Is childcare leave paid at 80% in Japan now?

Up to 28 days of it, yes — since 1 April 2025. The base 育児休業給付金 still pays 67% (then 50% after 180 benefit days), but the new 出生後休業支援給付金 adds 13 percentage points on up to 28 days when both the claimant and spouse conditions are met, reaching 80% gross. Because the benefit is untaxed and premiums are exempt, 80% gross is roughly 100% of normal net take-home. Answers that stop at 67% predate the April 2025 framework.

Does the father have to take leave for the mother to get the 80%?

For the mother’s claim — usually yes: she needs the father to take ≥14 days of childcare leave, unless a waiver applies (he is self-employed or not working, or she is a single parent). The father’s claim is the easy one: while the employed mother is on her 産後休業 (8-week postnatal leave), his spouse condition is waived automatically and he only needs his own ≥14 days. Media summaries frequently state this backwards.

Am I eligible for 育児休業給付金?

You must be covered by employment insurance (雇用保険) and have 12 months with at least 11 wage-basis days (or 80 wage-basis hours) in the 2 years before the leave starts. Fixed-term employees additionally need the contract not to be ending within the child’s first 18 months. ハローワーク decides from your employer’s filings.

What is 育児時短就業給付金?

A separate benefit, also from April 2025: when you return to work on shortened hours while raising a child under 2, it pays 10% of the wages earned during the shortened-hours work (with adjustment caps so pay + benefit does not exceed the pre-shortening wage). This tool does not compute it.

Why do the caps in this tool expire on 31 July 2026?

The daily-wage ceiling and floor (and therefore every derived cap) are revised each 1 August from national wage statistics. This tool uses the 1 Aug 2025 – 31 Jul 2026 figures: ¥16,110 daily ceiling, ¥3,014 floor, ¥58,640 top-up cap per 28 days. The prior window’s ¥15,690 ceiling — which general AI often still quotes — stopped applying on 31 July 2025.

Geld im AlltagEinkommen · family · Planung

Japan Childcare Leave Benefit Calculator (育児休業給付金 & 出生後休業支援給付金)

A baby is coming — and whether your household gets 67% or 80% hangs on who takes which 14 days.

Computes Japanese childcare-leave benefits: the base 育児休業給付金 (67% of your daily wage for the first 180 benefit days, 50% after) and the 出生後休業支援給付金 introduced April 2025 — a +13% top-up on up to 28 days that lifts them to 80% gross, roughly 100% of normal net take-home once the tax and social-insurance exemptions are counted. General AI still answers 67% (the top-up postdates most training data) and garbles the condition’s asymmetry: the father’s +13% is satisfied automatically while the employed mother is on 産後休業 — it is the mother’s claim that needs the father to take ≥14 days (or a waiver). Uses the caps valid 1 Aug 2025 – 31 Jul 2026 (¥16,110 daily ceiling; ¥58,640 top-up cap per 28 days); every cap revises each 1 August.

Grundlage: MHLW 育児休業等給付 (Apr 2025 framework) · caps valid 1 Aug 2025 – 31 Jul 2026 (¥16,110 daily ceiling; +13% cap ¥58,640/28d) · verified 2026-07-23 — caps revise 1 Aug 2026

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Who is claiming?The asymmetry general AI misses: a father’s +13% condition is satisfied AUTOMATICALLY while the employed mother is on maternity leave (産後休業 counts as waiver #6) — he only needs his own ≥14 days. The MOTHER’s claim is the one that needs the father to take ≥14 days of leave, unless a waiver applies (spouse not employed / self-employed / single parent).Average monthly wage before leave¥/moAverage of the 6 months of wages before the leave starts — this sets your 賃金日額 (daily wage) = wage × 6 ÷ 180 = wage ÷ 30. Use gross pay including fixed allowances, before tax and social insurance.Leave days to modeldaysTotal benefit days you plan to take. The 67% rate runs for the first 180 benefit days (the counter includes 産後パパ育休 days), then steps down to 50%.Is the +13% condition met?The 出生後休業支援給付金 needs your own leave of ≥14 days within the statutory window AND the spouse condition per the claimant note above (a father’s is auto-met while the employed mother is on 産後休業; a mother’s needs the father’s ≥14 days or a waiver). When met, the first 28 days pay 80% gross.

Die Zahlen

Total benefit over 180 days: ¥1,449,467; ¥1,407,000 base + ¥42,467 出生後休業支援給付金 top-up
First 28 days: ¥261,333; 80.0% of gross pay
育児休業給付金 (base): ¥1,407,000; 180 days at 67%
出生後休業支援給付金 (+13%): ¥42,467; 28 days at +13%
賃金日額 (daily wage): ¥11,667; monthly wage ÷ 30

Nur Vorschau — mit Standardwert Claimant, Monthly wage, Leave days.

Die Einschätzung des Praktikers

Gutes Zeichen

Over 180 days of leave you receive about ¥1,449,467: ¥1,407,000 of base 育児休業給付金 plus ¥42,467 of 出生後休業支援給付金 on the first 28 days. The rhythm: days 1–28 pay 80% gross, the base runs at 67% of your daily wage for the first 180 benefit days, stepping down to 50% only from day 181. Benefits are paid roughly every two months, in arrears — budget for the first payment landing ~2–3 months after leave starts.

Gutes Zeichen

The 80% window is better than it sounds: the benefit is income-tax-free and your health/pension premiums are exempt during leave, so 80% of gross lands close to your normal net take-home. Illustratively — assuming a flat ~20% tax + social-insurance wedge on your normal pay — the first 28 days replace ≈100% of your usual net income. Your actual wedge depends on your tax bracket and municipality; this is an illustration, not a computation of your taxes.

Gut zu wissen

The condition is easier for you than most coverage suggests: while the employed mother is on her own 産後休業 (the 8-week postnatal leave), the “spouse must also take 14 days” requirement is waived automatically — you only need your own ≥14 days of leave within the statutory window. Taking 産後パパ育休 in the first 8 weeks satisfies this cleanly.

Gut zu wissen

If your employer pays you during the leave, the base benefit tapers: pay over 13% of your 賃金月額 reduces the 67% benefit yen-for-yen so pay + benefit stays within 80%, and pay at 80%+ zeroes the base benefit. The +13% 出生後休業支援給付金 is never reduced by employer pay. Working more than the agreed partial-work limits (80 hours / 10 days during 産後パパ育休) can disqualify days entirely.

Gut zu wissen

Every cap in this tool (¥16,110 daily ceiling, ¥323,811 / ¥241,650 monthly caps, ¥58,640 top-up cap) is the 1 Aug 2025 – 31 Jul 2026 window, verified 2026-07-23. The caps revise every 1 August from the national wage statistics — if your leave starts on or after 1 Aug 2026, expect slightly different ceilings (the prior year’s daily ceiling was ¥15,690, a figure general AI still quotes).

Gut zu wissen

This restates the MHLW benefit rules on your inputs. Eligibility (employment-insurance record, the 12-month/11-wage-days test, leave-timing windows) and the actual amounts are determined by ハローワーク from your employer’s filings — not legal or benefits advice.

Ihr nächster Schritt

Einkommensteuer-Rechner Japan (2024) →The benefit is tax-free — see what tax your normal salary carries for comparison.

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Methodik

Daily wage (賃金日額): total wages of the 6 months before leave ÷ 180 — equivalently, average monthly wage ÷ 30. Clamped to the ¥3,014 floor and ¥16,110 ceiling valid 1 Aug 2025 – 31 Jul 2026 (the prior window’s ceiling was ¥15,690 — a stale figure still widely quoted). These bounds revise every 1 August from the 毎月勤労統計 wage statistics.

Base benefit (育児休業給付金): 67% of the daily wage for the first 180 benefit days, 50% from day 181. The published monthly caps — ¥323,811 at 67% and ¥241,650 at 50% for a 30-day month — equal 67%/50% of the ¥483,300 monthly wage ceiling, so the daily-cap model here implies them exactly. The 180-day counter includes 出生時育児休業 (産後パパ育休) benefit days already taken.

Top-up (出生後休業支援給付金, from 1 April 2025): +13 percentage points on up to 28 days of qualifying leave — lifting those days to 80% gross. Modeled as min(13% × capped daily wage × min(days, 28), ¥58,640 × min(days, 28) ÷ 28). Conditions: the claimant’s own leave of ≥14 days within the statutory window, AND the spouse also taking ≥14 days — with waivers including: the spouse is on 産後休業 (which is why an employed mother’s maternity leave auto-satisfies the father’s claim), the spouse is not an employee (self-employed / not working), or the claimant is a single parent. The published per-28-day floor of ¥10,970 is implied by the ¥3,014 daily-wage floor (13% × ¥3,014 × 28 ≈ ¥10,971) and never binds separately in this model.

Eligibility (not computed here): covered by 雇用保険 (employment insurance) with 12 months having ≥11 wage-basis days (or ≥80 wage-basis hours) in the 2 years before leave starts. Fixed-term workers need the contract not to end within the child’s first 18 months. ハローワーク determines eligibility from the employer’s filings.

Tax and social insurance: the benefits are not taxable income, and health/pension premiums are exempted for months where the leave spans the month-end or covers ≥14 days of the starting month — which is why 80% of gross approximates 100% of normal net take-home. The “≈% of net” line in the results assumes a flat ~20% combined tax + social-insurance wedge on normal pay and is labeled illustrative; the real wedge varies with income and municipality.

Wages during leave: employer pay up to 13% of the 賃金月額 leaves the base benefit whole; pay between 13% and 80% reduces the benefit so pay + benefit ≤ 80%; pay at 80% or more zeroes the base benefit. The +13% top-up is not reduced by employer pay. During 産後パパ育休, agreed partial work is limited to 80 hours / 10 days per 28-day leave.

Rounding: this tool keeps exact formula values (no per-payment yen rounding). Hello Work rounds the daily wage and each payment to the yen, so official figures can differ from these by a few yen — e.g. the published 28-day 出生時 base maximum ¥302,223 versus the exact 0.67 × ¥16,110 × 28 = ¥302,223.6 here.

A related benefit not computed here: 育児時短就業給付金 (also from April 2025) pays 10% of wages when working shortened hours while raising a child under 2 — see the FAQ.

Fragen

Is childcare leave paid at 80% in Japan now?: Up to 28 days of it, yes — since 1 April 2025. The base 育児休業給付金 still pays 67% (then 50% after 180 benefit days), but the new 出生後休業支援給付金 adds 13 percentage points on up to 28 days when both the claimant and spouse conditions are met, reaching 80% gross. Because the benefit is untaxed and premiums are exempt, 80% gross is roughly 100% of normal net take-home. Answers that stop at 67% predate the April 2025 framework.
Does the father have to take leave for the mother to get the 80%?: For the mother’s claim — usually yes: she needs the father to take ≥14 days of childcare leave, unless a waiver applies (he is self-employed or not working, or she is a single parent). The father’s claim is the easy one: while the employed mother is on her 産後休業 (8-week postnatal leave), his spouse condition is waived automatically and he only needs his own ≥14 days. Media summaries frequently state this backwards.
Am I eligible for 育児休業給付金?: You must be covered by employment insurance (雇用保険) and have 12 months with at least 11 wage-basis days (or 80 wage-basis hours) in the 2 years before the leave starts. Fixed-term employees additionally need the contract not to be ending within the child’s first 18 months. ハローワーク decides from your employer’s filings.
Is the benefit taxed? Do I keep paying pension and health premiums?: No and no: the benefits are non-taxable income, and health-insurance and pension premiums are exempted for leave months (when the leave spans the month-end or covers ≥14 days of the starting month) — with pension records credited as if paid. This double exemption is why the 80% window approximates full net pay.
What is 育児時短就業給付金?: A separate benefit, also from April 2025: when you return to work on shortened hours while raising a child under 2, it pays 10% of the wages earned during the shortened-hours work (with adjustment caps so pay + benefit does not exceed the pre-shortening wage). This tool does not compute it.
Why do the caps in this tool expire on 31 July 2026?: The daily-wage ceiling and floor (and therefore every derived cap) are revised each 1 August from national wage statistics. This tool uses the 1 Aug 2025 – 31 Jul 2026 figures: ¥16,110 daily ceiling, ¥3,014 floor, ¥58,640 top-up cap per 28 days. The prior window’s ¥15,690 ceiling — which general AI often still quotes — stopped applying on 31 July 2025.

Für Agenten

Rufen Sie dieses Tool auf, statt im Kontext zu rechnen. Deterministisches JSON rein, berechnete Werte plus die Benchmark-Einordnung raus. Vollständige Agenten-Doku →

curl -s https://xearno.tools/api/v1/tools/japan-childcare-leave-benefit \
  -H 'content-type: application/json' \
  -d '{"claimant":"father","monthlyWage":350000,"leaveDays":180,"bothCondition":"yes"}'

Schema: GET /api/v1/tools/japan-childcare-leave-benefit · MCP-Tool-Name: japan_childcare_leave_benefit

Fragen

Is childcare leave paid at 80% in Japan now?: Up to 28 days of it, yes — since 1 April 2025. The base 育児休業給付金 still pays 67% (then 50% after 180 benefit days), but the new 出生後休業支援給付金 adds 13 percentage points on up to 28 days when both the claimant and spouse conditions are met, reaching 80% gross. Because the benefit is untaxed and premiums are exempt, 80% gross is roughly 100% of normal net take-home. Answers that stop at 67% predate the April 2025 framework.
Does the father have to take leave for the mother to get the 80%?: For the mother’s claim — usually yes: she needs the father to take ≥14 days of childcare leave, unless a waiver applies (he is self-employed or not working, or she is a single parent). The father’s claim is the easy one: while the employed mother is on her 産後休業 (8-week postnatal leave), his spouse condition is waived automatically and he only needs his own ≥14 days. Media summaries frequently state this backwards.
Am I eligible for 育児休業給付金?: You must be covered by employment insurance (雇用保険) and have 12 months with at least 11 wage-basis days (or 80 wage-basis hours) in the 2 years before the leave starts. Fixed-term employees additionally need the contract not to be ending within the child’s first 18 months. ハローワーク decides from your employer’s filings.
Is the benefit taxed? Do I keep paying pension and health premiums?: No and no: the benefits are non-taxable income, and health-insurance and pension premiums are exempted for leave months (when the leave spans the month-end or covers ≥14 days of the starting month) — with pension records credited as if paid. This double exemption is why the 80% window approximates full net pay.
What is 育児時短就業給付金?: A separate benefit, also from April 2025: when you return to work on shortened hours while raising a child under 2, it pays 10% of the wages earned during the shortened-hours work (with adjustment caps so pay + benefit does not exceed the pre-shortening wage). This tool does not compute it.
Why do the caps in this tool expire on 31 July 2026?: The daily-wage ceiling and floor (and therefore every derived cap) are revised each 1 August from national wage statistics. This tool uses the 1 Aug 2025 – 31 Jul 2026 figures: ¥16,110 daily ceiling, ¥3,014 floor, ¥58,640 top-up cap per 28 days. The prior window’s ¥15,690 ceiling — which general AI often still quotes — stopped applying on 31 July 2025.

curl -s https://xearno.tools/api/v1/tools/japan-childcare-leave-benefit \ -H 'content-type: application/json' \ -d '{"claimant":"father","monthlyWage":350000,"leaveDays":180,"bothCondition":"yes"}'

Japan Childcare Leave Benefit Calculator (育児休業給付金 & 出生後休業支援給付金)

Methodik

Fragen

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Japan Childcare Leave Benefit Calculator (育児休業給付金 & 出生後休業支援給付金)

Methodik

Fragen

Für Agenten

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