Japan Leave Laws and Holidays

Employees are entitled to a day off on national public holidays, which are stipulated by the Japanese government. These days are treated as paid days off.

Public holidays are predetermined and no notice period is required as these are non-working days as per government regulation.

Since public holidays are mandated by law, employees do not need approval to take these days off.

Additional quota for public holidays is not applicable as these holidays are set by the national government.

Accrual does not apply to public holiday leave as these days are fixed and mandated by law.

Carry over rules do not apply to public holiday leave as these days cannot be shifted or moved to another date.

There is no payout for public holiday leave on termination as these are non-working days and do not accumulate.

No payout is provided for public holidays at the end of the year as these do not accumulate.

Public holiday leave follows the national calendar of public holidays. Employers must observe these holidays, and any changes to public holidays are determined by the government.

Unpaid leave policies are not mandated by law and therefore vary significantly between employers. The duration and conditions under which unpaid leave is granted are typically outlined in the employment contract or company policies.

The requirement for advance notice when taking unpaid leave depends on the employer's policies. Typically, employees are expected to negotiate and plan unpaid leave well in advance.

Taking unpaid leave generally requires the approval of the employer, as it is not covered by statutory leave rights and depends entirely on company policy.

Any additional quota for unpaid leave is at the discretion of the employer and based on the terms set forth in company policies or the employment contract.

There are no accrual rules for unpaid leave, as it does not accumulate over time like paid leave types.

Carry over rules do not apply to unpaid leave, as it is typically granted on a case-by-case basis and does not accumulate.

There is no payout for unused unpaid leave upon termination, as this type of leave does not have a quantifiable accrued value.

There is no end of year payout for unpaid leave, as it does not accumulate.

The terms and conditions governing unpaid leave can vary widely between different employers and may include specific requirements for eligibility, duration, and the process for requesting leave.

Employees are entitled to 10 days of paid annual leave after 6 months of continuous service with at least 80\% attendance. An additional day of leave is granted for each additional year of service up to 20 days maximum.

The required notice period for taking paid annual leave may vary depending on company policy, but employees are generally encouraged to give notice as early as possible to ensure smooth operation of the company.

Taking paid annual leave requires approval from the employer. The approval process typically involves submitting a leave request form for review.

Additional quota beyond the statutory maximum of 20 days is not mandated by law but may be offered at the discretion of the employer.

Paid annual leave is accrued annually after an employee completes 6 months of service. The leave accrues in blocks, with the initial 10 days granted after the first 6 months.

Unused paid annual leave can be carried over for up to 2 years. Any leave not used within this period will be forfeited.

Upon termination of employment, any unused paid annual leave must be paid out to the employee at their current rate of pay.

There is no statutory requirement for end-of-year payout for unused paid annual leave; however, unused leave can be carried over as per the carry over rules.

After the initial grant of leave post 6 months, additional leave accrues at a rate of 1 day per month of service.

Women are entitled to 14 weeks of maternity leave, with 6 weeks pre-birth and 8 weeks post-birth.

The employer should be notified of the pregnancy and the expected birth date at least 6 weeks prior to the start of the leave.

Maternity leave does not require approval, but the employer must be notified in advance to arrange for the leave period.

The quota for maternity leave is fixed at 14 weeks and additional leave beyond this period is not typically applicable under law.

Maternity leave is a one-time entitlement per pregnancy and does not accrue over time like annual leave.

There is no carry over applicable to maternity leave as it is specific to each pregnancy.

Maternity leave is not subject to payout on termination, as it must be used during the pregnancy period.

There is no end-of-year payout for maternity leave as it cannot be deferred or carried over.

Employees on maternity leave may also be eligible for child care leave and other forms of family support leave, depending on company policy.

Employees are entitled to a total of 93 days of family care leave for each family member who requires care, due to illness or injury.

Employees must inform their employer as soon as possible, ideally providing a notice period that aligns with company policy or at least several days in advance.

While formal approval is required, employers are limited in their ability to refuse family care leave if the employee provides the necessary documentation.

The quota for family care leave is fixed by law at 93 days per family member and additional leave beyond this is not generally available.

Family care leave does not accrue; it is available per incident per family member as specified by law.

Carry over of unused family care leave is not applicable as it is meant to be used for specific caregiving situations.

There is no payout for unused family care leave at the time of termination, as the leave is intended for specific instances of family care.

Family care leave is not subject to end of year payout as it does not accrue and is tied to specific care needs.

Employees must provide documentation or proof of the family member's need for care to qualify for family care leave.

Employees are entitled to take childcare leave until the child reaches one year of age. This leave can be extended until the child is 1.5 years old if certain conditions are met, such as inability to find childcare services.

Employees must notify their employer at least one month before the intended start of childcare leave. This period may vary depending on the employer's policies.

While childcare leave is a statutory right, the specific arrangements, such as the exact start and end dates, need to be discussed and agreed upon with the employer.

Childcare leave can be extended beyond the child's first birthday up to 1.5 years if the employee is unable to secure a place in a childcare facility or under other specific circumstances as outlined in employment policies.

Childcare leave is not accrued but is available per statutory entitlement for each child.

Carry over does not apply to childcare leave as it is based on the specific needs related to the period immediately following the birth or adoption of a child.

There is no payout for unused childcare leave upon termination, as this leave is intended to be used for the purpose of child rearing related to a specific child.

There is no end of year payout for childcare leave as it does not accumulate or carry over beyond the allowed period.

Employers may require documentation to verify the child's age and the necessity for extended childcare leave. This may include proof of inability to secure childcare services.

There is no statutory paternity leave in Japan, but many companies provide a few days to a few weeks as part of their individual policies.

The notice period for paternity leave depends on the company's policy. Typically, employees are encouraged to give notice as early as possible.

Whether paternity leave needs approval depends on the individual company's policy.

Additional paternity leave is at the discretion of the employer and is not covered by statutory law.

Paternity leave does not typically accrue over time as it is not mandated by law and is provided at the discretion of the employer.

Carry over rules for paternity leave are not mandated by law and depend entirely on company policy.

There are no statutory rules for the payout of unused paternity leave upon termination, as this is governed by company policy.

End-of-year payout for unused paternity leave is not mandated by law and is subject to company policy.

Paternity leave, where offered, is intended to provide support to the father around the time of childbirth, allowing him to be present and assist as needed.

Japan does not have a statutory requirement for sick leave. However, many companies provide sick leave as part of their employment policies, and the specifics may vary from one company to another.

Employees are generally required to inform their employer about their sickness and absence from work as soon as possible.

Whether sick leave needs approval can vary by company policy. Typically, a medical certificate may be required as proof of illness for extended periods of absence.

Additional sick leave quota is dependent on company policy, as there are no statutory guidelines governing additional sick leave.

Since sick leave is not mandated by law in Japan and is typically provided at the discretion of employers, there are no statutory accrual rules.

Carry over rules for sick leave are not mandated by law and depend entirely on company policy.

There are no statutory rules for the payout of unused sick leave upon termination. This may be governed by company policy if at all applicable.

End-of-year payout for unused sick leave is not mandated by law and is subject to company policy.

For extended periods of sick leave, companies may require employees to submit a medical certificate to validate the leave.

Special leave entitlements, such as leave for weddings or funerals, vary depending on the employer's policies and the nature of the event.

The required notice period for special leave depends on the type of leave and is typically outlined in the employment contract or company policy.

Approval for special leave generally depends on the nature of the event and the employer's policy regarding such leave.

Additional quota for special leave may be available depending on the employer's discretion and the specific circumstances.

Special leave does not typically accrue and is granted based on specific events.

Carry over rules do not apply to special leave as it is event-specific and not based on an accruing balance.

There is no payout for unused special leave upon termination, as it is intended for use during specific events only.

Unused special leave does not get paid out at the end of the year as it is allocated for particular occasions.

The granting and use of special leave may be subject to additional conditions outlined in company policies or employment agreements.

Eligible employees can take child care leave until their child reaches one year of age. This leave can be extended until the child's second birthday under certain conditions.

Employees must apply for child care leave at least one month before the intended start date of the leave.

Child care leave needs to be approved by the employer, but refusal can only be on very limited and justified grounds.

The initial child care leave period may be extended if the employer agrees, especially in cases where suitable childcare is not available.

Child care leave does not accrue over time but is a right granted per child until a specific age.

Carry over rules do not apply to child care leave as it is based on the age of the child rather than an accruing balance.

There is no payout for unused child care leave upon termination as it is a usage-based entitlement.

Unused child care leave does not get paid out at the end of the year.

Child care leave can be taken in separate blocks, allowing for greater flexibility depending on the needs of the parent and the availability of childcare.

Employees are entitled to 10 days of paid annual leave after 6 months of continuous service, with an additional day of leave granted for each year of service thereafter, up to a maximum of 20 days per year.

Employees are required to notify their employer in advance about their intention to take annual leave. The exact notice period may be specified in the employment agreement or company policy.

The use of annual leave must be approved by the employer, although employers are encouraged to respect the employee's right to take leave.

Annual leave quotas are strictly defined by years of service, and additional leave beyond the statutory entitlement is not commonly granted.

Annual leave accrues based on the duration of service, starting from 10 days after six months of service and increasing with each additional year of employment.

Unused annual leave can be carried over to the next year under certain conditions, typically involving company policy or a collective agreement.

Unused annual leave is paid out when an employee's employment is terminated, regardless of the reason for termination.

There is generally no payout for unused annual leave at the end of the year unless it is stipulated by the employer or in a collective agreement.

The implementation of annual leave may be further governed by internal company policies or collective bargaining agreements, which can specify additional rules or exceptions.