When Does Maternity Leave Start in Japan? Dates, Eligibility, and Applications
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Category: Work Styles
Authors: Shusaku Yosa
Maternity leave in Japan combines prenatal and postnatal leave. Prenatal leave can generally be requested from six weeks before the expected birth date, or 14 weeks for a multiple pregnancy. Postnatal leave runs for eight weeks from the day after the actual birth. Keep the expected date and actual date separate when checking the calendar.
Prenatal leave is requested; postnatal work is generally prohibited
Category | Basic period | Treatment |
|---|---|---|
Prenatal, single pregnancy | A 42-day period including the expected birth date | Employer cannot require work once the employee requests leave |
Prenatal, multiple pregnancy | A 98-day period including the expected birth date | Employer cannot require work once the employee requests leave |
Postnatal | 56 days from the day after birth | Employment is generally prohibited |
You are not obliged to use every available prenatal day. After birth, however, you cannot work during the first six weeks even if you wish to return. After those six weeks, an exception allows work only when you request it and a doctor recognizes that the particular duties pose no impediment. Staffing shortages alone do not establish an early return.
Count the expected date as part of the prenatal period
For a single pregnancy, calculate the earliest prenatal start as 41 days before the expected date, rather than simply subtracting 42 days. For a multiple pregnancy, subtract 97 days. These are calendar days, including weekends and holidays.
For an expected birth date of December 15, 2026:
Pregnancy | Earliest requested prenatal start |
|---|---|
Single | November 4, 2026 |
Multiple | September 9, 2026 |
If birth occurs on December 15 as expected, that day remains part of prenatal leave. Postnatal leave then runs from December 16 through February 9, 2027, inclusive: 56 days. Check which end of the calculation includes the birth date when using a calendar or spreadsheet.
A scheduled Caesarean date does not automatically replace the expected natural birth date used for prenatal leave. Distinguish the doctor's expected date from the surgery date when confirming arrangements with the employer.
Earlier or later birth changes the calendar
If birth happens earlier, prenatal leave ends on the actual birth date and postnatal leave begins the next day. Unused prenatal days are not added to the postnatal entitlement.
If birth happens later, the period from the expected date through the actual birth remains prenatal leave. The postnatal period is not shortened: it still runs for eight weeks from the following day.
For example, with an expected date of December 15 but an actual birth on December 20, postnatal leave runs from December 21 through February 14, 2027. Report the actual birth date and confirm changes to the leave end date and related applications.
Eligibility includes part-time and fixed-term employees
Statutory prenatal and postnatal leave covers female employees including part-time, fixed-term, and dispatched workers, as well as permanent employees. Do not automatically apply ordinary childcare leave rules about service length or labour-management exclusions to maternity leave.
A dispatched worker should contact the dispatching employer and confirm how duties at the client workplace will be coordinated. For fixed-term employment, contract expiry and leave entitlement need separate consideration; discuss renewal expectations early.
Miscarriage or stillbirth at four months of pregnancy or later, including induced abortion, can also fall within postnatal leave coverage. Confirm the necessary procedures with the medical institution and employer.
Prepare the application and handover
- Record the expected date, single or multiple pregnancy, and intended leave start.
- Check the employer's form, contact, supporting documents, and internal application deadline.
- Agree handover responsibilities and tasks to complete before leave.
- Confirm how to report the actual birth and amend dates.
- Discuss returning after maternity leave or separately applying for childcare leave.
The statutory start date, last day actually worked, and first day away using annual leave may differ. Record them separately rather than treating annual leave before maternity leave as part of the statutory prenatal period.
If health circumstances require adjustments before the prenatal window, check annual leave, company arrangements, and maternity health management measures based on medical guidance. You can raise the issue before statutory prenatal leave begins.
Pay and benefits have separate requirements
Leave entitlement does not guarantee normal salary. Check company pay rules. Insured employees who stop working for childbirth and do not receive wages may qualify for maternity allowance under health insurance. Wages paid during the period can affect payment; the same amount is not automatically available to everyone.
Health insurance and employees' pension premium exemptions also involve an employer filing for eligible insured workers. Maternity allowance, premium exemption, and childcare leave benefits have different conditions and procedures. Confirm who handles each application and when.
For a partner's leave, see post-birth paternity leave. After returning, child nursing and related leave may help with a child's illness and other covered needs. Use the maternity start date to connect work handovers with care arrangements and later leave planning.
Sources: MHLW: Prenatal and postnatal periods · MHLW: Eligibility and work restrictions · MHLW: Caesarean delivery and the reference date · Japan Health Insurance Association: Maternity allowance · Japan Pension Service: Premium exemption procedure
