From 1 April 2025, Japan will introduce key amendments to its Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, followed by additional changes on 1 October 2025. These reforms aim to help employees balance work and family responsibilities and place new obligations on employers.
Employers operating in Japan must now prepare for increased compliance requirements. This blog explores the main updates and what actions businesses should take to stay ahead.
Key Amendment Topics
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Expanding measures to realize flexible working styles according to the age of the child
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Expanding the obligation to disclose the status of childcare leave taken and promoting and strengthening measures to support the development of the next generation
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Strengthening support systems for balancing work and caregiving to prevent employees from leaving their jobs to care for their elderly parents
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The government aims to promote male employees to benefit from the amendment, which has been a hard task
Supporting Working Parents Through Greater Flexibility
Under the revised Act, employers must offer at least two flexible working options to employees who have children aged three through to elementary school.
Employers can choose from the following options:
- Telework for a minimum of 10 days each month
- Flexible start and finish times
- Childcare facilities or access to affiliated services
- At least 10 days of childcare leave per year
- Shortened working hours
These options are designed to support working parents with more adaptable arrangements. Employers must assess their capacity and select two or more options that suit their workforce.
Communicate Early and Proactively
The law requires employers to proactively inform employees about these flexible work measures. You must do this within the year before the child turns three.
The Ministry of Health, Labour and Welfare confirms that employers can use:
- In-person meetings
- Emails or digital HR platforms
- Internal communication tools
By initiating early conversations, you ensure your employees understand their rights and can make informed choices.
Broadening Overtime Exemption Rights
The amendments now allow employees with children up to elementary school age to request exemption from overtime work.
However, this does not mean employers must automatically approve every request. You may decline if you can objectively demonstrate that approving the request would disrupt business operations.
This change encourages more work-life balance while allowing operational flexibility.
Increasing Transparency Through New Reporting Duties
The revised law introduces expanded reporting and planning requirements to promote accountability and work-life balance.
From April 2025:
- Companies with 300 or more employees must report their annual childcare leave usage rates (previously only required of those with over 1,000 employees).
- Companies with 100 or more employees must:
- Review male employee childcare leave usage
- Evaluate working hours across departments
- Develop action plans with clear, measurable goals
These goals should aim to improve flexibility, close gender gaps in childcare responsibilities, and encourage uptake of leave by male employees.
Strengthening Support for Family Caregivers
Beyond childcare, the amendments significantly enhance support for employees responsible for family caregiving.
Employers must:
- Individually notify employees about available support, such as telework or reduced working hours
- Offer caregiving leave to all employees, regardless of how long they’ve been with the company
- Proactively assess caregiving needs, particularly when employees reach age 40, which is often when caregiving responsibilities increase
These updates highlight the government’s commitment to creating workplaces that accommodate both parenting and eldercare needs.
Next Steps for Employers
As these legal changes approach, employers should take action now to ensure compliance and promote a supportive work environment.
To prepare, employers should:
- Review and update HR policies to reflect the new legal obligations
- Train HR teams to engage in timely communication with eligible employees
- Implement systems for tracking leave usage and flexible working uptake
- Draft clear action plans with defined metrics for success
- Engage with legal advisors to ensure full compliance
By acting early, businesses can avoid penalties and foster a more inclusive and resilient workforce.
Final Thoughts
Japan’s upcoming changes to the Child Care and Family Care Leave Act mark a significant step towards greater gender equality and stronger employee support systems. These reforms encourage employers to re-evaluate how they support working families and adapt policies to meet new legal standards.
At 360 Business Law, we work with organisations globally to navigate legal changes and build future-ready policies. If you need support with compliance, policy development, or workforce planning, our international employment law experts are here to help.
