Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

Workers with Family Responsibilities Convention, 1981 (No. 156) - Republic of Korea (Ratification: 2001)

Other comments on C156

Observation

Direct Request

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The Committee notes the communication received on 29 August 2011 from the Korean Confederation of Trade Unions (KCTU), and the observations by the Federation of Korean Trade Unions (FKTU) and the Korea Employers Federation (KEF), annexed to the Government’s report, as well as the Government’s replies received on 30 August 2011 and 26 October 2011.

Other members of the family. The Committee notes section 22-2 of the Equal Employment Act 1987, which provides that, in case a worker needs to take care of his/her family due to the family member’s illness, accident, aging, etc., an employer shall make efforts to take measures including leave to nurse family, adjustment of starting and closing time of work, limitation on overtime, adjustment of working hours, and other support measures. It also notes the Government’s indication that currently, the amendment of the Act is being pursued so that the employer may not reject the request of a worker for leave to take care of sick family members unless the employer has reasons prescribed under the law. The Committee asks the Government to provide information on the process of amendment in order to provide the right to leave for taking care of sick family members.

Information and education. The Committee notes the Government’s indication that the Ministry of Employment and Labour is engaging in various promotional activities to raise awareness on gender equality to increase the understanding of the general public about equality of opportunity and treatment of male and female workers, and the statistical information on such promotional activities provided by the Gender Equality Promotion and Education Institute. It also notes the Government’s indication that there are plans to strengthen promotional activities to increase the number of men taking childcare leave, and to provide the right to claim working time reduction during a childcare period, however, without any further details. The Committee further notes the comments from the KEF that the use of shorter working time for childcare is very low due to poor publicity. The Committee requests the Government to provide detailed and specific information on the action taken to promote greater awareness, public understanding and a climate conducive to overcoming existing difficulties for men and women workers with family responsibilities, including stereotyping with respect to family responsibilities. It also asks the Government to provide information on any awareness-raising activities for workers and employers concerning measures to reconcile work and family responsibilities, including leave entitlements and working time arrangements.

Vocational guidance and training. The Committee notes that section 19-6 of the Equal Employment Act provides that an employer shall make efforts for skills development and enhancement for workers on childcare leave, and to provide support for a worker who completes maternity leave, childcare leave or working hour reduction during the childcare period and returns to work to adjust to work. It also notes that section 10 of the Career-break Women Act 2008 provides that the Minister of Gender Equality may provide support for an organization to provide vocational education and training for career-break women. The Committee considers that measures addressing the needs of workers with family responsibilities should be available to men and women workers on an equal footing. The Committee asks the Government to provide information on the practical application of section 19-6 of the Equal Employment Act and section 10 of the Career-break Women Act. It also asks the Government to indicate how it is ensured that the measures applying the Convention are available to men and women workers with family responsibilities on an equal footing.