"100% Salary, Same Bonus"... 'Nonexistent Dad' Took Two Months of Maternity Leave [K Population Strategy]

(18) Lego Korea Provides 8 Weeks Paid Parental Leave for Caregivers
"Colleagues Actively Encourage Atmosphere"
Twice Weekly Remote Work & Flexible Hours Enable Shared Childcare with Wife

Editor's NoteThe key to solving South Korea's population problem lies within companies. A workplace atmosphere that evaluates employees based on their work regardless of gender and a family-friendly culture are crucial to addressing the K-population issue. Although low birth rates result from complex factors, it is important to ensure that workplace burdens do not become obstacles that make people hesitate to have children. Asia Economy plans to visit companies leading family-friendly policies to identify the factors that helped these systems settle stably, and to explore various solutions with companies that face practical challenges. Through this, we aim to encourage change starting from companies and analyze the government's role in enabling this. We listen closely to voices emphasizing that company culture and atmosphere that reduce psychological burdens are more critical than financial support, and propose alternatives from diverse perspectives.

"Personally, I enjoy cooking, so during my paternity leave, I took care of all three meals for my family. I prepared mostly healthy and nourishing meals for my wife. Now, with remote work saving commuting time, I use the evenings to prepare soups or side dishes for the next day’s meals."

Mr. Kim Yuseong (37, male), who has been working at LEGO Korea for 12 years, recently took a total of three months of paternity leave over the past four years. When his first child was born in December 2020, he took two months, and last June, he took one month for his second child. He still has one month left to use, which he plans to take when his children grow older. Although legally spousal paternity leave is 10 days, LEGO Korea allows secondary caregivers to take up to 8 weeks of paternity leave. Primary caregivers can take up to 26 weeks. The leave can be taken in splits. Reinstatement is guaranteed, and during the leave period, 100% of the previous salary is paid. Basic salary, regular bonuses, allowances, and annual leave are all applied equally. The same applies in cases of adoption.

Kim Yuseong, Trade Marketing Manager at LEGO Korea, is bottle-feeding her second child, who is about seven months old. Kim said, "I believe that related policies and culture clearly encourage childbirth, and I think LEGO Korea is creating a good work environment where both work and childcare can be well managed after childbirth." (Photo by LEGO Korea)

LEGO Group globally revised its parental leave system in 2020, around the time Mr. Kim and his wife were expecting their first child. Mr. Kim said the company was very proactive in encouraging the use of the updated paternity and parental leave policies. He said, "My wife was one month away from giving birth, so we had many questions about the new policies. Through a 'town hall meeting,' we learned the details, and colleagues encouraged the use of the new system." He explained that the company prioritizes family care and fosters an atmosphere that encourages taking paternity leave, allowing him to focus on childcare without issues. Even after the parental leave system change, LEGO Group’s performance continued to rise. Over five years from 2018, net profit increased by an average of 12.7% annually.

During his paternity leave, Mr. Kim used the secured time to prepare customized nourishing meals for his wife. He mainly cooked healthy dishes such as Samgyetang (ginseng chicken soup), abalone seaweed soup, and grilled freshwater eel. "I heard many stories that mothers find it hard to properly eat while caring for a baby with a body that has not fully recovered. Meals are often replaced with convenience foods, and stress from childcare leads to late-night snacks, which disrupts eating habits and creates a vicious cycle that harms health," he said.

Unmarried Employees Also Hold Positive Views on Childbirth and Childcare After Marriage

Seeing his first child’s first smile (a smile shown only within the first three months after birth) in person was a precious memory for Mr. Kim. He said, "If I hadn’t been on paternity leave, I would have missed that moment. Being able to share important milestones in my child’s growth was very meaningful."

After returning to work, Mr. Kim actively uses flexible working hours and remote work for childcare. LEGO Korea has an 8-hour workday, but commuting times can be freely adjusted. Two days a week of remote work have been regularized. Mr. Kim said, "The biggest advantage of flexible work is that it allows us to handle variables that come with childcare while working," ensuring his wife does not have to care for the two children alone all day. He added, "Even if a child is sick or the morning drop-off time is delayed, we can share work responsibilities."

Mr. Kim confidently stated, "LEGO Korea employees prioritize each other’s family care as their number one value." He believes, "These policies and culture definitely encourage childbirth. Even unmarried employees think positively about having children after marriage while working at LEGO Korea." LEGO Korea has about 60 employees. As of last year, the gender ratio was 50.8% female and 49.2% male. The proportion of employees with children is 44%.

"An Investment for Short-Term Costs and Long-Term Company Success"

LEGO Korea views family-friendly policies as an investment in talented personnel. This is why, separate from parental leave, they operate a ‘family care leave’ system that pays 100% salary for four weeks when family members need care. Jung Heeyoung, General Manager (GM) of LEGO Korea, said, "Since companies are run by people, they must be built on mutual trust to maintain happy and stable lives. While it may be a cost for the company in the short term, we believe it ultimately influences the company’s success in the long term."

LEGO Korea includes employee motivation as a factor in leader evaluations. Leaders are not assessed solely by numbers such as sales or operating profit, but also by surveys measuring whether employees want to stay with the company, want to leave, or would recommend the company to others. Jung said, "No other company evaluates and follows up on employee motivation as seriously as LEGO does. For the company to develop in the mid to long term, employee motivation must be accompanied, and creating an environment where work and life coexist is an essential task for companies."

Jung Hee-young, General Manager (GM) of LEGO Korea. She is the first Korean and the first female representative since the establishment of LEGO Korea in 1984. Jung graduated from Yonsei University and earned an MBA from the University of Michigan's Business School. She has built expertise in various fields such as sales, marketing, and retail through roles including Head of Kitchen and Home Appliances Marketing for Philips Asia-Pacific, Head of Sales and Marketing at Philips Korea, and Category Leader at Coupang. (Photo by LEGO Korea)

Although many companies have reduced remote work since the COVID-19 pandemic, LEGO Korea still implements remote work twice a week. This is based on trust in employees and the belief that if work is done organically and results are delivered, the work style is not an issue. Jung said, "The organization is efficient due to clear task divisions, so if someone does not do their job properly, it is immediately noticeable. We also have a culture of mutual feedback, so people who are not working receive feedback, which motivates everyone."

Jung emphasized that companies must change first to create a culture of work-life balance. He said, "When companies change, society ultimately changes. For culture to change, there must be systems, motivation, and actual users. If companies take the lead in practicing valuable internal policies and create change, this influences society and positively impacts companies in the long run."

Special Coverage Team 'K-Population Strategy - Gender Equality is the Answer'

Reporters: Kim Yuri, Lee Hyunju, Jung Hyunjin, Boo Aeri, Gong Byungseon, Park Juni, Song Seungseop
Economic & Financial Editor: Kim Pilsoo