How the Annual Leave Notice Deadline Calculator Works
This tool models South Korea's paid-leave forfeiture-prevention law (Labor Standards Act Article 61). Under that law, an employer can only avoid paying out unused leave if it sends two separate written notices, exactly on schedule — miss either deadline and the employer must pay for every unused day regardless. Enter the date leave was granted (typically the start of the leave year) to see both notice deadlines and the date the leave expires.
The first notice must be sent in writing during a 10-day window that opens 6 months before expiry, listing the remaining leave balance and asking the employee to schedule it. If the employee doesn't respond within 10 days, the employer must send a second notice by 2 months before expiry, unilaterally assigning specific dates. Verbal notice does not count — only written or digitally confirmable notice satisfies the law.
Important context for US users: there is no equivalent federal requirement here. Whether unused PTO expires, carries over, or gets paid out is entirely up to state law and company policy, and a growing number of states prohibit forfeiture outright. Check the FAQ below for how US rules actually differ.
Frequently Asked Questions
No. There is no federal law requiring US employers to send forfeiture notices before PTO expires. Some states, like California, actually ban 'use-it-or-lose-it' PTO policies entirely, so unused PTO must be paid out or carried over instead.
Using Korea's model: the first written notice must go out starting 6 months before the one-year expiry date, within a 10-day window. The second notice, assigning specific use dates, must be sent by 2 months before expiry.
It's useful if you work for a Korea-based employer or want to understand how a mandatory-notice PTO system works, since the US relies entirely on state law and individual company policy instead.