Japan creates 'postpartum papa childcare leave' (childcare leave at the time of birth) — in force from 1 October 2022
Source material is a Japanese government announcement (in Japanese); this page is a summary.
Japan created 'postpartum papa childcare leave' (childcare leave at the time of birth), in force since 1 October 2022. A worker who is not on postpartum leave can take up to 4 weeks (28 days) in total within 8 weeks of the child's birth, separately from existing childcare leave.
Key facts
| Responsible body and basis | Ministry of Health, Labour and Welfare (厚生労働省) — amendment of the Child Care and Family Care Leave Act |
|---|---|
| In force | Applies from 1 October 2022 (Reiwa 4) |
| Who it covers | Workers who are not on postpartum leave (day labourers excluded) raising a child within 8 weeks of birth |
| Length available | As a rule, up to 4 weeks (28 days) in total within 8 weeks of the child's birth |
| Splitting the leave | Can be split into up to 2 periods per child |
| Relation to existing childcare leave | Can be taken separately from childcare leave up to the child's first birthday |
| Request deadline | 2 weeks before the planned start of the leave (up to 1 month before where a labour-management agreement is in place) |
| Working during the leave | Where a labour-management agreement provides for it, work is possible on request under set conditions |
| Benefit | If the requirements are met, a childcare leave at birth benefit equal to 67% of the daily wage at the start of the leave |
Last checked:
Japan amended the Child Care and Family Care Leave Act to create 'postpartum papa childcare leave' (childcare leave at the time of birth), which has applied since 1 October 2022 (Reiwa 4). A worker who is not on postpartum leave (day labourers excluded) can take up to 4 weeks (28 days) in total within 8 weeks of the child's birth, split into up to 2 periods per child, and this is separate from childcare leave up to the child's first birthday. As a rule, the request must be made 2 weeks before the planned start of the leave (or up to 1 month before where a labour-management agreement is in place), and where a labour-management agreement provides for it the worker may also work during the leave under set conditions. If the requirements are met, a childcare leave at birth benefit equal to 67% of the daily wage at the start of the leave is paid.
Summaries below are factual notes based on government announcements and primary sources — not evaluations or opinions.
Summaries reflect national-level programs. Municipal (city/ward/town) programs may differ — confirm with the official desk before applying.
FAQ
When did it come into force?
It has applied since 1 October 2022 (Reiwa 4).
How much leave can I take, and how?
A worker who is not on postpartum leave (day labourers excluded) can take up to 4 weeks (28 days) in total within 8 weeks of the child's birth, split into up to 2 periods per child. It can be taken separately from childcare leave up to the child's first birthday.
By when do I have to request it?
As a rule you request it from your employer 2 weeks before the planned start of the leave; where a labour-management agreement is in place, this can be set at up to 1 month before.
What about pay (the benefit)?
If the requirements are met, a childcare leave at birth benefit equal to 67% of the daily wage at the start of the leave is paid. Check the official guidance for the exact requirements and how to claim.