Services

Why CXC

Resources

Connect

Global Hiring Contact us

Let´s talk

OUTLINE

Annual leave in Japan

Parental leave in Japan

Adoption leave in Japan

Other types of leave in Japan

Public holidays in Japan

Protect your employees and your business

Paid time off in Japan

To attract and retain top talent in Japan, you need to understand their rights when it comes to paid time off. This includes a variety of leave entitlements that support work-life balance and promote the overall well-being of your staff. Understanding these guidelines will help you create a positive workplace culture where employees feel valued and supported.

In this guide, we will cover important topics around leave entitlements in Japan, such as paid time off, maternity leave, sick leave, public holidays, and more. This way, you can create a leave policy that are not only adhere to Japan’s regulations but also ensure employees’ rights are met.

Annual leave in Japan

The Labour Standards Law in Japan sets the rules for annual paid leave. It specifies the minimum number of days that employees are entitled to take off each year as paid leave.

Japan’s annual leave policy

Employees in Japan are entitled to paid annual leave, starting with 10 days after six months of continuous work. As employees stay longer with the company, their leave increases as well, reaching a maximum of 20 days after six years of service.

Here is a quick breakdown:

Employees with up to six months of service are entitled to 10 days of paid time off.
Employees with up to one and a half years of service are entitled to 11 days of paid time off.
Employees with up to two and a half years of services are entitled to 12 days of paid time off.
Employees with up to three and a half years of services are entitled to 14 days of paid time off.
Employees with up to four and a half years of services are entitled to 16 days of paid time off.
Employees with up to five and a half years of services are entitled to 18 days of paid time off.
Employees with up to six and a half years of services are entitled to 20 days of paid time off.

In practice, many employees in Japan do not use all of their allotted annual leave. Reports show that a significant amount of paid leave goes unused each year. Workplace culture can influence this, as it may discourage or perceive taking time off as a lack of commitment.

However, some companies offer additional benefits and provide enhanced paid time off policies that go beyond the legal requirements, encouraging employees to take the breaks they need to recharge and maintain their well-being.

Sick leave policy in Japan

There are no legal requirements for employers to provide paid sick leave. This means that employers are not obligated to include sick leave as part of their standard employee benefits.

However, many companies in Japan have their own policies regarding sick leave, and it’s not uncommon for them to offer some paid sick leave days as part of their internal regulations.

Meanwhile, workers who are enrolled in Japan’s health insurance system may be eligible for a sickness allowance, known as, “shoubyouteate,” if they are unable to work due to illness or injury for a period of four days or more.

Before employees can receive this sickness allowance, there is a three-day waiting period, called “waiting days,” during which no payment is made. After these initial three days, the sickness allowance becomes available to eligible employees, typically at a rate of two-thirds of their regular standard daily wage. Employees can continue to receive this payment for the duration of their illness, subject to a specific limit.

Parental leave in Japan

Maternity leave policy in Japan

All expecting mothers are entitled to up to 14 weeks of maternity leave. This typically includes six (6) weeks before the expected due date and eight (8) weeks after childbirth. If the baby is overdue, the days between the due date and the actual date of birth are added to the post-birth leave period.

Employees on maternity leave have job protection, which means they cannot be dismissed for taking leave. Employers are required to reinstate them in their original position or a similar one upon their return.

After maternity leave, parents can take additional parental leave. Mothers can take up to one year of parental leave (or up to 18 months if the child is born with a disability), and fathers can also take parental leave, encouraging shared responsibilities.

Some companies may offer additional benefits, such as extended leave options or flexible working arrangements for parents.

Paid maternity leave in Japan

During maternity leave, mothers in Japan can receive a maternity allowance called “出産手当金” (shussan teatekin) through the health insurance system. This benefit typically covers about two-thirds of their salary for a certain period, helping to support families during this time.

In addition, there is a maternity payment available through the National Health Insurance, which is currently set at 420,000 JPY per child.

How to apply for maternity leave in Japan

To apply for maternity leave in Japan, the expectant mother needs to submit an application to the health insurance society her company is affiliated with, which in Japanese is known as “健康保険組合” (kenkōhoken kumiai). If her company does not have its own health insurance society, the application can alternatively be sent to the Japan Health Insurance Association.

The process generally involves the expectant mother notifying her employer of the pregnancy and her intention to take maternity leave. This should be done well in advance, in compliance with any company policies regarding notice periods. The employee may need to provide a medical certificate with the expected delivery date. After this, the employer will typically guide the employee through the necessary administrative procedures to secure maternity leave benefits.

Upon the approval of the leave, the employee will receive a maternity allowance, which amounts to two-thirds of the average salary from six weeks (42 days) prior to the birth until eight weeks (56 days) after delivery. The application for this allowance should be made through the health insurance provider, which includes submitting forms and required documentation, such as the mother and child’s health books, and a certificate of the childbirth from the hospital.

Paternity leave policy in Japan

Fathers are entitled to take up to one year of parental leave, which can be taken until the child turns one year old. If the child has a disability, the leave can extend to 18 months.

Paternity leave is referred to as ‘childcare leave’ in Japan. During paternity leave, employees typically do not receive a salary unless specified in their employment contracts. However, they can receive benefits from the national insurance system, which typically covers about two-thirds of their salary for the first six months of leave, decreasing afterward.

Similar to maternity leave, fathers enjoy job protection during paternity leave, which means they cannot face dismissal for taking this leave. They also have the right to resume their previous role or one that is similar.

Parental leave policy in Japan

Both mothers and fathers are eligible for parental leave, allowing them to take time off to care for their newborns. Parents can take up to one year of parental leave after the birth of a child. For children with disabilities, this leave can be extended to 18 months.

During parental leave, parents receive benefits from the social security system, typically covering around 67% of their salary for the first six months, and about 50% for the remaining period.

To be eligible for these benefits, parents must be enrolled in Japan’s social insurance system. They have the flexibility to take their leave all at once or in shorter blocks to suit their needs.

Moreover, employees are protected from dismissal or discrimination due to taking parental leave. They are guaranteed the right to return to their original job or a similar position upon returning from parental leave.

For companies with 1,000 or more employees, they are required to publicly share the annual rate of their staff who take childcare leave.

Adoption leave in Japan

Under the Child and Family Care Leave Act, employees who adopt a child are entitled to take a parental leave, similar to biological parents.

Adoptive parents can take up to one year of parental leave after the adoption of a child, which can be extended in certain circumstances, such as for children with disabilities. They are also protected from dismissal and have the right to return to their job position after their adoption leave.

To qualify for childcare leave, individuals must have been continuously employed by their current employer for at least one year and should expect to remain employed after their child turns one. However, those whose contracts are not expected to be renewed by the time their adopted child turns two are not eligible for this benefit.

While the law provides for adoption leave, specific company policies may vary, and some employers may offer additional benefits or support for adoptive parents.

Other types of leave in Japan

These types of leave are not required by Japan’s labour laws, but most Japanese companies offer them as part of their benefits package to help support their employees’ well-being.

Forced time off in Japan

The concept of forced time off typically refers to situations where employees are compelled to take leave, often in response to economic pressures or operational considerations faced by employers. This approach can also be seen as part of Japan’s broader efforts to combat the issue of overwork – a significant problem due to the country’s notoriously long working hours. Japan’s labour laws and reforms, including the Work Style Reform Bill, address overwork by capping overtime and promoting work-life balance.

Menstrual leave in Japan

Some companies in Japan do offer menstrual leave, although it is not mandated by law. The policies around menstrual leave can vary widely between companies. When offered, menstrual leave typically allows employees to take a few days off each month if they experience significant discomfort or health issues related to menstruation.

Depending on the company, menstrual leave may be paid or unpaid. Some organisations may integrate it into existing sick leave policies. To take menstrual leave, a woman typically needs to notify her employer and may be required to provide proof of her condition, although this depends on the company’s policies and the level of trust within the workplace.

Medical leave in Japan

Medical leave policies allow employees to take time off work for health-related reasons. When an employee is unable to work for 4 days or more due to illness, they must first go through three continuous ‘waiting days,’ during which they are not paid under the shoubyouteate policy. It is essential to check with the employer if they offer any paid sick leave in their company policies, as this is quite rare in Japanese companies.

Bereavement leave in Japan

Many companies offer this leave as part of their employee benefits. The amount of leave provided can vary depending on the company’s policies. Typically, employees may receive a few days off to grieve the loss of a close family member, such as a parent, spouse, or child. Employers often allow additional time off, if necessary, especially for traditional mourning practices or ceremonies.

Extended maternity leave in Japan

While the standard maternity leave is typically 14 weeks, some companies do offer extended maternity leave as part of their benefits package. This can vary by employer, with some organisations allowing additional unpaid leave or flexible options for returning to work.

Many companies are becoming more family-friendly and may provide support, such as flexible work hours or the ability to work remotely after maternity leave.

Cultural or religious leave in Japan

There is no formal legal requirement for cultural or religious leave, but some companies accommodate employees’ cultural and religious practices. They may offer flexible leave policies or allow employees to take time off for specific cultural events, traditional ceremonies, or religious observances, such as New Year’s celebrations or festivals.

The extent of these accommodations can vary widely between companies. In general, larger organisations or those with a more diverse workforce may be more inclined to offer such flexibility.

Extended family care leave in Japan

Some employers may offer extended family care leave beyond the legal minimum requirements as part of their employee benefits package. Larger companies or those with more progressive policies might provide additional unpaid leave or flexible arrangements to support employees caring for family members. This can include options for part-time work or flexible hours.

Public holidays in Japan

Public holidays, known as 国民の祝日 (kokumin no shukujitsu), are an important part of work culture in Japan, giving employees time to rest and spend time with family and friends. Japan has 16 national holidays by law, and in 2026 there is one additional “Citizen’s Holiday” created automatically because a working day falls between two national holidays (this happens in September, creating a “Silver Week” stretch).

National holidays are generally treated as paid time off, depending on company rules and the employment contract. If an employee is required to work on a national holiday, employers typically provide premium pay and/or a substitute day off, depending on company policy.

If a national holiday falls on a Sunday, the next working day becomes a substitute holiday.

Many companies also close from December 29 to January 3 as a customary year-end break (this is common practice, not a statutory holiday block).

Public holidays in Japan in 2026 (national + substitute/citizen’s holiday)

January 1 (Thu)

New Year’s Day

January 12 (Mon)

Coming of Age Day

February 11 (Wed)

National Foundation Day

February 23 (Mon)

The Emperor's Birthday

March 20 (Fri)

Vernal Equinox Day

April 29 (Wed)

Shōwa Day

May 3 (Sun)

Constitution Memorial Day

May 4 (Mon)

Greenery Day

May 5 (Tue)

Children’s Day

May 6 (Wed)

Substitute Holiday (for May 3)

July 20 (Mon)

Marine Day

August 11 (Tue)

Mountain Day

September 21 (Mon)

Respect for the Aged Day

September 22 (Tue)

Citizen’s Holiday (between holidays)

September 23 (Wed)

Autumnal Equinox Day

October 12 (Mon)

Sports Day

November 23 (Mon)

Labor Thanksgiving Day

Protect your employees and your business

As an employer in Japan, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.

When you hire workers with CXC, we’ll ensure your engagements are in line with all local and national employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risks.

Read about EoR services

FAQ's

How does annual paid leave work in Japan?

In Japan, employees who have worked continuously for six months and attended at least 80% of their scheduled working days receive 10 days of paid annual leave.

Entitlement increases with continued service and qualifying attendance, reaching 20 days a year after six years and six months. Part-time and short-hours employees can also qualify, although their entitlement may be calculated on a pro-rata basis according to their scheduled days.

Employees normally choose when to take annual leave. The employer can move the requested date only where granting it would genuinely disrupt normal business operations. Untaken statutory leave generally remains available for two years.

Where an employee receives at least 10 days of annual leave in a year, the employer must ensure that they take at least five of those days. This can include days the employee has already taken voluntarily. The five days must be taken within one year of the date on which the annual-leave entitlement is granted. Where the employer designates the dates, it must first hear and, where possible, respect the employee’s preferences.

The Ministry of Health, Labour and Welfare’s annual-leave rules set out the qualifying conditions and minimum entitlement. Leave records need to be accurate enough to show both accrual and use.

What types of statutory leave are employees entitled to in Japan?

Employees in Japan may be entitled to annual paid leave, maternity leave, childcare leave, family care leave, sick or injured childcare leaveand menstrual leave. Specific eligibility requirements apply to some types of leave.

The main statutory leave entitlements include:

Annual paid leave: Paid time off for eligible employees based on length of service.

Maternity leave: Generally, six weeks before childbirth and eight weeks after childbirth.

Childcare leave: Available to eligible employees to care for a young child, generally until the child turns one, with extensions available in certain circumstances.

Childbirth childcare leave: Eligible employees can take up to four weeks within the first eight weeks after a child is born.

Family care leave: Up to 93 days per eligible family member who requires ongoing care.

Sick or injured childcare leave:Time off for eligible employees to care for a sick or injured child and for certain other child-related needs. Since April 2025, it is available for children up to the end of the third grade of elementary school. It can also be used for vaccinations, medical examinations, qualifying school or class closures and entrance or graduation ceremonies. Eligible employees can generally take five days per year, or 10 days if they have two or more qualifying children.

Menstrual leave: Available where menstruation makes it especially difficult for an employee to work.

Not all statutory leave in Japan must be paid directly by the employer. Some leave is unpaid, although eligible employees may receive benefits through Japan’s social insurance or employment insurance systems.

How many vacation days do employees get in Japan?

Eligible full-time employees receive 10 vacation days in Japan after six months’ continuous service and 80% attendance. The statutory entitlement then rises with service, provided the attendance condition continues to be met.

Continuous service	Annual paid leave
6 months	10 days
1 year 6 months	11 days
2 years 6 months	12 days
3 years 6 months	14 days
4 years 6 months	16 days
5 years 6 months	18 days
6 years 6 months or more	20 days

Part-time employees who work fewer than five days a week can receive a proportionate entitlement if they meet the applicable attendance and service requirements. Proportionate entitlement generally applies to employees who work four or fewer scheduled days per week and 30 or fewer scheduled hours per week. The applicable number of days depends on their scheduled weekly or annual working days. Employers may provide more generous contractual leave, but they cannot reduce the statutory minimum.

Unused statutory leave generally carries forward for two years. That does not mean it should be left unmanaged: employers must still ensure that employees with 10 or more days’ annual entitlement take at least five days in the relevant year.

The right figure depends on the worker’s service, attendance and contracted work pattern, not simply their job title.

Is there statutory sick pay in Japan?

No. Japan does not require employers to provide paid sick leave in Japan as a general employment entitlement. An employee who is unwell may use accrued annual paid leave if they choose, but paid sick days depend on the employment contract, work rules or an employer’s benefit policy.

Eligible employees covered by employees’ health insurance may qualify for sickness and injury allowance when they cannot work because of a non-work-related illness or injury. The allowance is not employer-paid salary. It normally becomes available after three consecutive waiting days and is generally based on two-thirds of the employee’s standard daily remuneration. Payment generally begins on the fourth day of incapacity. The three waiting days may include paid leave or non-working days, provided the employee remains unable to work.

The benefit is subject to eligibility conditions and can be payable for a cumulative maximum period of one year and six months. A work-related injury or illness is handled separately through workers’ accident compensation insurance.

A company may choose to offer contractual sick pay above these arrangements. If it does, the policy should state the qualifying conditions, reporting process and how it interacts with insurance benefits.

What maternity and parental leave are employees entitled to in Japan?

Maternity leave in Japan generally starts six weeks before the expected birth and continues for eight weeks after childbirth. Eligible parents can then take childcare leave, generally until the child turns one.

For a multiple pregnancy, maternity leave can start 14 weeks before the expected birth. During the eight-week period after childbirth, the employee generally cannot work. They may return after six weeks if they request it and a doctor confirms that returning to work is safe.

Eligible parents can take childcare leave until the child turns one, with extensions available in certain circumstances, such as when suitable childcare is unavailable. Leave may generally be extended until the child reaches 18 months and then two years if the statutory conditions continue to be met. Eligible fathers and other qualifying parents can also take up to four weeks of childbirth childcare leave within the first eight weeks after birth. This leave can generally be divided into two periods and is separate from ordinary childcare leave. It is principally available to a parent who is not taking statutory postnatal maternity leave.

Maternity and childcare leave are not necessarily paid directly by the employer. Eligible employees may receive income support through Japan’s health or employment insurance systems. Since April 2025, qualifying parents may also receive a birth-related childcare leave support benefit in addition to the ordinary childcare leave benefit for up to 28 days, subject to the applicable conditions.

Is maternity leave paid in Japan?

Maternity leave in Japan is generally not paid by the employer. However, eligible employees can receive a maternity allowance through Employees’ Health Insurance, usually worth around two-thirds of their salary during maternity leave.

The maternity allowance, known as shussan teatekin, generally covers:

42 days before childbirth, or 98 days before for a multiple pregnancy.

56 days after childbirth.

The benefit is generally available when the employee is covered by Employees’ Health Insurance, takes time off because of childbirth and does not receive their normal salary during that period. If the employer pays part of the employee’s salary, the insurance benefit may be adjusted.

This allowance is separate from Japan’s childbirth lump-sum benefit, which helps cover the cost of giving birth.

After maternity leave, eligible employees who take childcare leave may receive separate childcare leave benefits through employment insurance. The ordinary childcare leave benefit is generally 67% of qualifying wages for the first 180 days and 50% thereafter, subject to eligibility requirements and statutory limits.

What job protection do mothers have during maternity leave in Japan?

Employees taking maternity leave in Japan have strong protection against dismissal and disadvantageous treatment. An employer cannot dismiss an employee during prenatal or postnatal leave, or during the 30 days immediately afterwards, except in narrowly defined circumstances where the employer pays the statutory discontinuance compensation or where continuation of the business becomes impossible because of a natural disaster or another unavoidable reason and the competent labour authority approves the exception.

Japanese law also prohibits unfavourable treatment because of pregnancy, childbirth or taking prenatal and postnatal leave. This can include a dismissal, reduction in pay, demotion or other harmful change connected with the employee’s pregnancy or absence.

The protection is wider than the leave period itself. Employers must take steps to prevent harassment linked to pregnancy, childbirth or the use of maternity-related rights. An employee returning to work should not be penalised through an unjustified change to their role or employment conditions.

Japanese law bars dismissal during prenatal and postnatal leave and for 30 days afterwards, subject only to narrow exceptions under the maternity-protection rules.

A safe return-to-work plan focuses on the employee’s actual role, agreed working arrangements and any childcare-related rights that follow maternity leave.

How do public holidays affect paid leave in Japan?

Public holidays do not automatically create paid leave under Japanese employment law. A leave policy in Japan must distinguish between national holidays, the employer’s regular rest days and annual paid leave.

The Labour Standards Act requires at least one day off each week, or four days off over four weeks. It does not require every national holiday to be a paid day off. Whether a workplace closes, pays employees for the day or requires employees to work depends on the contract, work rules and roster.

Working on a national holiday does not automatically attract a statutory holiday premium. A premium is generally required when the employee works on their legally required weekly rest day, rather than simply on a named public holiday. Work on a statutory rest day generally attracts a premium of at least 35%. Overtime, and late-night work may trigger separate premiums.

An employee does not need to use annual paid leave for a day when the workplace is already closed as a paid holiday. If the business remains open, annual-leave requests are handled under the usual rules.

Holiday calendars should be built into payroll and staffing plans early, especially for teams operating across several countries.

How does Japan's "Golden Week" affect leave entitlements?

Golden Week does not give employees additional statutory annual leave in Japan. The national holidays that fall during Golden Week are separate from an employee’s annual paid leave entitlement.

Golden Week takes place from late April to early May and includes several national holidays, including Showa Day on 29 April, Constitution Memorial Day on 3 May, Greenery Day on 4 May and Children’s Day on 5 May. Substitute holidays may also apply when a national holiday falls on a Sunday.

Some employers close their offices for additional days between these holidays to create a longer break. Whether those extra days are company holidays or need to be taken as annual leave will depend on the employer’s work rules and leave arrangements.

Employees can also request annual paid leave for working days around Golden Week. Because it is a popular time to take time off, employers should plan for leave requests and staffing.

How does CXC manage complex leave entitlements under Japanese labor law?

CXC helps businesses manage leave in Japan by tracking employee entitlements, applying the correct leave rules and making sure leave is recorded and reflected correctly in payroll.

Through our Employer of Record service in Japan, we can support the administration of annual paid leave, maternity leave, childcare leave, family care leave and other statutory and company-provided leave.

Different types of leave have different rules around eligibility, duration and pay. For example, annual leave is paid by the employer, while eligible employees may receive maternity or childcare benefits through Japan’s insurance systems. CXC helps make sure the appropriate process is followed for each type of leave.

We also support employees with information about their leave and help HR teams keep payroll and employment records up to date.

With more than 30 years of workforce management experience, CXC supports businesses managing employees across Japan and other international markets.

Speak to our team to learn more about managing employee leave in Japan with CXC.

Compliantly hire employees anywhere with CXC

With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.

Our EoR solution

DISCLAIMER: The information contained on this website is provided for general informational purposes only and should not be construed as legal, tax, or other professional advice on any subject matter. While we endeavor to ensure that the content is accurate and up to date, we make no warranties or representations of any kind regarding the completeness, accuracy, reliability, suitability, or availability of the information contained herein. The content on this site is not intended to be a substitute for professional advice. Users should not act or refrain from acting based on any information on this website without seeking the appropriate legal, tax, or other professional advice tailored to their specific circumstances from qualified professionals. We expressly disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this website. Use of the information on this site does not create an attorney-client, tax advisor-client, or any other professional-client relationship between the user and the website or its authors.

BLOG

Helping businesess to compliantly engage talent since 1992