Changes to Japan’s Childcare and Caregiver Leave Law and the Next Generation Support Law, which were revised in May 2024 and will take effect starting October 1, 2025.
🧑🍼 Big Goal: Help both men and women balance work with childcare and caregiving.
🔄 1. Required Flexible Work Options for Parents (Mandatory for Employers)
Who it’s for:
Workers raising children from age 3 until they start elementary school.
What’s required:
Employers must offer at least 2 out of 5 options to these workers. Employees can choose one to use.
📋 The 5 Options:
- Flexible Start/End Times
- Flextime or staggered shifts.
- You must choose one of these, but choosing both still only counts as 1 option.
- Telework (Remote Work)
- Must be available 10+ days per month, with hourly use possible.
- Can be done at home or in a satellite office.
- Childcare Support
- Employer provides or helps pay for childcare (e.g., daycare, babysitters).
- Childcare Support Leave
- Extra leave (at least 10 days/year, usable in hourly units) to handle childcare needs.
- Example: Taking a few hours off to pick up your child from daycare or visit a school.
- Shortened Working Hours
- Standard working hours reduced to 6 hours per day.
Note:
If your company already has similar systems in place, you can count them toward these required options.
🧾 2. Individual Notification and Preference Check (Mandatory)
Who it’s for:
Employees raising a child under 3 years old.
What employers must do:
At an appropriate time before the child turns 3, employers must:
- Individually explain the flexible work options available.
- Ask the employee if they want to use any of them.
- Do not pressure employees to avoid using them.
It’s also recommended that employers follow up regularly (e.g., after returning from leave or while using the system) to make sure the chosen setup still fits the employee’s situation.
📅 When it starts:
These rules will begin October 1, 2025 as part of a phased rollout of the new law.
by MagazineKey4532