The Amended Childcare and Caregiver Leave Act is going into force in two phases in April and October. Major changes to be implemented in October are related to “measures to enable flexible working styles.” Companies will be required to review and revise their rules on childcare and nursing care leave in line with the law. This article looks into the area.
[1] Measures to enable flexible working styles
Currently, company measures to support workers raising children include childcare leave, reduced work-hour system, limitation of overtime work, limitation of late-night work and short-time leave for sick/injured child. From October, companies will be required to allow workers who have preschool children aged three or older more flexible working styles. Specifically, they need to implement at least two of the measures listed below and allow applicable workers to use one of them.
1. Changes in work start time
2. Teleworking, etc. (10 days per month)
3. Setup and operation of a nursing facility
4. Leave for supporting workers to care for children
5. Reduced working hour system
As a general rule, workers should be able to use “2. Teleworking” and “4. Nursing facility” on an hourly basis.
[2] Key points in considering the measures
While it is common to introduce a flexible working system for the entire organization, companies may also adopt suitable systems for individual offices or work categories, according to their actual situations or structures.
If a shift worker is allowed to work only on an early shift, instead of a normal rotating shift, the measure may be considered as “1. Changes in work start time.”
[3] Hearing of an opinion of workers’ representative
The measures adopted by a company must be indicated in “the rules on childcare and nursing care leave” after hearing an opinion of a person representing a majority of the workers. There is no rule on the method of opinion hearing. Normally, it is done by interview, in writing or by email.
Some companies might already have better measures than legally required in place. They may continue using those measures under the amended law, but the process of hearing opinion of the workers’ representative is required.
[Reference]
The Ministry of Labour, “Childcare and Caregiver Leave Act”
https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/0000130583.html
