South Korea has been consistently ranked last in gender wage gap statistics compiled by the Organisation for Economic Co-operation and Development (OECD) since it was first included in 1992. For 33 years, the country has never relinquished this position, which has sparked discussions among lawmakers and advocacy groups about the necessity for a new law that mandates wage disclosures by gender to help mitigate this disparity. A debate was held on the matter in the National Assembly, emphasizing the urgent need for legislative measures to address this long-standing issue in the labor market.

During this assembly, multiple proposals were presented, including amendments to existing laws that would require employers to submit data on gender-specific employment and wage conditions. These proposals involve varying details, such as the distribution of male and female workers by job type, rank, and employment status. Key advocates like lawyer Kim Doo-na stressed the importance of not just amending current laws, but creating comprehensive new legislation that addresses the objectives, scope, processes, and penalties for non-compliance concerning gender wage disclosures. Such laws would ensure that critical diagnostics of the structural characteristics and realities of the South Korean labor market are undertaken to effectively address the gender wage gap.

The Women’s Rights Committee and labor advocacy groups support the creation of a 'Gender Equality Disclosure Law' which would require public institutions and employers with over 50 employees to prepare and submit annual gender wage reports to the Minister of Gender Equality. These reports would cover various aspects including number and compensation of male and female employees by job type, employment conditions, average tenure, hiring and turnover rates, and promotion statistics. The establishment of such a law is deemed crucial for diagnosing and ultimately reducing the gender wage gap in South Korea, promoting equality in the workplace.