The 2025 employment insurance reform: how did the benefit restriction for voluntary resignation and the education-training benefit change?

In short: For those who leave voluntarily on or after April 1, 2025 (Reiwa 7), the benefit restriction on the basic allowance (unemployment benefit) was shortened from a general 2 months to 1 month. Along with this, if the person takes training on their own around the time of separation, the restriction is not imposed—this is based on the amendment to Article 33 of the Employment Insurance Act by the amending act (Act No. 26 of 2024). The education-training benefit rate was also raised from October 2024 to up to 80% for professional practical training and up to 50% for specified general training.

For HR staff at small and medium-sized companies who field resignation and job-change consultations, and for practitioners handling separation certificates, this article organizes the benefit-side revisions that took effect around 2025. Whether a procedure or benefit applies is a matter Hello Work and qualified professionals decide; this article only introduces the framework. For the entry-side story of coverage expanding, see employment insurance coverage expands to 10 or more weekly hours from October 2028: who is covered.

How was the benefit restriction period for voluntary resignation shortened in the 2025 reform?

When you resign voluntarily, the basic allowance does not start right after the waiting period; it is withheld for a set time. This is the benefit restriction, based on Article 33(1) of the Employment Insurance Act. Previously, a voluntary resignation without a justifiable reason drew a general 2-month restriction, but for those who separate on or after April 1, 2025 (Reiwa 7), it was shortened to a general 1 month.

Date of separation	Benefit restriction for voluntary resignation (general)
On or before March 31, 2025	Generally 2 months
On or after April 1, 2025	Generally 1 month

However, if within the 5 years going back from the date of separation the person has left voluntarily without a justifiable reason and received a determination of eligibility 2 or more times, the restriction becomes 3 months (Hello Work guidance, referenced September 2026). What was shortened is the ordinary, non-repeated voluntary resignation. It helps to tell departing employees that the treatment differs by the date of separation and by past separation history, so they do not jump to conclusions about when they can start receiving the basic allowance.

Note that the benefit restriction is about the start of payment being delayed; it does not increase or decrease the number of days paid (the prescribed number of benefit days). Whether the prescribed days change by voluntary vs. company reason is a separate issue—the classification of the reason for separation.

How does taking training on your own further change the benefit restriction?

Another revision from April 2025 is the treatment of the benefit restriction when the person takes training. Under the amendment to Article 33 of the Employment Insurance Act by the amending act (Act No. 26 of 2024), if the person takes, on their own, training (reskilling) that contributes to employment stability and job placement around the time of separation, the benefit restriction is not imposed even for a voluntary resignation (from April 2025).

• Situations that may qualify: cases such as taking training during the separation period, or having taken training on one's own within one year before the date of separation.
• The idea: to encourage reskilling that leads to early reemployment by not delaying the basic allowance with a restriction.
• Where to check: which training qualifies and which timing of attendance is covered is decided by Hello Work in light of each person's circumstances.

So when an employee facing resignation consults you, it is risky for HR to assert that "taking training will definitely remove the benefit restriction." Because eligibility is a matter for Hello Work, the safe line is to explain that such a mechanism exists and to have the person confirm the specific outcome with Hello Work.

How far was the education-training benefit rate (general, specified general, professional practical) raised?

The education-training benefit, which supports reskilling during and after employment, is a benefit under Article 60-2 of the Employment Insurance Act. Under the amending act, the rate was raised from October 1, 2024 (Reiwa 6).

Category	Previous	From October 1, 2024
General education training	20% of course cost	20% (unchanged)
Specified general education training	40%	40% + 10% (if you obtain a qualification etc. and are employed as an insured person within one year of completion) = up to 50%
Professional practical education training	up to 70%	50% + 20% (qualification etc. and employment) = 70%, plus 10% if wages rise 5% or more = up to 80%

The raise takes the form of an "additional benefit." For professional practical training, 50% is paid every six months during attendance, up to 70% in total once you obtain a qualification etc. and become employed, and up to 80% in total if wages rise 5% or more after completion. Specified general training reaches 50% when the qualification and employment requirements are met. General education training remains at 20%. The caps, eligible courses, and details of payment requirements differ by year and course, so check the latest information from the Ministry of Health, Labour and Welfare and Hello Work before attending (referenced September 2026).

Furthermore, from October 1, 2025 (Reiwa 7), an education-training leave benefit was created (Article 2 of Act No. 26 of 2024). It lets an in-service general insured person receive a benefit when they take (unpaid) leave for training. For the company, this comes into play in designing the leave scheme and its relation to the work rules.

How should the company state the reason for separation on the certificate and align it with the employee?

Both the benefit restriction and the prescribed number of days start from the classification of the reason for separation. The company prepares the certificate of loss of insured status together with the separation certificate and states the reason for separation. What is entered here is reflected in the reason-for-separation field of the separation slip the person receives.

• Classify based on facts: state whether it is voluntary, a company (employer) reason, or expiry of a contract term, in line with the actual course of events. Skewing it toward a convenient classification can be overturned by Hello Work later and affects the person's benefit.
• Leave room for the person's objection: there is a mechanism by which the departing person can raise an objection to what the employer stated. Aligning your understanding reduces rework at verification.
• Keep records: keep material that supports the classification—the resignation notice, interview records, the relation to the work rules.

The determination of the reason for separation itself is ultimately made by Hello Work. The company's role is to state the facts accurately and align understanding with the person. For the decision whether to outsource payroll and separation procedures to a Shakai Hoken Roumushi, see how much does it cost to entrust payroll to a Shakai Hoken Roumushi.

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When you field a resignation consultation, what do you explain and what do you leave to qualified professionals?

In a resignation or job-change consultation, the line between how far HR explains and where it leaves things to qualified professionals can be organized as follows.

Point	Who handles it
Loss of employment-insurance status and preparing the separation certificate, explaining the benefit restriction and education-training benefit, maintaining the work rules	Shakai Hoken Roumushi (our office)
The individual eligibility, timing, and training eligibility for benefits	Hello Work (the person confirms)
The lawfulness of dismissal or resignation solicitation, the validity of a refusal to renew—judgment, negotiation, and litigation when a separation becomes a dispute	Attorney

Explaining how the system works and processing the separation accurately is something a Shakai Hoken Roumushi can support. On the other hand, where lawfulness is at issue—"is that resignation truly voluntary," "is the dismissal valid"—is the domain of an attorney, a business independent from our office that you contract with separately. For sorting out whether to bring a dismissal consultation to a Shakai Hoken Roumushi or an attorney, see is a dismissal consultation for a Shakai Hoken Roumushi or an attorney. This article only introduces the framework and does not decide individual benefit eligibility or the lawfulness of a separation.

Frequently asked questions

Q. If I resign voluntarily, from when can I receive the basic allowance?
A. For those who separate on or after April 1, 2025 (Reiwa 7), even a voluntary resignation without a justifiable reason has its benefit restriction shortened from a general 2 months to 1 month. However, if within 5 years you have left voluntarily without a justifiable reason and received a determination of eligibility 2 or more times, it is 3 months. Because the actual start of receipt also depends on the waiting period and the state of procedures, confirm the specifics with Hello Work.

Q. Does taking training always remove the benefit restriction?
A. Under the amending act, from April 2025, if you take training on your own that contributes to employment stability and placement around the time of separation, the benefit restriction is not imposed. However, which training qualifies and which timing is covered is decided by Hello Work in light of each person's circumstances. It cannot be asserted that "taking training always lifts it," so confirm the specifics with Hello Work.

Q. How far was the education-training benefit rate raised?
A. From October 1, 2024 (Reiwa 6), professional practical training was raised to 70% with a qualification etc. and employment, and up to 80% if wages rise 5% or more; specified general training was raised to up to 50% with a qualification etc. and employment. General education training remains at 20%. Confirm the caps, eligible courses, and payment-requirement details with the latest information from the Ministry of Health, Labour and Welfare and Hello Work before attending.

Q. Can the company state the reason for separation on the slip as the departing person wishes?
A. The reason for separation is classified based on the actual course of events. Skewing it toward a convenient classification can be overturned at Hello Work's verification and affects the person's benefit. Because the departing person can also raise an objection, it is safe to state the facts accurately and align understanding with the person. The determination itself is ultimately made by Hello Work.

Sources

• Basis of the benefit restriction: Article 33(1) of the Employment Insurance Act (Act No. 116 of 1974) (benefit restriction where a person resigns voluntarily without a justifiable reason, etc.) (e-Gov Law Search; check the effective date and latest amendment each time).
• Shortening of the restriction period: for voluntary resignees who separate on or after April 1, 2025 (Reiwa 7), the restriction was shortened from a general 2 months to 1 month. Where the person has left voluntarily without a justifiable reason and received a determination of eligibility 2 or more times within 5 years, it is 3 months (Ministry of Health, Labour and Welfare / Hello Work guidance, referenced September 2026).
• Exemption from the restriction when taking training: the amendment to Article 33 of the Employment Insurance Act by the Act Partially Amending the Employment Insurance Act and Other Acts (Act No. 26 of 2024, promulgated May 17, 2024). The restriction is not imposed where the person takes training on their own that contributes to employment stability and placement around the time of separation (from April 2025; eligibility decided by Hello Work).
• Education-training benefit: Article 60-2 of the Employment Insurance Act. The rate was raised from October 1, 2024 (Reiwa 6) under the amending act. Professional practical training: 70% with a qualification etc. and employment, up to 80% if wages rise 5% or more. Specified general training: up to 50% with a qualification etc. and employment. General training: 20% (Ministry of Health, Labour and Welfare / Hello Work guidance, referenced September 2026; caps, eligible courses, and payment-requirement details differ by year and course).
• Creation of the education-training leave benefit: effective October 1, 2025 (Reiwa 7) under Article 2 of Act No. 26 of 2024; a benefit where an in-service general insured person takes leave for training (Ministry of Health, Labour and Welfare guidance, referenced September 2026).
• Statement of the reason for separation / the person's objection: the statement of the reason for separation on the employment-insurance separation certificate and the mechanism for the departing person's objection (Hello Work guidance).
• Business of a Shakai Hoken Roumushi: Article 2 of the Certified Social Insurance and Labor Consultant Act.

This article does not decide whom to consult. 四葉社会保険労務士事務所 can advise on loss of employment-insurance status and preparing the separation certificate, explaining the benefit restriction and education-training benefit, and maintaining the work rules and working conditions. Individual eligibility, timing, and training eligibility are for Hello Work; disputed judgments such as the lawfulness of dismissal or resignation solicitation are for an attorney, who is a business independent from our office that you contract with separately. For fees, see the fee schedule; for frequently asked questions, see the FAQ.

This article is general information. How the benefit restriction applies to a particular separation, whether a particular training qualifies to lift the restriction, and whether a particular separation is voluntary or for a company reason depend on the circumstances. Application of the system and individual judgments are made by a qualified professional after a consultation, in light of the latest primary sources (the Ministry of Health, Labour and Welfare, Hello Work, e-Gov, etc.) and individual circumstances. Written by Joji Uramatsu (Shakai Hoken Roumushi, Gyoseishoshi, Registered Real Estate Transaction Specialist).