Author: Shintaro Takasaki

The Act on Childcare Leave/Caregiver Leave were revised in June 2021 and are being implemented in order from April 1, 2022. The purpose of the revisions are to press forward with measures to address the declining birthrate by focusing on male childcare leave. To arrange for an environment where both male and female workers can coexist with work and childcare, personnel must be found to prevent the separation from work of workers, and this can be said to be an important measure for enterprises also. We introduce below the main points of the revisions.

Newly established male leave at time of birth/split access to childcare leave, etc.

【Implemented from October 1, 2022】

A new childcare system was established for males to make it possible to take up to 4 weeks leave within the first 8 weeks after child birth. Under this system, by entering into an employer/employee agreement, within the scope of the agreement with the worker, the worker may work during the leave time.

Also, the existing childcare leave system can be divided into 2 times.

In regard to the case where the childcare leave must be extended due to an inability to find a nursery, etc., the start date will be flexibly interpreted and each of the wife and husband can exchange times during the term (also possible to obtain leave part way through).

Is your company ready to implement these revisions? If you have any doubts, a revision to the employee rules will be needed and if you have any questions or doubtful points please contact our office.

On the HP of the Ministry of Health, Labour and Welfare, the various forms needed to respond to the revisions are set out, so please also see these.