the 2025 amendments to the Childcare and Family Care Leave Act

ocial Insurance and Labor Insurance Procedures

Here is the information about the 2025 amendments to the Childcare and Family Care Leave Act:


1. Amendments Effective from April 1, 2025

1.1. Revision of Childcare Leave for Sick or Injured Children

  • The age range for eligible children will be expanded from “children under school age” to “children up to the end of third grade in elementary school (until March 31 following their 9th birthday).”
  • Reasons for taking this leave will be expanded to include not only “illness or injury,” “vaccinations,” and “health check-ups,” but also:
    • “Class closures due to infectious diseases”
    • “Participation in school events such as entrance and graduation ceremonies.”
  • The name of this leave will change from “Childcare Leave for Sick or Injured Children” to “Childcare and Other Leave for Children.”
  • The exclusion of workers who have been employed for less than six months (based on labor-management agreements) will be abolished.

1.2. Expansion of Overtime Work Restrictions

  • Overtime work restrictions, previously applicable only to employees raising children under three years old, will be extended to those raising children under school age.

1.3. Revision of Shortened Work Hour Systems

  • Telecommuting and other flexible work arrangements will be newly included as an alternative to shortened work hour systems.

1.4. Efforts to Introduce Telecommuting for Childcare

  • Employers will be required to make efforts to provide telecommuting or similar arrangements for employees raising children under three years old.

1.5. Disclosure of Childcare Leave Utilization Rates

  • The obligation to disclose childcare leave utilization rates, currently applicable to companies with over 1,000 employees, will be expanded to include companies with over 300 employees.

1.6. Relaxation of Eligibility Requirements for Caregiving Leave

  • The eligibility requirements for caregiving leave will be relaxed. Employees will be allowed to take caregiving leave even if they have not been continuously employed for six months, removing the previous restriction.

1.7. Establishment of Employment Support Measures to Prevent Caregiving-Related Resignations

  • Employers will be required to develop measures to prevent caregiving-related resignations, such as:
    • Providing information on caregiving support services.
    • Establishing internal consultation systems.
    • Offering flexible work arrangements.

1.8. Individual Notification and Consultation to Prevent Caregiving-Related Resignations

  • Employers must individually notify and consult with employees about caregiving leave and work-life balance support when they become aware that an employee is taking on caregiving responsibilities.

1.9. Promotion of Telecommuting for Caregiving

  • Employers will be required to promote telecommuting and other flexible work arrangements to support employees balancing work and caregiving responsibilities.

2. Amendments Effective from October 1, 2025

2.1. Mandatory Measures for Flexible Work Arrangements

  • Employers will be required to implement at least two of the following measures for employees raising children aged 3 years or older but not yet of school age:
    • Adjustment of start or end work times.
    • Telecommuting or similar arrangements (available for up to 10 days per month, in hourly increments).
    • Establishing or operating childcare facilities.
    • Granting new types of leave (up to 10 days per year, in hourly increments).
    • Shortened working hours system.

2.2. Obligation for Individual Consultations and Consideration

  • Employers will be required to conduct individual consultations regarding the work-life balance of employees who notify them of pregnancy, childbirth, or who are raising children under three years old. Employers must take these discussions into account and consider measures to support the employee’s needs.

These amendments aim to create a more flexible and supportive environment for balancing childcare, caregiving, and work responsibilities, enabling employees to manage both more effectively.

TOC