Daewoo Engineering & Construction said on the 11th that it will significantly improve welfare systems related to childbirth and childcare to participate in solving the low birth rate problem and to expand and establish a family-friendly corporate culture.
Daewoo Engineering & Construction has improved the changing welfare system to support as many employees as possible practically. It has been implemented since the agreement was signed with the labor union on the 4th.
First, Daewoo Engineering & Construction has early implemented policies related to expanding infertility treatment leave, spouse maternity leave, and extending the application period for reducing working hours during pregnancy, which will take effect starting on February 23 of next year, according to the Gender Equality in Employment Act revision. Among these, for infertility treatment leave, they decided to increase the number of paid leave days from the existing annual 3 days (1 day paid) to an annual 6 days (3 days paid), exceeding the statutory minimum of 2 days by one day.
In addition to legal provisions, the childbirth congratulatory benefit has been changed from being provided only for the third child and beyond to providing 1 million won for the first child, 2 million won for the second child, and 5 million won (including 500,000 won from the employee association) for the third child and beyond. Support for childbirth supplies has also been enhanced by adding 500,000 won worth of points through the welfare mall to the existing 150,000 won worth of childcare products.
Daewoo Engineering & Construction has expanded the scope of medical expense support to fully cover treatment and surgical costs of childbirth expenses, which were previously partially covered under group insurance.
Support for the childcare process will also be expanded. For all employees who cannot use the workplace daycare, the monthly childcare allowance for children under 73 months will be increased by 30%. The staggered working hours system will be expanded to allow employees to adjust their commuting times within a 1.5-hour range before and after the business hours. Furthermore, employees with children under 12 years old will receive one day of paid birthday leave for each child in the month of the child's birthday, allowing them to celebrate the occasion together.
To strengthen childcare support after childbirth, a '1+1 maternity leave system' will be established to provide additional paid leave (up to 20 days for maternity leave employees and up to 5 days for spouse maternity leave) equivalent to the number of annual leave days used to extend the statutory maternity leave system. For instance, if an employee gives birth and uses the statutory maternity leave of 90 days, they can extend this with their personal annual leave of 21 days, and the company will additionally provide 20 days of paid leave for the extension.