{"id":2959,"date":"2021-12-01T08:53:34","date_gmt":"2021-11-30T23:53:34","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=2959"},"modified":"2021-12-01T08:53:34","modified_gmt":"2021-11-30T23:53:34","slug":"lets-start-preparing-for-the-enforcement-of-the-revised-child-care-and-family-care-leave-law","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2021\/12\/01\/lets-start-preparing-for-the-enforcement-of-the-revised-child-care-and-family-care-leave-law\/","title":{"rendered":"Let&#8217;s start preparing for the enforcement of the revised Child Care and Family Care Leave Law!"},"content":{"rendered":"<p><img decoding=\"async\" class=\"aligncenter  wp-image-2957\" src=\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave.jpg\" alt=\"\" width=\"500\" height=\"435\" srcset=\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave-200x174.jpg 200w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave-300x261.jpg 300w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave-400x348.jpg 400w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave-600x522.jpg 600w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave-768x668.jpg 768w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2021\/12\/Concept-Of-Paternity-Leave.jpg 800w\" sizes=\"(max-width: 500px) 100vw, 500px\" \/>\u25c6Major Changes in the Childcare Leave System<br \/>\nThe revised Child Care and Family Care Leave Law will come into effect on April 1 next year, and in addition to the establishment of a new &#8220;Papa Ikukyuu&#8221; leave, it will be necessary to provide workers with information on the company&#8217;s childcare leave system and confirm their intentions on whether or not to take childcare leave, and it will be possible to take childcare leave in installments.<br \/>\nNaturally, it is necessary to review the childcare and nursing care leave regulations and maintain internal forms regarding the use of the system, but that is not all.<\/p>\n<p>\u25c6A labor-management agreement must also be concluded<br \/>\nUnder the amendment, the requirements for taking childcare leave will be relaxed for part-timers, etc., who are currently not eligible to take childcare leave depending on the period of employment. Therefore, it is necessary to conclude a labor-management agreement and decide whether those who have been continuously employed for less than one year are eligible to take childcare leave or not.<\/p>\n<p>\u25c6Preparation of materials to inform workers about the company&#8217;s system is also necessary<br \/>\nAs mentioned above, after the enforcement of the revised law, when a worker or her spouse requests for pregnancy or childbirth, the employer is obliged to provide information about the system and confirm the intention to take childcare leave. It is not enough to just provide the regulations, but you also need to provide information on where to apply for childcare leave, childcare leave benefits, and how to handle social insurance premiums during the leave period.<br \/>\nIf the documents are already prepared, it is only necessary to check whether they meet the prescribed requirements, but if they are newly prepared, it is also necessary to check what kind of system the company has in place and whether there are any oversights that are not explicitly stated.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u25c6Major Changes in th  [&#8230;]<\/p>\n","protected":false},"author":1,"featured_media":2957,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[73],"class_list":["post-2959","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-child-care-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2959","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2959"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2959\/revisions"}],"predecessor-version":[{"id":2960,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2959\/revisions\/2960"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2957"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2959"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2959"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2959"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}