The guide content has been updated in accordance with the change in administrative interpretation related to employees on pregnancy reduced working hours, effective September 30, 2025.
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The setup guide below is provided as reference material reflecting the updated administrative interpretation, and the method of application may vary depending on the company's operational policies and work arrangements.
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If you are reviewing the appropriate setup method in accordance with the administrative interpretation or company policy,
please verify the relevant details through Ministry of Employment and Labor, Women's Employment Policy Division-003 before configuring your work type. (View official notice)

If an employee who was a regular worker needs to change their work type due to requiring pregnancy reduced working hours, you can choose one of the 3 configurations below that best fits your company policy.

Pregnancy reduced working hours is a system that reduces working hours, but it does not change the contractual working hours themselves. Therefore, it is simply one form of a work arrangement, and there is no significant change to the method of calculating annual leave.
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In other words, even when pregnancy reduced working hours are applied, employees must be granted annual leave based on the originally contracted contractual working hours (e.g., 8 hours per day).

If working hours are set to 6 hours as shown below, the daily deduction basis becomes 6 hours, which can result in calculations that are favorable to the employee, such as 2 hours of annual leave remaining.

If you wish to deduct a full day's worth of leave when an entire day is used, you can operate by additionally adjusting a 2-hour deduction after the annual leave is used. (The same method can be applied for half-day leave units as well.)

Please verify that the settings below are appropriate for your operational policy before applying them.

This method supports use in full-day, half-day leave, and hourly leave units in flex settings.

Pregnancy reduced working hours is a system that reduces working hours, but it does not change the contractual working hours themselves. Therefore, it is simply one form of a work arrangement, and there should be no significant change to the method of calculating annual leave.
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However, if you wish to configure the system so that leave usage days are processed the same as for regular workers in accordance with the change in administrative interpretation (e.g., a method where using 1 day deducts 1 day based on working hours to prevent any disadvantage, granting and using 6 hours per day)

Setting working hours to 6 hours as shown below can provide an experience similar to that of regular workers.
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However, after this configuration, before the reduced working hours period ends (before returning to the 8-hour work type), if an employee resigns mid-term and unused annual leave needs to be settled, 'annual leave recalculation based on 8-hour grant and usage hours will be required'.
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Please verify that the settings below are appropriate for your operational policy before applying them.

This method supports use in full-day and half-day leave units in flex settings.

It cannot be used for hourly leave units.
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If hourly leave unit usage settings are required, we recommend first confirming the standard for hourly application through Ministry of Employment and Labor, Women's Employment Policy Division-003, then configuring and using the system accordingly.

Pregnancy reduced working hours is a system that reduces working hours, but it does not change the contractual working hours themselves. Therefore, it is simply one form of a work arrangement, and there is no significant change to the method of calculating annual leave.
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In other words, even when pregnancy reduced working hours are applied, employees are granted annual leave based on the originally contracted contractual working hours (e.g., 8 hours per day).
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Additionally, when configured as shown below, the leave grant hours are maintained at 8 hours, and annual leave deductions are also made on the basis of 8 hours per day.
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Please verify that the settings below are appropriate for your operational policy before applying them.

This method supports use in full-day, half-day leave, and hourly leave units in flex settings.

1 hour in hourly leave units is based on 8 hours, and employees will have the same half-day leave/quarter-day leave hours as other employees.
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However, since working hours are set to 8 hours, actual working hours may fall short during reduced working hours. When shortfalls occur, please manage them in accordance with company policy.
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