Introduction
recent years,"Work style reformWe often hear the phrase, "It's easy to balance work and childcare," but we may not often have the opportunity to actually consider it as something that applies to us personally. For working people, especially those raising children, balancing work and childcare is a major challenge.
Amidst this situation, from October 2025, all companies will be required to "Flexible working arrangementsThe requirement to provide at least two options to employees with children under the age of three has now been implemented.
This article will explain these new rules in detail.
- What exactly will change?
- What are the five options available to companies?
- Initiatives by companies that are already making preparations
- How should employees respond?
We've compiled information that will be useful to our readers. Please read to the end.
Flexible working arrangements will become mandatory from October 2025.
The revised Childcare and Family Care Leave Act has been fully implemented, imposing new rules on companies.
Specific rules
- Target: Workers raising children aged 3 to preschool age
- Obligation: Provide at least two options from the five available choices.
- Deadline: Full implementation from October 2025
Why is this the rule?
With the rise of dual-income households, more and more working people are struggling to balance childcare and work. Traditional systems are insufficient to address this, and there is a need to offer more flexible options.
Five options available to businesses
As defined by lawThe following are five options for "flexible working arrangements"Companies must select at least two of these options.
Changes to start times, etc. (e.g., flexible working hours)
- A system that allows you to start and end at any time you like.
For example, instead of 9:00 to 18:00, say 8:30 to 17:30. - Benefits: Easy to coordinate with childcare drop-offs and pick-ups and household chores.
Teleworking, etc. for 10 days or more per month
- You can work from home for at least 10 days a month.
- Benefits: Reduces commuting time and makes it easier to balance work and childcare.
- Note: Implementation may be difficult depending on the industry (e.g., manufacturing).
Establishment and operation of childcare facilities, etc.
- In addition to companies establishing their own daycare centers, arranging and subsidizing babysitting services is also a requirement.
- Benefits: Offers flexible service and is popular as an employee benefit service.
Example: Companies like Benefit One are seeing an increase in inquiries regarding compliance with legal revisions.
Granting of 10 or more days of childcare support leave per year.
- Provide at least 10 days of special leave per year.
- Benefits: Enables emergency response and long-term childcare support.
Short-time working system
- A system that allows employees to work shorter hours than usual.
Example: Flexible implementation is possible, such as early morning shifts for elderly people aged 60 and over.
Results of the survey
According to a survey conducted by SmartHR in March 2025 involving 82 companies,"Short-time work system" and "change of start time"It was found that this was the most popular choice among companies.
On the other hand, Mayuko Kitamura, a consultant at the organizational and human resources consulting firm Creia Consulting, analyzes that "as the trend towards returning to the office strengthens, the number of companies that choose telework will likely be limited."
Industry-specific trends
Retail and manufacturing industries: There are circumstances that make it difficult to adjust working hours.
Service industry: Teleworking is relatively easy to implement.
Large companies: Many already have flexible work arrangements in place.
Examples of initiatives by Tokio Marine & Nichido
Tokyo Marine & Nichido Fire Insurance is promoting an initiative to allow supervisors to simulate the constraints on working hours and unexpected absences that can occur during workdays.
Program Contents
- Target: Supervisors selected at the workplace
- Duration: A certain period (the specific period is yet to be determined)
- rule:
Strict adherence to start and end times.
Overtime is not permitted.
We have a system in place to handle unexpected absences of two business days or more due to reasons such as a child's fever or injury.
Actual experiences
From the experience of Daisuke Inoue, manager in charge of policy formulation for compulsory automobile liability insurance contract operations:
"We received a call from the daycare center saying your child has a fever of 38.5 degrees Celsius. Please make arrangements for your work and go to the daycare center to pick them up immediately! [Immediate dismissal + No work after returning home]."
Through this experience of receiving unexpected messages during work, they realized the need to "create an environment where the system is easy to use."
Changing the mindset of managers is also important.
Makoto Meguro, Executive Officer and General Manager of Human Resources Planning at Tokio Marine & Nichido, said:
"When the current generation of managers were in the midst of raising children, systems related to work styles were not adequately established. In recent years, systems have been put in place, but there are some things that you can only understand by actually using them and experiencing them."
He then explained the background behind the introduction of the program.
Specific measures
- Confirmation of supervisor's intentions: This will be handled by managers in each workplace.
- Visualizing business processes: Also aiming to consider alternatives.
- Staffing leeway: Starting in April 2025, we are implementing a strategy to allow for more staffing leeway than before.
Toyota Motor Corporation's response policy
Toyota Motor Corporation"Short-time work system" and "granting of leave to support work-life balance for childcare"We will select and implement the following policy.
Specific implementation details
- Manufacturing sites: Even in workplaces with fixed working hours, companies are introducing reduced working hours, such as delaying the start time.
- For senior citizens: We will promote a system of early morning shifts for senior citizens aged 60 and over, thereby creating a workplace that allows for flexible working arrangements.
Government actions and future prospects
The government is strengthening its efforts to encourage companies to create workplace environments that make it easier for employees to balance work with childcare and elder care.
From the worker's perspective
Under those conditions, they will start to be selective about which companies they work for.
Failure to create a workplace that can accommodate flexible working styles could lead to a decline in talent acquisition.
Summary
Both institutions and culture are important.
This legal revision is not simply a change in rules; the important thing is how to manage the "system" and the "workplace culture."
Nana Takahashi, Senior Associate at Tokio Marine & Nichido, said:
"I think we'll see a growing number of employees demanding more flexible work arrangements than ever before."
That's my view.
Insights for businesses
- It's not just about the system: Creating an environment that makes it actually easy to use is also necessary.
- Changing the mindset of managers: It is important for superiors to take the lead in utilizing these tools.
- Talent Acquisition Competition: Workplaces offering flexible work arrangements have an advantage in attracting talent.
Insights for employees
- More options: You can now choose at least two out of five options.
- Criteria for choosing a company: You can choose a company that values flexible working arrangements.
- An environment that encourages adoption: A system is put in place that is easy for supervisors to understand and use.
Insights from an abstract perspective
"Work isn't just determined by rules; it's also supported by culture."
The previous generation of managers were in the midst of raising children when the necessary systems and support systems were not yet in place. In recent years, systems have been improved, but there are some things that can only be understood through experience when actually using them.
In other words, a user-friendly workplace culture is more important than a perfect system.
Future prospects
As government pressure intensifies, companies need to implement flexible work arrangements. At the same time, workers will likely become more selective in choosing companies based on these conditions.
If companies don't create workplaces that can accommodate flexible working styles, they risk falling behind in their ability to attract talent.
