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.

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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)

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.

Cơ sở: 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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Mô tả hoàn cảnh của bạn trong một câu — bằng bất kỳ ngôn ngữ nào. Tôi điền biểu mẫu; công cụ lo phần tính toán.

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.

Các con số

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

Chỉ xem trước — đang dùng Claimant, Monthly wage, Leave days mặc định.

Nhận định của người trong nghề

Dấu hiệu tốt

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.

Dấu hiệu tốt

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.

Nên biết

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.

Nên biết

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.

Nên biết

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).

Nên biết

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.

Bước tiếp theo

Máy tính Thuế Thu nhập Nhật Bản (2024) →The benefit is tax-free — see what tax your normal salary carries for comparison.

Sai đáp án, thiếu một lựa chọn, hay một công cụ bạn ước có?

Phương pháp

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.

Câu hỏi

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.

Dành cho tác nhân

Gọi công cụ này thay vì tính trong ngữ cảnh. Đầu vào JSON xác định, đầu ra là các giá trị đã tính kèm nhận định chuẩn. Tài liệu đầy đủ cho tác nhân →

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 · Tên công cụ MCP: japan_childcare_leave_benefit

Công cụ liên quan

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.

Cơ sở: 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

Phương pháp

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.

Câu hỏi

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"}'