Key Revisions and Updates to Employment Regulations from April 2025 (Downloadable Materials Available)

Many legal revisions, including those to the Child Care and Family Care Leave Act, will take effect in April 2025. Some of these revisions will require changes to your company’s work rules, childcare and family care leave regulations, and other related documents.

Here are some of the key revisions:

Child Care and Family Care Leave Act:

1. Expansion of the scope of “Leave for Care of Sick or Injured Child”
   • The eligible age range, previously “before entering elementary school,” will be extended to “before completion of the third grade of elementary school.”
   • Eligible reasons for leave will be expanded beyond illness, injury, vaccination, and health checkups to include school closures due to infectious diseases, as well as entrance and graduation ceremonies.
   • The provision allowing employers to exclude employees with less than 6 months of continuous employment from eligibility for this leave through labor-management agreements will be eliminated.
2. Expansion of eligibility for exemption from overtime work restrictions
   • The eligible age range will be changed from “children under 3 years old” to “before entering elementary school.”
3. Mandatory provision of information regarding family care leave to
   employees
   • When an employee requests information when they are in a situation requiring family care.
   • Around the time an employee reaches the age of 40.
4. Introduction of Telework (encouraged obligation)

Employment Insurance Act:

1. Revision of benefits for continued employment of the elderly
   • The benefit rate will be changed from 15% to 10%.
2. Shortening of the benefit restriction period for voluntary resignation
   • The benefit restriction period for voluntary resignation will be shortened from 2 months to 1 month.

You can download an overview of other legal revisions here: [Download]

Disclaimer:

This document provides general information regarding the legal revisions scheduled to take effect on April 1, 2025, and is not intended to provide legal advice. The information contained in this document is based on information available as of February 28, 2025, and is subject to change without notice due to future legal revisions or changes in interpretation.

This document provides only an overview of the legal revisions, and for detailed information, please refer to the websites and official announcements of the relevant organizations such as the Ministry of Health, Labour and Welfare.

Please note that we cannot assume any responsibility for any damages or similar occurrences that may arise as a result of any actions taken by the client based on the content of this document.