Japan is taking another step toward creating a more family-friendly workplace. Recent amendments to the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Employees Caring for Children or Other Family Members will take effect on October 1, 2025. These changes are designed to help employees better balance work and family responsibilities, while guiding employers to provide more flexible working arrangements.

Key Update: Flexible Working Options for Parents

Starting October 2025, employers will be required to offer at least two flexible working options to employees raising children between the ages of three and the start of elementary school. The aim is to make it easier for parents to manage both childcare and their careers.

Employers can choose from the following options:

1. Flexible working hours: Introducing a flextime system that allows employees to adjust their start and end times.
2. Remote work: Allowing employees to work from home for at least 10 days per month.
3. On-site childcare or support services: Providing in-house childcare facilities or financial support for babysitting services.
4. Special childcare leave: Granting up to 10 days of additional leave per year to support parenting needs.
5. Shortened working hours: Reducing standard working hours to six hours per day.

Employees who qualify can select one of the options offered by their employer. For remote work and special leave, employers must allow these to be taken on an hourly basis, giving parents even more flexibility.

Before deciding which measures to implement, employers must also consult with the majority union or an employee representative, ensuring that workplace policies reflect employee needs.

Individual Notification Requirement

Employers will now have a legal obligation to personally inform employees who have a child under the age of three about the flexible work options available. This notification must be provided at least one month before the child’s third birthday, along with a confirmation of which option the employee prefers to use.

Confirmation of Working Conditions

When an employer learns that an employee—or their spouse—is expecting or has recently had a child, or when the employee’s child turns three, the company must confirm the employee’s preferred working conditions. This includes aspects such as work location, hours, and other related terms. Employers are expected to make reasonable efforts to accommodate these preferences based on business operations.

Additional Support for New and Expecting Parents

In addition to these obligations, companies must also share information about public support programs available to employees who are pregnant, have recently given birth, or are raising a child under three. This ensures that working parents have access to government resources that can assist them in balancing work and family life.

Why These Changes Matter

These amendments mark a meaningful step toward improving work-life balance in Japan—a key issue as the country continues to face challenges related to declining birth rates and workforce participation. For employers, this means preparing policies, systems, and internal communication to ensure compliance well before the October 2025 deadline.

By adopting these flexible working arrangements, companies not only meet legal obligations but also foster a supportive workplace culture that attracts and retains talent—especially working parents.