earticle

영어

South Korea's annual paid leave system faces significant issues, including low utilization(only 76.2% in 2022), disparities across employment types and business sizes, and protection gaps for workers in workplaces with fewer than 5 employees and non-standard workers. These problems largely stem from the prevalent view of annual leave as compensation for past labor, a perspective that often allows for monetary compensation for unused leave, thereby exacerbating the low usage rates. Workers frequently cite a lack of replacement personnel, the desire to receive leave allowance, and excessive workload as reasons for not fully utilizing their leave. This paper argues that annual paid leave should be recognized as a universal right for all workers and proposes comprehensive institutional reforms to achieve this. Proposed improvements to leave granting include relaxing acquisition rules by eliminating attendance requirements and shortening the minimum continuous service period for full leave acquisition from one year to six months, with proportionate leave for those with less than six months of service. Furthermore, it suggests abolishing additional leave based on long service and instead increasing the basic guaranteed leave days for all workers (e.g., to 18 days annually) to ensure more equitable access. To promote actual leave usage, the paper advocates for prohibiting monetary compensation for unused annual leave in principle (except in specific cases like employment termination) and considering the introduction of a leave savings system. Additionally, it recommends mandating employers to designate specific periods (e.g., 4 days) for a portion of leave in consultation with employee representatives, a strategy proven effective in Japan for increasing utilization rates. To address the existing protection gaps, the study proposes gradually applying annual paid leave regulations to workplaces with fewer than 5 employees, supported by policy measures such as leave cost and replacement worker subsidies. Lastly, it emphasizes the need for separate legislation to ensure minimum days off for non-standard workers, explicitly prohibiting unfavorable treatment when they refuse service or adjust their workload to take rest. These reforms collectively aim to enhance the leisure and rest opportunities for all individuals.

한국어

휴식과 여가에 대한 권리는 모든 시민들에게 보편적･실질적으로 보장 되어야 하지만, 그 보장의 핵심이 되는 법정 연차유급휴가 제도의 현실 은 그렇지 못하다. 먼저 현행법은 연차유급휴가의 성격을 ‘보편적 휴식 권의 보장’보다는 ‘기왕의 근로제공에 대한 보상’에 초점을 맞추어 파악 하고 있는데, 이는 근로자 간 휴가 부여일수 격차 발생의 원인으로 지적 되고 있다. 또한 어렵게 취득한 연차유급 휴가도 다양한 방해요인으로 인해 모두 소진(사용)하지 못하는 경향이 현저하며, 나아가 협소한 법 적용범위로 인하여 연차유급휴가를 비롯한 휴식권을 전혀 보장받지 못 하는 제도적 사각지대가 발견된다. 이러한 문제점을 해결하기 위해, 이 글에서는 보편적 권리로서 연차유 급휴가의 부여 방안 및 근속기간에 따른 근로자 간 휴가일수의 격차 해 소 방안, 연차유급휴가의 실질적 사용 확대를 위한 사용자의 시기 지정을 통한 휴가 소진 의무화 방안, 금전 보상 제한 방안 및 단기 위주의 연차유급휴가 사용 개선방안, 나아가 근로기준법의 협소한 인적 적용 범 위 및 5인 미만 사업장등 연차유급휴가의 제도적 사각지대 해소 방안 등에 대해 검토하였다.