[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article:sankyu-ikukyu":3},{"meta":4,"markdown":69,"quiz":70},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14,"quizId":68},"article","bj-sankyu-ikukyu","sankyu-ikukyu","産休・育休制度の実務 — 取得スケジュールと給付金","Maternity & Parental Leave in Japan: Schedule and Benefits","business-japanese","Practical guide to Japan's maternity (産休) and parental (育休) leave systems — covering the prenatal-6-week \u002F postnatal-8-week (14 weeks for multiples) leave under the LSA, the Health Insurance maternity allowance (出産手当金) at two-thirds of wages, child-care leave to age 1 (extendable to 2), the Employment Insurance parental-leave benefit (育児休業給付金) at 67% for the first 6 months and 50% thereafter, the 2022 post-birth paternity leave (産後パパ育休) of up to 4 weeks split-takeable, the 2025 reform requiring companies with over 1,000 employees to disclose male take-up rates, return-to-work flow, short-time work arrangements, the prohibition on disadvantageous treatment under the Child Care and Family Care Leave Act, and equal application to foreign workers.\n","2026-04-28T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Fbj-sankyu-ikukyu.png",[15,20,24,28,32,36,40,44,48,52,56,60,64],{"word":16,"reading":17,"meaning":18,"level":19},"産前産後休業","さんぜんさんごきゅうぎょう","maternity leave (pre\u002Fpost-natal)","N1",{"word":21,"reading":22,"meaning":23,"level":19},"育児休業","いくじきゅうぎょう","child-care leave",{"word":25,"reading":26,"meaning":27,"level":19},"出産手当金","しゅっさんてあてきん","maternity allowance",{"word":29,"reading":30,"meaning":31,"level":19},"育児休業給付金","いくじきゅうぎょうきゅうふきん","parental leave benefit",{"word":33,"reading":34,"meaning":35,"level":19},"産後パパ育休","さんごぱぱいくきゅう","post-birth paternity leave",{"word":37,"reading":38,"meaning":39,"level":19},"出生時育児休業","しゅっしょうじいくじきゅうぎょう","post-birth child-care leave (formal name)",{"word":41,"reading":42,"meaning":43,"level":19},"雇用保険","こようほけん","employment insurance",{"word":45,"reading":46,"meaning":47,"level":19},"健康保険","けんこうほけん","health insurance",{"word":49,"reading":50,"meaning":51,"level":19},"育介法","いくかいほう","Child Care and Family Care Leave Act (abbr.)",{"word":53,"reading":54,"meaning":55,"level":19},"不利益取扱い","ふりえきとりあつかい","disadvantageous treatment",{"word":57,"reading":58,"meaning":59,"level":19},"短時間勤務制度","たんじかんきんむせいど","short-time work system",{"word":61,"reading":62,"meaning":63,"level":19},"復職","ふくしょく","return to work",{"word":65,"reading":66,"meaning":67,"level":19},"公表義務","こうひょうぎむ","disclosure obligation","bj-sankyu-ikukyu-quiz","\n::heading\n[産休]{さんきゅう:maternity leave:N3}・[育休]{いくきゅう:parental leave:N3}とは\n\n#en\nWhat Are Sankyu and Ikukyu?\n::\n\n::para\n[日本]{にほん:Japan:N5}の[出産]{しゅっさん:childbirth:N3}・[育児]{いくじ:child-rearing:N2}に[関わる]{かかわる:related to:N3}[休業]{きゅうぎょう:leave of absence:N4}[制度]{せいど:system:N3}は[大きく]{おおきく:broadly:N5}[二つ]{ふたつ:two:N5}に[分かれます]{わかれます:are divided:N5}。[一つ]{ひとつ:one:N5}は[労働基準法]{ろうどうきじゅんほう:Labor Standards Act:N1}に[基づく]{もとづく:based on:N1}[産前産後休業]{さんぜんさんごきゅうぎょう:maternity leave:N3}（[略称]{りゃくしょう:abbreviation:N1}「[産休]{さんきゅう:sankyu:N3}」）、もう[一つ]{ひとつ:one:N5}は[育児・介護休業法]{いくじかいごきゅうぎょうほう:Child Care and Family Care Leave Act:N1}（[略称]{りゃくしょう:abbreviation:N1}「[育介法]{いくかいほう:ikukai-hou:N2}」）に[基づく]{もとづく:based on:N1}[育児休業]{いくじきゅうぎょう:child-care leave:N2}（「[育休]{いくきゅう:ikukyu:N3}」）です。[根拠]{こんきょ:legal basis:N1}[法]{ほう:law:N3}が[異なる]{ことなる:differ:N1}ため、[要件]{ようけん:requirements:N3}も[給付]{きゅうふ:benefit:N3}の[支払]{しはらい:payment:N3}[元]{もと:source:N4}も[別]{べつ:different:N4}になります。\n\n#en\nJapan's leave systems for childbirth and child-rearing fall into two broad buckets. One is \"sankyu\" (pre\u002Fpost-natal maternity leave) under the Labor Standards Act. The other is \"ikukyu\" (child-care leave) under the Child Care and Family Care Leave Act (\"ikukai-hou\"). Because the underlying laws differ, so do the eligibility requirements and the source of benefit payments.\n::\n\n::heading\n[産休]{さんきゅう:maternity leave:N3}：[産前]{さんぜん:prenatal:N3}6[週]{しゅう:weeks:N4}・[産後]{さんご:postnatal:N3}8[週]{しゅう:weeks:N4}\n\n#en\nMaternity Leave: 6 Weeks Prenatal, 8 Weeks Postnatal\n::\n\n::para\n[産前休業]{さんぜんきゅうぎょう:prenatal leave:N3}は[出産]{しゅっさん:childbirth:N3}[予定日]{よていび:due date:N3}の6[週間]{しゅうかん:weeks:N4}[前]{まえ:before:N5}（[多胎]{たたい:multiple birth:N1}[妊娠]{にんしん:pregnancy:N1}の[場合]{ばあい:case:N3}は14[週間]{しゅうかん:weeks:N4}[前]{まえ:before:N5}）から[請求]{せいきゅう:request:N1}できます（[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}65[条]{じょう:article:N1}[第]{だい:para.:N1}1[項]{こう:paragraph:N1}）。[産後休業]{さんごきゅうぎょう:postnatal leave:N3}は[出産]{しゅっさん:childbirth:N3}[翌日]{よくじつ:next day:N2}から8[週間]{しゅうかん:weeks:N4}は[原則]{げんそく:in principle:N2}[就業]{しゅうぎょう:work:N1}[禁止]{きんし:prohibited:N2}（[強制]{きょうせい:mandatory:N3}[休業]{きゅうぎょう:leave:N4}）です。ただし[産後]{さんご:postnatal:N3}6[週間]{しゅうかん:weeks:N4}を[経過]{けいか:elapsed:N3}し、[本人]{ほんにん:the person:N5}が[請求]{せいきゅう:request:N1}し[医師]{いし:doctor:N3}が[支障]{ししょう:problem:N1}なしと[認めた]{みとめた:certified:N3}[業務]{ぎょうむ:duties:N3}には[就かせる]{つかせる:assign:N1}ことができます（[同条]{どうじょう:same article:N1}[第]{だい:para.:N1}2[項]{こう:paragraph:N1}）。\n\n#en\nPrenatal leave can be requested starting 6 weeks before the expected delivery date (14 weeks for multiple-birth pregnancies) under LSA Art. 65 para. 1. Postnatal leave is in principle a mandatory work prohibition for 8 weeks after delivery. However, after 6 postnatal weeks have elapsed, the worker may — at her own request and with a doctor's certification of no impediment — return to duties (same article, para. 2).\n::\n\n::callout\n[暗記]{あんき:memorize:N3}[ポイント]{ぽいんと:point}：「[前]{まえ:before:N5}6・[後]{あと:after:N5}8、[双子]{ふたご:twins:N2}は[前]{まえ:before:N5}14」と[覚え]{おぼえ:memorize:N3}ましょう。[産前]{さんぜん:prenatal:N3}は[本人]{ほんにん:the person:N5}の[請求]{せいきゅう:request:N1}が[必要]{ひつよう:needed:N3}（[任意]{にんい:optional:N3}）、[産後]{さんご:postnatal:N3}8[週間]{しゅうかん:weeks:N4}は[強制]{きょうせい:mandatory:N3}（[本人]{ほんにん:the person:N5}が[働きたくても]{はたらきたくても:even if she wants to work:N3}[原則]{げんそく:in principle:N2}[ダメ]{だめ:no}）という[非対称性]{ひたいしょうせい:asymmetry:N1}が[頻出]{ひんしゅつ:frequently appears:N1}[論点]{ろんてん:exam point:N3}です。\n\n#en\nMemorize: \"6 before, 8 after; twins → 14 before.\" A frequent exam point is the asymmetry: prenatal leave requires the worker's REQUEST (optional), but the first 8 postnatal weeks are MANDATORY (in principle, she cannot work even if she wants to).\n::\n\n::heading\n[出産手当金]{しゅっさんてあてきん:maternity allowance:N3}（[健康保険]{けんこうほけん:health insurance:N1}）\n\n#en\nMaternity Allowance (Health Insurance)\n::\n\n::para\n[産休]{さんきゅう:maternity leave:N3}[期間中]{きかんちゅう:during:N3}は[多く]{おおく:many:N4}の[企業]{きぎょう:companies:N1}で[給与]{きゅうよ:salary:N3}は[支払われません]{しはらわれません:not paid:N3}が、[健康保険]{けんこうほけん:health insurance:N1}から[出産手当金]{しゅっさんてあてきん:maternity allowance:N3}が[支給]{しきゅう:provided:N3}されます（[健康保険法]{けんこうほけんほう:Health Insurance Act:N1}[第]{だい:art.:N1}102[条]{じょう:article:N1}）。[支給額]{しきゅうがく:benefit amount:N2}は[標準]{ひょうじゅん:standard:N1}[報酬]{ほうしゅう:remuneration:N1}[日額]{にちがく:daily amount:N2}の3[分の]{ぶんの:divided by:N5}2、[つまり]{つまり:in other words}おおむね[給与]{きゅうよ:salary:N3}の[約]{やく:approximately:N3}67[％]{ぱーせんと:percent}が[産前]{さんぜん:prenatal:N3}42[日]{にち:days:N5}＋[産後]{さんご:postnatal:N3}56[日]{にち:days:N5}の[範囲]{はんい:range:N1}で[支給]{しきゅう:paid:N3}されます。[国民健康保険]{こくみんけんこうほけん:National Health Insurance:N1}（[自営業]{じえいぎょう:self-employed:N2}[者]{しゃ:person:N4}など）には[原則]{げんそく:in principle:N2}この[制度]{せいど:system:N3}はありません。\n\n#en\nDuring maternity leave, most employers do not pay salary, but the Health Insurance system pays a maternity allowance (Health Insurance Act Art. 102). The benefit is two-thirds of the standard remuneration daily amount — roughly 67% of regular wages — paid across 42 prenatal days plus 56 postnatal days. Note that National Health Insurance (for the self-employed, etc.) does not in principle offer this benefit.\n::\n\n::para\n[産休]{さんきゅう:maternity leave:N3}[期間中]{きかんちゅう:during:N3}は、[健康保険]{けんこうほけん:health insurance:N1}・[厚生年金]{こうせいねんきん:welfare pension:N2}の[保険料]{ほけんりょう:premiums:N1}が[本人]{ほんにん:the worker:N5}・[会社]{かいしゃ:company:N4}[負担]{ふたん:burden:N2}とも[免除]{めんじょ:exempted:N1}されます（[平成]{へいせい:Heisei:N3}26[年]{ねん:year:N5}4[月]{がつ:month:N5}[施行]{しこう:enforced:N1}）。[免除]{めんじょ:exemption:N1}を[受けても]{うけても:even if received:N3}[年金]{ねんきん:pension:N5}[受給]{じゅきゅう:benefit:N3}の[計算]{けいさん:calculation:N2}[上]{じょう:in terms of:N5}は「[支払い]{しはらい:paid:N3}[があった]{があった:there was}」と[扱われ]{あつかわれ:treated:N1}、[将来]{しょうらい:future:N2}の[年金額]{ねんきんがく:pension amount:N2}は[減りません]{へりません:does not decrease:N2}。[実務]{じつむ:practical:N3}[上]{じょう:in terms:N5}は[人事]{じんじ:HR:N4}が[年金事務所]{ねんきんじむしょ:Pension Office:N3}に[産前産後休業]{さんぜんさんごきゅうぎょう:maternity leave:N3}[取得者]{しゅとくしゃ:taker:N3}[申出書]{もうしでしょ:notification form:N3}を[提出]{ていしゅつ:submit:N1}します。\n\n#en\nDuring maternity leave, both the worker's and the company's portions of Health Insurance and Welfare Pension premiums are exempted (effective April 2014). Even with the exemption, for pension calculation purposes the period is treated AS IF premiums were paid, so future pension amounts are not reduced. In practice, HR submits a \"Maternity Leave Taker Notification Form\" to the Pension Office.\n::\n\n::heading\n[育休]{いくきゅう:parental leave:N3}：[原則]{げんそく:in principle:N2}[子]{こ:child:N5}が1[歳]{さい:year old:N3}まで\n\n#en\nIkukyu: In Principle Until the Child Turns 1\n::\n\n::para\n[育児休業]{いくじきゅうぎょう:child-care leave:N2}は[育介法]{いくかいほう:Child Care Leave Act:N2}に[基づき]{もとづき:based on:N1}、[原則]{げんそく:in principle:N2}として[子]{こ:child:N5}が1[歳]{さい:year old:N3}に[達する]{たっする:reach:N3}までの[期間]{きかん:period:N3}[取得]{しゅとく:take:N3}できます（[育介法]{いくかいほう:Act:N2}[第]{だい:art.:N1}5[条]{じょう:article:N1}[第]{だい:para.:N1}1[項]{こう:paragraph:N1}）。[保育所]{ほいくしょ:daycare:N1}に[入所]{にゅうしょ:entry:N3}できないなど[一定]{いってい:certain:N3}の[事情]{じじょう:circumstances:N3}が[あれば]{あれば:if there are}[最長]{さいちょう:longest:N3}2[歳]{さい:years:N3}まで[延長]{えんちょう:extend:N2}できます。[父母]{ふぼ:parents:N5}[ともに]{ともに:both}[取得]{しゅとく:take:N3}する「[パパ・ママ育休]{ぱぱままいくきゅう:papa-mama ikukyu:N3}プラス」を[利用]{りよう:use:N3}すれば1[歳]{さい:year old:N3}2か[月]{げつ:months:N5}まで[延長]{えんちょう:extend:N2}できます。[男性]{だんせい:male:N3}も[当然]{とうぜん:of course:N3}[対象]{たいしょう:eligible:N2}で、[要件]{ようけん:requirements:N3}を[満たせば]{みたせば:if met:N3}[拒否]{きょひ:refuse:N1}は[できません]{できません:cannot}。\n\n#en\nChild-care leave under the Child Care Leave Act can in principle be taken until the child reaches age 1 (Art. 5 para. 1). It can be extended to a maximum of age 2 if certain circumstances exist, such as inability to enroll the child in daycare. Using the \"Papa-Mama Ikukyu Plus\" system — when both parents take leave — extends entitlement to 1 year and 2 months. Men are of course eligible; if requirements are met, the employer cannot refuse.\n::\n\n::heading\n[育児休業給付金]{いくじきゅうぎょうきゅうふきん:parental leave benefit:N2}（[雇用保険]{こようほけん:employment insurance:N1}）\n\n#en\nParental Leave Benefit (Employment Insurance)\n::\n\n::para\n[育休]{いくきゅう:parental leave:N3}[期間中]{きかんちゅう:during:N3}も[原則]{げんそく:in principle:N2}[無給]{むきゅう:unpaid:N3}ですが、[雇用保険]{こようほけん:employment insurance:N1}から[育児休業給付金]{いくじきゅうぎょうきゅうふきん:parental leave benefit:N2}が[支給]{しきゅう:provided:N3}されます（[雇用保険法]{こようほけんほう:Employment Insurance Act:N1}[第]{だい:art.:N1}61[条]{じょう:article:N1}の7）。[支給率]{しきゅうりつ:benefit rate:N1}は[最初]{さいしょ:first:N3}の6か[月]{げつ:months:N5}（180[日]{にち:days:N5}）が[休業]{きゅうぎょう:leave:N4}[開始]{かいし:start:N4}[時]{じ:time:N5}[賃金]{ちんぎん:wages:N1}の67[％]{ぱーせんと:percent}、それ[以降]{いこう:after that:N3}は50[％]{ぱーせんと:percent}です。[支給]{しきゅう:benefit:N3}には[上限]{じょうげん:cap:N3}・[下限]{かげん:floor:N3}があり、[毎年]{まいとし:annually:N5}8[月]{がつ:month:N5}に[改定]{かいてい:revised:N2}されます。\n\n#en\nChild-care leave is also in principle unpaid, but Employment Insurance pays a parental leave benefit (Employment Insurance Act Art. 61-7). The rate is 67% of the wages at the start of leave for the first 6 months (180 days), and 50% thereafter. The benefit has both a cap and a floor, revised every August.\n::\n\n::callout\n[実務]{じつむ:practical:N3}[ポイント]{ぽいんと:point}：[社会保険料]{しゃかいほけんりょう:social insurance premiums:N1}が[免除]{めんじょ:exempted:N1}され、[給付金]{きゅうふきん:benefit:N3}は[非課税]{ひかぜい:non-taxable:N2}のため、[手取り]{てどり:take-home:N3}[ベース]{べーす:basis}では[最初]{さいしょ:first:N3}の6か[月]{げつ:months:N5}は[実質]{じっしつ:effectively:N3}[約]{やく:approximately:N3}80[％]{ぱーせんと:percent}の[水準]{すいじゅん:level:N2}を[確保]{かくほ:secure:N1}できます。[従業員]{じゅうぎょういん:employees:N1}に[説明]{せつめい:explain:N3}する[際]{さい:when:N3}は「[額面]{がくめん:gross:N2}67[％]{ぱーせんと:percent}」ではなく「[手取り]{てどり:take-home:N3}[実質]{じっしつ:effective:N3}80[％]{ぱーせんと:percent}」と[伝える]{つたえる:convey:N3}と[安心]{あんしん:reassurance:N4}されやすいです。\n\n#en\nPractical point: because social insurance premiums are exempted and the benefit is tax-free, on a take-home basis, the first 6 months effectively secure roughly 80% of prior pay. When explaining this to employees, framing it as \"effectively 80% take-home\" rather than \"67% gross\" is more reassuring.\n::\n\n::heading\n[産後パパ育休]{さんごぱぱいくきゅう:post-birth paternity leave:N3}（[出生時育児休業]{しゅっしょうじいくじきゅうぎょう:post-birth child-care leave:N2}）\n\n#en\nPost-Birth Paternity Leave (Formal Name: Shusshou-ji Ikukyu)\n::\n\n::para\n2022[年]{ねん:year:N5}10[月]{がつ:month:N5}[施行]{しこう:enforced:N1}の[改正]{かいせい:amendment:N2}[育介法]{いくかいほう:Child Care Leave Act:N2}により、[男性]{だんせい:male:N3}[労働者]{ろうどうしゃ:worker:N3}の[育休]{いくきゅう:parental leave:N3}[取得]{しゅとく:take:N3}を[後押し]{あとおし:promote:N3}するため[産後パパ育休]{さんごぱぱいくきゅう:post-birth paternity leave:N3}（[正式]{せいしき:formal:N3}[名称]{めいしょう:name:N1}：[出生時育児休業]{しゅっしょうじいくじきゅうぎょう:post-birth child-care leave:N2}）が[創設]{そうせつ:created:N1}されました（[育介法]{いくかいほう:Act:N2}[第]{だい:art.:N1}9[条]{じょう:article:N1}の2）。[子]{こ:child:N5}の[出生]{しゅっしょう:birth:N5}[後]{ご:after:N5}8[週間]{しゅうかん:weeks:N4}[以内]{いない:within:N3}に、[最大]{さいだい:max:N3}4[週間]{しゅうかん:weeks:N4}（28[日]{にち:days:N5}）まで[取得]{しゅとく:take:N3}でき、2[回]{かい:times:N3}まで[分割]{ぶんかつ:split:N3}[取得]{しゅとく:taking:N3}が[可能]{かのう:possible:N3}です。[通常]{つうじょう:regular:N3}の[育休]{いくきゅう:parental leave:N3}とは[別枠]{べつわく:separate:N1}なので、[後]{あと:later:N5}に[通常]{つうじょう:regular:N3}の[育休]{いくきゅう:parental leave:N3}も[取得]{しゅとく:take:N3}できます。\n\n#en\nEffective October 2022, an amendment to the Child Care Leave Act created post-birth paternity leave — formally \"shusshou-ji ikukyu\" — to promote leave-taking by male workers (Art. 9-2). It allows up to 4 weeks (28 days) within 8 weeks of the child's birth, and may be split into 2 separate periods. Because it is a SEPARATE bucket from regular ikukyu, a worker can still take regular ikukyu afterward.\n::\n\n::para\n[産後パパ育休]{さんごぱぱいくきゅう:post-birth paternity leave:N3}[中]{ちゅう:during:N5}は、[労使協定]{ろうしきょうてい:labor-management agreement:N2}を[締結]{ていけつ:conclude:N1}し[個別]{こべつ:individual:N2}[合意]{ごうい:agreement:N3}があれば[就業]{しゅうぎょう:work:N1}も[可能]{かのう:possible:N3}（[ただし]{ただし:however}[休業]{きゅうぎょう:leave:N4}[期間中]{きかんちゅう:during:N3}の[所定]{しょてい:scheduled:N3}[労働日]{ろうどうび:working days:N3}・[時間]{じかん:hours:N5}の[半分]{はんぶん:half:N5}まで）です。[給付金]{きゅうふきん:benefit:N3}も[同率]{どうりつ:same rate:N1}（67[％]{ぱーせんと:percent}）が[支給]{しきゅう:provided:N3}されます。[通常]{つうじょう:regular:N3}の[育休]{いくきゅう:parental leave:N3}も2[回]{かい:times:N3}まで[分割]{ぶんかつ:split:N3}[取得]{しゅとく:taking:N3}が[可能]{かのう:possible:N3}になり、[父母]{ふぼ:parents:N5}[交互]{こうご:alternating:N3}に[休業]{きゅうぎょう:leave:N4}を[取り合う]{とりあう:share-take:N3}[柔軟]{じゅうなん:flexible:N2}な[運用]{うんよう:operation:N4}が[実現]{じつげん:realized:N3}しました。\n\n#en\nDuring post-birth paternity leave, work is permitted IF a labor-management agreement is in place and the individual consents — capped at half of the scheduled working days\u002Fhours during the leave period. The benefit pays the same 67% rate. Regular ikukyu is also now split-takeable up to 2 times, enabling flexible \"alternating leave\" between parents.\n::\n\n::heading\n2025[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}：[男性]{だんせい:male:N3}[育休]{いくきゅう:parental leave:N3}[公表]{こうひょう:disclosure:N3}[義務]{ぎむ:obligation:N1}の[拡大]{かくだい:expansion:N1}\n\n#en\nThe 2025 Amendment: Expansion of Male Ikukyu Disclosure Obligations\n::\n\n::para\n2023[年]{ねん:year:N5}4[月]{がつ:month:N5}より[従業員]{じゅうぎょういん:employees:N1}1,000[人]{にん:people:N5}[超]{ちょう:over:N2}の[企業]{きぎょう:company:N1}に[男性]{だんせい:male:N3}[労働者]{ろうどうしゃ:worker:N3}の[育休]{いくきゅう:parental leave:N3}[取得率]{しゅとくりつ:take-up rate:N1}の[公表]{こうひょう:disclosure:N3}が[義務付け]{ぎむづけ:obligated:N1}られました。2025[年]{ねん:year:N5}4[月]{がつ:month:N5}[施行]{しこう:enforced:N1}の[改正]{かいせい:amendment:N2}[育介法]{いくかいほう:Child Care Leave Act:N2}では、この[公表]{こうひょう:disclosure:N3}[義務]{ぎむ:obligation:N1}が[従業員]{じゅうぎょういん:employees:N1}300[人]{にん:people:N5}[超]{ちょう:over:N2}の[企業]{きぎょう:company:N1}まで[拡大]{かくだい:expanded:N1}されました。[公表]{こうひょう:disclosure:N3}は[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}の「[両立支援]{りょうりつしえん:work-life support:N1}のひろば」など[インターネット]{いんたーねっと:internet}を[利用]{りよう:use:N3}した[一般]{いっぱん:general:N2}[公衆]{こうしゅう:public:N1}が[閲覧]{えつらん:view:N1}できる[方法]{ほうほう:method:N3}で[行う]{おこなう:perform:N5}[必要]{ひつよう:need:N3}があります。\n\n#en\nFrom April 2023, companies with more than 1,000 employees became obligated to disclose the take-up rate of male workers' parental leave. The 2025 Child Care Leave Act amendment, effective April 2025, expanded this disclosure obligation to companies with more than 300 employees. Disclosure must be made via internet methods accessible to the general public — such as the Ministry of Health, Labour and Welfare's \"Work-Life Support Plaza\" portal.\n::\n\n::para\n[併せて]{あわせて:in conjunction:N1}、[育休]{いくきゅう:parental leave:N3}[取得]{しゅとく:take:N3}[状況]{じょうきょう:status:N2}や[残業]{ざんぎょう:overtime:N3}[時間]{じかん:hours:N5}を[把握]{はあく:grasp:N1}し、[行動]{こうどう:action:N4}[計画]{けいかく:plan:N4}を[策定]{さくてい:formulate:N1}・[公表]{こうひょう:disclose:N3}することも[求められて]{もとめられて:required:N3}います。[男性]{だんせい:male:N3}[育休]{いくきゅう:parental leave:N3}を[取得]{しゅとく:take:N3}しやすい[職場]{しょくば:workplace:N3}[環境]{かんきょう:environment:N1}の[整備]{せいび:development:N1}が[企業]{きぎょう:companies:N1}の[評価]{ひょうか:evaluation:N1}に[直結]{ちょっけつ:directly linked:N1}する[時代]{じだい:era:N4}になり、[採用]{さいよう:recruitment:N2}・[ESG]{いーえすじー:ESG}[評価]{ひょうか:evaluation:N1}の[観点]{かんてん:perspective:N3}からも[重要]{じゅうよう:important:N3}な[指標]{しひょう:indicator:N1}と[位置付けられて]{いちづけられて:positioned:N3}います。\n\n#en\nCompanies are also required to assess parental-leave-taking and overtime data, formulate an action plan, and disclose it. Building a workplace environment where men can readily take ikukyu now directly affects corporate evaluation, and is positioned as an important indicator from recruitment and ESG perspectives.\n::\n\n::heading\n[復職]{ふくしょく:return-to-work:N2}[フロー]{ふろー:flow}と[短時間勤務制度]{たんじかんきんむせいど:short-time work system:N2}\n\n#en\nReturn-to-Work Flow and the Short-Time Work System\n::\n\n::para\n[育休]{いくきゅう:parental leave:N3}[終了]{しゅうりょう:end:N2}[予定]{よてい:scheduled:N3}[日]{ひ:day:N5}の[1か月]{いっかげつ:one month:N5}[前]{まえ:before:N5}までに[人事]{じんじ:HR:N4}と[復職]{ふくしょく:return:N2}[面談]{めんだん:interview:N3}を[行い]{おこない:conduct:N5}、[配属]{はいぞく:assignment:N1}・[勤務]{きんむ:work:N3}[条件]{じょうけん:conditions:N1}・[保育]{ほいく:childcare:N1}[手配]{てはい:arrangements:N3}を[確認]{かくにん:confirm:N3}するのが[一般的]{いっぱんてき:typical:N2}な[実務]{じつむ:practice:N3}です。[育介法]{いくかいほう:Act:N2}は[3歳]{さんさい:age 3:N3}[未満]{みまん:under:N3}の[子]{こ:child:N5}を[養育]{よういく:rear:N1}する[労働者]{ろうどうしゃ:worker:N3}に[対し]{たいし:to:N3}、1[日]{にち:day:N5}[原則]{げんそく:in principle:N2}6[時間]{じかん:hours:N5}の[短時間勤務制度]{たんじかんきんむせいど:short-time work system:N2}（[育介法]{いくかいほう:Act:N2}[第]{だい:art.:N1}23[条]{じょう:article:N1}）の[利用]{りよう:use:N3}を[認める]{みとめる:permit:N3}ことを[事業主]{じぎょうぬし:employer:N4}に[義務付け]{ぎむづけ:obligates:N1}ています。[残業]{ざんぎょう:overtime:N3}[免除]{めんじょ:exemption:N1}（[同]{どう:same:N4}[第]{だい:art.:N1}16[条]{じょう:article:N1}の8）、[深夜業]{しんやぎょう:late-night work:N3}[制限]{せいげん:restriction:N3}（[同]{どう:same:N4}[第]{だい:art.:N1}19[条]{じょう:article:N1}）も[請求]{せいきゅう:request:N1}できます。\n\n#en\nStandard practice is to hold a return-to-work interview with HR by one month before the scheduled end of leave, confirming assignment, working conditions, and childcare arrangements. The Child Care Leave Act obligates employers to permit workers raising a child under age 3 to use the short-time work system — in principle a 6-hour day (Art. 23). Workers may also request overtime exemption (Art. 16-8) and night-work restriction (Art. 19).\n::\n\n::para\n2025[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}では、[3歳]{さんさい:age 3:N3}から[小学校]{しょうがっこう:elementary school:N5}[就学]{しゅうがく:entry:N1}[前]{まえ:before:N5}までの[子]{こ:child:N5}を[養育]{よういく:rear:N1}する[労働者]{ろうどうしゃ:worker:N3}に[対し]{たいし:to:N3}、[始業]{しぎょう:start time:N4}[時刻]{じこく:time:N3}[変更]{へんこう:change:N3}・[テレワーク]{てれわーく:telework}・[時短]{じたん:short hours:N2}など[複数]{ふくすう:multiple:N2}の[両立支援]{りょうりつしえん:work-life support:N1}[措置]{そち:measures:N1}から[2つ]{ふたつ:two}[以上]{いじょう:or more:N4}を[選択]{せんたく:select:N1}して[提供]{ていきょう:provide:N1}する[義務]{ぎむ:obligation:N1}も[新設]{しんせつ:newly established:N2}されました（[2025年]{にせんにじゅうごねん:2025:N5}10[月]{がつ:month:N5}[施行]{しこう:enforced:N1}）。[復職]{ふくしょく:return-to-work:N2}[後]{ご:after:N5}の[キャリア]{きゃりあ:career}[継続]{けいぞく:continuation:N1}を[支援]{しえん:support:N1}する[制度]{せいど:system:N3}は[年々]{ねんねん:year by year:N5}[厚く]{あつく:thicker:N2}なっています。\n\n#en\nThe 2025 amendment also newly obligates employers to offer at least two from a menu of work-life support measures — flexible start times, telework, short hours, etc. — to workers raising a child between age 3 and elementary school entry (effective October 2025). Support systems for sustaining careers after return-to-work are growing year by year.\n::\n\n::heading\n[不利益取扱い]{ふりえきとりあつかい:disadvantageous treatment:N1}の[禁止]{きんし:prohibition:N2}\n\n#en\nProhibition of Disadvantageous Treatment\n::\n\n::para\n[産休]{さんきゅう:maternity leave:N3}・[育休]{いくきゅう:parental leave:N3}の[申出]{もうしで:application:N3}や[取得]{しゅとく:taking:N3}を[理由]{りゆう:reason:N3}として、[解雇]{かいこ:dismissal:N2}・[降格]{こうかく:demotion:N3}・[減給]{げんきゅう:pay cut:N2}・[不利な]{ふりな:disadvantageous:N3}[配置転換]{はいちてんかん:reassignment:N2}などの[不利益取扱い]{ふりえきとりあつかい:disadvantageous treatment:N1}を[行う]{おこなう:perform:N5}ことは[男女雇用機会均等法]{だんじょこようきかいきんとうほう:Equal Employment Opportunity Act:N2}[第]{だい:art.:N1}9[条]{じょう:article:N1}・[育介法]{いくかいほう:Child Care Leave Act:N2}[第]{だい:art.:N1}10[条]{じょう:article:N1}で[明確]{めいかく:clearly:N3}に[禁止]{きんし:prohibited:N2}されています。[いわゆる]{いわゆる:so-called}「[マタハラ]{またはら:mata-hara}」「[パタハラ]{ぱたはら:pata-hara}」（[マタニティ]{またにてぃ:maternity}・[パタニティ]{ぱたにてぃ:paternity}[ハラスメント]{はらすめんと:harassment}）に[該当]{がいとう:correspond:N1}し、[防止]{ぼうし:prevention:N2}[措置]{そち:measures:N1}を[講じる]{こうじる:implement:N2}ことも[事業主]{じぎょうぬし:employer:N4}の[義務]{ぎむ:obligation:N1}です（[均等法]{きんとうほう:Equal Opportunity Act:N2}[第]{だい:art.:N1}11[条]{じょう:article:N1}の3、[育介法]{いくかいほう:Act:N2}[第]{だい:art.:N1}25[条]{じょう:article:N1}）。\n\n#en\nDisadvantageous treatment — dismissal, demotion, pay cut, unfavorable reassignment, etc. — based on the application or taking of maternity or parental leave is clearly prohibited under Equal Employment Opportunity Act Art. 9 and Child Care Leave Act Art. 10. Such acts qualify as \"mata-hara\" or \"pata-hara\" (maternity\u002Fpaternity harassment), and employers are obligated to implement preventive measures (Equal Opportunity Act Art. 11-3, Child Care Leave Act Art. 25).\n::\n\n::para\n[最高裁]{さいこうさい:Supreme Court:N1}[広島]{ひろしま:Hiroshima:N2}[中央]{ちゅうおう:Central:N2}[保健]{ほけん:Health:N1}[生協]{せいきょう:Co-op:N2}[事件]{じけん:case:N3}（[平成]{へいせい:Heisei:N3}26[年]{ねん:year:N5}10[月]{がつ:month:N5}23[日]{にち:day:N5}）は、[妊娠]{にんしん:pregnancy:N1}を[契機]{けいき:occasion:N1}とする[降格]{こうかく:demotion:N3}は[原則]{げんそく:in principle:N2}[違法]{いほう:illegal:N3}・[無効]{むこう:invalid:N2}と[判示]{はんじ:ruled:N3}しました。[本人]{ほんにん:the person:N5}の[自由]{じゆう:free:N3}な[意思]{いし:will:N4}に[基づく]{もとづく:based on:N1}[同意]{どうい:consent:N4}があり[業務]{ぎょうむ:business:N3}[上の]{じょうの:operational:N5}[特段]{とくだん:special:N3}の[必要性]{ひつようせい:necessity:N3}が[認められる]{みとめられる:recognized:N3}[場合]{ばあい:case:N3}に[限り]{かぎり:only:N3}[例外]{れいがい:exception:N3}が[認められる]{みとめられる:permitted:N3}という[厳しい]{きびしい:strict:N1}[基準]{きじゅん:standard:N1}が[示されて]{しめされて:set out:N3}おり、[実務]{じつむ:practice:N3}[上]{じょう:in terms of:N5}[極めて]{きわめて:extremely:N2}[重要]{じゅうよう:important:N3}な[判例]{はんけつ:precedent:N3}です。\n\n#en\nThe Supreme Court's Hiroshima Central Health Co-op case (October 23, 2014) ruled that a demotion on the occasion of pregnancy is in principle illegal and void. Exceptions are permitted ONLY where the worker consented based on her free will AND a special operational necessity is recognized — a strict standard that is critically important in practice.\n::\n\n::heading\n[外国人]{がいこくじん:foreign:N5}[従業員]{じゅうぎょういん:employees:N1}も[同条件]{どうじょうけん:same conditions:N1}\n\n#en\nForeign Employees Receive the Same Treatment\n::\n\n::para\n[産休]{さんきゅう:maternity leave:N3}・[育休]{いくきゅう:parental leave:N3}と[各種]{かくしゅ:various:N2}[給付金]{きゅうふきん:benefits:N3}は、[国籍]{こくせき:nationality:N2}を[問わず]{とわず:regardless of:N4}[日本]{にほん:Japan:N5}の[健康保険]{けんこうほけん:health insurance:N1}・[雇用保険]{こようほけん:employment insurance:N1}に[加入]{かにゅう:enrolled:N3}し[要件]{ようけん:requirements:N3}を[満たす]{みたす:meet:N3}[全て]{すべて:all:N3}の[労働者]{ろうどうしゃ:worker:N3}に[同一]{どういつ:identically:N4}に[適用]{てきよう:applies:N3}されます。[在留資格]{ざいりゅうしかく:residence status:N3}（[技術]{ぎじゅつ:engineer:N2}・[人文]{じんぶん:humanities:N4}・[国際業務]{こくさいぎょうむ:international services:N3}、[特定技能]{とくていぎのう:specified skilled worker:N2}、[永住者]{えいじゅうしゃ:permanent resident:N2}など）にかかわらず、[育休]{いくきゅう:parental leave:N3}を[取得]{しゅとく:take:N3}できますし、[出産手当金]{しゅっさんてあてきん:maternity allowance:N3}・[育児休業給付金]{いくじきゅうぎょうきゅうふきん:parental leave benefit:N2}も[受給]{じゅきゅう:receive:N3}できます。\n\n#en\nMaternity and parental leave and the various benefits apply equally to ALL workers enrolled in Japan's health and employment insurance and meeting the requirements — regardless of nationality. Regardless of residence status (Engineer\u002FHumanities\u002FInternational Services, Specified Skilled Worker, Permanent Resident, etc.), foreign workers can take ikukyu and receive both the maternity allowance and the parental leave benefit.\n::\n\n::callout\n[実務]{じつむ:practical:N3}[ポイント]{ぽいんと:point}：[外国人]{がいこくじん:foreign:N5}[従業員]{じゅうぎょういん:employees:N1}に[育休]{いくきゅう:parental leave:N3}を[取得]{しゅとく:take:N3}させる[際]{さい:when:N3}、[在留期間]{ざいりゅうきかん:residence period:N3}の[更新]{こうしん:renewal:N3}と[育休]{いくきゅう:parental leave:N3}[期間]{きかん:period:N3}が[重なる]{かさなる:overlap:N4}[場合]{ばあい:case:N3}は[入管手続]{にゅうかんてつづき:immigration procedures:N2}に[注意]{ちゅうい:caution:N4}が[必要]{ひつよう:needed:N3}です。[育休]{いくきゅう:parental leave:N3}[中]{ちゅう:during:N5}でも[在留資格]{ざいりゅうしかく:residence status:N3}は[継続]{けいぞく:continues:N1}しますが、[更新]{こうしん:renewal:N3}[申請]{しんせい:application:N1}[時]{じ:time:N5}に[育休]{いくきゅう:parental leave:N3}[中]{ちゅう:during:N5}である[旨]{むね:fact:N1}を[在職証明書]{ざいしょくしょうめいしょ:certificate of employment:N1}に[明記]{めいき:clearly state:N3}するなど[配慮]{はいりょ:consideration:N1}が[望ましい]{のぞましい:desirable:N3}です。\n\n#en\nPractical point: when a foreign employee takes ikukyu and the leave period overlaps with a residence-period renewal, attention to immigration procedures is needed. Residence status continues during ikukyu, but it is desirable for the certificate of employment submitted with the renewal application to clearly state that the worker is on parental leave.\n::\n\n::heading\n[手続]{てつづき:procedures:N3}[フロー]{ふろー:flow}まとめ\n\n#en\nProcedural Flow Summary\n::\n\n::para\n[妊娠]{にんしん:pregnancy:N1}[判明]{はんめい:confirmed:N3}[後]{ご:after:N5}の[標準]{ひょうじゅん:standard:N1}[フロー]{ふろー:flow}は[次の]{つぎの:as follows:N3}[通り]{とおり:the following:N4}：①[本人]{ほんにん:worker:N5}から[人事]{じんじ:HR:N4}へ[妊娠]{にんしん:pregnancy:N1}・[出産]{しゅっさん:birth:N3}[予定]{よてい:expected:N3}の[報告]{ほうこく:report:N3}、②[産休]{さんきゅう:maternity leave:N3}[開始]{かいし:start:N4}[予定]{よてい:scheduled:N3}[日]{ひ:day:N5}の[1か月]{いっかげつ:1 month:N5}[前]{まえ:before:N5}までに[産休]{さんきゅう:maternity leave:N3}[届]{とどけ:notification:N2}・[育休]{いくきゅう:parental leave:N3}[申出書]{もうしでしょ:application:N3}[提出]{ていしゅつ:submit:N1}、③[人事]{じんじ:HR:N4}が[健保]{けんぽ:health insurance:N1}・[年金]{ねんきん:pension:N5}[免除]{めんじょ:exemption:N1}[届]{とどけ:notification:N2}、[出産手当金]{しゅっさんてあてきん:maternity allowance:N3}[請求書]{せいきゅうしょ:claim form:N1}を[各]{かく:each:N2}[保険者]{ほけんしゃ:insurer:N1}に[提出]{ていしゅつ:submit:N1}、④[出産]{しゅっさん:birth:N3}[後]{ご:after:N5}は[ハローワーク]{はろーわーく:Hello Work}に[育児休業給付金]{いくじきゅうぎょうきゅうふきん:parental leave benefit:N2}[支給]{しきゅう:benefit:N3}[申請]{しんせい:application:N1}（[原則]{げんそく:in principle:N2}[2か月]{にかげつ:2 months:N5}ごと）、⑤[復職]{ふくしょく:return:N2}[1か月]{いっかげつ:1 month:N5}[前]{まえ:before:N5}までに[復職]{ふくしょく:return:N2}[面談]{めんだん:interview:N3}・[勤務]{きんむ:work:N3}[条件]{じょうけん:conditions:N1}[確定]{かくてい:finalize:N3}。\n\n#en\nThe standard flow after pregnancy is confirmed: (1) worker reports pregnancy\u002Fexpected delivery to HR; (2) by 1 month before the scheduled start of maternity leave, the worker submits the maternity leave notification and ikukyu application; (3) HR submits insurance\u002Fpension premium exemption notifications and the maternity allowance claim form to each insurer; (4) after birth, the parental leave benefit application is filed with Hello Work (in principle, every 2 months); (5) by 1 month before return-to-work, the return interview and working conditions are finalized.\n::\n\n::callout\n[試験対策]{しけんたいさく:exam preparation:N1}まとめ：①[産休]{さんきゅう:maternity leave:N3}＝[産前]{さんぜん:prenatal:N3}6[週]{しゅう:weeks:N4}（[多胎]{たたい:multiples:N1}14[週]{しゅう:weeks:N4}）＋[産後]{さんご:postnatal:N3}8[週]{しゅう:weeks:N4}（[強制]{きょうせい:mandatory:N3}）。②[出産手当金]{しゅっさんてあてきん:maternity allowance:N3}＝[健保]{けんぽ:health insurance:N1}から[標準報酬]{ひょうじゅんほうしゅう:standard remuneration:N1}[日額]{にちがく:daily:N2}の3[分の]{ぶんの:divided by:N5}2（[約]{やく:approx:N3}67[％]{ぱーせんと:percent}）。③[育休]{いくきゅう:parental leave:N3}＝[原則]{げんそく:principle:N2}[子]{こ:child:N5}1[歳]{さい:year old:N3}まで（[最長]{さいちょう:max:N3}2[歳]{さい:years:N3}）、[育児休業給付金]{いくじきゅうぎょうきゅうふきん:parental leave benefit:N2}は[雇用保険]{こようほけん:employment insurance:N1}から[最初]{さいしょ:first:N3}6か[月]{げつ:months:N5}67[％]{ぱーせんと:percent}・[以降]{いこう:after:N3}50[％]{ぱーせんと:percent}。④[産後パパ育休]{さんごぱぱいくきゅう:post-birth paternity leave:N3}＝[出生]{しゅっしょう:birth:N5}[後]{ご:after:N5}8[週]{しゅう:weeks:N4}[以内]{いない:within:N3}に[最大]{さいだい:max:N3}4[週]{しゅう:weeks:N4}、2[回]{かい:times:N3}[分割]{ぶんかつ:split:N3}[可]{か:possible:N4}。⑤[男性]{だんせい:male:N3}[育休]{いくきゅう:parental leave:N3}[取得率]{しゅとくりつ:take-up rate:N1}[公表]{こうひょう:disclosure:N3}[義務]{ぎむ:obligation:N1}＝[従来]{じゅうらい:previously:N1}1,000[人]{にん:people:N5}[超]{ちょう:over:N2}→2025[年]{ねん:year:N5}4[月]{がつ:month:N5}から300[人]{にん:people:N5}[超]{ちょう:over:N2}に[拡大]{かくだい:expanded:N1}。⑥[不利益取扱い]{ふりえきとりあつかい:disadvantageous treatment:N1}は[均等法]{きんとうほう:Equal Opportunity Act:N2}9[条]{じょう:art:N1}・[育介法]{いくかいほう:Act:N2}10[条]{じょう:art:N1}で[禁止]{きんし:prohibited:N2}（[広島]{ひろしま:Hiroshima:N2}[マタハラ]{またはら:mata-hara}[判決]{はんけつ:ruling:N3}）。⑦[国籍]{こくせき:nationality:N2}・[在留資格]{ざいりゅうしかく:residence status:N3}にかかわらず[同条件]{どうじょうけん:same conditions:N1}で[適用]{てきよう:applies:N3}。⑧[社会保険料]{しゃかいほけんりょう:social insurance premiums:N1}は[産休]{さんきゅう:maternity leave:N3}・[育休]{いくきゅう:parental leave:N3}[中]{ちゅう:during:N5}[本人]{ほんにん:worker:N5}・[会社]{かいしゃ:company:N4}[負担]{ふたん:burden:N2}とも[免除]{めんじょ:exempted:N1}。\n\n#en\nEXAM SUMMARY: (1) Sankyu = 6 prenatal weeks (14 for multiples) + 8 postnatal weeks (mandatory). (2) Maternity allowance = 2\u002F3 of standard remuneration daily (~67%) from health insurance. (3) Ikukyu = in principle until child age 1 (max age 2); parental leave benefit from employment insurance is 67% for first 6 months, 50% thereafter. (4) Post-birth paternity leave = up to 4 weeks within 8 weeks of birth, splittable into 2. (5) Male ikukyu take-up disclosure obligation = previously >1,000 employees → expanded to >300 employees from April 2025. (6) Disadvantageous treatment is prohibited under Equal Opportunity Act Art. 9 and Child Care Leave Act Art. 10 (Hiroshima mata-hara ruling). (7) Applies on identical terms regardless of nationality or residence status. (8) Social insurance premiums for both worker and company are exempted during sankyu\u002Fikukyu.\n::\n",{"id":68,"title":71,"titleEn":72,"topicPath":10,"questions":73},"産休・育休 確認テスト","Maternity & Parental Leave Quiz",[74,102,125,148,171],{"id":75,"articleId":6,"question":76,"options":79,"correctLabel":85,"explanation":96,"tags":99},"bj-sankyu-ikukyu-quiz-q01",{"en":77,"jp":78},"Which is the standard maternity-leave period?","[産前]{さんぜん:pre-birth}[産後]{さんご:post-birth}[休業]{きゅうぎょう:leave}（[産休]{さんきゅう:maternity}）の[標準]{ひょうじゅん:standard}[期間]{きかん:period}はどれか。",[80,84,88,92],{"label":81,"jp":82,"en":83},"ア","[産前]{さんぜん:pre}4[週]{しゅう:weeks}・[産後]{さんご:post}6[週]{しゅう:weeks}","4 weeks before, 6 weeks after",{"label":85,"jp":86,"en":87},"イ","[産前]{さんぜん:pre}6[週]{しゅう:weeks}・[産後]{さんご:post}8[週]{しゅう:weeks}","6 weeks before, 8 weeks after",{"label":89,"jp":90,"en":91},"ウ","[産前]{さんぜん:pre}8[週]{しゅう:weeks}・[産後]{さんご:post}10[週]{しゅう:weeks}","8 weeks before, 10 weeks after",{"label":93,"jp":94,"en":95},"エ","[産前]{さんぜん:pre}[産後]{さんご:post}[各]{かく:each}3[ヶ月]{かげつ:months}","3 months each before and after",{"en":97,"jp":98},"Labor Standards Act Article 65: 6 weeks before (14 for multiples), 8 weeks after. The first 6 weeks postpartum is mandatory leave.","[労基法]{ろうきほう:Labor Standards Act}65[条]{じょう:article}：[産前]{さんぜん:pre-birth}6[週]{しゅう:weeks}（[多胎]{たたい:multiples}は14[週]{しゅう:weeks}）・[産後]{さんご:post-birth}8[週]{しゅう:weeks}が[標準]{ひょうじゅん:standard}。[産後]{さんご:post-birth}6[週]{しゅう:weeks}は[強制]{きょうせい:mandatory}[休業]{きゅうぎょう:leave}。",[100,101],"sankyu","period",{"id":103,"articleId":6,"question":104,"options":107,"correctLabel":85,"explanation":120,"tags":123},"bj-sankyu-ikukyu-quiz-q02",{"en":105,"jp":106},"What is the parental-leave benefit rate during the first 6 months?","[育児]{いくじ:childcare}[休業]{きゅうぎょう:leave}[給付金]{きゅうふきん:benefit}の[最初]{さいしょ:initial}6[ヶ月]{かげつ:months}の[給付]{きゅうふ:benefit}[率]{りつ:rate}はどれか。",[108,111,114,117],{"label":81,"jp":109,"en":110},"[給与]{きゅうよ:wage}の50%","50% of wage",{"label":85,"jp":112,"en":113},"[給与]{きゅうよ:wage}の67%","67% of wage",{"label":89,"jp":115,"en":116},"[給与]{きゅうよ:wage}の80%","80% of wage",{"label":93,"jp":118,"en":119},"[給与]{きゅうよ:wage}[全額]{ぜんがく:full}","Full wage",{"en":121,"jp":122},"The parental-leave benefit is 67% of wage for the first 6 months, then 50%. Paid from employment insurance.","[育児]{いくじ:childcare}[休業]{きゅうぎょう:leave}[給付金]{きゅうふきん:benefit}は[最初]{さいしょ:first}6[ヶ月]{かげつ:months}が[給与]{きゅうよ:wage}の67%、それ[以降]{いこう:after}は50%。[雇用]{こよう:employment}[保険]{ほけん:insurance}から[支給]{しきゅう:paid}。",[124],"kyufu",{"id":126,"articleId":6,"question":127,"options":130,"correctLabel":89,"explanation":143,"tags":146},"bj-sankyu-ikukyu-quiz-q03",{"en":128,"jp":129},"What is the maximum duration of 'post-birth papa leave' created in October 2022?","[2022]{にせんにじゅうに:2022}[年]{ねん:year}[10月]{じゅうがつ:October}に[創設]{そうせつ:created}された「[産後]{さんご:post-birth}パパ[育休]{いくきゅう:leave}」の[最大]{さいだい:max}[期間]{きかん:period}はどれか。",[131,134,137,140],{"label":81,"jp":132,"en":133},"1[週間]{しゅうかん:week}","1 week",{"label":85,"jp":135,"en":136},"2[週間]{しゅうかん:weeks}","2 weeks",{"label":89,"jp":138,"en":139},"4[週間]{しゅうかん:weeks}（28[日]{にち:days}）","4 weeks (28 days)",{"label":93,"jp":141,"en":142},"8[週間]{しゅうかん:weeks}","8 weeks",{"en":144,"jp":145},"Post-birth papa leave (childcare leave at birth) allows up to 4 weeks (28 days) within 8 weeks of childbirth, splittable into 2 takes.","[産後]{さんご:post-birth}パパ[育休]{いくきゅう:leave}（[出生時]{しゅっせいじ:at birth}[育児]{いくじ:childcare}[休業]{きゅうぎょう:leave}）は[子]{こ:child}の[出生後]{しゅっせいご:after birth}8[週間]{しゅうかん:weeks}[以内]{いない:within}に[最大]{さいだい:max}4[週間]{しゅうかん:weeks}（28[日]{にち:days}）、2[回]{かい:times}まで[分割]{ぶんかつ:split}[取得]{しゅとく:take}が[可能]{かのう:possible}。",[147],"papa-ikukyu",{"id":149,"articleId":6,"question":150,"options":153,"correctLabel":89,"explanation":166,"tags":169},"bj-sankyu-ikukyu-quiz-q04",{"en":151,"jp":152},"Per the 2025 amendment, what company size becomes obligated to disclose male parental-leave uptake rates?","[2025]{にせんにじゅうご:2025}[年]{ねん:year}[改正]{かいせい:amendment}により[男性]{だんせい:male}[育休]{いくきゅう:leave}[取得]{しゅとく:take}[率]{りつ:rate}の[公表]{こうひょう:disclosure}が[義務]{ぎむ:obligation}[化]{か:imposed}される[企業]{きぎょう:companies}の[規模]{きぼ:size}はどれか。",[154,157,160,163],{"label":81,"jp":155,"en":156},"[従業員]{じゅうぎょういん:employees}300[人]{にん:people}[超]{ちょう:over}","Over 300 employees",{"label":85,"jp":158,"en":159},"[従業員]{じゅうぎょういん:employees}500[人]{にん:people}[超]{ちょう:over}","Over 500 employees",{"label":89,"jp":161,"en":162},"[従業員]{じゅうぎょういん:employees}1000[人]{にん:people}[超]{ちょう:over}","Over 1,000 employees",{"label":93,"jp":164,"en":165},"すべての[企業]{きぎょう:companies}","All companies",{"en":167,"jp":168},"Since April 2023, companies with over 1,000 employees must disclose male parental-leave uptake rates; the 2025 amendment is expanding scope further.","2023[年]{ねん:year}4[月]{がつ:April}より1000[人]{にん:people}[超]{ちょう:over}の[企業]{きぎょう:companies}に[男性]{だんせい:male}[育休]{いくきゅう:leave}[取得]{しゅとく:uptake}[率]{りつ:rate}の[公表]{こうひょう:disclosure}が[義務]{ぎむ:obligation}[化]{か:imposed}され、2025[年]{ねん:year}[改正]{かいせい:amendment}により[対象]{たいしょう:scope}[拡大]{かくだい:expansion}が[進]{すす:progressing}んでいる。",[170],"2025-reform",{"id":172,"articleId":6,"question":173,"options":176,"correctLabel":81,"explanation":189,"tags":192},"bj-sankyu-ikukyu-quiz-q05",{"en":174,"jp":175},"What does the Childcare-Care Leave Act prohibit?","[育介法]{いくかいほう:childcare-care leave law}が[禁止]{きんし:prohibits}しているものはどれか。",[177,180,183,186],{"label":81,"jp":178,"en":179},"[育休]{いくきゅう:leave}を[取]{と:take}った[従業員]{じゅうぎょういん:employee}への[不利益]{ふりえき:disadvantage}[取扱]{とりあつかい:treatment}（[降格]{こうかく:demotion}・[減給]{げんきゅう:pay cut}など）","Disadvantageous treatment of employees who took leave (demotion, pay cut, etc.)",{"label":85,"jp":181,"en":182},"[男性]{だんせい:male}が[育休]{いくきゅう:leave}を[取]{と:take}ること","Men taking parental leave",{"label":89,"jp":184,"en":185},"[育休]{いくきゅう:leave}[中]{ちゅう:during}の[賞与]{しょうよ:bonus}[支給]{しきゅう:payment}","Bonus payment during leave",{"label":93,"jp":187,"en":188},"[休業]{きゅうぎょう:leave}[期間]{きかん:period}の[2]{に:2}[年]{ねん:years}[超]{ちょう:over}[延長]{えんちょう:extension}","Extending leave beyond 2 years",{"en":190,"jp":191},"Article 10 of the Childcare-Care Leave Act prohibits firing, demotion, pay cuts, or other disadvantageous treatment based on having taken leave.","[育介法]{いくかいほう:childcare-care leave law}10[条]{じょう:article}は[育休]{いくきゅう:leave}[取得]{しゅとく:take}を[理由]{りゆう:reason}とする[解雇]{かいこ:firing}・[降格]{こうかく:demotion}・[減給]{げんきゅう:pay cut}などの[不利益]{ふりえき:disadvantageous}[取扱]{とりあつかい:treatment}を[禁止]{きんし:prohibits}している。",[193],"discrimination"]