ENFORCEMENT DECREE OF THE EQUAL EMPLOYMENT OPPORTUNITY AND WORK-FAMILY BALANCE ASSISTANCE ACT
Wholly Amended by Presidential Decree No. 20803, jun. 5, 2008
Amended by Presidential Decree No. 21547, jun. 19, 2009
Presidential Decree No. 21928, Dec. 30, 2009
Presidential Decree No. 22269, Jul. 12, 2010
Presidential Decree No. 23356, Dec. 8, 2011
Presidential Decree No. 23946, Jul. 10, 2012
Presidential Decree No. 25840, Dec. 9, 2014
Presidential Decree No. 25931, Dec. 30, 2014
Presidential Decree No. 27033, Mar. 8, 2016
Presidential Decree No. 27751, Dec. 30, 2016
Presidential Decree No. 28486, Dec. 19, 2017
Presidential Decree No. 28910, May 28, 2018
CHAPTER I GENERAL PROVISIONS
| Article 2 (Scope of Application) |
| (2) | Deleted. <by Presidential Decree No. 28910, May 28, 2018> |
CHAPTER II GUARANTEE OF EQUAL OPPORTUNITIES AND TREATMENT, ETC., IN EMPLOYMENT OF MEN AND WOMEN
| Article 3 (Preventive Education of Sexual Harassment on Job) |
| (1) | Each employer shall conduct preventative education of sexual harassment on the job under Article 13 of the Act at least once a year. |
| (2) | Preventive education under paragraph (1) shall include the following details: |
| 1. | Acts and subordinate statutes concerning sexual harassment on the job; |
| 2. | Handling procedures and standards for measures upon occurrence of sexual harassment on the job at the relevant business place; |
| 3. | Grievance counselling and procedures for helping victims of sexual harassment on the job at the relevant business place; |
| 4. | Other matters necessary for prevention of sexual harassment on the job. |
| (3) | Preventive education under paragraph (1) may be provided through the worker's training, morning meetings, conferences, cyber education using an information and communications network, such as the Internet, etc., by taking account of size or characteristics of business: Provided, That where it is impracticable to confirm whether details of education are appropriately delivered to employees because educational materials, etc. have been simply distributed or posted, electronic mail thereon has been sent or such materials have been announced on the bulletin board, preventive education shall not be deemed provided. |
| (4) | Notwithstanding paragraphs (2) and (3), an employer of either of the following business may conduct preventive education of sexual harassment on the job by posting or distributing educational materials or promotional materials so that employees may know details provided for in paragraph (2) 1 through 4: <Amended by Presidential Decree No. 25931, Dec. 30, 2014> |
| 1. | Business regularly employing less than 10 employees; |
| 2. | Business for which all employers and employees consist of one gender, male or female. |
| (5) | Where an employer has his/her employees complete training courses containing matters referred to in each subparagraph of paragraph (2), among those recognized under Article 24 of the Act on the Development of Vocational Skills of Workers, it shall be deemed that preventive education under paragraph (1) has been already conducted for employees who have completed the relevant training courses. |
| Article 4 (Business Required to Formulate and Submit Implementation Plans of Proactive Employment Improvement Measures) |
| (2) | "Business employing employees in a bigger number than it is prescribed by Presidential Decree" in Article 17-3 (1) 2 of the Act means either of the following business: <Amended by Presidential Decree No. 28910, May 28, 2018> |
| 2. | In the case of business other than that referred to in subparagraph 1, business regularly employing at least 500 employees. |
| (3) | In applying paragraph (2), the number of regularly employed employees shall be calculated by dividing the sum of monthly average number of employees employed each month in the previous year by the number of months operating in that year. |
| Article 5 (Institutions, etc. Entrusted with Evaluation of Performance Outcomes) |
| (2) | When the Minister of Employment and Labor entrusts evaluation duties under Article 17-4 (6) of the Act, he/she may subsidize expenses incurred in performing such duties by the entrusted institution. <Amended by Presidential Decree No. 22269, Jul. 12, 2010> |
| Article 6 (Grounds for Exception of Publication of List) |
| (1) | “Where any ground prescribed by Presidential Decree exists, including death of an employer and extinction of a business” in the proviso of Article 17-5 (1) of the Act means any of the following: |
| 2. | Closure or extinction of a business; |
| 3. | Where it is impracticable to carry out an implementation plan under Article 17-3 of the Act (hereinafter referred to as “implementation plan”) for serious administrative reasons, including being subject to a decision to commence rehabilitation procedures or declaration of bankruptcy under the Debtor Rehabilitation and Bankruptcy Act; |
| 4. | Where an employer is making a practical effort to carry out the implementation plan, including appointment of female employees or employment of female managers (referring to persons in charge of unit department of business place who carry out affairs of planning and commanding business of the relevant department and supervise and evaluate its members; hereinafter the same shall apply). |
| (2) | When the Minister of Employment and Labor determines whether an employer falls under any subparagraph of paragraph (1), he/she shall undergo a deliberation by the Employment Policy Deliberative Council pursuant to subparagraph 5 of Article 17-8 of the Act. |
[This Article Newly Inserted by Presidential Decree No. 25931, Dec. 30, 2014]
| Article 7 (Details, Method, etc. of Publication of List) |
| (1) | When the Minister of Employment and Labor intends to publicly announce the list pursuant to the main body of Article 17-5 (1) of the Act, he/she shall inform the fact of determination of publication, details thereof, etc. in writing to an employer subject to such publication. |
| (2) | The Minister of Employment and Labor shall give an employer a chance to submit explanatory materials or to state his/her opinions for a fixed period of at least 30 days from the day he/she receives the notice pursuant to paragraph (1). |
| 1. | Name of the relevant employer, name and address of business place. In such cases, when the relevant employer is a corporation, it shall refer to the name of the representative thereof and name and address of the corporation; |
| 2. | Total number of employees, number of female employees and the ratio thereof, total number of managers, number of female managers and the ratio thereof, employment standard of female employees of the relevant type of business. |
| (4) | Publication pursuant to Article 17-5 (2) of the Act shall be made by posting the list in the Official Gazette or on the website of the Ministry of Employment and Labor for six months. |
[This Article Newly Inserted by Presidential Decree No. 25931, Dec. 30, 2014]
| Article 8 Deleted. <by Presidential Decree No. 21928, Dec. 30, 2009> |
| Article 9 (Institutions Entrusted with Surveys and Research) |
"Persons prescribed by Presidential Decree" in Article 17-9 (2) of the Act means research institutes established under Article 8 of the Act on the Establishment, Operation and Fostering of Government Funded Research Institutes, Etc. or research institutes or corporations designated by the Minister of Employment and Labor from among non-profit corporations established pursuant to Article 32 of the Civil Act. <Amended by Presidential Decree No. 22269, Jul. 12, 2010; Presidential Decree No. 25931, Dec. 30, 2014>
CHAPTER III MATERNITY PROTECTION AND WORK-FAMILY BALANCE ASSISTANCE
| Article 9-2 (Application for Leave of Absence for Subfertility Treatment) |
| (1) | An employee who intends to apply for a leave of absence to receive subfertility treatment (hereinafter referred to as "leave of absence for subfertility treatment") under Article 18-3 (1) of the Act shall submit an application therefor to the employer three days prior to the date he/she intends to start a leave of absence for subfertility treatment. |
| (2) | Any employer may request an employee who has applied for a leave of absence for subfertility treatment to submit a document evidencing that he/she will receive subfertility treatment. |
[This Article Newly Inserted by Presidential Decree No. 28910, May 28, 2018]
| Article 10 (Exclusion from Childcare Leave) |
An employer need not grant childcare leave to either of the following persons under the proviso of Article 19 (1) of the Act: <Amended by Presidential Decree No. 28910, May 28, 2018> | 1. | An employee whose continuous work period at the relevant business falls short of six months prior to the date intended to commence childcare leave (hereinafter referred to as “scheduled commencement date of childcare leave”); |
| 2. | An employee whose spouse is under childcare leave for the same infant (including childcare leave under other statutes or regulations). |
| Article 11 (Application, etc. for Childcare Leave) |
| (1) | Any employee who intends to apply for childcare leave under Article 19 (1) of the Act shall submit, to an employer, a written application indicating the name and the date of birth of the infant to be cared for, the scheduled commencement date of childcare leave, the date intended to terminate the childcare leave (hereinafter referred to as "scheduled end date of childcare leave"), application date and applicant for childcare leave, etc. not later than 30 days prior to the scheduled commencement date of childcare leave. |
| (2) | Notwithstanding paragraph (1), an application for childcare leave may be filed by not later than seven days prior to the scheduled commencement date of childcare leave in any of the following cases: |
| 1. | Where a child is born before the expected date for delivery; |
| 2. | Where it is impracticable to rear the relevant infant due to the death of the spouse, an injury, disease, physical or mental disability, or divorce, etc. |
| (3) | The employer shall designate the commencement date of childcare leave and grant childcare leave within 30 days from the date of application where the employee has applied for childcare leave after the lapse of the period under paragraph (1), and within seven days from the date of application where the employee has applied for childcare leave after the lapse of the period under paragraph (2). |
| (4) | The employer may request an employee who has applied for childcare leave to submit documents, etc. proving the birth, etc. of the relevant child. |
| Article 12 (Modified Application, etc. for Childcare Leave) |
| (1) | Any employee who has applied for childcare leave may, where causes falling under any subparagraph of Article 11 (2) have occurred before the scheduled commencement date of childcare leave, request the employer to change such date to a date earlier than the originally scheduled commencement date of childcare leave. |
| (2) | Any employee may, where he/she intends to extend the scheduled end date of childcare leave, do so only once. In such cases, he/she shall file an application therefor with the employer by not later than 30 days prior to the originally scheduled end date of childcare leave (where intending to extend the scheduled end date of childcare leave for any cause provided for in Article 11 (2) 2, seven days prior to the originally scheduled end date of childcare leave). |
| Article 13 (Withdrawal, etc. of Application for Childcare Leave) |
| (1) | Any employee who applies for childcare leave may withdraw the relevant application by clarifying the reasons therefor, by not later than seven days prior to the scheduled commencement date of childcare leave. |
| (2) | Where any of the following cases occurs, before the scheduled commencement date of childcare leave after an employee applies for it, the application for childcare leave shall be deemed not filed. In such cases, the employee shall, without delay, notify the employer of such fact: |
| 1. | Where the infant dies; |
| 2. | Where the infant is a foster child for whom adoptive relationship has been annulled or dissolved; |
| 3. | Where an employee who has applied for childcare leave has become unable to rear the relevant infant due to an injury, disease physical or mental disability, or divorce, etc. |
| Article 14 (Termination of Childcare Leave following Death, etc. of Infants) |
| (1) | An employee on childcare leave shall, where the relevant infant is deceased or does not live with the employee, notify an employer of such facts within seven days from the date when such cause occurs. |
| (2) | Upon receipt of a notice of the facts concerning the death, etc. of the infant from the employee on childcare leave under paragraph (1), the employer shall determine a commencement date of duties within 30 days after receipt of such notice, and notify the relevant employee of such date. |
| (3) | The childcare leave of an employee shall be deemed to have been terminated on any of the following dates: |
| 1. | On the date preceding the relevant commencement date of the duties where an employee has given a notice under paragraph (1) and has been notified of the commencement date of the duties under paragraph (2); |
| 2. | On the date when 30 days elapse from the date of notice under paragraph (1) where an employee has given a notice under paragraph (1) but has not been notified of the commencement date of duties under paragraph (2); |
| 3. | On the date when 37 days elapse from the date of occurrence of infant’s death, etc. where an employee has failed to give a notice under paragraph (1). |
| (4) | Where an employee on childcare leave commences new childcare leave, maternity leave under Article 74 of the Labor Standards Act or a reduction of working hours for a period of childcare under Article 19-2 of the Act (hereinafter referred to as “reduction of working hours for a period of childcare”), the childcare leave shall be deemed to have been terminated on the date preceding the date when the relevant new childcare leave, maternity leave, or reduction of working hours for a period of childcare commences. <Amended by Presidential Decree No. 23946, Jul. 10, 2012> |
| Article 15 (Applications, etc. for Reduction of Working Hours for Period of Childcare) |
| (1) | An employee who intends to apply for a reduction of working hours for a period of childcare under the main body of Article 19-2 (1) shall submit to his/her employer a document (including electronic documents) stating the name and date of birth of a child whom he/she rears during the period for which working hours are reduced for childcare, the scheduled commencement date of reduction of working hours, date when the reduction of working hours for a period of childcare is intended to end (hereinafter referred to as "scheduled end date of reduction"), time for commencing or finishing duties during the reduction period of working hours for childcare, date of applying for the reduction of working hours for a period of childcare, and particulars of the applicant, 30 days before the date when he/she intends to commence the reduction of working hours for a period of childcare (hereinafter referred to as "scheduled commencement date of reduction"). |
| (2) | Where an employee applies for a reduction of working hours for a period of childcare after the time limit prescribed in paragraph (1), his/her employer shall permit the reduction of working hours for a period of childcare by determining the commencement date of the reduction of working hours for a period of childcare within 30 days from the application date. |
| (3) | An employer may request an employee who has applied for a reduction of working hours for a period of childcare under paragraph (1) or (2) to submit a document substantiating the birth, etc. of the relevant child. |
[This Article Newly Inserted by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 15-2 (Exception to Permission for Reduction of Working Hours for Period of Childcare) |
| 1. | Where an application is filed by an employee whose continuous work period in the relevant business until the scheduled commencement date of reduction does not exceed one year; |
| 2. | Where an application is filed by an employee whose spouse is on childcare leave for the same infant (including childcare leave under other Acts and subordinate statutes); |
| 3. | Where an employer fails to employ a substitute employee in spite of his/her endeavor for at least 14 days to employ a substitute employee after filing an application for an employee with an employment security office defined in subparagraph 1 of Article 2-2 of the Employment Security Act (hereinafter referred to as "employment security office"): Provided, That this shall not apply where he/she has rejected employment on at least two occasions without any justifiable reason despite the recommendation for job placement by the head of an employment security office; |
| 4. | Where it is impracticable, given the nature of the relevant duties, to divide the working hours in performing the duties of an employee who has applied for a reduction of working hours for a period of childcare or where such reduction of working hours for a period of childcare substantially impedes the normal business operation, which shall be verified by an employer. |
[This Article Newly Inserted by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 15-3 (Termination of Reduction of Working Hours for Period of Childcare following Death, etc. of Infants) |
| (1) | An employee subject to reduction of working hours for a period of childcare shall, where the relevant infant is deceased or does not live with the employee, notify an employer of such facts within seven days from the date when such causes occurred. |
| (2) | Upon receipt of a notice of facts concerning the death, etc. of the infant from the employee subject to reduction of working hours for a period of childcare under paragraph (1), the employer shall determine a date for his/her return to work within 30 days after receipt of such notice, and notify the relevant employee of such date. |
| (3) | The reduction of working hours for a period of childcare of an employee shall be deemed to have been terminated on any of the following dates: |
| 1. | On the date preceding the relevant date for returning to work, before reducing working hours for a period of childcare, where an employee has given a notice under paragraph (1) and has been notified of a date for returning to work, before reducing working hours for a period of childcare under paragraph (2); |
| 2. | On the date when 30 days elapse from the date of notice given under paragraph (1), where an employee has given a notice under paragraph (1), but has not been notified of a date for returning to work, before reducing working hours for a period of childcare under paragraph (2); |
| 3. | On the date when 37 days elapse from the date of occurrence of a cause for terminating the reduction of working hours for a period of childcare, such as an infant’s death, etc. where an employee has failed to give a notice under paragraph (1). |
| (4) | Where an employee subject to a reduction of working hours for a period of childcare commences a new reduction of working hours for a period of childcare, childcare leave, or maternity leave under Article 74 of the Labor Standards Act, the reduction of working hours for a period of childcare shall be deemed to have been terminated on the date preceding the date when a new reduction of working hours for a period of childcare, childcare leave, or maternity leave commences. |
[This Article Newly Inserted by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 15-4 (Application Mutatis Mutandis) |
Articles 12 (2) and 13 shall apply mutatis mutnadis to procedures for reduction of working hours for period of childcare under Article 19-2 of the Act. In such cases, “childcare leave” shall be construed as “reduction of working hours for period of childcare,” “scheduled commencement date of childcare leave” as “scheduled commencement date of reduction,” and “scheduled end date of childcare leave” as “scheduled end date of reduction.” [This Article Wholly Amended by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 16 (Areas for Preferential Installation of Welfare Facilities) |
Where the State and local governments install public welfare facilities for female employees under Article 22 (1) of the Act, they shall preferentially install them in an area where female employees are concentrated, such as an industrial complex, agro-industrial zone.
| Article 16-2 (Applications, etc. for Family Care Leave) |
| (1) | An employee who intends to apply for a family care leave under the main body of Article 22-2 (1) shall submit to his/her employer a document (including electronic documents) stating the names and dates of birth of family members whom he/she takes care of during the period of family care leave, reasons for care, the scheduled commencement date of family care leave, date when the family care leave is intended to be terminated (hereinafter referred to as "scheduled termination date of family care leave"), date of applying for the family care leave, and particulars of the applicant, 30 days before the date when he/she intends to commence the family care leave (hereinafter referred to as "scheduled commencement date of family care leave"). |
| (2) | Where an employee applies for a family care leave after the time limit prescribed in paragraph (1), his/her employer shall permit the family care leave by determining the commencement date of the family care leave within 30 days from the application date. |
| (3) | An employer may request an employee who has applied for a family care leave to submit a document substantiating the necessity of the employee's family care leave, such as health condition of the family member in need of care and whether it is possible for any other family member, etc. than the applicant to provide care. |
[This Article Newly Inserted by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 16-3 (Exception to Permission for Family Care Leave) |
| 1. | Where an application is filed by an employee whose continuous work period in the relevant business until the scheduled commencement date of family care leave does not exceed one year; |
| 2. | Where any of parents, sons and daughters, spouse of a family member in need of care, other than the employee who has applied for a family care leave, is able to take care of the family member in need of care; |
| 3. | Where an employer fails to employ a substitute employee in spite of his/her endeavor for at least 14 days to employ a substitute employee after filing an application for an employee with an employment security office: Provided, That this shall not apply where he/she has rejected employment on at least two occasions without any justifiable reason despite the recommendation of job placement by the head of an employment security office; |
| 4. | Where the employee's family care leave substantially impedes the normal business operation, which shall be verified by his/her employer. |
[This Article Newly Inserted by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 16-4 (Application Mutatis Mutandis) |
Articles 12 (2), 13, and 14 (1) through (3) shall apply mutatis mutnadis to procedures for a family care leave under Article 22-2 of the Act. In such cases, “childcare leave” shall be construed as “family care leave”, “scheduled commencement date of childcare leave” as “scheduled commencement date of family care leave”, and “scheduled end date of childcare leave” as “scheduled end date of family care leave”. [This Article Wholly Amended by Presidential Decree No. 23946, Jul. 10, 2012]
| Article 17 (Entrustment of Duties, such as Surveys and Research for Work-Family Balance Assistance) |
| (1) | Pursuant to Article 22-3 (2) of the Act, the Minister of Employment and Labor may entrust duties concerning support for the establishment and operation of workplace child care centers under Articles 21 and 21-2 of the Act and concerning a formation of foundation for work-family balance assistance under Article 22-3 (1) of the Act to any of the following institutions or corporations: <Amended by Presidential Decree No. 22269, Jul. 12, 2010; Presidential Decree No. 23356, Dec. 8, 2011> |
CHAPTER IV PREVENTION AND SETTLEMENT OF DISPUTES
| Article 18 (Report on Grievances, etc.) |
| (1) | A report on grievances under Article 25 of the Act shall be made orally, in writing, by mail, telephone or fax, or via the Internet, etc. |
| (2) | Upon receipt of a report on grievances under paragraph (1), an employer shall, in person, handle such grievances within 10 days from the date of receiving the report, or entrust the handling to the labor-management council established under the Act on the Promotion of Employees' Participation and Cooperation unless any special grounds exist. In the former case, he/she shall notify the relevant employee of the results of handling the grievances; in the latter one, of the fact of entrustment. |
| (3) | Each employer shall form and keep the ledger of acceptance and handling of grievances, and keep the relevant documents for three years. |
| (4) | The ledger of acceptance and handling of grievances under paragraph (3) shall be formed and kept by means enabling the electronic handling unless any compelling reason preventing electronic handling exists, and the relevant documents under paragraph (3) may be prepared and kept by electronic means. |
CHAPTER V SUPPLEMENTARY PROVISIONS
| Article 19 (Types of Preserved Documents) |
"Documents prescribed by Presidential Decree" in Article 33 of the Act means the following: <Amended by Presidential Decree No. 28910, May 28, 2018> | 1. | Documents concerning recruitment, employment, wages, money, goods, etc. other than wages, education, assignment, promotion, age limit, retirement, and dismissal under Articles 7 through 11 of the Act; |
| 3. | Documents concerning measures such as disciplinary measures against an actor of sexual harassment on the job under the former part of Article 14 (5) of the Act; |
| 4. | Deleted; <by Presidential No. 21547, Jun. 19, 2009> |
| 7. | Documents concerning applications and permission for reduction of working hours for a period of childcare under Articles 19-2 and 19-3 of the Act, and, in the case of refusal of such application, documents concerning the notification of grounds therefor and consultation and those concerning working conditions during the period of reduction of working hours for a period of childcare. |
| Article 20 Deleted. <by Presidential Decree No. 25931, Dec. 30, 2014> |
| Article 21 (Delegation and Entrustment of Authority) |
| (1) | Pursuant to Article 36 of the Act, the Minister of Employment and Labor shall delegate the following authority to the heads of regional employment and labor offices: <Amended by Presidential Decree No. 22269, Jul. 12, 2010; Presidential Decree No. 23356, Dec. 8, 2011> |
| 1. | Designation and cancellation of institutions for preventive education of sexual harassment under Article 13-2 of the Act; |
| 2. | Establishment or operation of facilities to promote women’s employment and provision of subsidies for expenses incurred in conducting such business under Article 17 of the Act; |
| 3. | Requests for submission, acceptance of, and requests for supplementation of implementation plans, and acceptance of the current status of male and female employees under Article 17-3 of the Act; |
| 4. | Acceptance of performance outcomes, notification of evaluation results of performance outcomes and requests for execution of implementation plans under Article 17-4 of the Act; |
| 5. | Assistance, guidance, provision of information and consultation necessary for the establishment and operation of workplace child care centers under Articles 21 (3) and 21-2 of the Act; |
| 7. | Matters concerning the commissioning and decommissioning of honorary supervisors for equal employment under Article 24 of the Act; |
| 8. | Orders to submit reports and relevant documents, access to business places, inquiry of interested parties, and inspection of relevant documents under Article 31 of the Act; |
| 1. | Requests for provision of materials relating to claims for benefits to cover medical expenses for pregnancy and childbirth under Article 31-2 (1) of the Act; |
| Article 21-2 (Processing of Sensitive Information and Personally Identifiable Information) |
| 1. | Affairs relating to the assistance and advisory necessary for providing guidance on the support system for maternity leave and the implementation thereof under Article 18 of the Act; |
| 2. | Affairs relating to the assistance and advisory necessary for providing guidance on the childcare leave system and the implementation thereof under Article 19 of the Act; |
| 3. | Affairs relating to the assistance and advisory necessary for providing guidance on the system for reduction of working hours for period of childcare and the implementation thereof under Articles 19-2 and 19-3 of the Act; |
| 5. | Affairs relating to requests for provision of materials and processing of the materials provided through the employment insurance network under Article 31-2 of the Act. |
[This Article Newly Inserted by Presidential Decree No. 27033, Mar. 8, 2016]
| Article 21-3 (Review of Regulations) |
The Minister of Employment and Labor shall review the validity of the types of preserved documents pursuant to Article 19 every three years based on January 1, 2017 (referring to the period before January 1 of every third years) and take measures, such as improvements, accordingly. <Amended by Presidential Decree No. 27751, Dec. 30, 2016> [This Article Newly Inserted by Presidential Decree No. 25840, Dec. 9, 2014]
CHAPTER VI ADMINISTRATIVE FINES
| Article 22 (Standards for Imposition of Administrative Fines) |
| (2) | Deleted. <by Presidential Decree No. 28910, May 28, 2018> |
ADDENDA
Article 1 (Enforcement Date)
This Decree shall enter into force on June 22, 2006. Provided, That the amended provisions of subparagraphs 4 through 6 in the attached Table shall enter into force on June 22, 2009.
Article 2 (Special Case concerning Obligation, etc. to Establish and Submit Implementation Plans for Proactive Employment Improvement Measures)
Article 3 (Transitional Measures concerning Obligation, etc. to Establish and Submit Implementation Plans for Proactive Employment Improvement Measures)
The obligation of public agencies (excluding public agencies falling under Article 2 of the Addenda) to which Articles 17-3 and 17-4 of the Act will apply pursuant to the amended provisions of Article 4 (1), to submit implementation plans for proactive employment improvement measures according to the following category, shall be applied from the year in the relevant category: | 1. | Submission of implementation plans for proactive employment measures to be first submitted pursuant to Article 17-3 (1) of the Act (limited to public agencies whose ratio of employed female employees by job type falls short of the employment criteria under Article 17-3 (1) of the Act): 2009; |
| 2. | Submission of current status of male and female employees by job type and by class to be first submitted pursuant to Article 17-3 (2) of the Act: 2009; |
| 3. | Submission of performance results of implementation plans for proactive employment improvement measures to be first submitted pursuant to Article 17-4 (1) of the Act (limited to public agencies whose ratio of employed female employees by job type falls short of the employment criteria under Article 17-3 (1) of the Act): 2010. |
Article 4 Omitted.
Article 5 (Relationships with other Acts and Subordinate Statutes)
Where the previous Enforcement Decree of the Act on the Equal Employment for Both Sexes or its provisions are cited in other Acts and subordinate statutes as at the time this Decree enters into force, and where corresponding provisions thereto exist in this Decree, this Decree or the corresponding provisions herein shall be deemed to have been cited in lieu of the previous provisions.
ADDENDUM <Presidential Decree No. 21547, Jun. 19, 2009>
This Decree shall enter into force on the date of its promulgation.
ADDENDA <Presidential Decree No. 21928, Dec. 30, 2009>
Article 1 (Enforcement Date)
This Decree shall enter into force on January 1, 2010.
Articles 2 through 4 Omitted.
ADDENDA <Presidential Decree No. 22269, Jul. 12, 2010>
Article 1 (Enforcement Date)
This Decree shall enter into force on the date of its promulgation. (Proviso Omitted.)
Article 2 Omitted.
ADDENDA <Presidential Decree No. 23356, Dec. 8, 2011>
Article 1 (Enforcement Date)
This Decree shall enter into force on December 8, 2011. (Proviso Omitted.)
Article 2 Omitted.
ADDENDA <Presidential Decree No. 23946, Jul. 10, 2012>
Article 1 (Enforcement Date)
This Decree shall enter into force on August 2, 2012.
Article 2 (Applicability to Applications for Reduction of Working Hours for Period of Childcare)
The amended provisions of Article 15 shall apply, beginning with an application for reduction of working hours for a period of childcare filed on or after the date this Decree enters into force. Article 3 Omitted.
ADDENDA <Presidential Decree No. 25840, Dec. 9, 2014>
Article 1 (Enforcement Date)
This Decree shall enter into force on January 1, 2015.
Articles 2 through 16 Omitted.
ADDENDUM <Presidential Decree No. 25931, Dec. 30, 2014>
This Decree shall enter into force on January 1, 2015.
ADDENDUM <Presidential Decree No. 27033, Mar. 8, 2016>
This Act shall enter into force on the date of its promulgation.
ADDENDA <Presidential Decree No. 27751, Dec. 30, 2016>
Article 1 (Enforcement Date)
This Decree shall enter into force on January 1, 2017. (Proviso Omitted.)
Articles 2 through 12 Omitted.
ADDENDUM <Presidential Decree No. 28486, Dec. 19, 2017>
This Decree shall enter into force on the date according to the classification in the following subparagraphs:
| 1. | Local public corporations referred to in Article 49 of the Local Public Enterprises Act or local public agencies referred to in Article 76 of the said Act that have regular workforce of at least 300 people: January 1, 2018; |
| 2. | Local public corporations referred to in Article 49 of the Local Public Enterprises Act or local public agencies referred to in Article 76 of the said Act that have regular workforce of less than 300 people: January 1, 2019. |
ADDENDUM <Presidential Decree No. 28910, May 28, 2018>
This Decree shall enter into force on May 29, 2018: Provided, That the amended provisions of Articles 2 (2) and 4 (2) shall enter into force on January 1, 2019.