Sexual Harassment Fines Up to KRW 10 Million, Now Also Apply to Business Owners' Relatives

Business owners or corporate representatives who commit workplace sexual harassment will face fines of up to KRW 10 million. Supervisors or employees who are relatives of a business owner or corporate representative will also be fined if they are found to have committed sexual harassment. The government will strengthen penalties for perpetrators of sexual harassment and, starting in July next year, expand the companies required to provide re-employment support services from those with 1,000 or more employees to those with 500 or more.

On November 3, the government deliberated and approved draft amendments to the Enforcement Decree of the Act on Employment of Older Persons, etc. and the Enforcement Decree of the Equal Employment Opportunity and Work-Family Balance Assistance Act, both overseen by the Ministry of Employment and Labor, at a Cabinet meeting. The amendments set specific criteria for fines imposed on perpetrators of workplace sexual harassment and introduce a requirement for employers who approve reduced working hours for childcare to provide written notice.

President Lee Jaemyung speaks at a Cabinet meeting held at the Blue House on the 3rd. Yonhap News Agency

Specifically, business owners or corporate representatives who commit workplace sexual harassment will be fined KRW 3 million, while supervisors or employees who are their relatives will be fined KRW 2 million for committing sexual harassment. Relatives are defined as spouses, blood relatives within the fourth degree, and relatives by marriage who work at the relevant business.

A fine of KRW 5 million will be imposed, regardless of the perpetrator's category, if someone commits sexual harassment multiple times against one person or against two or more people. If a person who was fined for sexual harassment within the past three years commits sexual harassment again, the fine will increase to KRW 10 million.

The notification requirements for employers who approve reduced working hours for childcare will also be strengthened. Previously, employers only had to provide written notice of the reason when rejecting an application. Going forward, even when an application is approved, they must notify the applicant of the approval in writing or electronically within 14 days of receiving the application.

The key measure in the draft amendment to the Enforcement Decree of the Act on Employment of Older Persons, etc. is the phased expansion of companies required to provide re-employment support services. From July 1 next year, the requirement will cover workplaces with 500 or more employees, and from July 1, 2029, it will apply to workplaces with 300 or more employees.

Re-employment support services are services that employers above a certain size must provide to workers aged 50 or older who are expected to leave their jobs involuntarily. These services include career planning and job placement. As the requirement expands, employees at midsize and small businesses, as well as large companies, are expected to have more opportunities to receive re-employment support.

The ways employers can fulfill their obligations will also be broadened. Employers will be considered to have fulfilled the requirement if, instead of providing the services directly, they offer accommodations such as adjusting working hours so employees can participate in employment programs, including vocational training.

This content was produced with the assistance of AI translation services.