Why is the Turnover Rate High for Childcare Workers (Hoikushi)? Analyzing the Structure of “Heavy Responsibility for Life Safety,” “Low Wages,” and “Unpaid Take-Home Work”

Childcare workers (Hoikushi) perform a highly specialized job that supports the growth of the next generation, yet it is one of the professions with a high turnover rate. The biggest factors are the extremely heavy responsibility for the life and safety of children, and the low wage level that does not match the complexity of the work and the long hours. Furthermore, the volume of work that easily becomes unpaid overtime (take-home work) and the stress of managing parents compound the situation, leading to a structure that exhausts the mind and body.

This article provides a detailed explanation of the factors leading to the high turnover rate in this profession, examining them from four perspectives: working conditions, compensation/benefits, workload, and career development.

Turnover Rates in the Medical and Welfare Industry (Reference Data)

The turnover rate for the Medical and Welfare industry, which includes childcare workers, remains slightly higher than the all-industry average.

1. The Issue of Working Hours (Long Hours and Unpaid Overtime)

Due to the long operating hours of the facility and the need to ensure children’s safety while completing substantial administrative tasks and preparation, working hours tend to be long.

Long Working Hours and Unpaid Overtime:

• Normalization of Take-Home Work (Mochikaeri): Tasks that cannot be completed during working hours—such as preparation for events, writing guidance plans and daily reports, and creating wall decorations—are often taken home, normalizing unpaid overtime.
• Length of Operating Hours: Extended daycare services mean the facility is open for long hours, requiring complex shifts (early/late) that increase the total time committed.

Irregular Working Hours:

• Saturday Shifts: Due to parents’ employment situations, Saturday shifts are common, making stable weekend time off rare.
• Intensity of Event Work: Workload drastically increases with substantial overtime before and after large events like sports days and recitals, severely limiting time off.

2. The Issue of Compensation and Benefits (Wages Not Commensurate with Responsibility)

The low wage level, despite the heavy responsibility for children’s lives and the required specialization, is one of the biggest factors in turnover.

Relatively Low Wage Levels:

• Mismatch Between Duty and Pay: Staff are expected to possess comprehensive expertise, including life-safety responsibility, specialized childcare knowledge, accident prevention, and parental support. Yet, many feel the salary level is low compared to other industries.
• Limited Opportunity for Raises: Wages are often influenced by the management structure and public fixed prices, making it difficult for individual effort, qualifications, and experience to be adequately reflected in pay.

Difficulty Taking Paid Leave:

• Due to staffing standards, if a class teacher or staff member takes time off, the staff shortage becomes severe. This makes staff reluctant to request paid leave unless they are sick.

3. Workload and Mental Stress (Weight of Responsibility and Emotional Labor)

The physical and mental strain of caring for children and ensuring their safety, coupled with relationship building with parents, is a major burden.

Mental and Emotional Stress:

• Pressure of Life Safety: There is immense mental pressure to constantly prevent accidents, injuries, and sudden health changes in children.
• Emotional Labor: Staff must consistently interact with children and parents with a gentle, loving, and calm demeanor, demanding a high level of emotional labor.
• Stress from Dealing with Parents: Responding to parents’ strict demands, complaints regarding their child’s condition or development, and sometimes unreasonable requests, is a significant source of stress.

Physical Strain:

• Heavy Physical Labor: Tasks like carrying children, changing diapers, and assisting with meals are physically demanding, making childcare workers prone to occupational illnesses like back pain.

4. Issues with Career Development and Training Systems

Despite being a specialized profession, insufficient training and complicated workplace dynamics can lead to turnover.

Insufficient Education and Training Systems:

• OJT-Centered Instruction: Due to the busy environment, On-the-Job Training (OJT) for new staff is often insufficient, with experience and guidance quality often dependent on the discretion of senior staff.
• Limited Training Opportunities: Opportunities for professional training on new childcare techniques or parental support may be limited.

Complexity of Interpersonal Relationships:

• Workplaces often have a high ratio of female staff. Interpersonal dynamics between veteran and junior staff, or between staff and the chief/director, can be a major cause of turnover.

Career Stagnation:

• The career path often centers on being a classroom teacher, with limited and slow promotion routes to management roles like chief or director.

The Structure of the Vicious Cycle

The childcare industry is trapped in a vicious cycle: “Low wages and excessive workload/mental strain → Mental and physical exhaustion and burnout → Experienced staff quit → Remaining staff shoulder more duties and responsibilities.” Crucially, the non-negotiable weight of responsibility for children’s safety structurally encourages staff to tolerate a harsh work environment, which accelerates turnover.