Is "Caregiving = Resignation" a Global Issue? Understanding the Reality Faced by 100,000 People Annually in Japan and Overseas Measures

Table of Contents

1. Introduction: Why Does Caregiving Resignation Occur?

2. Current Situation and Challenges in Japan

3. Case Study: Tsukui Corporation's Initiatives and Individual Voices

4. The Environment Surrounding Family Caregivers in the United States

5. The UK's Carer’s Leave Act and Corporate Movements

6. Common Challenges and Differences Seen from Comparisons

7. Five Practical Measures Companies Can Take

8. Policy Recommendations and Future Prospects

9. Conclusion: Toward a Future Where "Balancing" Becomes the Norm
   
   

1. Introduction: Why Does Caregiving Resignation Occur?

According to the Ministry of Internal Affairs and Communications' "Basic Survey on Employment Structure," approximately 106,000 people left their jobs in the past year due to "caregiving and nursing."murc.jp. As the population ages and the number of people requiring care increases, the number of family members decreases, concentrating the burden of home care on the working generation.

The Japanese government advocates for "zero caregiving resignation," but the support systems within companies have not kept pace, creating a situation where "if you can't work, you have no choice but to quit."

2. Current Situation and Challenges in Japan

2-1 Only 20% of Companies Understand

According to a report by FNN, a survey by Tokyo Shoko Research found that only about 20% of companies said they provide sufficient support for balancing work and caregiving.fnn.jp. This is significantly lower than the promotion rate of support for childcare (over 70%), indicating a delay in awareness of the system and workplace culture development.

2-2 Gaps in the Current System

In Japan, caregiving leave is up to 93 days in total, and wages are generally unpaid (approximately 67% of leave benefits from employment insurance). The short-term "caregiving leave" is up to 5 days a year (10 days if there are two or more people involved), but it can be taken on a daily or hourly basis. However, caregiving is said to last an average of 4 to 5 years, and the system alone cannot withstand the long-term battle.

3. Case Study: Tsukui Corporation's Initiatives and Individual Voices

Yumi Hara, an executive officer at major caregiving service provider Tsukui, was on the verge of resigning due to caring for her parents but was saved by the company's unique "Internal Carer SOS Desk."fnn.jp. The system, which provides 24-hour support via phone or chat, is a good example of balancing **"emotional support from colleagues" and "temporary help dispatch"**, encouraging continued employment.

On the other hand, a 59-year-old woman from Kobe, "Emi," has experienced job resignation three times to care for her parents with dementia. She was forced to reduce her non-regular employment to 30 hours a month, significantly lowering her annual income. Her words, "For jobs that can't be done remotely, caregiving equals resignation," carry weight.fnn.jp.

4. The Environment Surrounding Family Caregivers in the United States

In the United States, approximately 76 million people are involved in some form of family caregiving, with its economic value estimated to reach $600 billion annually. According to a joint report by AARP/S&P Global in 2024, **69%** of family caregivers reported finding it difficult to balance with their careers, **27%** transitioned from full-time to part-time, and **16%** declined promotionsprnewswire.com.

4-1 Policy and Legal Systems

In the United States, the federal law provides for 12 weeks of unpaid FMLA (Family and Medical Leave Act), but many small businesses are exempt, and there is no wage compensation. In the fall of 2024, bipartisan bills such as the **"Improving Retirement Security for Family Caregivers Act"** are to be introduced, discussing mechanisms to bridge pension gaps post-retirementmarketwatch.com.

5. The UK's Carer's Leave Act and Corporate Movements

In the UK, it is estimated that **2.6 million people (600 people/day) have chosen to "quit their jobs to care"**, as reported by Carers UKcarersuk.org. In response, the Carer's Leave Act 2023, which grants all employees five days (equivalent to one week) of unpaid caregiving leave annually, was enacted in April 2024, marking a significant advancementlittler.com. Following its implementation, private surveys indicated that 44%** of companies independently moved towards "paid leave"personneltoday.com.

6. Common Challenges and Differences Seen from the Comparison

* In the USA, Paid Family and Medical Leave (PFML) is being introduced state by state.

7. Five Practical Measures Companies Can Take

1. Full Remote/Shortened Hours × Hybrid Design of Care Leave
   Combine hourly care leave with telecommuting to accommodate sudden medical appointments.
   
   

2. “Care Harassment” Prevention Training
   Establish internal guidelines prohibiting actions such as removing employees from duties or delaying promotions due to caregiving.
   
   

3. Centralized Provision of External Resources
   Introduce care insurance services, and reduce employee burden through corporate contracts for housekeeping services and monitoring IoT devices.
   
   

4. Peer Support + EAP (Employee Assistance Program)
   Link internal communities with psychological counseling to prevent isolation.
   
   

5. Incorporation into Human Capital Disclosure
   Present caregiving support as an ESG indicator to gain investor evaluation (also recommended by Daiwa Institute of Research)dir.co.jp.
   
   
   
   

8. Policy Recommendations and Future Outlook

• Expansion of Paid Leave: Increase in benefit rates and extension of the coverage period to match parental leave.

• Strengthening Community-Based Integrated Care: Promote investment in ICT and robotics to address the shortage of personnel in long-term care insurance services.

• Domestic Implementation of the EU-style "Work-Life Balance Directive": Legally ensure the right to request flexible working arrangements for caregivers.

• Pension Relief Measures: Consider measures such as treating exemption periods for Category 1 insured persons of the National Pension as "contribution-paid periods," following U.S. legislation.
  
  
  
  

9. Conclusion: Towards a Future Where "Balancing" is the Norm

The decline in Japan's working population cannot be ignored. The loss caused by leaving jobs for caregiving affects not only individual careers and household finances but also corporate productivity and national tax revenue. As international examples show, "how to support caregivers" is a global common issue and an opportunity to update systems and workplace cultures.The equation of caregiving = job resignation must be rewritten to **"balancing caregiving and work."** Now is the time for all of us to take action.

List of Reference Articles

• FNN Prime Online "‘Caregiving = Resignation’: The Reality Faced by 100,000 People Annually, with Only 20% of Companies Understanding" (2025-06-22)fnn.jp

• Mitsubishi UFJ Research & Consulting "Survey on Details of Reasons for Resignation of Caregivers" (2024)murc.jp

• Carers UK “Key facts and figures about caring” (2024 Dec)carersuk.org

• PR Newswire “New U.S. Workforce Report: Nearly 70% of Family Caregivers Report Difficulty Balancing Career and Caregiving Responsibilities” (2024-05-16)prnewswire.com

• Littler “The New Carer’s Leave Entitlement and What it Means for Employers in Great Britain” (2024-01-31)littler.com

• Personnel Today “Carer’s Leave Act spurs employers into action” (2025-01)personneltoday.com

• Daiwa Institute of Research "Corporate Support for Balancing Work and Care in the Era of Major Caregiving" (2025-04-24)dir.co.jp