A series of law amendments are scheduled for 2022 onward. This articles covers latest information as of September 2021.
[April 2022]
1. Anti-power harassment legislation applied to medium- and small-sized firms
- Clarification of behaviors considered as harassment and notification to employees; notification of company policies to employees and relevant education
- Obligation to implement measures to prevent harassment and set up a consultation desk, etc.
- Training on harassment, etc.
2. Childcare leave
(1) Revision to the rules on childcare leave notification, etc.
- Obligation to explain the leave program to employees who have reported their or their spouses’ pregnancy or childbirth
- Training on childcare leave
- Setting up of a consultation system (consultation desk, etc.)
- Obligation to implement measures to improve the employment environment concerning childcare leave
(2) Easing of conditions on childcare and family care leave for fix-term workers
[October 2022 (planned)]
1. Establishment of a framework to encourage male workers to take childcare leave
- Division of leave period
- Revision to the rule on childcare leave after the child reachs one year of age
2. Amendments to the employment insurance system
(1) Special exceptions of childcare leave benefit during the period deemed insured
(2) Revision to the rules on childcare leave benefit
3. Amendments to the social insurance system
(1) Changes in the exemption method of insurance premium during childcare leave
(2) Application of social insurance program for short-time workers at companies with 100 or more employees
[April 2023]
Obligation of companies with 1,000 or more employees to disclose data about the use of childcare leave program
These are planned amendments to laws and regulations at this moment. Particularly, prompt actions are required for harassment rules since the changes are scheduled for 2022.
