Part-Time Paid Leave in Japan: Days and Eligibility
Part-time paid leave in Japan is available to workers who meet the service and attendance rules. After six months of continuous service, a worker must have attended at least 80% of scheduled workdays. Workers scheduled four or fewer days and under 30 hours a week use a proportional table; this guide explains how to read it.
Short answer With a contract under 30 hours a week, a worker scheduled three days weekly receives a legal minimum of five days after six months if both eligibility conditions are met. The minimum is seven days for four days, three for two, and one for one. Employer rules may be more generous.
How part-time paid leave in Japan works
Japan's Labor Standards Act can grant annual paid leave to any qualifying worker, regardless of the job label. Part-time, casual, and short-hour workers can qualify when they meet the service and attendance rules.
Use the standard table for at least five scheduled days or 30 hours a week. The proportional table applies to four or fewer days and under 30 hours. For irregular shifts, check the written contract and schedule rather than one busy month.
When a contract sets workdays over a longer cycle, annual scheduled days may affect the classification. Ask HR which schedule was used.
- Check scheduled days in the employment terms, not only recent shifts.
- Confirm the standard or proportional category from the contract hours and days.
- An employer's policy may provide more than the statutory minimum.
The two eligibility requirements
The first grant date is normally six months after hiring; later grants come one year apart. Renewing a fixed-term contract does not necessarily reset service if the work relationship continued in substance.
Attendance must reach 80% of scheduled workdays in the qualifying period. Some statutory leave counts as attendance, while employer shutdowns may be excluded. Ask payroll how it counted the period if your result is close to the threshold.
Keep the grant date separate from a balance check; unused leave follows its own two-year expiry rule.
- At least six months of continuous service.
- At least 80% attendance on scheduled workdays.
- Confirm whether the contract uses the standard or proportional table.
Proportional paid leave for one to four weekly days
This statutory minimum table explains part-time paid leave in Japan for workers scheduled four or fewer days and under 30 hours a week. Match the scheduled days to a row and continuous service to a column. At three days a week, the minimum is five days after six months and eight after three years and six months.
For contracts based on a longer cycle, annual scheduled workdays may determine the category. When schedules vary, use the employment terms and the employer's written rule.
| Scheduled days | 6 months | 1y 6m | 2y 6m | 3y 6m | 4y 6m | 5y 6m | 6y 6m+ |
|---|---|---|---|---|---|---|---|
| 4 days/week | 7 days | 8 days | 9 days | 10 days | 12 days | 13 days | 15 days |
| 3 days/week | 5 days | 6 days | 6 days | 8 days | 9 days | 10 days | 11 days |
| 2 days/week | 3 days | 4 days | 4 days | 5 days | 6 days | 6 days | 7 days |
| 1 day/week | 1 day | 2 days | 2 days | 2 days | 3 days | 3 days | 3 days |
This is a legal minimum; company rules may grant more.
A contract of 30 hours or more may use the standard table even with fewer scheduled days.
Examples for three and four scheduled days
Example: A worker hired April 1, 2026, and scheduled three days a week reaches the first grant date on October 1, 2026. With 80% attendance, the minimum is five days. After three years and six months, it is eight.
For four scheduled days, the minimum is seven days at six months and eight at one year and six months. If weekly days change, ask which schedule applies at the next grant date; do not revise an earlier grant without checking the employer's method.
If no stable weekly schedule exists, the annual schedule or established work pattern may matter. Confirm the classification with HR.
| Situation | Qualifying date | How to read it | Legal minimum guide |
|---|---|---|---|
| Three days for six months | Six months after hire | 3-day row, 6 months | 5 days |
| Four days for 1y 6m | One year after first grant | 4-day row, 1y 6m | 8 days |
| Two days for 2y 6m | Two years after first grant | 2-day row, 2y 6m | 4 days |
| Contract days changed | Check next grant date | Compare contract and policy | Individual review |
How the 80% attendance rule works
The rate compares attendance days with all scheduled workdays in the qualifying period. It is not a count of every weekday, weekend, or public holiday; an unscheduled Monday is not an absence.
Some statutory leave and work-related injury absences count as attendance, while employer shutdowns may be excluded from all workdays. Hours determine the standard-versus-proportional category; attendance is a separate test.
If a personal count is close to 80%, compare it with the employer's qualifying period and attendance record before drawing a conclusion.
- The denominator is scheduled workdays, not calendar days.
- Statutory absences and employer shutdowns may receive special treatment.
- Check a borderline result against the attendance record.
A practical process for checking your days
Record the hiring date, weekly scheduled days, and hours. Use the site's date offset calculator to confirm the first grant date six months later and the annual dates that follow.
Compare scheduled workdays with the attendance record, then match the table row and service column. For carryover or a broader balance check, use the site's paid leave calculator.
Compare your result with the grant notice. Ask HR about differences caused by contract changes, annual-workday classification, company benefits, or the attendance calculation.
- Record the hiring date, scheduled days, and weekly hours.
- Confirm the six-month grant date and later annual dates.
- Compare the attendance record, table row, and employer notice.
Common mistakes and practical limits
Part-time status alone does not remove entitlement. Choose the table from scheduled days and hours, not shifts from a busy month.
Unused annual leave generally expires two years after its grant date. Carryover, hourly leave, and the separate five-day acquisition duty are separate rules; this guide is not a ruling on an individual dispute.
A contract based on annual scheduled days may not fit the weekly rows. Use the table as a guide and ask HR about the written rule that applies to your contract.
- Check contracted hours and days before choosing a row.
- Do not count an unscheduled day as an absence.
- Track grant dates separately from carryover and expiry.
Summary
Qualifying part-time workers can receive annual paid leave after six months of service and at least 80% attendance. A contract under 30 hours and four or fewer weekly days uses the proportional table: at six months, the minimum is seven days for four days a week, five for three, three for two, and one for one.
To check part-time paid leave in Japan, compare the contract and attendance record with the table, then ask HR about differences. For date or balance checks, use the site's paid leave calculator or date page.
Keep the grant date, eligibility calculation, and remaining balance as separate checks so a table estimate is not mistaken for a final employer record.
Check the grant date and balance
Use the free paid leave calculator to organize the first grant date, the proportional table, and carryover questions in one place.
Open the paid leave calculatorSources used for this guide
The grant table and eligibility rules are checked against public legal guidance. An employer's more generous policy or a special contract can change the practical result, so confirm the written terms.
- Ministry of Health, Labour and Welfare: Annual paid leave grant days (Labor Standards Act Article 39 leaflet) — Primary table for standard and proportional grant days and the six-month/80% requirements.
- Japanese Trade Union Confederation: Annual paid leave Q&A — Plain-language explanation that part-time workers can receive leave based on scheduled days.
- e-Gov: Labor Standards Act, Article 39 — Official legal text for the annual paid leave provision.
Sources checked: October 23, 2026
Part-time paid leave FAQ
How many paid leave days does a part-time worker scheduled three days a week receive?
With a contract under 30 hours a week, three scheduled days gives five days after six months, six after 18 months, and eight after three years and six months, if service and attendance conditions are met.
Does someone working only one day a week get paid leave?
Yes. The legal minimum is one day after six months and two after 18 months when eligibility conditions are met.
How is the 80% attendance rate calculated?
Divide attendance days by scheduled workdays in the qualifying period. Statutory absences and employer shutdowns may need special treatment, so check the employer's record.
What happens if my weekly workdays change?
Check the contract-change date and the schedule used for the next grant. Earlier grants are not automatically recalculated.
Does part-time paid leave expire after two years?
Generally, unused annual paid leave expires two years after its grant date. Track each grant date and carryover balance separately.
What should I do if the employer's notice differs from the table?
Check contract hours and days, annual scheduling, company benefits, and attendance calculation. Ask HR or a labor standards consultation service to explain the difference.