Introduction of short-term childcare leave (effective August 20, 2026)

Short-term childcare leave is a newly introduced program that allows employees to take childcare leave in units of one or two weeks to care for their children in cases such as school closures, vacations, or a child’s illness, as prescribed by the Ministry of Employment and Labor. This program took effect on August 20, 2026. Eligibility for short-term childcare leave is the same as for standard childcare leave. It applies to employees who are parents of children aged 8 or younger, or those in the second grade of elementary school or below.

Short-term childcare leave may only be taken in units of one or two weeks and cannot be used for partial periods (e.g., 9 days). It is limited to once per year, and any period used will be deducted from the employee’s total childcare leave entitlement (currently up to 1 year and 6 months). While standard childcare leave may be taken in up to 4 separate periods (split up to 3 times), the use of short-term childcare leave does not count toward this limit. For example, an employee may use short-term childcare leave in addition to taking regular childcare leave in up to 4 separate periods.

As a limited exception, during school vacation periods, if allowing childcare leave at the time requested by the employee would cause significant disruption to business operations, the employer may, in consultation with the employee, change the timing of the leave. In such cases, the employer must provide written notice to the employee, including the reason for the change and the revised leave period.

Employees are eligible to receive childcare leave benefits under the Employment Insurance Program even during periods of short-term childcare leave. While benefits were previously only available when childcare leave was taken for at least 30 days, under this new system, benefits can be claimed for periods as short as seven days (1 full week).

Penalties for non-compliance have been reinforced. Employers may be subject to fines in the following cases:
 • Refusing an employee’s request for childcare leave (including the short-term childcare leave)
 • Failing to reinstate an employee to the same or an equivalent position (with the same level of pay) after childcare leave