Lee Mi-ae Introduces Bill to Rehire Retired Maritime Police Officers after Five Years

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Maritime Police agency Faces exodus of Young Officers Amidst Rigid Culture

Seoul, South Korea – A concerning trend is unfolding within the Maritime Police Agency as the number of officers leaving the force within five years of service has reached 426 over the past five years, with 57 departures recorded this year alone. The rising figures are being attributed to a strict “Sangmyeongbok” (hierarchical) culture, vertical decision-making processes, and a compensation system based on seniority, creating a challenging surroundings for younger generations of officers.

Data released by Assemblywoman Lim Mi-ae reveals details on this escalating issue. From 2020 to 2023, the number of early departures has steadily increased: 37 in 2020, 42 in 2021, 86 in 2022, and 97 in 2023, with 107 exiting in 2024. So far this year, 57 officers have resigned as of September, bringing the total to 426.The average age of these departing officers is also notably young, standing at 30.9 years old in 2020, rising to 33.7 in 2021, dropping to 32.9 in 2022,34 years in 2023,33.5 years in 2024, and 32.1 years as of September 2025.

A study by Kim Seung-wan and lee Ki-soo, published in the Korea Maritime Police Society journal, corroborates these findings. The research reveals that 75% of young officers cited a hierarchical culture as a reason for difficulty integrating into the institution. 37% pointed to rigid, top-down decision-making, while 30% expressed dissatisfaction with what they perceived as an unfair evaluation and compensation system.

Assemblywoman Lim emphasized the crucial role the Maritime Police play in safeguarding national waters, especially given the increasing challenges of illegal fishing, regional disputes, and the fight against marine crime. She stressed the urgent need to reassess and improve the organizational culture to retain young talent.

“We simply cannot afford to lose these skilled and dedicated officers,” stated Lim. “Investing in a more modern, equitable, and supportive work environment is critical to ensuring the long-term effectiveness of the Maritime Police Agency.”

How might reducing the waiting period for re-employment of retired maritime police officers impact the Korean Coast Guard‘s budget, considering potential differences in benefits for re-hired personnel?

Addressing maritime Security Concerns: The Proposed Legislation

On October 5, 2025, Assembly Member Lee mi-ae formally introduced a bill aimed at addressing growing concerns regarding maritime security and personnel shortages within the Korean Coast Guard. The core of the legislation proposes allowing retired maritime police officers to be rehired after a five-year waiting period, a reduction from the current restrictions. This move is being positioned as a critical step to bolster coastal defense, enhance search and rescue capabilities, and combat increasing illegal maritime activities. The bill focuses specifically on experienced personnel, recognizing the value of their specialized training and accumulated knowledge.

Key Provisions of the Bill

The proposed legislation outlines several key provisions designed to facilitate the re-entry of qualified retired officers:

* Reduced Waiting Period: The most notable change is the reduction of the mandatory waiting period from the current regulations to five years. This aims to tap into a readily available pool of skilled professionals.

* Re-employment Criteria: The bill establishes clear criteria for re-employment, prioritizing officers with specialized skills in areas like:

* Navigation and seamanship

* Maritime law enforcement

* Search and rescue operations

* Vessel inspection and security protocols

* Contract Terms & Compensation: The legislation addresses contract terms, suggesting a tiered system based on rank and experience. Compensation will be competitive,factoring in prior service and current market rates for similar positions. It’s anticipated that re-employed officers will not receive the same benefits as currently serving personnel to manage budgetary concerns.

* Training & Updates: Recognizing the potential for skill gaps due to time away from active duty, the bill mandates refresher training programs covering updated maritime regulations, technological advancements, and new security protocols. This ensures re-hired officers are fully prepared for their roles.

* Maximum Service Duration: to prevent long-term reliance on re-hired personnel, the bill proposes a maximum service duration for re-employed officers, potentially capped at three to five years, with possible extensions based on critical need.

Rationale Behind the Bill: Rising Maritime challenges

several factors have contributed to the urgency behind this legislative proposal. Increased instances of illegal fishing, smuggling, and territorial disputes in Korean waters have strained the resources of the Korean Coast Guard. Furthermore, a declining birth rate and evolving career preferences have led to recruitment challenges, creating personnel shortages.

* Illegal Fishing: The rise in illegal,unreported,and unregulated (IUU) fishing activities poses a significant threat to marine ecosystems and the livelihoods of legitimate fishermen.

* Smuggling & Maritime Crime: Increased smuggling of contraband,including narcotics and weapons,requires enhanced surveillance and interdiction capabilities.

* territorial Disputes: Ongoing territorial disputes in the Yellow Sea and East Sea necessitate a strong maritime presence to protect national interests.

* Search and Rescue Demands: The frequency of maritime accidents and natural disasters requires a robust search and rescue infrastructure,placing a heavy burden on the Coast Guard.

* Aging workforce: The Korean Coast Guard, like many public safety organizations, faces an aging workforce and potential loss of institutional knowledge through retirements.

Potential Benefits of Re-hiring Retired Officers

The re-employment of retired maritime police officers offers several potential benefits:

* Reduced Training Costs: Re-hired officers already possess foundational skills and experience,minimizing the need for extensive initial training.

* Immediate Operational Capacity: They can be quickly integrated into existing teams,providing immediate operational capacity.

* Preservation of Institutional Knowledge: re-hiring retains valuable institutional knowledge and expertise within the Coast Guard.

* Cost-Effectiveness: While not the cheapest option, re-hiring can be more cost-effective than recruiting and training new personnel from scratch.

* Enhanced Maritime domain Awareness: Experienced officers contribute to a deeper understanding of local maritime environments and potential threats.

Concerns and Potential Challenges

Despite the potential benefits, the bill faces some scrutiny. Concerns have been raised regarding:

* Budgetary Implications: The cost of re-hiring, including salaries, benefits, and training, needs careful consideration.

* Potential for Bureaucratic Hurdles: Streamlining the re-employment process is crucial to avoid delays and discourage qualified candidates.

* impact on Career Progression: Concerns exist that re-hiring could potentially hinder the career advancement opportunities for currently serving officers.

* Maintaining Modernization: Ensuring re-hired officers are proficient in the latest technologies and tactics is paramount.

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