"Direct Childcare Possible with Just Time Adjustment" The Miracle Brought by Flexible Work [K Population Strategy]

Working Daddy Who Took Child to School During Flexible Work
Delighted by Child's Smile... Wife's Successful Reemployment
Working Mom Facing Resignation Crisis Prevents Career Break and Maintains Career
"Childcare-Friendly Atmosphere Is Important... Parents Must Also Work with Responsibility"

Editor's NoteThe key to solving South Korea's population problem lies within companies. A workplace culture that evaluates employees based on their work regardless of gender and a family-friendly environment are crucial to addressing the K-population issue. While low birth rates are influenced by multiple factors, it is important to ensure that workplace burdens do not become obstacles that make people hesitate to have children. Asia Economy visited companies leading family-friendly policies to identify the factors that helped these systems settle stably, and plans to explore various solutions with companies that lack realistic conditions. Through this, we encourage change starting from companies and analyze the government's role in making this possible. We listen to voices emphasizing that company culture and atmosphere that reduce psychological burdens are more important than financial support, and present alternatives from various perspectives.

# "Honestly, I used to think it was natural for my wife to take care of the kids alone at home while I was working. Now, since I take our kids to kindergarten, the atmosphere at home has improved, and because we don't fight at home, I can focus better on work." Working dad Jin Gwang-il (38, male) personally took his two sons, aged five and four, to kindergarten and daycare every Tuesday and Friday last year. He was able to participate directly in childcare because his company, a small software firm called Motion, has implemented a flexible working hours system allowing employees to freely commute between 7 a.m. and 10 a.m.

On December 21 last year, Jin Gwang-il is taking his two children to daycare and kindergarten before going to work in Gangseo-gu, Seoul. Photo by Kang Jin-hyung aymsdream@

# "When my child is young, they often get sick, so I choose to work from home during those times. I don't have to apply separately; I just share with my colleagues whether I'm working from home or not. I can choose freely without worrying about others' opinions." Working mom Kim Su-ji (36, female) leaves work at 5 p.m. to pick up her four-year-old daughter from a daycare 30 minutes away from home. This is possible thanks to the flexible working system at Finda, a fintech (finance + technology) company. Finda has popularized a 'custom work' system where employees can freely complete 40 hours per week, allowing flexible adjustment of working hours.

Ms. Kim Suji of the fintech company Finda, who is working from home, is smiling as she talks about taking her daughter, Kim Eunha, out of daycare and playing together. Photo by Younghan Heo younghan@

The biggest challenge for working moms and dads balancing work and childcare is securing time for childcare. After commuting over an hour each way and working at least eight hours a day, it is difficult to find time to care for children or even be near them.

Many companies have created environments where working parents can appropriately balance work and childcare by making working hours and locations flexible. Utilizing these systems allows parents to rely less on help from others like grandparents and build an environment where they can directly manage both work and childcare.

From Staggered Working Hours to Full Remote Work... Various Forms

Flexible working systems come in various forms, from staggered working hours to full remote work. The core is to remove the constraints of fixed working hours and locations, such as the traditional 'nine-to-six' (working from 9 a.m. to 6 p.m.) and mandatory office attendance, allowing employees to choose flexibly in agreement with their companies. (Related article: "Breaking the Chains of Working Hours and Locations"... Diverse Flexible Work Systems Supporting Childcare [K-Population Strategy])

The most commonly used flexible working system in South Korea is the staggered working hours system. Also called 'autonomous commuting,' this system maintains the standard working hours, usually eight hours per day, while allowing individuals to adjust their commuting times according to their lifestyles. Motion, Jin's company, is a representative example of this system. (Related article: Colleagues Receive Bonuses of Hundreds of Thousands of Won... "Use Your Parental Leave More Generously" Support [K-Population Strategy]) This system has also been adopted by large corporations since the 2010s.

One type of flexible work system that underwent a large-scale experiment during the COVID-19 pandemic is remote work. Unlike systems that remove time constraints such as staggered working hours, reduced working hours, or selective working hours, remote work focuses on flexibility in the work location. Recently, hybrid work, which combines office attendance with remote work, is mainly used rather than full-time remote work. This allows employees to work in the office only part of the week or part of the day. (Related article: Encouragement Instead of Criticism Even When 'Away from Desk'... Where Are the Best Workplaces for Childcare? [K-Population Strategy])

Companies mainly combine hybrid work with systems that provide time flexibility. Finda considers employees who work in the office between 11 a.m. and 4 p.m. as fulfilling core hours and allows two days of remote work per week. Employees plan and share their weekly schedules through custom work. They also actively use half-day leaves broken down into smaller units called 'half-half days' (2 hours).

LG Display introduced the 'Parental Autonomous Work System' in 2021, allowing employees with children in elementary school grade 6 or below to mix office attendance and remote work or return to work after leaving, as long as they fulfill the eight-hour work condition. POSCO, where over 90% of employees are male, was the first domestic company to introduce the 'Parental Remote Work System' in 2020, enabling working moms and dads to apply for remote work for certain hours depending on their working conditions. (Related article: "Like University Free Periods, Workplaces Too" Large Corporations Introducing Autonomous Work to Prevent Career Breaks [K-Population Strategy])

Some companies have gone further by completely removing location constraints through full remote work. Conybyerin, a childcare product manufacturer, has implemented a full remote work system for all employees since its founding in 2017. Employees only need to observe core working hours based on Korean time for collaboration, and can use the rest of the time flexibly. For employees with young elementary school children, the company introduced a 'consideration time system' allowing time adjustments even during core hours to create an environment where they can take breaks for childcare during the day. (Related article: Panic After Failing to Get Into Childcare Class... Survival Secrets of Working Moms with First Graders [K-Population Strategy])

Working Moms Considering Quitting Avoid Career Breaks... Companies Gain Advantage in Talent Acquisition

Participants in Asia Economy's 'K-Population Strategy: Gender Equality is the Answer' investigative series agreed that using flexible working systems allows them to continue working while raising children. Especially during the pregnancy-birth-childcare period, when female talent is at high risk of career breaks, removing constraints on working hours and locations enables them to maintain both work and career.

Kim Ji-sook, a 17-year veteran and senior manager in SC panel process development at LG Display, decided to quit her job in 2022 when her son was four due to childcare difficulties and even had a meeting with her supervisor. However, thanks to the company's 'Parental Autonomous Work System,' she was able to work while raising her child and withdrew her resignation. She recalled, "I felt I had reached my limit and was very frustrated. Just as the system was introduced, my team leader helped me use it, allowing me to continue my career without interruption."

Song Myung-jin, brand group lead at Conybyerin (41, female), also notified the company of her resignation last year. Her daughter, who entered first grade, returned home at noon, making it very difficult to balance work and childcare. She said, "I deeply realized why first grade is called the 'graveyard of working moms.' I had to leave my desk intermittently during peak collaboration hours, making work seem impossible. I told the company I wanted to quit because I couldn't let work suffer, but they responded, 'Let's solve this problem together.' Thanks to the company's quick response, including a system allowing time adjustments during core hours, I have managed the past year safely."

On December 22 last year, Song Myung-jin Lead focused on work after sending his first-grade elementary school daughter to school and then going to the home office set up at his residence. (Photo by Konibaierin)

Companies that have adopted flexible working systems agree that balancing work and childcare in a supportive environment is advantageous for talent acquisition. Kim Su-ji previously worked at Hyundai Motor and other companies but gave high marks to Finda's 'custom work' system when considering a job change. She recalled, "At Hyundai Motor, I worked in a male-dominated department with no role models among working moms or female executives, so I couldn't envision my future 10 years ahead."

Motion also reported that since its founding in 2019, no developers have resigned despite frequent turnover in development roles. Choi Jong-young (43, male), father of three, said, "My wife wished I would work at a place with flexible working hours even if the salary was a bit lower. The psychological support from my wife liking my workplace is significant." Another working dad, Kim Jin-hwan (37, male), said, "When my wife injured her back, I was able to freely use half-half days and work from home. I've changed jobs many times before, but I have no plans to now."

Happy Family, Happy Me... "Productivity Improves"

As working moms and dads use company systems without worrying about others' opinions, they can successfully balance work and family, greatly changing their family dynamics. Children grow closer to their parents, and parents can focus on work with stability by building an environment that supports both work and childcare.

Thanks to the staggered working hours system, Jin Gwang-il personally takes his two sons to kindergarten, and his wife, who had quit work due to childbirth and childcare, found a new job. While Jin participated in childcare, his wife studied for certifications and succeeded in reemployment, now working at a hospital. Jin said with a smile, "On days I come home late, my wife nags me about when I'll be home. That causes stress and fights, leading to conflicts between us because of the kids. Since my wife started working and became brighter, my parents-in-law like me more."

[Image source=Yonhap News]

Jeon Min-ji, a 14-year veteran MD in product development at Conybyerin (37, female), returned to work in October last year after an eight-month parental leave following the birth of her second daughter. She joined the company in October 2020 and said, "In this environment, I felt I could have children and raise them without giving up work. Working from home allows me to be physically near my baby, so I thought I could use babysitter services and care for my child at home." She said the company's system influenced her decision to have a second child.

Jeon Min-ji also returned to work before her first daughter turned one after giving birth in 2019 while working at her previous company. At that time, she had to commute to the office and use babysitter services from 9 a.m. to 7 p.m., which was financially burdensome, so she had to rely on her mother. Now, working fully remotely, she can use childcare services during focused working hours, reducing practical burdens and easing her parents' minds. Being at home with her child just a door away, she was able to witness her second daughter's first steps.

Family-Friendly Atmosphere is Key... "Parents Don't Want Special Treatment"

Ultimately, the use of flexible working systems operates within a family-friendly corporate atmosphere.

Kim Su-ji of Finda has no hesitation leaving messages like "Stepping out briefly to pick up my child" on the work messenger Slack. At Finda, working moms and dads taking 30 minutes to an hour off for their children are understood and accommodated. Kim emphasized, "In typical companies, even if working moms perform well, they accumulate 'emotional debt.' The difference between companies that allow rescheduling meetings due to a child's hospital visit and those that respond with 'Do you really have to go?' is significant."

However, everyone understands that if flexible work leads to neglect or poor performance, maintaining such systems becomes difficult, so efforts are made to build mutual trust. Lee Jae-kyung, head of HR at Finda, said, "Because the system is well used, everyone takes care to ensure work quality doesn't drop due to childcare. There's a culture where if someone performs at only 70% because of children, the system could collapse, so people tend to work harder, not less."

Jeon Min-ji of Conybyerin said, "Even though I have two children, I don't think having kids means I should automatically get special treatment. If you're a professional receiving a salary, you should take responsibility for your assigned tasks. I don't want working moms to be seen as incapable. I believe a corporate culture should be created where individuals can autonomously manage their time and be judged by the quality of their work results."

Kim Ji-sook, senior manager at LG Display, said, "Childcare is no longer a gender issue, and these systems are essential for parents living in a dual-income era. It would be better if leaders actively encourage and help employees use good systems."

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

Reporters: Kim Yuri, Lee Hyun-joo, Jung Hyun-jin, Boo Ae-ri, Gong Byung-seon, Park Joon-i, Song Seung-seop
Editor: Kim Pil-su, Economic and Financial Editor