Source: Krafton

Krafton, Inc. (CEO Kim Chang-han) announced on the 14th the one-year results of its 'Childbirth and Childcare Support Program,' introduced to help address the low birth rate. In February 2025, Krafton implemented enhanced support measures covering the entire process from childbirth to child-rearing to alleviate the economic and social burdens faced by its employees.

The program includes unconventional cash incentives of up to ₩100 million per child for employees who have given birth since January 1, 2025, as well as non-cash support to help balance work and family life, such as extending parental leave by up to two years and automating the hiring of temporary replacements. The program has yielded tangible results: from January to April of this year, the number of newborns among Krafton employees reached 46, nearly double the figures for the same period in 2025 (23) and 2024 (21).

Krafton is also conducting a study in collaboration with the Seoul National University Population Policy Research Center to analyze the practical effects of the program. The analysis suggests that cash incentives, such as childbirth grants, served less as a direct incentive for childbirth and more as a way to convey the company's 'sincerity' in addressing the low birth rate crisis.

In fact, 83.4% of survey respondents stated that they felt the company's message was sincere. Conversely, the factors that directly influenced the intention to have children were 'non-cash programs,' such as remote work for childcare, expanded parental leave, and prenatal check-up leave for spouses. These measures contributed to increasing employee engagement, providing practical support for child-rearing, and fostering a positive perception of childbirth.

The factors influencing the intention to have children varied by life stage. Unmarried employees were most influenced by improved work engagement through non-cash programs, married employees without children by trust in organizational culture, and married employees with children by support for work-life balance.

Choi Jae-keun, a division head at Krafton, stated that the study confirms the tangible changes a company can bring about when it participates in solving social issues. He added that the company will continue to fulfill its social responsibilities by fostering a culture that allows employees to balance their professional and personal lives.