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 financial and social burdens faced by its employees.

The program includes a groundbreaking cash incentive 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 replacement staff. The program has yielded tangible results: from January to April of this year, the number of births 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 more to convey the company's 'sincerity' in addressing the low birth rate rather than acting as a direct incentive for childbirth.

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 measures,' such as remote work for childcare, expanded parental leave, and prenatal check-up leave for spouses. These forms of support increased employee engagement, provided practical backing for child-rearing environments, and contributed to spreading a positive perception of childbirth.

The study found that the factors influencing the intention to have children varied by life stage. Unmarried employees were most influenced by the improvement in work engagement through non-cash measures, 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 research 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 family lives.