Increasing Male Paternity Leave: Insights from Persol Career's 2025 Report

The landscape of paternal leave is changing, with recent reports indicating promising growth in male employees taking paternity leave in Japan. Persol Career, a leading company in the job change service sector, has taken a commendable step towards promoting longer paternity leave for its employees. This upcoming report for the fiscal year 2025 highlights a remarkable 91.9% take-up rate for male paternity leave, with 67.0% of these employees taking leave for over a month, marking an impressive increase of 16.5 percentage points from the previous year.

In recent years, there has been a noticeable shift in attitudes towards paternity leave in Japan. Many organizations, including Persol Career, have been actively encouraging male employees to take advantage of these benefits, recognizing the importance of their participation in child-rearing. However, the challenge persists with many fathers still inclined to take shorter leaves due to various reasons, such as workload or personal preferences.

To address these challenges, Persol Career has transitioned its focus from merely increasing the rate of paternity leave uptake to promoting extended leaves of one month or more. This initiative aims to improve the overall quality of parental involvement in childcare. The data suggests that this strategic shift is effective, as seen in the growing statistics.

Achievements in Paternity Leave Uptake

- Paternity leave uptake rate: 91.9%
- Rate of those taking leave for over one month: 67.0% (an increase of 16.5 percentage points from the previous year)
- Average duration of leave taken: 79.8 days

While the statistics are encouraging, there are still instances of employees choosing not to take paternity leave, often due to the specific demands of their jobs or personal circumstances. For some professionals, alternatives such as remote work or flexible hours are being utilized to balance work commitments with parenting.

Initiatives to Promote Longer Paternity Leave

To further support male employees in this transition, Persol Career has implemented several proactive measures:
1. Information Provision: Comprehensive guidance materials regarding maternal and paternal leave are made available internally, detailing the procedures for leave, return-to-work processes, and sharing personal experiences from those who have taken paternity leave.
2. Concierge Services: The company offers online one-on-one consultations with certified HR professionals to help employees navigate parental leave options, addressing concerns and providing tailored advice. In the 2025 fiscal year, nearly 140 male employees utilized this service specifically for inquiries related to paternity leave.
3. Training Programs: Management staff undergo training programs designed to foster an understanding of the challenges associated with child-rearing. This includes simulation experiences such as a week of no overtime work or responding to urgent calls, helping them grasp the complexities of parenting and caregiving in the workplace.
4. Fostering Peer Support: Employee-led initiatives encourage sharing experiences and supporting one another during the transition into paternity leave, including the establishment of groups focused on providing resources and emotional support for those navigating the process.

Testimonials from Paternity Leave Takers

One notable account comes from Shota Watanabe, a member of the Business Planning Department who took around three months off from September 2025 to January 2026. He reflected on his initial anxieties about taking leave, unsure about managing responsibilities while supporting his pregnant wife. Watanabe recognized the rarity of the newborn stage and worked closely with his supervisor to ensure a smooth transition away from his role. During his leave, he engaged actively in hands-on childcare, acknowledging the heavy demands of parenting.

His return to work brought about a newfound appreciation for balancing domestic duties with a professional career. Watanabe noted that sharing caregiving responsibilities led to more quality family time, creating a positive shift in how he approached work priorities.

Management perspectives also echoed the significance of fostering an environment that supports working parents. Kiyotaka Hirako, a manager of the group Watanabe reports to, shared his excitement over seeing new fathers embrace their paternity leave. Drawing from his experiences where paternity options were limited, he emphasized the profound impact supportive measures can have on a company's culture.

Conclusion

As we move toward 2025, it is clear that Persol Career is making strides in reshaping perceptions of paternity leave. The focus on promoting extended leave experiences is a proactive step toward enhancing childcare involvement among fathers. The continued dedication to creating a supportive work environment for employees managing family responsibilities bodes well for the future of work-life balance in Japan.