How to Apply for 1 Weeks of Short-Term Parental Leave: From Employer Submission to Benefits Through Employment24

Starting 2026-08-20, employees who urgently need to care for their children because of daycare or school closures, school vacations, hospitalization, infectious diseases, or similar circumstances can take 1 or 2 weeks of parental leave, up to 1 time per year. The process begins with submitting a leave request to the employer. Once the employer submits the parental leave confirmation, the employee applies separately for benefits through Employment24.

However, as of 2026-08-05, the legislation has been finalized, but the subordinate regulations establishing application deadlines and required supporting documents have not yet been officially promulgated. In particular, whether employees can apply on the same day an emergency occurs must be checked against the final enforcement decree and enforcement rules.

When Is the Application Process Considered Complete?

Applying for short-term parental leave and applying for parental leave benefits are separate procedures.

First, employees must request short-term parental leave from their employer and confirm the outcome. After taking the leave, the employer must submit the parental leave confirmation, and the employee must separately apply for benefits through Employment24 to complete the entire process.

You can check whether the application process is complete in the following three stages.

1. The short-term parental leave application and required supporting documents have been submitted to the employer.

2. The employer has recorded the leave period in its HR system and submitted the parental leave confirmation.

3. The employee has applied for parental leave benefits through Employment24 and verified the application's receipt status.

Simply submitting a leave request to the employer does not automatically initiate the benefits application.

Eligibility Requirements and Documents to Prepare Before Applying

Before applying for short-term parental leave, check the child's eligibility, the reason for taking leave, the remaining parental leave entitlement, and your length of employment with the company.

Item to Check	Requirement
Child's age	8 years old or younger, or in 2 grade of elementary school or below
Frequency of use	1 time per year per 1 employee
Leave duration	Choose either 1 or 2 weeks
Main qualifying reasons	Daycare or school closures, school vacations, hospitalization due to illness or accidents, suspension of daycare or school attendance because of infectious diseases, etc.
Deduction from leave entitlement	The 7 or 14 days used are deducted from the employee's total remaining parental leave entitlement
Circumstances in which the employer may refuse	Statutory exceptions, including continuous employment of less than 6 months
Basic benefits eligibility	Separate requirements must be met, including the qualifying period of employment insurance coverage

Required supporting documents may vary depending on the reason for taking leave.

Daycare or school closures: An official notice from the daycare center, kindergarten, or school

School vacations: An academic calendar or official vacation notice

Hospitalization: Hospital admission and discharge certificates, medical certificates, or other documents confirming hospitalization

Infectious diseases: Notices suspending daycare or school attendance, quarantine notifications, or documentation from a medical institution

If your employer has its own application form, use that form first. Because the final enforcement rules may change the documentation requirements, it is advisable to check the latest guidance from the Ministry of Employment and Labor and Employment24 after August 20.

Step 1: Choose Between 1 and 2 Weeks

Short-term parental leave allows employees to choose either 1 or 2 weeks, up to 1 time per year. It cannot be split into two separate periods of 1 weeks. Instead, employees must choose either 7 or 14 days when submitting a single application.

You should also check your remaining parental leave entitlement.

For example, if an employee has 90 days of parental leave remaining and takes 1 weeks of short-term parental leave, 83 days will remain.

Using 1 weeks: 90 days − 7 days = 83 days

Using 2 weeks: 90 days − 14 days = 76 days

These figures are the author's calculations based on a simple deduction of the days used.

Step 2: Check Whether Your Reason for Taking Leave Qualifies Under the Law

Not every situation involving childcare needs qualifies for short-term parental leave.

Under the currently published criteria, qualifying circumstances primarily involve objectively verifiable childcare needs, such as daycare or school closures, school vacations, hospitalization, and suspension of daycare or school attendance due to infectious diseases. Whether routine outpatient visits, a parent's personal commitments, or temporary gaps in childcare arrangements qualify must be determined by reviewing the final enforcement rules and the circumstances of each case.

It is advisable to prepare supporting documents that clearly identify the child, the reason for the childcare need, and the relevant dates.

Step 3: Submit a Written Application to Your Employer

If your employer does not have a designated application form, submit your request by email or another written document so that the application and submission date are recorded.

The application should include the following information.

Employee's name and department

Child's name and date of birth

Reason for requesting short-term parental leave

Leave start and end dates

Whether the requested duration is 1 or 2 weeks

Application date

Attached supporting documents

You can use wording such as the following.

> I am applying for short-term parental leave because my child requires care following hospitalization due to illness or an accident. My requested leave period is 7 days, from 2026-08-24 through August 30. I have attached documents confirming the hospitalization.

It is advisable to retain the application, email submission records, and the employer's response until the benefits application process has been completed.

Step 4: Check the Application Deadline and Your Employer's Response

As a general rule, ordinary parental leave must be requested 30 days before the intended start date. Employers are subject to a procedure requiring them to notify employees of their decision within 14 days of the application date.

Because short-term parental leave covers unexpected circumstances such as sudden hospitalization or infectious diseases, the proposed regulations include a special provision allowing applications to be submitted as late as the leave start date when an emergency occurs.

However, as of 2026-08-05, this special provision has not yet been officially promulgated.

It is therefore advisable to distinguish between the following situations when deciding when to apply.

Predictable circumstances, such as school vacations: Apply to your employer as early as possible

Sudden hospitalization or infectious diseases: Notify your employer immediately and submit a written application with supporting documents

Applications submitted after August 20: Recheck the final enforcement decree, enforcement rules, and company notices

Do not assume that the application process is complete simply because you verbally informed your team leader. Confirm that the HR department has received your application and recorded the correct leave period.

Can an Employer Refuse Short-Term Parental Leave or Change the Requested Dates?

As a general rule, employers must approve parental leave for employees who meet the statutory requirements. However, employers may refuse leave under legally specified exceptions, including cases where the employee has been continuously employed for less than 6 months.

For short-term parental leave requested because of school vacations, an employer may change the leave period after consulting the employee if the requested dates would cause serious disruption to business operations.

The employer cannot change the dates arbitrarily and must provide written notice explaining the reason for the change and specifying the revised period. The same rules for changing leave dates do not automatically apply to other circumstances, such as daycare or school closures or sudden hospitalization.

Step 5: Confirm That Your Employer Has Submitted the Parental Leave Confirmation

To apply for parental leave benefits, your employer must submit a parental leave confirmation through the employment insurance system.

After completing short-term parental leave, check the following details with your HR representative.

Are the parental leave start and end dates correct?

Has the leave been registered as 1 or 2 weeks of short-term parental leave?

Has the employee's ordinary wage information been recorded accurately?

Has the parental leave confirmation been submitted?

If the employer has not submitted the confirmation, the employee's benefits application through Employment24 may be delayed or additional documents may be requested.

Step 6: Apply for Parental Leave Benefits Through Employment24

After confirming that your employer has submitted the parental leave confirmation, apply for parental leave benefits through the Employment24 website or mobile app.

The basic procedure is as follows.

1. Log in to Employment24.

2. Navigate to the benefits application menu for maternity leave and parental leave.

3. Verify the parental leave period and child's information.

4. Retrieve the parental leave confirmation submitted by your employer.

5. Submit the required supporting documents and bank account information.

6. Check the application receipt number and processing status.

If your employer has not submitted the confirmation, request its submission from your HR representative first.

The benefits application must be submitted before 12 months have passed since the end of parental leave. Because the earliest application date for short-term parental leave benefits and the application interface may change when the system takes effect, check the Employment24 guidance after August 20.

How Are Benefits for 1 Weeks of Parental Leave Calculated?

Short-term parental leave is also eligible for parental leave benefits. However, benefits are calculated in proportion to the actual number of days taken rather than paying the full monthly amount.

The monthly parental leave benefit amount applicable to an employee may vary depending on ordinary wages, the sequence in which parental leave is taken, special provisions for parents taking leave simultaneously or consecutively, and special provisions for single parents.

For a simple estimate, the following formulas may be used.

Estimated benefits for 1 weeks: Applicable monthly benefit amount × 7 days ÷ 30 days

Estimated benefits for 2 weeks: Applicable monthly benefit amount × 14 days ÷ 30 days

These formulas are the author's simplified calculations using 30 days as the basis. The actual number of recognized days and the amount payable must be confirmed according to the final detailed guidelines and the employment center's assessment.

Common Reasons for Application Delays and How to Resolve Them

Reason for Failure or Delay	What to Check	Solution
Unclear reason for taking leave	Does the reason qualify under the law, and does it match the supporting documents?	Check the final enforcement rules and supplement the application with objective evidence
Child does not meet eligibility criteria	Is the child 8 years old or younger, or in 2 grade of elementary school or below?	Verify the child's date of birth and current school grade
Insufficient length of employment	Has the employee been continuously employed for at least 6 months?	Recalculate using the employment start date and the leave start date
Application submitted only verbally	Is there a record of the application date and the employer's receipt?	Resubmit by email or in writing
Missing employer confirmation	Is the confirmation available through Employment24?	Ask the HR representative to submit it
Insufficient benefits eligibility	Has the employee met the required qualifying period of employment insurance coverage?	Check the insurance coverage history through Employment24 or an employment center
Late benefits application	Have 12 months passed since the leave ended?	Apply immediately before the deadline
School vacation leave period adjusted	Did the employer provide written notice of the reason and revised dates?	Verify the consultation details and written notification

Final Checklist Before Submission

The child meets the age or school grade requirements.

I have confirmed a qualifying reason, such as daycare or school closure, school vacation, hospitalization, or an infectious disease.

I have chosen either 1 or 2 weeks of leave.

I have checked my total remaining parental leave entitlement.

I have confirmed whether I have been continuously employed for at least 6 months.

I have prepared supporting documents showing the reason and relevant dates.

I have submitted the application to my employer in a way that records the submission date.

I have checked the employer's decision and whether the parental leave confirmation has been submitted.

I have separately applied for benefits through Employment24.

I have checked for changes to the final enforcement decree, enforcement rules, and company notices.

Frequently Asked Questions

Do 1 Weeks of Short-Term Parental Leave Count Toward the Number of Times Ordinary Parental Leave Can Be Split?

No. Short-term parental leave is counted separately from the number of times ordinary parental leave may be divided. However, the 7 or 14 days used are deducted from the total available parental leave entitlement.

Can I Take 1 Weeks This Year and Apply for Another 1 Weeks Later?

Short-term parental leave is structured to allow employees to choose either 1 or 2 weeks, up to 1 time per year. Applying for two separate periods of 1 weeks should be regarded as not permitted.

Do I Have to Use Annual Leave Before Taking Short-Term Parental Leave?

Employees who meet the statutory requirements do not have to exhaust their annual leave before applying for short-term parental leave. However, if childcare is needed for only one or two days, family care leave or annual leave may be more suitable. Employees should compare the required duration and whether benefits are payable.

Can I Submit an Application Before August 20?

An employer may be able to accept applications in advance, but the actual start date of short-term parental leave must be on or after the system's effective date, 2026-08-20. Employees should confirm with their HR department when the leave can be entered into the company's HR system and which final application form must be used.

The most important point about short-term parental leave is that the employer application and benefits application are separate procedures. After submitting the application to your employer, confirm that the leave has been recorded in the HR system, the parental leave confirmation has been submitted, and the benefits application has been received through Employment24.

Sources Supporting the Article

The effective date, eligibility requirements, permitted leave duration, and deduction rules described in this article are based on the amended legislation and official announcements from the Ministry of Employment and Labor. Korea Ministry of Government Legislation+1

The general employer application deadline and employer notification procedures are based on the existing parental leave application regulations. As of 2026-08-05, the special emergency application provision and detailed supporting documentation requirements for short-term parental leave have not yet been officially promulgated. Accordingly, this article distinguishes between provisions in the proposed regulations and those that have been finalized. Public Participation Legislative Center+3Korea Ministry of Government Legislation+3Public Participation Legislative Center+3

The benefits application procedure, application deadline, and principle of proportional payment based on the number of leave days are based on guidance from Employment24 and the Ministry of Employment and Labor. Employment24+1

---