 그러나 고용주가 직원을 모집하거나 채용할 때 외모, 신장, 체중 또는 혼인 상태와 같은 신체적 조건을 요구하거나 부과하는 것을 금지하고 있습니다.\u003C\u002Fp>\n\u003Cp>출처: 1987년 제20521호 「고용평등 및 일·가정 균형 지원법」 제7조, 2025년 최종 개정 \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Free Medical Care\u003C\u002Fh2>\n          \u003Cp>고용주는 직원이 질병에 걸렸을 때 충분하고 적절한 의약품을 제공해야 하며, 가능하다면 중병 시 의료 서비스를 제공해야 합니다. \u003C\u002Fp>\n\u003Cp>출산 보호가 제공되며, 자녀 수에 제한이 없습니다. 현금 출산 급여는 없습니다. 장기 급여의 일환으로, 재가 서비스에는 방문, 목욕, 간호, 주야간 돌봄, 단기 휴식 돌봄 및 기능 보조가 포함됩니다. 시설 돌봄에는 인가된 요양원, 양로원, 인가된 거주 시설 및 기타 장기 요양 시설에서 제공되는 돌봄이 포함됩니다.\u003C\u002Fp>\n\u003Cp>출처: ISSA 한국 국가 프로필\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Labour Standards Act, 1997\n          \u003C\u002Fli>\n          \u003Cli>\n            Act on Equal Employment and Support for Work-Family Reconciliation, 2011\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_jobprotection_URL_\n      \n          _ll_breastfeeding_URL_\n      \n          _ll_family_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_employmentsecurity_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: maternity leave and pay in 대한민국 – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-01-19\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Maternity Leave\u003C\u002Fh2>\n\u003Cp>여성 근로자는 자녀 출산 시 90일, 다태아 출산 시 120일의 출산휴가를 사용할 권리가 있다. 휴가 기간의 절반 이상은 출산 후에 사용해야 한다. 최소 60일(다태아 출산 시 75일)은 사용자가 급여를 지급해야 하며, 나머지 기간에 대한 급여는 정부가 부담한다.\u003C\u002Fp>\n\u003Cp>유산 및 사산 시에도 다음과 같은 유급 출산휴가가 제공됩니다.\n임신 11주까지인 경우 5일;\n임신 12주부터 15주까지인 경우 10일; \n임신 16주부터 21주까지인 경우 30일; \n임신 22주부터 27주까지인 경우 60일; 그리고\u003Cbr\u002F>\n임신 기간이 28주 이상인 경우 90일 전액 휴가\u003C\u002Fp>\n\u003Cp>2025년 개정안에 따르면, 아기가 조산되거나 신생아 집중치료실(NICU) 입원이 필요한 건강상의 합병증이 있는 경우, 출산 휴가는 100일로 연장됩니다. 임신 11주 이내의 유산 또는 사산 시 휴가 기간은 5일에서 10일로 두 배로 늘어납니다. 불임 치료 휴가는 연간 3일에서 6일로 확대되었으며, 이 중 2일은 고용주가 급여를 지급합니다(이전에는 1일만 지급됨). 또한 고용주는 법에 따라 불임 치료 관련 정보를 비밀로 유지해야 합니다.\u003C\u002Fp>\n\u003Cp>출처: 1997년 제5309호 근로기준법 제74조(1-4항), 2025년 최종 개정; 2021년 근로기준법 시행령 제43조\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>출산 휴가는 전액 급여가 지급됩니다. \n사용자는 첫 60일(다태아 출산의 경우 75일)에 대한 급여를 지급해야 하며, 나머지 일수에 대한 급여는 사회보장기본법에 따라 국가 재정 또는 사회보험에서 지급한다.\u003C\u002Fp>\n\u003Cp>출처: 1997년 제5309호 근로기준법 제74조(1-4항), 2025년 최종 개정; 1987년 제20521호 고용평등 및 일·가정 균형 지원법 제18조, 2025년 최종 개정 \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>채용 과정 중 임신 검사\u002F질문\u003C\u002Fh2>\n\u003Cp>‘고용 평등 및 일·가정 균형 지원법’은 채용 또는 고용 과정에서 임신 검사를 명시적으로 금지하지는 않습니다. 그러나 고용주가 직원을 모집하거나 채용할 때 외모, 신장, 체중 또는 혼인 상태와 같은 신체적 조건을 요구하거나 부과하는 것을 금지하고 있습니다.\u003C\u002Fp>\n\u003Cp>출처: 1987년 제20521호 「고용평등 및 일·가정 균형 지원법」 제7조, 2025년 최종 개정 \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Free Medical Care\u003C\u002Fh2>\n\u003Cp>고용주는 직원이 질병에 걸렸을 때 충분하고 적절한 의약품을 제공해야 하며, 가능하다면 중병 시 의료 서비스를 제공해야 합니다. \u003C\u002Fp>\n\u003Cp>출산 보호가 제공되며, 자녀 수에 제한이 없습니다. 현금 출산 급여는 없습니다. 장기 급여의 일환으로, 재가 서비스에는 방문, 목욕, 간호, 주야간 돌봄, 단기 휴식 돌봄 및 기능 보조가 포함됩니다. 시설 돌봄에는 인가된 요양원, 양로원, 인가된 거주 시설 및 기타 장기 요양 시설에서 제공되는 돌봄이 포함됩니다.\u003C\u002Fp>\n\u003Cp>출처: ISSA 한국 국가 프로필\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Labour Standards Act, 1997\n          \u003C\u002Fli>\n\u003Cli>\n            Act on Equal Employment and Support for Work-Family Reconciliation, 2011\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection'>한국 노동법: 여성 고용 보호\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding'>한국 노동법: 수유\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Ffamily-responsibilities'>한국 노동법: 가족 돌봄 의무\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fsick-leave'>한국 노동법: 병가\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fko-kr\u002Fwork-in-korea\u002Flabour-law\u002Fcontracts-and-dismissals'>한국 노동법: 계약 및 해고\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":41,"link_description":42,"link":43},"문의하기",[41],{"id":44,"short_title":7,"title":45,"url":46},24590,"Contact Us","\u002Fabout\u002Fcontact",{"id":48,"first_name":49,"last_name":50,"email":51,"image":52,"function":53},48,"Ayesha","Mir","ayeshamir@clr.org.pk","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FAyesha-Mir-ED.width-400.jpg","Labour Law Researcher",[],[],true,"\u003Cp>Mywage 은 WageIndicator 입니다. 동일한 조직, 동일한 정보, 새로운 모습!\u003C\u002Fp>",{"title":17,"seo_title":59,"description":7,"path":60,"redirect_url":7,"locale":18,"children":61},"대한민국 - 임금 - 작업","\u002Fko-kr",[62,151,180],{"title":20,"seo_title":63,"description":7,"path":64,"redirect_url":7,"locale":18,"children":65},"한국: 최저 임금 - 생활 임금 -   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