Tohoku University developed the “General Employer Action Plans” based on
the “Act on Advancement of Measures to Support the Raising of NextGeneration Children,” and has been expanding support systems forbalancing work and family life as well as creating a more employee-friendly
environment.
This pamphlet provides an overview of our childbirth/childcare support
systems (maternal protection, maternity leave, childcare leave, leave ofabsence, overtime work restriction, childbirth benefits, etc.), to enable ouremployees to actively use these systems.
We ask all University staff members—those raising children and theirsuperiors and colleagues—to better understand these systems and provide
cooperation and support for a better balance between work and family life.

July 2015
Human Resources and Planning Department

Childbirth/Childcare Support Systems

Pregnancy

6 weeks prior
to expected
date of birthChildbirth

8 weeks
afterchildbirth

3 years
afterchildbirth

1 year afterchildbirth① Limitations on dangerous and injurious work

Child entering
elementaryschool

P.3② Limitations on working hours

P.3③ Reduction in the workload

P.3④ Medical checkups and health guidanceP.3

P.3⑤ Easing the burden of commuting

P.4⑥Rest breaks⑦ Maternity leave
before childbirth

P.4
For women⑧ Maternity leave
after childbirth⑨ Spouse maternityleave⑩ Spouse childcare leave

P.4

For men

P.4

For both women and men

P.4⑪ Nursing leave

P.5⑫ Childcare leave

P.5⑬ Exemption from overtime work

P.5

⑭Sick/injured childcare leave

P.5⑮ Short-time work for childcare

P.6⑯ Partial leave for childcare

P.6⑰ Restrictions on overtime work for childcare

P.6⑱ Restrictions on late-night work

P.6

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Support systems available during pregnancy and after childbirth
Support systems available during pregnancy and for one year after childbirth[① Limitations on dangerous and injurious work]
Description
PeriodTargetExpectant and nursing mothers shall not be required to perform work that may be harmful topregnancy, childbirth, nursing or the like. (Harmful work includes work involving the handlingof heavy materials, work in places where harmful gas is generated, etc.)
During pregnancy and for one year after childbirth
Regular employees

Contract/part-time employees

Women

Women

[② Limitations on working hours]
Description
PeriodTargetDocuments
required

Expectant and nursing mothers may request that they are not required to work outside theirregular working hours or during the period from 10 p.m. until 5 a.m. the following morning.
During pregnancy and for one year after childbirth
Regular employees

Contract/part-time employees

Women

Women

* In principle, there is no need to submit any documents; in some cases, the submission of acopy of the mother-and-child handbook may be required.

[③ Reduction in the workload]
Description
PeriodTargetDocumentsrequired

Expectant and nursing mothers may request to reduce their workloads or give them lighter
responsibilities.
During pregnancy and for one year after childbirth
Regular employees
Contract/part-time employees
Women

Women

* In principle, there is no need to submit any documents; in some cases, the submission of acopy of the mother-and-child handbook may be required.

[④ Medical checkups and health guidance ]Description
PeriodTargetPayment status

Documents
required

Expectant and nursing mothers may be granted time off for health guidance or medicalcheckups as stipulated in the “Maternal and Child Health Act.”
During pregnancy and for one year after childbirthPredetermined number; required period during working hours
Regular employees

Contract/part-time employees

Women
PaidWomen
UnpaidLeave Record (Exemption from Work)(Must be accompanied by a copy of the mother-and-child handbook)[⑤ Easing the burden of commuting]Description
PeriodTargetPayment status

Documents
required

Expectant mothers may be exempt from work activities when the traffic congestion oncommuting is recognized to have an effect on the health of the mother or her fetus.
During pregnancy;
From the first or the last part of working hours, not exceeding 1 hour per day
Regular employees

Contract/part-time employees

Women

Women

PaidUnpaid
Leave Record (Exemption from Work)(Must be accompanied by a copy of the maternity health care guidance item contact card)3

[⑥ Rest breaks]
Description
PeriodTargetPayment status

Documents
required

Expectant mothers may be given rest breaks when their work is recognized to have an effecton the health of the mother or her fetus.
Time for breaks or snacks during pregnancyRegular employees
Contract/part-time employees
Women
Women
PaidPaid
Leave Record (Exemption from Work)(Must be accompanied by a copy of the maternity health care guidance item contact card)[⑦ Maternity leave before childbirth]
Description
PeriodTargetPayment status

Documents
requiredA female employee who is expected to give birth within 6 weeks (or within 14 weeks in thecase of multiple fetuses) may request a special leave from work.
The requested period up to the delivery date
Regular employees
Women
Paid

Contract/part-time employees
Women
UnpaidLeave Record (sick/special leave)（Must be accompanied by a copy of the mother-andchild handbook）

Leave Record (Leave other than Annual Paid Vacation)（Must be accompanied by a copy of the mother-andchild handbook）[⑧ Maternity leave after childbirth ]When a female employee is due to give birth, a special leave for 8 weeks after the delivery
Description
date is granted.
PeriodEight weeks after giving birth (excluding in the case where the employee requests a return towork after the elapse of 6 weeks following the delivery and has the approval of her physician)Regular employee
Contract/part-time employee
Women
Women
Payment status
Paid
UnpaidDocuments* Promptly notify the person in charge of personnel affairs, and later submit a certified copy ofrequiredthe birth registration.
[⑨ Spouse maternity leave ]TargetDescription
PeriodTargetPayment status
Documents
requiredSpecial leave is permitted for male employees who accompany their wife coming in and outof hospital, stay with their wife during delivery, or take care of their wife in hospital.
Any two days from the day the wife is admitted to hospital for delivery to two weeks after thedelivery.
* Can be divided and taken by the hour.
Regular employees
Contract/part-time employees―
Men―
PaidLeave Record (sick/special leave)(Must be accompanied by a copy of the mother-andchild handbook)―[⑩ Spouse childcare leave]
Description

Special leave is permitted for male employees who take care of a new born baby or a preelementary school age child during the period before and after the wife’s delivery.

PeriodAny 5 days from 6 weeks before childbirth by the wife to 8 weeks from the day after delivery* Can be divided and taken by the hour.

TargetPayment status

Documents
required

Regular employees
MenPaid

Contract/part-time employees――

Leave Record (sick/special leave)（Must be accompanied by a copy of the mother-andchild handbook）―

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Systems Available for Childcare[⑪ Nursing leave]
Description
PeriodAn employee raising an infant under the age of one year may request a special leave to carefor the infant, including breastfeeding.
Until the baby reaches one year old; up to 30 minutes, twice a day* For male employees, the period is to be adjusted.
Regular employees

Contract/part-time employees

Men / women

Men / women

Payment status

PaidUnpaid

Documents
required

Leave Record (sick/special leave)(Must be accompanied by a copy of the mother-andchild handbook)

Leave Record (Leave other than Annual Paid Vacation)(Must be accompanied by a copy of the mother-andchild handbook)Target[⑫ Childcare leave]
Description
PeriodTargetLeave is permitted for employees to take care of a child under the age of three years.
The period requested by the employee until the day before the child reaches the age of threeyears
Regular employees

Contract/part-time employees（）Men / women

Men / women

UnpaidUnpaidPayment status
Documents
requiredApplication for Child Care Leave(Must be accompanied by a certified copy of the birth registration)* Childcare leave is granted to contract/part-time employees in cases where: (1) he/she has been employed by theUniversity for at least one year, (2) his/her employment is expected to continue after the expected date ofcompletion of the requested childcare leave, and (3) it is not evident that his/her contract of employment willend within one year after the completion of the leave and will not be renewed.

[⑬ Exemption from overtime work]
Description

An employee who is taking care of a child under the age of three years may request
exemption from overtime work.

PeriodA period of one month to one year, until the day before the child reaches three years of age

TargetDocuments
required

Regular employees

Contract/part-time employees

Men / women

Men / womenRestriction Request for Overtime/Late-Night Work
(Must be accompanied by a certified copy of the birth registration)[⑭ Sick/injured childcare leave]
Description

An employee who is taking care of a child before the time of commencement of elementary
school may obtain leave to look after the child in the event of injury or sickness to the child.

PeriodFive days per year (10 days when taking care of two or more children) until the first March 31
after the child reaches the age of six years* This leave can be divided and taken by the hour.

TargetRegular employees

Contract/part-time employees

Men / women

Men /women

Payment status

PaidUnpaid

Documents
required

Leave Record (sick/special leave)（Must be accompanied by a copy of the mother-andchild handbook）

Leave Record (Leave other than Annual Paid Vacation)（Must be accompanied by a copy of the mother-andchild handbook）

[⑮ Short-time work for childcare]
Description
PeriodTargetPayment status
Documents
required

Employees raising a pre-elementary school age child may request to reduce their working
hours to 20 to 25 hours per week.
A period of one month to one year, until the first March 31 after the child reaches the age ofsix years
Regular employees
Contract/part-time employees
Men / women―

Paid based on working hours
Application for Short-time Work for Child Care
(Must be accompanied by a certified copy of the birth registration)―[⑯ Partial leave for childcare]
Description
PeriodTargetPayment status
Documents
required

Employees raising a pre-elementary school age child may request to grant partial leave during
regular working hours of the day.
The period requested, until the first March 31 after the child reaches the age of six years
Regular employeesContract/part-time employees（*）

Men / women

Men / women

The amount for non-working hours
The amount for non-working hours
subtracted from the full salary
subtracted from the full salary
Application for Partial Child Care Leave(Must be accompanied by a certified copy of the birth registration)* When a labor-management agreement is concluded, partial leave for childcare shall not be granted tocontract/part-time workers who have been employed for less than one year.

[⑰ Restrictions on overtime work for childcare]
Description

PeriodTargetDocuments
required

Employees raising a pre-elementary school age child may request to limit their overtime work
hours to within 24 hours per month and within 150 hours per year.
A period of one month to one year, until the first March 31 after the day the child reaches
the age of six years
Regular employees

Contract/part-time employees

Men / women

Men / womenRestriction Request for Overtime/Late-Night Work
(Must be accompanied by a certified copy of the birth registration)[⑱ Restrictions on late-night work]
Description

Employees raising a pre-elementary school age child may request to exempt from late-nightwork (10:00 p.m. to 5:00 a.m.)

PeriodA period of one month to six months, until the first March 31 after the day the child reaches
the age of six years.

TargetDocuments
required

Regular employees

Contract/part-time employees

Men / women

Men / womenRestriction Request for Overtime/Late-Night Work
(Must be accompanied by a certified copy of the birth registration)

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Benefits Available

Childcare leave benefits (from employment insurance program)
An insured person who leaves work to care for a child under the age of one year or one year and two months*1 (underthe age of one year and six months if eligible for extension of the benefit period*2) is eligible for childcare leave benefits
if there are at least 12 months in total, during the two-year period preceding the date on which the leave started, inwhich the number of days on which his/her wage payment is based is 11 or more.
In principle, the amount of childcare leave benefits during the base paid period (one month) is calculated as follows:
The amount of the benefits = daily wages at the start of leave x paid days x 67% (50% after six months of leave)

1

Mom & Dad Child Care Leave Plus
When both parents take child-care leave and meet certain conditions, childcare leave benefits are provided for up
to one year until the day before the child reaches one year and two months of age.

[Example 1]
MotherStarting date ofchildcare leave
Maternity leave
after birth

Father[Example 2]
MotherChildcare leave

Starting date ofchildcare leave

Father2Childcare leave

Benefits paid

Maternity leave
after birthAge of 1 year &2 months

Age of 1 year

Age of 1 year &2 months

Age of 1 year

Childcare leave

Benefits paidChildcareleave

Extension of the Benefit Period

If certain conditions are met, such as the case where the employee’s application is not accepted by any day-care
center for children,* the period for which childcare benefits are received are extended until the day before thechild reaches the age of one year and six months.
When childcare leave has already been granted or is extended until the child reaches the age of one year or more,
the benefit period shall not be extended even if the requirements are met.
Starting date ofAge of 1 year &[Example 1]
Age of 1 year
childcare leave

MotherMaternity leave
after birth

6 months

Childcare leave

ExtendedBenefits paid

[Example 2]
MotherFatherStarting date ofchildcare leave
Maternity leave
after birthAge of 1 year

Childcare leave

Age of 1 year &2 months
Benefits paidChildcareleave

Age of 1 year &6 months
Extended（Note）
The “day-care center for children” referred to herein means nursery centers defined in Article 39 of theChild Welfare Act of Japan, prefecture-certified centers for early childhood education and care, andnursery facilities authorized by municipal governments, including home daycare services, small-sizedchildcare services, employer-provided childcare services, and home-visit daycare services. Unauthorizedchildcare facilities are not included.

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Childcare leave benefits (from mutual aid association)
When an employee who takes childcare leave is not eligible for childcare benefits under the employment insurance program, he/shewill receive childcare leave benefits from a mutual aid association.
The childcare leave benefits are provided during the period until the child reaches the age of one year or one year and two months(or the age of one year and six months in cases where an extension of time is granted).
In principle, the amount of childcare leave benefits is calculated as follows:
The amount of the benefits = daily amount of standard remuneration wages x days on childcare leave x 67% (50% after six months ofleave)

Childbirth allowance/family allowance for dependent’s childbirth (from mutual aid association)
When a mutual aid association member gives birth, she will receive a childbirth allowance of ¥420,000. (When amember’s dependent gives birth, the payment is made as a family allowance for the dependent’s childbirth.) For
multiple births, ¥40,000 is additionally paid per baby born. For a childbirth at a medical institution that does notparticipate in the Japan Obstetric Compensation System for Cerebral Palsy, the amount of the lump-sum allowance is¥404,000, with ¥40,000 for each of multiple babies.
Lump-sum allowance for childbirth and childcare / lump-sum allowance for dependent’s childbirth and childcare(from health insurance program)
When a person enrolled in a health insurance program gives birth, she will receive a lump-sum childbirth and childcare
allowance/grant of ¥420,000 per baby born. (When an enrollee’s dependent gives birth, the payment is made as a lump-sum
grant/allowance for the dependent’s childbirth and childcare.) For a childbirth at a medical institution that does not participate in theJapan Obstetric Compensation System for Cerebral Palsy, the amount of the lump-sum allowance is ¥404,000.

Maternity Allowance (from health insurance program)Maternity Allowance is paid when insured persons who give birth cannot receive the entire or partial amount of theirsalaries due to time taken off from work for childbirth.
In principle, a payment equivalent to two-thirds of the standard daily remuneration is made for each day taken off workfor childbirth during the period from 42 days before the date of birth (or 98 days for multiple babies) to 56 days after thedate of birth.
Exemption from payment of mutual aid premium (or social insurance premium)
Employees will be exempt from paying the mutual aid premium or social insurance premium during maternity leave(before and after childbirth) and during childcare leave, upon request. This exemption applies from the month in which
each leave starts through the month immediately preceding the month that includes the day following the end of theleave.
Information on on-campus childcare facilities
For its faculty and other staff members who are raising pre-elementary school age children, Tohoku University has
established two childcare facilities and one daycare facility for convalescent children on campus.
NamePlaceTargetKawauchi Keyaki Nursery

Kawauchi Campus

Infants and young children of employees as well as students

Hoshinoko Nursery

Seiryo Campus

Infants and young children of employees as well as students
in Seiryo Campus

Hoshinoko Room
* For convalescent children

Seiryo Campus

Infants and young children of employees as well as students

In addition to daycare facilities, the University has also provided support programs for female researchers who areraising children. For details, please see the following website.
Tohoku University Center for Gender Equality Promotion “TUMUG”
U R L http://www.morihime.tohoku.ac.jp/8For Inquiries/Consultations
Contact information
For more details onchildbirth/childcare systems, please
consult the administration office ofyour department first.

Section incharge
TEL
E-mail○○Section,Graduate School of ○○○022-000-0000

aaaaaaaaa@grp.tohoku.ac.jp

Contact information (for department’s administration)[Leave-related matters]
Labor Management Section
Payroll and Labor Affairs Division, Human Resources and Planning Department022-217-4822

syokuin@grp.tohoku.ac.jp022-217-4829

nin2@grp.tohoku.ac.jp022-217-4900

qyo@grp.tohoku.ac.jp[Absence-from-work-related matters]
Appointment and Retirement Section
Payroll and Labor Affairs Division, Human Resources and Planning Department[Wage/Benefits-related matters]
Payroll and Benefits Section
Payroll and Labor Affairs Division, Human Resources and Planning Department

Other Consultation Services
Consultation Service Office for Faculty/Staff Members
For consultation on labor-related issues, such as problems or complaints relating to work, and physical/mental
health concerns, please do not hesitate to contact the Consultation Service Office for Faculty/Staff Members.
Consultants will provide support to resolve your problem with minimum infringement on your intention. Advancereservations are required via email, phone or fax.
[Contact]

E-MAIL: soudan@grp.tohoku.ac.jp
TEL: 022-217-4967
FAX: 022-217-4969

Please access the following website for further information on consultation services. (On-campus access only)
https://www.srp.tohoku.ac.jp/next40/default.cfm?version=next&app_cd=313&fuseaction=ann_detail&nCo
unter=31522&npage=1&category=1227&showmethod=normal&annTopicsFlag=1

Gender equality consultation services
Tohoku University has been making University-wide efforts to promote gender equality by establishing theGender Equality Promotion Committee, which consists of the executive vice president in charge of genderequality and representatives from various departments.
If you have any questions or require consultation about support for female researchers and gender equality,
please do not hesitate to contact the Tohoku University Center for Gender Equality Promotion.
Tohoku University Center for Gender Equality Promotion TUMUG(General Affairs Section, General Affairs Division, General Affairs and Planning Department)
E-MAIL: danjyo@grp.tohoku.ac.jp
TEL: 022-217-4811

9