How to Boost Employee Birth Rates with Generous Financial Incentives: A Case Study from Krafton

Introduction

In an era where raising children has become increasingly expensive and challenging, forward-thinking companies are exploring innovative ways to support their employees' family planning. South Korean gaming giant Krafton—publisher of Subnautica 2 and PUBG—has demonstrated that a strategic financial commitment can yield remarkable results. By offering up to 100 million Won (approximately $67,000) per child, Krafton doubled the number of babies born to its employees in just one year. This guide breaks down the exact steps the company took to create a successful baby bonus program, so you can learn how to implement a similar initiative in your organization.

What You Need

Before designing a baby bonus program, ensure you have the following prerequisites in place:

• Executive buy-in from leadership and HR departments to allocate substantial budget (e.g., $67,000 per child).
• Financial planning to cover lump-sum payments and multi-year installments without destabilizing company finances.
• Legal and tax consultation to ensure compliance with local labor laws and tax implications for both the company and employees.
• Parental leave policy that can be extended to at least two years (or more) to complement cash incentives.
• Data tracking system to monitor birth rates and employee satisfaction over time.
• Partnerships with research institutions (e.g., universities specializing in population policy) to analyze program effectiveness.
• Internal communication channels to clearly explain the program to all employees.

Step 1: Secure Leadership Commitment and Allocate Budget

Start by presenting the business case to your CEO and board. Krafton’s success began with a decision to invest heavily in employee fertility—an unusual but data-backed move. Emphasize that financial support for childbirth can improve employee retention, morale, and company reputation. Propose a budget ranging from $40,000 to $70,000 per child, split into a lump sum and annual payments. Krafton allocated 60 million Won ($40,100) upfront per child, followed by 5 million Won ($3,344) each year for eight years. Ensure the total cost is manageable based on your workforce size and projected birth rates.

Step 2: Design the Financial Incentive Structure

Create a tiered payment system that provides immediate relief and long-term support. Krafton’s approach included:

• Lump-sum childbirth benefit: 60 million Won paid within 30 days after the child’s birth (applies to children born on or after January 1, 2025).
• Annual installments: 5 million Won per year for the next eight years, conditional on continued employment.
• Total maximum: 100 million Won (about $67,000) per child.

Adjust amounts based on your country’s cost of living. Ensure payments are tax-efficient for both parties—consult a tax advisor.

Step 3: Extend Parental Leave Policy

Money alone isn’t enough. Krafton extended parental leave to up to two years per child. Revise your existing policy to allow at least this duration, ensuring job security and benefits continuation during leave. Offer flexibility for both mothers and fathers. Communicate that the leave can be taken consecutively or split between parents, depending on your jurisdiction.

Step 4: Partner with Research Institutions

To validate the program’s impact, collaborate with demographic experts. Krafton launched joint research with Seoul National University’s Population Policy Research Center. Establish a similar partnership to track birth rates, employee turnover, and overall well-being. This data will help refine the program and provide third-party credibility for public reporting.

Step 5: Launch Internal Communication Campaign

Announce the program through town halls, internal newsletters, and intranet portals. Explain eligibility criteria, payment schedules, and how to apply. Use clear, reassuring language to reduce any stigma around financial incentives for childbirth. Highlight that the program is voluntary and respects personal choices. Krafton’s announcement likely contributed to the program’s immediate adoption.

Step 6: Implement and Track Results

Begin accepting applications from employees expecting children. Set up a streamlined process to verify births and disburse funds. In Krafton’s case, the program led to 46 babies born in the first year—double the number compared to the same period in 2024 and 2025. Monitor not only birth rates but also employee satisfaction, retention, and productivity. Use the data to adjust benefits if needed.

Step 7: Review and Iterate Annually

After the first year, review the program’s financial impact and employee feedback. Consider adding supplementary benefits like fertility treatment support, childcare subsidies, or flexible work arrangements. Krafton’s success suggests that substantial cash incentives combined with extended leave can effectively boost birth rates. Share your results with industry peers to inspire broader adoption.

Tips for Success

• Start small, then scale: If a $67,000-per-child program seems too large, pilot with a smaller amount and expand based on results.
• Ensure inclusivity: Offer the benefit to all types of families, including same-sex couples, adoptive parents, and single parents through surrogacy or other means.
• Communicate long-term value: Emphasize that the annual payments continue for eight years—this encourages employees to stay with the company.
• Pair with other family-friendly policies: On-site daycare, flexible hours, and mental health support can amplify the impact.
• Respect privacy: Keep childbirth data confidential unless employees choose to share their stories.
• Measure beyond birth rates: Track employee engagement, diversity, and overall happiness to capture the full return on investment.
• Learn from Krafton’s partnership model: Collaborate with universities to publish findings—this builds your employer brand as a thought leader in family policy.
• Plan for economic fluctuations: Secure multi-year budget commitments to avoid cutting the program during downturns.

By following these steps, your organization can create a baby bonus program that not only supports employees but also contributes to addressing broader demographic challenges. Krafton’s experience proves that well-designed cash incentives, combined with extended parental leave, can truly double birth rates—and the returns go far beyond the balance sheet.