South Korea's Gender Pay Gap Increases with Age of Women

A report indicates that in South Korea, women earn less and have fewer employment opportunities as they age. At age 27, women earn 8% less than their male counterparts, and by their late 50s, this gap widens to 50%, according to government wage data published in a recent Human Rights Watch (HRW) report. South Korea has maintained the highest gender pay gap in the Organization for Economic Cooperation and Development (OECD) since records began in 1992. Min Hee Kim, a women's labor activist, stated that the division of labor at home contributes to the division of labor in the workplace. She noted that as women age, the types of jobs available to them diminish, leading to accumulated consequences from lower pay, career breaks, and unstable jobs. The HRW report, titled "Too Old and a Woman," involved interviews with 41 South Korean women aged 28 to 87 regarding their work experiences. Kim highlighted that discrimination has evolved rather than disappeared, pointing out that until the 1980s, it was legal for employers to dismiss women for getting married, a practice known as "marriage-based dismissal." Currently, while overt discrimination is less common, caregiving responsibilities often lead women to lower-paying jobs when they return to work. Despite women achieving higher education levels than men since the 1980s, the job market does not reflect equal opportunities. A study from 2024 found that one year after graduation, women earn 22% less than men. Many women reported limited job opportunities after taking time off for marriage or children, often finding themselves in roles such as call centers, cleaning, or caregiving. Women pursuing careers face barriers such as a glass ceiling, with only 18% of managerial positions held by women in 2024. According to Labor Ministry survey data cited by HRW, women's wages peak in their late 30s and then decline. The Gender Ministry of South Korea acknowledged that career interruptions, occupational segregation, and discrimination contribute to the pay gap. J. Mi-sook, 53, shared that her previous experience was not recognized by her next employer, resulting in a lower starting salary. The longer women are out of the workforce, the less experience they gain, leading to lower pay and job stability. Kim referred to "structural discrimination," which is so ingrained in social practices that even those affected may not recognize it. Park Jae-soon, 61, described a significant drop in income after being forced to retire at 60, moving from an annual salary of 55 million won ($40,500/€35,600) to 15.6 million won, a 72% decrease. HRW advocates for the abolition of the mandatory retirement age and the "peak wage" system, which allows employers to reduce pay for older workers. Data from the report indicated that women received 53% of men's National Old Age Pension on average in October 2025, reflecting a 47% gap. Kim emphasized that the issue extends beyond middle-aged women struggling to find jobs, as traditional women's work is often undervalued in the labor market. HRW argues that the disadvantages accumulate from a woman's first paycheck to her pension. Kim stated that career interruptions in women's 30s, part-time work in their 40s, and low wages in their 50s are all pension-related issues. The South Korean government plans to gradually raise the statutory retirement age from 60 to 65. Kim asserted that addressing this issue requires more than a single policy; it necessitates the implementation of equal pay for equal work, transparent wage structures, and recognition of caregiving as a public responsibility. She noted that while the HRW report is a significant starting point, it does not fully capture the experiences of all women, particularly those who are disabled or migrant workers, who may face different forms of age and gender discrimination. Kim concluded by stressing the importance of understanding which women are increasingly marginalized from resources and rights as they age.