1. Introduction
In April 2025, significant amendments were made to the Childcare and Caregiver Leave Act which have been covered in previous months. There are several key points that employers should pay particular attention to going forward.
Please note that this is only a summary, but feel free to contact us for more details or changes.
2. Caregiver Leave
Pertaining to Caregiver Leave, it has become mandatory to notify an employee individually of leave and confirm their intentions.
1) Eligible Employees:
Employees who have informed their employer of their need for caregiver leave.
2) Method of Implementation:
The notification should generally be made through a meeting (including online meetings) or in writing.
If the employee prefers, methods such as fax or email can also be used.
It is recommended to keep records of the meeting or document delivery.
3) Information to be Provided:
•Overview of the caregiver leave and support systems
•Contact details for submitting caregiver leave requests and consultation points (e.g. HR department).
•Procedures for applying for caregiver leave benefits, etc.
Additionally, it is now mandatory to provide written notification about the caregiver leave and support systems when an employee reaches the age of 40. (Obligation for early provision of information)
3. Childcare Leave
Regarding Childcare Leave (effective October 2025), it will be mandatory for employers to communicate with an employee on two separate occasions to notify them of the Childcare Leave and support systems and to confirm their intentions following an employee’s notice of pregnancy and childbirth. This will be the basis for providing appropriate accommodations in the workplace, which will become the employer’s responsibility.
1) First Notification: When the employee informs the employer of their pregnancy or childbirth.
2) Second Notification: At an appropriate time before the child turns three years old (e.g., between 1 year
and 11 months to 2 years and 11 months).
4. Items Requiring Amendments to the Employment Rules
1) Expansion of Eligibility for Child Nursing Leave
2) Expansion of Exemptions from Overtime
3) Introduction of Remote Work and Other Flexible Work Arrangements (Obligation of Effort)
4) Measures to Prevent Caregiver-Related Resignations
5) Measures to Achieve Flexible Work Styles (Effective October 2025)
5. Conclusion
Employers are now required to individually notify and confirm the intentions of employees subject to the changes.
We are able to deal with individual employee notification and confirmation of employee intentions in both English and Japanese.
We also offer a range of services, including the development of employment rules and internal regulations, preparation of documents for employee awareness, and record management methods in line with the revised content. Furthermore, we can conduct in-house briefings and training sessions for managers.
Please feel free to contact us for further assistance.
ARK Social Insurance and Labor Advisors Corporation
Query on the phone+81-3-6821-9455