Family-friendly Policies Shape Trends in Asia

Recent legislative changes across Japan, Singapore, and Indonesia highlight a growing trend towards enhancing work-life balance and parental support in the region, given slow population growth. 

Japan's Childcare Act amendments: Amendments to the Childcare and Family Care Leave Act took effect on 1 April 2025, with further changes set for 1 October 2025. These amendments significantly enhance work-life balance options for parents.

• Overtime exemption requests: Now available for parents of children up to elementary school age, expanding from the previous limit of children aged 3.
• Family care leave eligibility: Newly extended to employees with less than six months of tenure, removing previous employer discretion through labor-management agreements.
• Flexible working options: Employers must provide remote work options for those caring for family members needing continuous care or young children. From October 2025, at least two flexible options must be offered to parents of children aged 3 to 6.

Singapore's parental leave expansion: The Child Development Co-Savings Act 2001 amendments, effective 1 April 2025, mark significant progress in parental leave benefits.

• Shared parental leave: Entitles working parents to six weeks shared leave, enhancing the previous policy where fathers could only share part of the maternity leave.
• Government-paid paternity leave: Now extends to four weeks, doubling the previous entitlement of two weeks for eligible fathers.

Indonesia's maternal welfare enhancements: Law No. 4 of 2024, effective from 2 July 2024, strengthens protections for maternal and child welfare, particularly in the early days of life.

• Maternity leave extension: Offers six months of leave, with four months at full pay and two months at 75%, expanding upon previous regulations.
• Paternity leave introduction: Grants eligible fathers two days of paid leave during delivery, with up to an additional three post-delivery, aligning with employer agreements.

Australia's Fair Work Act updates: Amendments to the unpaid parental leave (UPL) provisions in the Fair Work Act 2009 took effect on 1 July 2023, offering greater flexibility for employee couples.

• Flexible UPL entitlements: Now offers 24 months of flexible UPL, previously limited to 30 days, and can be taken in one-day increments within 24 months of childbirth or adoption.
• Full UPL for employee couples: Allows both members of a couple to access full UPL entitlements, eliminating the previous joint limitation of 24 months.
• Concurrent leave options: Removes prior restrictions, enabling employee couples to take unlimited concurrent leave, enhancing parental bonding time.

Global employers should keep an eye on these changes to ensure compliance with the evolving legal landscape and to foster a supportive work environment for employees worldwide.