Refresh Leave in Japan: Eligibility, Pay and How to Request It

Refresh leave, or rifuresshu kyūka, is special leave an employer may provide for rest or a service milestone. Japan does not have one universal entitlement under this name. Days, pay, service requirements and deadlines depend on the relevant policy. Check your work rules, leave policy and application instructions before making plans.

MHLW describes refresh leave among voluntarily introduced special-leave arrangements. Voluntary introduction does not mean an existing policy can be ignored: entitlement and use need to be considered under the applicable rules and contract. MHLW’s special-leave guidance.

Separate annual paid leave, special leave and scheduled days off

MHLW’s annual paid leave site explains that separate system. Ask whether refresh leave uses its own balance or annual leave. A workplace’s “refresh period” may combine several types of time off; its name alone does not establish the arrangement.

Read how the entitlement can be used

“Five days after ten years’ service” does not necessarily mean five extra days every year. Check whether the award occurs once or repeats. Likewise, consecutive days may be counted differently depending on whether the policy uses calendar days or working days.

If eligibility differs by employment type, ask about the policy’s purpose and the reason for the distinction rather than assuming a written rule settles its fairness. MHLW’s guidance on unreasonable treatment differences provides a starting point for checking such questions.

A verified company example: Sugawaragumi

MHLW’s published case study of Sugawaragumi describes paid, non-statutory refresh leave: three days at five or more years of service, and five days every five years from ten years of service. The page was updated on February 6, 2026. This is one published company example, not a national standard or your own entitlement. The official Sugawaragumi case study and its PDF version.

A case study helps illustrate the relationship between service length, days and pay. It does not establish every eligibility detail or the employer’s complete current procedures. Candidates interested in that employer should confirm applicable arrangements with its recruitment team.

Fictional example: combining leave with days off

The following policy is fictional. It grants three consecutive scheduled working days of paid refresh leave at a five-year milestone, to be used within one year. An employee working Monday to Friday with Saturday and Sunday off plans to be away from Friday through Tuesday.

This result depends on the fictional working-day rule. A calendar-day policy or shift schedule could produce a different count. If adding annual leave, state the days from each category separately. Complete the necessary checks before booking arrangements that would be difficult to change.

From checking eligibility to taking leave

1. Confirm the applicable policy and remaining entitlement with HR.
2. List your dates, leave categories and number of days used.
3. Discuss duties and important deadlines with your manager.
4. Submit the application and confirm dates, pay and approval status.
5. Agree cover, document locations and a return-day update.

Share an approaching expiry date when discussing timing. If the original dates need to change, ask about alternatives and any extension or rescheduling rules. Annual paid leave and special leave involve different arrangements, so avoid a single blanket assumption about whether the employer can refuse either category.

Fictional request to discuss refresh leave

Subject: Refresh leave request for [dates]

I would like to request refresh leave for the above period under the service-milestone policy. I expect to use [number] scheduled working days. I plan to complete the check for project A before leave and propose handing routine contacts to B during the period. Could we discuss the dates and cover arrangements?

Replace the service condition, dates, number of days and cover details with your own facts. Check what information the employer actually requires; personal travel details do not automatically help it process a request.

Keep the handover practical

Clarify emergency contact arrangements rather than assuming you will continue responding to all ordinary work. If work is expected during the leave, ask about its scope and how it will be treated.

Common questions

What if my employer has no refresh-leave policy?

The name itself does not create an entitlement. Check annual paid leave and other available leave categories. If you need time for treatment, sick leave or medical leave may be the more appropriate discussion.

Can I take it before resignation?

Check granted days, expiry and any rules concerning a planned resignation with HR. Do not assume the balance will automatically disappear or must be paid out. Check annual paid leave separately.

Will the leave definitely resolve fatigue?

A rest-related benefit does not guarantee recovery within a particular number of days. Persistent fatigue may call for medical advice and workload changes. You also do not need to judge the worth of time off solely by your output after returning.

Related guides

• Marriage and Bereavement Leave in Japan: Eligibility, Days and Pay (Japanese)
• Persistent Work Fatigue: Rest, Medical Support and Workload Changes in Japan (Japanese)
• Replying to a Job Offer in Japan: Thank-You, Acceptance and Clarification Emails (Japanese)

Sources and further checks

Public information checked on October 5, 2026. These sources concern Japan; verify the conditions that apply to your case.

• 厚生労働省：特別な休暇制度とは
• 厚生労働省：菅原組のリフレッシュ休暇事例
• 厚生労働省：不合理な待遇差の点検・検討マニュアル

The related Otame4 guides linked above are in Japanese.