As of 1 April 2025, Japan has enacted several key amendments to its Childcare and Family Care Leave Act, introducing broader leave entitlements and new employer obligations to support working parents and caregivers. Additional changes will take effect from 1 October 2025. From October 2025, employers will be required to offer at least two flexible working options to parents with children aged between 3 and 6 years old.
For employers with operations in Japan or planning to hire there, these changes introduce new compliance responsibilities.
Key Family Leave Changes in Japan Effective April 2025
1. Expanded Overtime Exemption for Parents
Previously, Japanese employees could request an exemption from overtime only if they were caring for children under the age of three. Under the new rule, this right now applies to parents of children up to elementary school age (typically up to 12 years old).
2. Family Care Leave Now Accessible Sooner
Employers can no longer exclude employees who have worked for less than six months from taking family care leave.
3. Broadened Use of Childcare Leave for School Events
Sick or injured childcare leave is now available for non-medical reasons essential to a child's development including school entrance and graduation ceremonies.
4. Mandatory Remote Work Options for Caregivers
Employers are now required to offer remote working options to employees caring for family members requiring ongoing care and employees with children under 3 years old.
Coming in October 2025: Two Flexible Work Options Required
From 1 October 2025, Japanese employers must go a step further by offering at least two flexible working options to employees who are parents of children aged between 3 and 6 years old.
Examples of such options may include:
Implications for Employers in Japan
If your business is operating in Japan or considering talent acquisition in the region, ensure your leave and remote work policies align with the April amendments, with an eye on the expected changes in October. Ensure all line managers and HR teams are informed and trained on the new rules. Evaluate infrastructure readiness for flexible work arrangements, including remote tech tools and scheduling systems.
Failure to comply could lead to legal risks, employee dissatisfaction, and missed opportunities to build a more inclusive workplace.
How Atlas Can Help
Atlas supports global companies in staying compliant and competitive as labor laws evolve. For businesses navigating Japan's changing family leave and remote work requirements, Atlas offers localized expertise to ensure your HR policies meet the new standards.
Through our Employer of Record (EOR) solution, we enable you to hire, onboard, and manage employees in Japan without needing a local entity. We'll help you stay ahead of legal updates, implement compliant leave and flexibility policies, and ensure a smooth transition as the April and October 2025 changes take effect.
