Korea, Democratic People's Republic of Leave Laws and Holidays

Maternity leave typically includes a period before and after birth, often several weeks long, allowing mothers to prepare for and recover from childbirth.

Expectant mothers are required to give advance notice of their intention to take maternity leave, usually several weeks before the expected birth date.

While maternity leave is a statutory right, formal notification and documentation are often required to process leave.

Additional leave may be granted in cases of pregnancy complications or health issues related to childbirth, subject to medical certification.

Maternity leave is a statutory entitlement and does not accrue like annual leave.

Maternity leave cannot be carried over as it is linked to a specific event (childbirth).

Maternity leave is not subject to payout at termination as it must be used in relation to childbirth.

There is no end of year payout for maternity leave as it does not accrue annually.

Employees on maternity leave are typically protected from termination of employment during this period, except under specific circumstances.

Employees with at least one year of service are entitled to a minimum of 15 days of annual leave. Additional days are granted for longer service periods.

Employees should provide notice when planning to take annual leave, though the specific period can vary by workplace.

Annual leave must be approved by the employer, and schedules can be subject to workplace needs.

Employees earn additional annual leave days based on their length of service beyond certain thresholds.

Annual leave rights accrue yearly, commencing from the date of employment.

Unused annual leave can be carried over to the next year, but specifics may be governed by employer policies.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is typically no automatic payout at the end of the year unless employment is terminated.

Specific rules around annual leave can vary significantly depending on workplace policies and collective agreements.

Sick leave entitlements are not standardized and are typically set by employer policies.

Employees are usually required to inform their employer as soon as possible in the event of sickness.

Approval for sick leave may depend on the nature of the illness and the specific employer's policy.

Additional sick leave quota is generally not applicable, though exceptions may exist based on employer discretion.

Sick leave does not typically accrue and is granted based on immediate need.

Sick leave does not usually carry over to the next year as it is intended for immediate health needs.

Unused sick leave is not paid out at termination, as it is intended for use due to illness only.

There is no payout for unused sick leave at the end of the year.

Employers may require a medical certificate to verify the need for sick leave, depending on the duration of the absence.

Paternity leave in North Korea is typically granted to fathers for a specific period around the birth of their child. The duration of leave can vary based on employment agreements and specific regulations.

Employees are required to inform their employer in advance of their intended paternity leave, typically around 15 to 30 days before the expected birth date.

Paternity leave in North Korea needs approval from the employer. The employer can assess and approve the leave request based on company policies and regulations.

Paternity leave is usually provided in accordance with the statutory duration. Extensions or additional leave days may not be available unless specified by the employer.

Paternity leave is a fixed-duration leave and is typically not accrued or carried over from year to year. It is granted based on the specific event of childbirth.

Since paternity leave is event-based and limited to the birth of a child, it is not carried over to the next year or to another event.

If an employee has unused paternity leave at the time of termination, it is generally not paid out as it is considered non-accrued leave associated with a specific event.

Since paternity leave is tied to a specific event (childbirth), it is not accumulated and is not eligible for a year-end payout.

Employers may have specific rules regarding the duration and conditions of paternity leave, such as allowing a longer period of leave or offering other benefits based on the employee's situation.

In North Korea, bereavement leave is granted to employees when they experience the death of an immediate family member. The leave is typically short-term, usually 3 to 5 days.

Employees are generally required to notify their employer as soon as possible upon the death of a close family member, with the notice period typically being within 1 to 3 days.

Bereavement leave needs the approval of the employer, who will assess the request based on the situation and the employee's entitlements under company policy.

In special circumstances, such as the death of a very close family member or the need to travel long distances for funeral arrangements, employers may grant additional leave beyond the standard quota.

Bereavement leave is not accrued like annual leave. It is a specific, event-based leave that is granted in the event of the death of a close family member.

As bereavement leave is provided based on a specific event, it does not carry over to the next year or to another event. It is granted at the time of need.

At termination, unused bereavement leave is typically not paid out as it is event-based leave and does not accumulate like other leave types.

As bereavement leave is specific to a particular event, it does not accumulate or carry over, and therefore, it is not paid out at the end of the year.

Employers may have specific policies on bereavement leave, such as allowing more days off depending on the employee's situation or offering leave for additional family members beyond the immediate family.