Many countries around the globe have embraced work-family balance policies to bolster the fertility rate and women’s participation in the labor market. Korea’s key work-family balance polices include maternity leave, parental leave and reduced working hours for childcare, which are provided to those who have been covered by employment insurance for over 6 months. The use of maternity leave in Korea is high, marking 84.6% of all health-insured employees in 2015. As for parental leave, the utilization rate is not as high. The government even provides special bonuses for men taking parental leave, wherein the father receives a higher pay rate when the leave is taken in succession to the mother. However, only 13.4% of parental leave takers are men. And, despite the fact Korea provides the longest parental leave for men within the OECD, the income replacement ratio remains at a low 32.8%. Additionally, those reducing their working hours for childcare totaled a mere 3% or 2,761 of parental leave takers in 2016. Meanwhile, government subsidies are offered to companies that offer work-family balance programs. But, awareness of such provisions is still very limited. Then, how does work-family balance policies affect women’s continued participation in the labor market and childbirth?