Paid and Unpaid Leave in Japan vol.2 – Make the Best Use of It
If you’re not aware of the types of leave available to you, you might miss out on valuable benefits. In Japan, taking time off can feel complicated—especially for working parents or caregivers navigating unfamiliar rules.
Vol. 1 covered the basics of paid and unpaid leave as below. In this Vol. 2, we’ll dive more to help you make the most of what you’re entitled to.
Paid and Unpaid Leave in Japan vol.1 – Make the Best Use of It
This blog (Vol.2) covers:
2-5. Childcare Leave (育児休業)
2-6. Family Care
2-6-1. Family Care Off（介護休暇）
2-6-2. Family Care Leave（介護休業）
2-7. Childcare Sick/Support Off (子の看護等休暇)
2-8. More Leave Options for Working Parents
2-9. Special Paid Leave – Marriage, Bereavement, etc.
2-10. Typical problem related with PTO/Leave
2-11. Wrap up
2-5. Childcare Leave (育児休業)
Childcare leave policies in Japan can seem complicated.
In the past, only women typically took maternity and childcare leave, while fathers would take just a short special leave around the time of childbirth and return to work immediately.
According to the Ministry of Health, Labor and Welfare’s 2022 Basic Survey on Gender Equality in Employment Management, the childcare leave uptake rate among fathers in Japan was only 17.13%.
In the U.S., while 36% of fathers reported taking more than two weeks of leave after the birth of a child, 64% took two weeks or less. Inflexible work schedules and financial concerns were cited as major barriers to taking longer leave.
https://www.washingtonpost.com/health/2025/06/28/fathers-paternal-leave-barriers-georgia/?utm_source=chatgpt.com
In an effort to promote greater involvement from fathers and encourage longer-term participation in childcare, the government has gradually expanded and improved the system. These policies are still evolving, so it’s worth keeping an eye on the latest updates.
Overview
＊Eligibility and conditions may vary or be complex. Please check with your HR department for your company’s specific policy.
For instance, even though it's called “Postpartum Paternity Leave,” it can apply to anyone—regardless of gender—who is raising a child with a legal parent-child relationship. This includes not only biological children but also adopted children or foster children placed under legal custody.
➡️ Tip: To make the most of these leave plans, it's a good idea to understand the overall framework and create a rough plan before childbirth.
Financial Support
Childcare leave is generally unpaid. However, several allowances are available to support parents during this period.
If your company provides paid childcare leave, the allowance calculation may differ.
Note: the chart below indicates the allowable leave period, not the duration of financial benefits.
a. Postpartum Paternity Leave Allowance (出生児育児休業給付金) under unemployment insurance.
Take at least 14 days of Postpartum Paternity Leave.
The benefit amount is calculated as 67% of your daily wage at the start of the leave, multiplied by the number of leave days (up to a maximum of 28 days).
b. Childcare Leave Allowance (育児休業給付金) under employment health insurance
The benefit amount is calculated as 67% of your daily wage at the start of the leave, multiplied by the number of leave days (up to a maximum of 180 days. From day 181 onward, the rate is reduced to 50%).
Exemption from social insurance premiums applies during childcare leave.
c. Postpartum Leave Support Benefit (出生後休業支援給付金) under unemployment insurance. NEW !! (Y2025 April)
Take at least 14 days of Postpartum Paternity Leave.
The benefit amount is calculated as 13% of your daily wage at the start of the leave, multiplied by the number of leave days (up to a maximum of 28 days).
d. Shortened Work Time Childcare Allowance (育児時短就業給付金) under unemployment insurance. NEW !! (Y2025 April)
10% of the monthly wages paid during shortened working hours for childcare.
However, since salaries are typically prorated during such periods, the 10% is calculated based on the reduced (prorated) salary amount.
The allowance is adjusted so total pay doesn’t exceed the wage at the start of shortened work.
👶 The Nursery Problem: A Hidden Barrier
One of the biggest issues for working parents in Japan is the shortage of nursery (保育園) spots.
Even in urban areas like Tokyo, many parents face a lottery system to get their child into daycare—especially under age 2.
➡️ Tip: If you want to return to work after one year, start applying to nurseries early—as early as during maternity leave.
Check the blog: Japanese Education System 101: A Practical Guide for Families and Students
The good news is that babies face no language barriers!
How it works
Plan early. If you're working in Japan, don’t assume the childcare leave system is the same as in your home country.
Talk to your HR team well in advance to understand what options are available, what financial support you may be eligible for, and how the timing works.
Some companies also offer a Childcare Leave Toolkit or internal guidance materials—ask if such resources are available.
2-6. Family Care
This type of leave is granted to employees to care for an eligible family member who requires constant care for more than two weeks due to injury, illness, or a physical or mental disability.
🔸 Note: Care Level 2 or higher is required. This means the family member must genuinely need assistance in daily life—simply accompanying relatively healthy parents to a hospital does not qualify.
In the case of children, only those with disabilities or requiring medical care are eligible.
🔸 The definition of “constant care” (常時介護) was previously vague, but a clearer set of indicators was implemented starting April 2025: 厚労省資料 (PDF)
Eligible Family Members
2-6-1. Family Care Off（介護休暇）
Eligibility Exceptions (if specified in a labor-management agreement):
Workers who are scheduled to work 2 days or fewer per week.Duration:
Up to 5 days per year per family member (or 10 days total if caring for two or more).Unless otherwise specified, the 12-month period is counted from April 1 to March 31. (Japanese Fiscal Year)
Format:
Can be taken by the day or by the hour. Inform your manager or HR.
2-6-2. Family Care Leave（介護休業）
Eligibility Exceptions (if specified in a labor-management agreement):
a. Employees with less than 1 year of service
b. Employees whose contract ends within 93 days of the requested leave
c. Employees working 2 days or fewer per week
Duration:
Up to 93 days per eligible family member, which may be divided into up to 3 separate leave periods.Financial Support:
The leave is basically unpaid. However, you may receive a Care Leave Allowance (介護休業給付金) equal to 67% of your daily wage at the start of leave. This is covered by unemployment insurance.
No exemption from social insurance premiums applies during care leave.
How to Apply:
Submit a written request to HR at least two weeks before your planned start date.
2-7. Childcare Sick/Support Off (子の看護等休暇)
Overview:
This leave allows employees to take time off to care for a preschool-age child who is sick, injured, or receiving a vaccination.
Starting in April 2025, the scope was expanded to include additional reasons such as school closures, entrance and graduation ceremonies, and other school-related events. Newly expanded!
Eligibility Exceptions (if specified in a labor-management agreement):
a. Employees who work two days or fewer per week may be excluded.
Eligible Child:
Children up to the end of third grade in elementary school. Newly expanded!
Duration:
a. Up to 5 days per child per year (10 days total if you have two or more children).
b. Can be taken in full-day, half-day, or hourly increments.
Financial Support:
This leave is generally unpaid. Check your company's policy.
How to Apply:
Submit a leave request to your manager or HR in advance.
2-8. More Leave Options for Working Parents
Childcare Purpose Leave (育児目的休暇)
Offered by some companies for employees raising children not yet in elementary school.
This leave can be used for childcare-related needs (e.g., events, vaccinations, health matters, sports club trial…etc.) for up to 5 days per year, with no carryover.
Whether it’s paid or unpaid depends on your company’s policy.Work-Childcare Balance Leave (養育両立支援休暇)
A new leave category that companies will be required to implement by October 1, 2025
For employees raising children between age 3 and elementary school entry.
The leave must offer at least 10 days per year and should be available in hourly increments.
Paid or unpaid—this is also determined by company policy.
🔸 Personal Note:
Japan’s childcare leave system has come a long way, and I see efforts to support working parents. But time off alone isn’t enough—financial support and cultural change matter, too.
In countries like Sweden and Norway, where leave uptake is high, generous benefits and strong encouragement for fathers make a big difference. Some places, like Finland, even give new parents a baby starter kit with diapers and clothes—a small gesture, but it shows real support.
2-9.Special Paid Leave – Marriage, Bereavement, etc.
Many companies in Japan offer additional types of leave beyond annual paid leave. These are typically paid, though the duration and whether they are paid or unpaid can vary by company policy.
Legally Mandated Leave:
Nursery Time (育児時間): Under the Labor Standards Act, female employees with a child under the age of one may request two childcare breaks per day, each lasting at least 30 minutes. These are separate from regular rest or meal breaks.
Menstrual Leave (生理休暇): Recognized under labor law. Usage and policy implementation vary by company
Common Types of Special Leave:
Marriage Leave: Typically 1–7 days, depending on the relationship.
Bereavement Leave: Usually 1–5 days, depending on the relationship to the deceased.
Childbirth Leave for Husbands: Often 1–3 days.
Exam Leave: For company-recognized certifications or exams.
Jury Duty: Policy varies; not commonly practiced in Japan.
Civic Duty: Generally for voting.
Obon Leave (お盆休暇): Common in Japanese companies; usually taken in mid-August.
Sabbatical Leave: Rare in Japan but do exist in academia, research institutions, and some global companies.
Anniversary Leave: Time off granted for personal milestones such as birthdays or wedding anniversaries.
Refresh Leave: Extra vacation granted after a certain period of continuous service (e.g., after 10 years).
Hangover leave: A company I know allows up to two half-days off per year the morning after overdrinking.
2-10.Typical problem/Questions related with PTO/Leave
📚 Real Story – Contact During Leave
An American employee took marriage leave. During his time off, his manager called his personal mobile phone with some work-related questions. The employee was upset and filed a complaint with HR upon returning to work.
This is a common cross-cultural misunderstanding. In Japan, some managers may not recognize or establish clear boundaries between work and personal time.
When I spoke with the manager, he explained that he routinely contacts team members during leave and had never received complaints before. We emphasized the importance of respecting employees’ personal time.
📚 Real Story – 2-Months Unpaid Leave in home country & Return to Japan
An Indian employee needed to return to his home country for family reasons and requested unpaid leave. We approved it—but during the process, we realized his residence card would expire while he was abroad.
Since we wanted him to return, we proactively applied for a visa extension before he left Japan. This ensured his reentry and a seamless continuation of his employment.
Because he remained an employee during the unpaid leave, he was still responsible for social insurance premiums. He temporarily paid them from his personal bank account until he returned to Japan.
Q1: Can I request my company to buy out my unused annual paid leave?
A1: Employers are not obligated to buy out unused paid leave. Whether to do so is entirely at the company’s discretion.
However, if you're retiring or leaving the company, you are entitled to take your remaining paid leave before departure. The employer cannot deny this.
Q2: I don’t want to take a full leave of absence for caregiving. Can I instead reduce my working hours?
A2: Yes. As part of caregiving support measures, companies may offer options such as exemption from overtime and shortened working hours. Please consult your HR department for details.
Q3: After returning from one year of childcare leave, I was harassed by a colleague.
A3: Taking childcare leave is your legal right. Harassment related to taking childcare leave—such as unfair treatment or bullying—is prohibited under Japan’s Childcare and Caregiver Leave Act.
Document what happened in chronological order and report it to your manager or HR.
It is also the company’s responsibility to ensure that no undue burden is placed on the team during your leave that could lead to resentment or harassment.
Q4: I was told I couldn’t take family care leave. Is that legal?
A4: Please check whether your company has a labor-management agreement (労使協定). For example, if you’ve been employed for less than one year, the agreement may exclude you from eligibility for family care leave.
Q5: I took 30 days of Postpartum Paternity Leave (出生時育児休業). Can I receive the full allowance?
A5: The Postpartum Paternity Leave Allowance (出生時育児休業給付金) only covers up to 28 days. If you took more than 28 days, only 28 days are eligible for this specific benefit.
However, if both you and your employer agree to switch the excess days (e.g., days 29 onward) to regular childcare leave, you may be able to claim the Childcare Leave Allowance separately.
Reference: Ministry of Health, Labour and Welfare Q&A (Japanese)
2-11.Wrap-Up – Know What’s Available, Use It Fully!
To be honest, I wasn’t always the best mother when my kids were little. As a full-time working parent, I sometimes had to work late, and my children had to manage on their own. I still remember the day I had no choice but to take my little daughter with me on a crazy packed train during rush hour—it wasn’t easy for either of us.
But times have changed. The Japanese government has expanded support systems for working parents, caregivers, and employees dealing with illness or recovery. These policies exist to support you.
Know your rights, plan ahead, and don’t hesitate to use the leave and benefits you’ve earned.
📣 What’s been your experience with taking leave in Japan—or elsewhere?
If you have any questions or stories to share, feel free to send me a message. I’d love to hear from you!
