Introduction
The year 2025 marks major updates to Japan’s Childcare and Caregiver Leave Act.
With the revisions coming in two phases—April and October—employers are expected to take new steps to support work–life balance for their employees.
In this month’s newsletter, we’ll look back at the April changes and highlight what’s new from October.
If the April revisions have not yet been addressed at your company, we recommend doing so at this stage.
1. Effective April 1, 2025
・Revision of Childcare Leave for Nursing a Sick Child (expanded scope of eligible children as well as
qualifying reasons for leave)
qualifying reasons for leave)
・Expansion of coverage for exemption from overtime work
・Addition of remote work as an alternative measure under the reduced working hours system for
employees raising children under age three
employees raising children under age three
・Obligation to make efforts to introduce remote work for childcare and caregiving purposes
・Expansion of the obligation to disclose the company’s childcare leave utilization status
・Relaxation of requirements for employees to take caregiver leave
・Development of employment environments to prevent employees from leaving employment due to
caregiving responsibilities
caregiving responsibilities
・Individual notification and consultation to prevent employees from leaving employment due to caregiving
responsibilities.
responsibilities.
2. Effective October 1, 2025
(1) Measures to Facilitate Flexible Working Styles
・Employers will be required to select and implement at least two of the following five measures for
employees raising children from age three until school entry:
employees raising children from age three until school entry:
1. Change of starting/ending times (staggered working hours, flexible working hours system)
2. Remote work, etc. (at least 10 days per month)
3. Establishment and operation of childcare facilities, etc.
4. Grant of leave to make it easier to work while raising children (at least 10 days per year)
5. Reduced working hours system (including measures to set standard working hours at six hours per day)
・ Measures 2 and 4 must be available on an hourly basis.
・ Employees may select and utilize one of the measures implemented by the employer.
・ Employers must provide an opportunity to hear the opinions of the representative of the majority of
employees when determining which measures to implement.
employees when determining which measures to implement.
(2) Notification, Consultation, and Consideration
Employers will be required to conduct 2 rounds of notification and consultations with employees who are pregnant or engaged in childcare, and to provide appropriate consideration.
・First Round
Timing: At the time the employee notifies the employer of pregnancy, childbirth, etc.
Content: Information about childcare leave systems, intention to use such systems, planned
period of use, etc.
period of use, etc.
・Second Round
Timing: From the day after the child reaches 1 year and 11 months until the day before the child
reaches 2 years and 11 months (i.e., during the following one-year period)
reaches 2 years and 11 months (i.e., during the following one-year period)
Content: Explanation of the measures selected by the employer (two or more from above),
designated contact point for requesting such measures (e.g., HR Department), etc.
designated contact point for requesting such measures (e.g., HR Department), etc.
As a general principle, the method of notification will be through meetings (including online) or in writing. However, if requested by the employee, fax or email may also be used.
In addition, it is recommended that employers conduct regular interviews at times other than the above (e.g., upon return from childcare leave) to confirm that the systems selected by employees continue to meet their needs, taking into account possible changes in family or work circumstances.
Conclusion
These amendments require employers to review Work Rules, ensure proper dissemination of childcare and caregiving leave systems, and restructure operational systems as necessary.
Inadequate communication of available systems, or inappropriate handling that discourages employees from using such systems, may result in unnecessary labor-management disputes and significant risks for companies.
ARK Social Insurance And Labor Advisors Corporation provide support with revising and drafting Work Rules, conducting training sessions for managers and employees, and related compliance matters.
Please feel free to consult with us.
https://www.ark-outsourcing.com/contact/
Query on the phone+81-3-6821-9455