Sept 24, 2025, UPDATE. Bookmark this Page for Reiwa 7 ( 2025 ) Japanese Labor Law & Social Welfare Updates.

Here is the Bookmark to the 2024 articles.　

NEW MHLW ANNOUNCEMENTS TO DATE IN 2025 (Reiwa 7)

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SEPTEMBER 2025

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So far, in September, the most noteworthy announcements relate to worker training and skills requirements, espceially for foreign parkers. As is always the case, this is a simple summary of areas covered, and you must also check with your local Labor Attorney and or lawyers for details to ensure you are compliant.

  1. September 17. Specific skills and training employment system revisions and emphasis points.
  2. September 12. The 5-year review after the implementation of equal pay for equal work has been put out.

1. September 17. Here is an excerpt from the recent Cabinet Study Group. Regarding the specific skills and training employment system, there are common standards for all fields related to receiving institutions, etc. by ministerial ordinance, but the additional standard is added to this standard and established in the field’s own standards in light of the specific to the field by notice.

The following 8 criteria are listed, but the number of criteria added varies from field to field and system (the following applicable fields apply only to the specific skill system in bold, and only the training work system in the underline).

Limitation of the scope of the business operator (license, etc.)

→ In order to properly operate the specific skills and training employment system, we will ask the receiving agency for permission under the business law beyond the scope that requires normal permission.

→Application fields: nursing care, building cleaning, linen supply, construction, automobile maintenance, aviation, accommodation, automobile transportation, logistics warehouse, agriculture, food and beverage manufacturing, restaurant, forestry, resource recycling

Joining the acceptance business implementation corporation, etc.

→ In place of the obligation to join the sector council, request membership in a corporation registered by the competent minister

→ Applicable fields: Industrial product manufacturing, construction

Maximum number of people accepted

→ The number of people accepted is more limited than usual (the training employment system is a certain percentage of full-time employees, and the specific skills system is not limited)

→ Applicable fields: nursing care, construction, fisheries, forestry

Working conditions

→ Imposed specific working conditions to protect workers according to the characteristics of the field

→ Applicable fields: Industrial product manufacturing, construction

→ In view of the need for protection of workers, require compliance with those that are excluded from the Labor Standards Act

→ Agriculture, fishing

Occupational safety and health measures

→ In order to prevent the occurrence of occupational accidents, higher standards are required than usual

→ Applicable fields: nursing care, industrial product manufacturing, automobile maintenance, agriculture, fisheries, forestry, timber industry, resource recycling

Human resource development, etc. (training, career advancement, system, etc.)

→ In order to develop human resources according to the characteristics of the field, the receiving institution will allow foreigners to take certain courses beyond the scope usually required.

→ Fields of application: nursing care, industrial product manufacturing, construction, shipbuilding and marine industry, automobile maintenance, automobile transportation, food and beverage manufacturing, food and beverage industry, forestry

Higher level of Japanese language ability than usual

→ From the characteristics of the work, we require a higher level of Japanese language ability than usual

→ Applicable fields: nursing care, automobile transportation industry, railways (transportation officer)

Scope of supervisory support institutions, etc.

→ Change the criteria that can be a supervisory support organization according to the specific circumstances of the field

→ Applicable fields: nursing care, automobile maintenance, fisheries

Please check the link below for details.

  • Specific skills, training, employment, technical practice, employment of foreigners, additional standards, number of people accepted, working conditions, occupational safety and health measures, human resource development

The 7th Expert Meeting on the Basic Policy of the Specific Skills System and the Training Employment System and the Operation Policy by Field Https://www.moj.go.jp/isa/03_00150.html

FURTHERMORE, On September 17, the 7th expert meeting on the basic policy of the specific skills system and the training employment system and the operation policy by field was held, and the restrictions (draft) on transfer according to the person’s intention in the training employment system were indicated.

While aiming for 1 year, for the time being, each field of nurturing and working industry shall be set in the operation policy by training and working field within the scope of 1 to 2 years based on the business content, etc.

In the field of nurturing employment industry with a transfer restriction period of more than 1 year, for those who select the period of training employment who have selected that period, after 1 year from the start of employment, salary increase on the grounds of transfer restrictions and other standards set for each field of development work industry We must try to improve the treatment that meets

In addition, when transferring, within the range from the level equivalent to the reference frame A1 of Japanese language education in each training work industry field from the basic level of the skill test or the equivalent of the training work evaluation test to the level necessary for changing the status of residence to “Specific Skill No. 1” It is required to have passed the Japanese language proficiency test set in the operation policy by training and employment field.

The document shows provisional transfer restrictions, Japanese language ability requirements, and treatment improvement measures for all 17 fields. Here, we will introduce 8 areas (nursing care, industrial product manufacturing, construction, shipbuilding and marine industry, automobile maintenance, food and beverage manufacturing, restaurant industry, resource circulation) with a transfer limit of more than 1 year. The contents are as follows.

Restricted transfer period

2 years (industrial product manufacturing sector is being adjusted)

Japanese language proficiency requirements

A certain level of Japanese language ability between A1 equivalent and A2 equivalent (A2 in the nursing care field)

Treatment improvement measures

・In the sector council, the salary increase rate is set and announced based on the wage increase rate of those who implement training workers in the field, and for those who set a transfer limit period of more than 1 year, the wages of foreigners enrolled in training workers in the first year From the second year, the salary increase will be increased according to the corresponding salary increase rate

・In the nursing care field, the management of the business is based on nursing care compensation, etc., and it is difficult to impose a salary increase obligation after specifying a specific rate in advance, so “obtainment of treatment improvement additions for nursing care staff, etc.”, as an additional measure, in addition to salary increase, It is planned to make it mandatory for workplaces that accept foreigners to create career plans

・Industrial products manufacturing sector and construction sector are being adjusted

Please check the link below for details. Https://www.moj.go.jp/isa/03_00150.html

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2. The 5-year review after the implementation of equal pay for equal.

The issues (drafts) regarding the 5-year review after the implementation of equal pay for equal work have been put out.

The subcommittee will begin reviewing the review of the equal pay guidelines for equal work, which is indicated in the government’s backbone policy from the 16th (held on February 5, 2025), and will consider the following three issues individually as a “proceeding method (draft)”

Related to part-time and fixed-term employment labor law

  • Equal and balanced treatment
  • Obligation to explain the treatment of workers
  • Fair evaluation
  • Reflection of the opinions of part-time and fixed-term employees
  • Promotion of information disclosure
  • Ensuring compliance by the administration

Related to the Worker Dispatch Act

  • Equal and balanced treatment
  • Obligation to explain the treatment of workers
  • Fair evaluation
  • Expanding the promotion of inexperienced people, sophistication of the work they are engaged in
  • Reflection of the opinions of dispatch workers
  • Promotion of information disclosure
  • Ensuring compliance by the administration

Equal pay guidelines for equal work

  • Review of guidelines based on court cases
  • ・Added to the guidelines for treatment that are not described in the current guidelines
  • ・Add to the guidelines for the treatment described in the current guidelines
  • Add to the guidelines described on the so-called “full-time employee human resource securing theory”
  • Among the treatment disputed in the lower trial judgment, the High Court has made a judgment, and the Supreme Court has not made a decision, and it is added to the guidelines describing the treatment that is not described in the current guidelines.
  • Elimination of differences in treatment by reducing the treatment of normal workers
  • Clarification of “other circumstances”
  • About spreading the idea of the guidelines to various full-time employees and permanent full-time workers
  • Others (review of the clarification of the purpose of the guidelines and the ease of understanding of the description)

Related to full-time employee conversion support, etc.

  • Full-time employee conversion support
  • Promoting the spread of the “diverse full-time employees” system
  • Promoting career advancement

Please check the link below for details:

The 24th Labor Policy Council, Employment Security Subcommittee, Employment Environment and Equality Subcommittee, Equal Work Equal Pay SubcommitteeHttps://www.mhlw.go.jp/stf/newpage_62347.htmlThe 23rd Labor Policy Council, Job Security Subcommittee, Employment Environment and Equality Subcommittee, Equal Work Equal Pay SubcommitteeHttps://www.mhlw.go.jp/stf/newpage_59527.htmlThe 22nd Labor Policy Council, Employment Security Subcommittee, Employment Environment and Equality Subcommittee, Equal Work Equal Pay SubcommitteeHttps://www.mhlw.go.jp/stf/newpage_58196.htmlThe 21st Labor Policy Council, Employment Stability Subcommittee, Employment Environment and Equality Subcommittee, Equal Work Equal Pay SubcommitteeHttps://www.mhlw.go.jp/stf/newpage_57624.htmlThe 16th Labor Policy Council, Job Stability Subcommittee, Employment Environment and Equality Subcommittee, Equal Pay SubcommitteeHttps://www.mhlw.go.jp/stf/newpage_50309.html

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AUGUST 2025

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In August, there were two siginifacnt announcements especially relevant to non-Japanese companies with eith local “foreign” or Japanese workers.

  1. August 19, the Japan Pension Service published a guide on changes in the treatment of annual income requirements for the recognition of dependents for people over the age of 19 and under the age of 23.
  2. Ausgust. 5. METI announces the “Small and Medium-sized M&A Market Reform Plan” with important guidelines to both parties, meant to reassure and support the employees post M&A for SMEs.
  3. August 4. Employment insurance procedures for foreign workers.!” With special note of the inclusion of dispatch workers, a rapidly growing part of the workforce in Japan.

1. August 19, the Japan Pension Service: the treatment of annual income requirements for the recognition of dependents for people over the age of 19 and under the age of 23.

The creation of a special deduction for the relatives, in the revision of the tax system in Reiwa 7, it is 1.3 million yen for the annual income requirements for the recognition of dependents over the age of 19 and under 23. This has changed from the previous level of 1.5 million yen.

There is a Q&A to help guide you, to be found here, with the following questions being most useful: Https://www.nenkin.go.jp/oshirase/taisetu/2025/202508/0819.html
・Does not include spouses in the target of this change?
・Is it a requirement to be a student for this change?
・When will the age requirement (over 19 years old and under 23 years old) be determined?
・Is the determination of whether the annual income is less than 1.5 million yen based on the income of the past year, as with the treatment under the Income Tax Act?
・How do you determine the annual income requirements for the following year (calendar year) when the age is 22 as of December 31?
・If the date of recognition of dependents dates back to before October 1, 2025 in the notification after October 1, 2025, how is the annual income requirements for dependents over the age of 19 and under the age of 23 determined?

Please check the link below for details. Https://www.nenkin.go.jp/oshirase/taisetu/2025/202508/0819.html

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2. “Small and Medium-sized M&A Market Reform Plan” As stated by METI, “In recent years, the number of small and medium-sized M&A has increased significantly, but it is necessary to resolve anxiety and foster understanding for the penetration and realization of M&A in small and medium-sized enterprises. Here is a summary of the measures to promote M&A, along with the measures that each party should implement.” There are Measures related to the transfer party of M&A, Measures related to the small and medium-sized M&A, and Measures related to the transferees of M&A.

Measures related to the transfer party of M&A

Excavation and strengthening of business succession needs by supporting organizations

  • Strengthening public relations and conducting a symposium to resolve anxiety about M&A (M&A Caravan)
  • Consideration and dissemination of schemes to reduce anxiety about M&A
  • Constination of practical practices related to the termination of the management guarantee or the transferee at the time of M&A
  • Support for the examination of the financial situation before the M&A review
  • Fostering trading markets in small and medium-sized M&A markets

Measures related to the small and medium-sized M&A marke

  • Strengthening the disclosure of the contents and quality of the work of M&A support organizations
  • Consideration of the brokerage and FA fees that encourage fair competition
  • Establishment of a qualification system for M&A advisors’ individual knowledge and skills
  • Strengthening and deepening the business succession and handover support center with a view to nurturing regional support organizations

Measures related to the transferee of M&A

  • Promotion of multiple M&A (grouping)
  • Strengthening support for funds that support small-scale projects and individual succession
  • Support for PMI
  • Promotion of the excavation of the excellent transferee by the support organization

“Small and Medium-sized M&A Market Reform Plan can be found here: “Https://www.meti.go.jp/press/2025/08/20250805002/20250805002.html

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3. The MHLW publishes “To all business owners, don’t forget the employment insurance procedures for foreign workers!” to emphasize the importance of properly insuring non-Japanese in both Japanese and foreign-owned companies. While the actual insurance details have not changed, in addition to explaining how to fill out the employment insurance insured qualification certificate, there are the differences between the old and new applications.

Resources:

(New) To all business owners, don’t forget the employment insurance procedures for foreign workers!http://www.mhlw.go.jp/content/11600000/001530992.pdf(Former) business owners, don’t forget to go through the employment insurance procedures for foreign workers!http://www.mhlw.go.jp/seisakunitsuite/bunya/koyou_roudou/koyou/gaikokujin/dl/250318.pdf

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JULY 2025

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Typically, we focus on the labour law-related requirements for employers to remain compliant. So far, in July, MHLW announcements are few, but interesting as they reflect fundamental economic changes.

  1. July 18. Advancements in My Number Card integration with insurances and licenses, and smartphones
  2. July 8. Revisions to automobile maintenance staffing and training regulations due to AI.
  3. July 7. Increase the standard income amounts of the basic disability pension before the age of 20.

1. July 18. Advancements in My Number Card integration with insurances and licenses, and smartphones.

Japan’s “Digital Agency” states that “There are matters that need to be considered across the authorities, such as the spread of smartphones equipped with personal number cards, including iPhones, and they were set up to ensure a cooperation system between each prefecture and ministry (ie MHLW, Transportation). The provision of “iPhone personal number card” began in June, allowing people to use their health cards and driver’s licenses on a smartphone.

Various Resources.

2. On July 8. Revisions to automobile maintenance staffing and training regulations due to AI.

The Ministry of Land, Infrastructure, Transport and Tourism announced that it would review the business regulations for automobile maintenance. It states that “While the advancement of technology in the field of automobile maintenance, such as autonomous driving, is progressing, while the decrease in the number of human resources to carry out inspection and maintenance is an issue, it is to amend laws and regulations aimed at reviewing the solution of the problems faced by business operators”

  • Review of equipment requirements for certified factories
  • Relaxation of the minimum number of workers in designated factories (large)
  • Strengthening the inspector requirements for self-driving cars
  • Shortening of years of practical experience for the auto mechanic qualification
  • Lifting the ban on the “electronic” inspection and maintenance record book
  • Lifting the ban on online training and courses
  • Expanding the inspection range by scanning tools, etc.

Resources. Updates to maintenance business regulations in line with the times –Https://www.mlit.go.jp/report/press/jidosha09_hh_000341.html

3. July 7. Increased standard income amounts of the basic disability pension.

The Ministry of Health, Labor and Welfare’s database posted a Ministry of Political Ministerial Ordinance and a notice on the revision of the income standard amount of the basic disability pension due to injury.

Basic disability pension due to injury and illness before the age of 20

  • When there are no dependents, etc.: 3,704,000 yen to 3,761,000 yen
  • When there are dependent relatives, etc.: Revised from 4,721,000 yen to 4,794,000 yen
  • Effective date: October 1, 2020

Welfare allowance for children with disabilities, etc.

  • Revised from 3,604,000 yen to 3,661,000 yen
  • Effective date: August 1, 2020

Special disability benefits for specific disabilities

  • When there are no dependents, etc.: 3,704,000 yen to 3,761,000 yen
  • When there are dependent relatives, etc.: Revised from 4,721,000 yen to 4,794,000 yen
  • Simplification of the description of the special disability benefit income status notification (according to the ministerial ordinance)
  • Effective date: October 1, 2020

Disability Pensioner Support Benefit and Family Pensioner Support Benefit

  • Revised from 4,721,000 yen to 4,794,000 yen
  • Effective date: October 1, 2020

Resources

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JUNE 2025

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  • 1. On June 11, the MHLW released training videos to eliminate “unconscious bias” in the workplace.
  • 2. On June 24, Employment Insurance Act: New Career Advancement Subsidy and Hours Extension Initiatives for non-FT workers
  • 3. On June 26, a review of “regulatory reform related to worker dispatch business and job placement business was carried out.”
  1. Purely Informational. All in Japanese, these “Unconscious bias training” videos are relevant for companies proactively preventing workplace inequality, an ever-present issue, especially of late, in Japan. For human resources and labor personnel: Https://www.youtube.com/watch? v=2SI738KR2ss&t=613s. For executives: Https://www.youtube.com/watch? v=hhGyyDrfvlA&t=678s For Administrators)Https://www.youtube.com/watch? v=U1l-jS4EU2Q&t=589s Special feature page of the Act on Promoting Women’s Activity (Eruboshi Certification and Platinum Eruboshi Certification)Https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/0000091025.html

2. On June 24, the 82nd Labor Policy Council Employment Environment and Equality Subcommittee reviewed and agreed to a ministerial ordinance establishing a “new career advancement subsidy” and a “Short-time Worker Working Hours Extension Support Course” designed to increase future working hours and therefore also meet the minimum income levels to be included in Japanese Social Insurance.

This is mainly for contract or non-FT workers.
・Regarding the new barrier of annual income of 1.3 million yen, up from 1.06 million yen, “the burden of social insurance premiums when crossing the wall increases, so the career advancement subsidy, is an improvement course for treatment when applying social insurance.”
・In addition, if companies “take measures to extend working hours in the second year”… to “establish a long-term workplace and further advance careers, they will also be subsidized for the initiative.
・For small business owners, the increased subsidy amount will further strengthen support.
・Note that from July 1, 2025 to March 31, 2025, it is possible to switch from the efforts of the treatment improvement course when applying social insurance to the working hours extension menu or the combined menu to the short-time worker working hours extension support course.

The published materials are here: Https://www.mhlw.go.jp/stf/newpage_59023.html

Selected Details

Target workers: Fixed-term contract workers, etc. who are not insured by social insurance (excluding regular workers, full-time employees limited to work location, full-time employees limited to duties, and short-time full-time employees)

1st year Initiatives:

  • Extend the prescribed working hours by more than 5 hours per week
  • Extend the prescribed working hours for more than 4 hours and less than 5 hours + increase wages by more than 5%
  • Extend the prescribed working hours for more than 3 hours and less than 4 hours + increase wages by more than 10%
  • Extension of prescribed working hours for more than 2 hours and less than 3 hours + wage increase by more than 15%
    → Subsidy amount per person: 500,000 yen (small business owners)
    400,000 yen (small and medium-sized business owners)
    300,000 yen (large company business owner)
    (Note 1) Applicable to cases where the above requirements are met over multiple years

2nd year Initiatives

  • Extend the working hours by more than 2 hours
  • Increase the basic salary by 5% or more or apply the bonus or retirement benefit system
    → Subsidy amount per person: 250,000 yen (small business owners)
    200,000 yen (small and medium-sized business owners)
    150,000 yen (large business owner)
    (Note 2) Comparison in the first and second years after applying the emplant insurance
    (Note 3) A small business owner is a business owner whose number of workers employed at all times is less than 30
    (Note 4) There is no maximum number of people applying for payment

3. Purely Informational. On June 26, regulatory reform related to the worker dispatch business and job placement business included in the “Regulatory Reform Implementation Plan” (Cabinet decision on June 13, 2025) was carried out.

Review of full-time regulations for job placement managers
→ Regarding the obligation to appoint a dedicated job placement officer for each business office, based on the point that the obligation is an obstacle to flexible staffing of job placement operators and the opening of new offices including rural areas, make thorough use of digital technology If certain requirements are met, etc., consider a review in the direction of making it possible for the person in charge of job placement to hold multiple offices.
→ Conclusions for the end of fiscal year 2025 and prompt measures as soon as conclusions are reached

Reduction of the administrative burden related to the clarification of matters such as the job type handled in the paid job placement business
→ After accepting the job application or job application, the job seeker and job seeker, such as the scope of the job type handled, matters related to fees, matters related to the handling of complaints, and other prescribed matters related to the contents of the job placement business (hereinafter referred to as “take Online (including the use of the app) when specifying the “job type, etc.) For job seekers and job seekers who apply for the use of the job placement service, it is not necessarily necessary to confirm after the application, and it is possible to grasp the desire for an explanation at the same time as the application, after clarifying the interpretation with specific examples. , widely known
→ Measures for the 7th fiscal year of Reiwa

Reduction of administrative burden related to business reports for job placement business and worker dispatch business, etc.
→ For business reports submitted by job placement operators in accordance with the provisions of the Employment Stability Act, and business reports submitted by dispatching employers in accordance with the provisions of the Worker Dispatch Act, the head office, etc., to centrally process information about all business offices and submit them all at once. Considering measures to reduce the burden when job placement businesses and dispatching employers submit business reports, such as making it possible and making it possible for job placement businesses with a wide range of handling operations to submit online using e-Gov, and the conclusion As soon as we get it, we will take the necessary measures as soon as possible
→ Review, conclusion, and prompt measures as soon as the conclusion is reached for the 7th fiscal year of Reiwa

Official materials are found here. Https://www.mhlw.go.jp/stf/newpage_58603.html

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MAY 2025

  • 1. Company Work Rules Elxplained
  • 2. Work Rules Notifications – HEad Office and Busienss Sites
  • 3. Foreign Worker Training

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  1. May 1. Work Rules: A Legal Requirement and a Safety Measure for all Employers

In Japan, employers are legally obligated to notify employees of their working conditions, including those related to various work sites. This notification is typically done through a written document called the “Work Rules”, “Employment Rules”, or “Notice of Employment Conditions,” which must outline several key aspects of the employment. To not have proper work rules illegal and leaves you open to legal problems from both employees and the government.

The preparation of the work rules can seem daunting, however if you seek professional support, they can be prepared and updated as necessary, comprehnsively and efficiently.

Key aspects of notification and employment rules:

  • Working hours and rest periods:Employers must clearly indicate the standard working hours, maximum daily and weekly hours, and required rest periods, which include at least 45 minutes for workdays exceeding six hours and one hour for workdays exceeding eight hours. 
  • Overtime and compensation:Information on overtime pay, including the types of work that qualify for overtime, and the calculation of overtime wages, must be provided. 
  • Leave and holidays:The rules for annual leave, paid holidays, and other types of leave (e.g., maternity, childcare, and family care leave) must be clearly stated. 
  • Wages and other payments:Details about salary scales, allowances, bonuses, and other forms of compensation must be outlined, including how and when wages are paid. 
  • Termination of employment:The process for terminating employment, including required notice periods and severance pay, must be specified. 
  • Rules of conduct:Information on workplace rules, including conduct standards, dress codes, and acceptable behavior, must be communicated. 
  • Health and safety:Information on safety regulations, emergency procedures, and other relevant health and safety measures must be provided. 

Specific requirements for foreign workers:

  • Foreign workers may be required to obtain a “Certificate of Eligibility” (COE) before applying for a work visa. Employers who hire foreign workers must be aware of their responsibilities under the Labor Standards Act and other relevant regulations.  Employers must provide necessary assistance to foreign workers who are dismissed, including helping them find new employment within the scope of their visa. 

Additional considerations:

  • Japanese labor law is generally progressive, with provisions for work-life balance, childcare leave, and other family-friendly measures. 
  • Employers must ensure that all employees are aware of their rights and obligations, including the right to a fair and safe workplace. 

Resources:

  • The Ministry of Health, Labour and Welfare (MHLW) provides information on labor standards and working conditions.  The Japan External Trade Organization (JETRO) also offers resources for businesses in Japan. Consultation lines and hotlines are available to assist foreign workers with questions about their working conditions. 

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2. MAY 5, 2025. Head Office and Business Sites “Work Rules” Notification.

The Japanese MHLW has issued a notice regarding the immediate bulk notification of the head office and separate business or work sites for various on documents such as Employment Rules, and further, that with such notifications, Company Directors, and Director of each business site are deemed to be aware.

Be aware that such documents are comprehensive and must address all material conditions of employment at the Head Office and all business sites. See the article above on “Work Rules” for a general summary.

There are automatic file creation and update functions for bulk notifications to the head office

  • A CSV file is automatically created and attached based on the contents entered on the portal site (in the e-Gov electronic application, it is necessary to attach a CSV file created using the “Target Business Site List Creation Tool”)
  • Just by entering the location information of the workplace, the competent labor standards supervision office is automatically selected, and errors in the notification destination can be prevented (in the e-Gov electronic application, you need to search for the labor standards supervision office under the jurisdiction of the workplace and confirm the notification destination)
  • For the agreement notification on the one-year basis, a reminder email will be sent to the email address registered 30 days before the expiration of the agreement, and the contents of the previous notification will be copied and initially displayed, and only the changes will be corrected. You can report it (in the e-Gov electronic application, it is necessary to notify from the beginning at the next notification)

Resources.

Regarding the bulk notification of the employment rules to the head office: Https://www.mhlw.go.jp/hourei/doc/tsuchi/T250424K0010.pdf

Regarding the bulk notification of the head office of the agreement on overtime work and holiday work: http://www.mhlw.go.jp/hourei/doc/tsuchi/T250424K0020.pdf

Regarding the bulk notification of the agreement on the one-year variable working hours system at the head office: Https://www.mhlw.go.jp/hourei/doc/tsuchi/T250424K0030.pdf

Regarding electronic applications for notification, etc. based on the provisions of the Labor Standards Act, etc.Https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/0000184033.html

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3. May 7. MHLW Immigration Control and Refugee Recognition Act, and Act on the Appropriate Implementation of Technical Training for Foreigners and the Protection of Technical Trainees”.

While the Ministry is seeking commentary from industry, all foreign employers should stay abreast of developments in the Act, which stipulates the establishment of a training employment system. There are legal requirenents for companies to provide adequate training systems across a range of work skill areas.

Resources.

Regarding the “Summary of the draft Cabinet Order on the Development and Transitional Measures of Related Cabinet Orders Related to the Enforcement of the Act Amending Part of the Act on Immigration Control and Refugee Recognition and the Appropriate Implementation of Technical Training for Foreigners and the Act on the Protection of Technical Trainees” etc.Https://public-comment.e-gov.go.jp/pcm/detail? CLASSNAME=PCMMSTDETAIL&id=315000105&Mode=0

4. May 9. Draft Law to Amend Part of the Occupational Safety and Health Act and the Working Environment Measurement Act” passed.

The specifc areas of amendment are as follows:

  • Safety and health measures for sole proprietorships, etc.
  • Mandatory implementation of stress checks at workplaces with less than 50 workers
  • Measures to prevent injuries due to chemicals, machinery

Resources

Information on the progress of the proposal deliberation: http://www.shugiin.go.jp/internet/itdb_gian.nsf/html/gian/keika/1DDED36.htm

Draft law submitted by the 217th Diet (Reiwa 7th regular meeting: http://www.mhlw.go.jp/stf/topics/bukyoku/soumu/houritu/217.html

5. May 12, Employment Support Organization for the Elderly, Disabled, and Job Seekers – and the 65-year-old over-employment promotion subsidy.

There is an employment promotion subsidy for workers aged 65 years old and older. Materials relate to: the continuous employment promotion course for people over 65 years old; employment management improvement course such as the elderly evaluation system; and, permanent employment conversion course for the elderly.

Resources. For information on the application window, etc., please see…

Subsidy Information: Https://www.jeed.go.jp/elderly/subsidy/index.html:

Electronic applications for subsidies: http://www.jeed.go.jp/elderly/subsidy/v1tt1c0000000cvx-att/v1tt1c0000000dsu.pdf

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APRIL 2025

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In this final April Update, we summarise and provide links to government sources on employer obligations, and employee entitlements from labor changes as they apply to payroll and social insurances, etc.

April 1. New MHLW materials and updates on subsidies from April 2025 have been published on the website of the Ministry of Health, Labor and Welfare. New subsidies, and some that have been terminated, cover a broad range from HR & training support, to work style reform

April 1. MHLW resumes “Support Subsidy for Human Resources Securing (Employment Management System and Employment Environment Development Grants. These are sizeable subsidies and grants, up to ¥1.9M, specifically to support companies in creating improved workplace environments.

April 3. MHLW publishes guidelines on “Creating a Workplace Where You Can Continue to Work While Receiving Fertility Treatment” and “Infertility Treatment and Work Balance Support Handbook” to support employees seeking such treatment while maintaining work-life balance.

April 7. The Foreigner Technical Training Organization began publicizing nursing care technical trainees with practical experience in nursing care offices, etc., due to the growing demand for nursing care workers in Japan.

April 9. MHLW publishes leaflets and pamphlets on subsidies for support for fiscal year 2025. A recurring theme this month, the slew of subsidy and support programs relating to Nusrsing Care, Child Care, Fertility Programs, etc, are getting heavy promotion to address the situation.

April 10, April 4, the Ministry of Land, Infrastructure, Transport and Tourism releases a “Handbook for the Recruitment and Retention of Foreign Engineers for Managers and Practitioners of Small and Medium-sized Construction Companies“. The well-known labor shoratge has hit the construction industry the hardest for small and medium-sized construction industries.

April 11. MHLW is working on career advancement subsidies to counter the “annual income barrier of 1.3 million yen”. Aimed at short-term and contract workers not covered by the Social Insurance System, the measures include increasing daily work hours, wages, and employer subsidies.

April 15. The MHLW releases materials on the “wage increase” support subsidy package. There are subsidies for implementing work reform and work mobility, and reducing regular vs. irregular worker wage gaps.

April 17. The Ministry of Finance posted materials on the “creation of a special case for raising basic deductions, etc., and increasing minimum taxable thresholds to support lower-income people and families. Additional information is available here.

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Staying On Top of Changes to Japanese Labor Law. Engage a Sharoushi in some way.

The expression “nothing is more constant than change” certainly applies to Japanese labor law in recent years – and 2025 is no exception. This is especially true in the areas of employee pay, benefits and the myriad related deductions, and Social Security which includes insurances & pensions.

Frankly, as a Japanese Sharoushi (Japanese Labor Law and Social Security) firm, one of our major responsibilities & efforts is ensuring that our clients are up-to-date and in compliance.

This Bookmark Page, and all of the full articles we write and post on our website, does not nearly cover all the changes. Even our “disclaimer” makes that point. So how do you stay on top and in compliance? The honest answer is to engage a Sharoushi in some way – they are the only professionals certified by the government to advise you and/or manage it all for you. If you have no HR or paayroll experts on staff, Sharoushi will have various serviceofferings to meet your needs. If you have in-house HR and payroll experts, of course, your need for an outside Sharoushi is reduced to an advisory role.

With or Without Sharoushi Support – Monitor the Official MHLW Resources

The Japanese Minsitry of Health, Labor and Welfare publishes / posts vast resources on updates to laws, employer / employee requirements, premium changes and calculations, etc. Here are some of the key links to stay on top of.

The bulk of the Japanese Ministry of Health, Labor and Welfare (MHLW) announcements are in Japanese.  There are some general materials on the English site, however it tends to 
reflect only basic information.  Please always seek out a local Japanese Sharoushi for an accurate interpretation of these complex rules and laws. As you might expect, the information is categorized into: HEALTH, WELFARE and LABOR – again, it is very limited.

The official Japanese MHLW website, in Japanese, is comprehensive and your main resource. Many foreign companies and/or or non-Japanese-speaking people use web browser translations to navigate the site. We highly recommend this if you want to be sure to access all the most up-to-date information. While AI translations are imperfect, especially on such technical matters, an AI translation to English or any other language these days is pretty good.

For companies – these are some key sections and resources for employers.

For Employee Consultation

MHLW YouTube Channel containing general announcements.

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Disclaimer: As a Japanese Sharoushi (Certified Japanese Labor and Social Security Attorney), Verse Corporation endeavors to prioritize and accurately summarize recent government introductions and updates to labor law and Social Welfare Guidelines. However, there may be more announcements and law/rule changes not covered here, and it is every company’s responsibility to do so on their own. Further, we do not accept any responsibility for inaccuracies in our materials, nor for any consequences to readers for relying on our materials.

Japanese Labor Law and the related social welfare requirements for employers are changing rapidly. Stay on top of them by bookmarking this page to see the updates, and then clicking through to the hyperlinked Verse articles and MHLW (Ministry of Health, Labor and Welfare) source materials for greater detail. Bookmark this page for 2025 Labour & Social Welfare Updates.

Notes about Verse and our Articles.

  • *Verse Corporation publishes articles on timely issues in Japanese Social Security and Labor Law. Japanese payroll, source deductions, and all labor law work & pay rules regarding compensation, social insurance, absenteeism & sick leave, etc. require strict adherence. Labor/employment law can be complex, even for Japanese companies, and must be handled mostly in Japanese. As with all social welfare and labor law matters in Japan, please seek out professional Sharoushi (Certified Labor and Social Security Attorney.)* 
  • The bulk of the Japanese Ministry of Health, Labor and Welfare (MHLW) announcements are in Japanese.  There are some general materials on the English site, however it tends to 
  • reflect only basic information.  Please always seek out a local Japanese Sharoushi for an accurate interpretation of these complex rules and laws.
  • In our External Resources you will find links to a select number of trusted Japanese and global resources addressing Japanese labor law, workplace Employer responsibilities and trends, etc.

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MARCH 2025

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March 8, 2025 was International Women’s Day. Japan consistently ranks low on global gender equality scales. There are historical and cultural reasons that have made progress slow; however, the situation is improving thanks to Japan’s recent workplace female and general equality initiatives spearheaded by the government and big employers.

Examples of Recent Workplace Initiatives

1. Proposed amendment to the Comprehensive Labor Measures Promotion Act

Click here for the Verse full story

The purpose of the revision is stated as: necessary: in order to improve a working environment where diverse workers can play an active role, we will take measures such as strengthening measures against harassment, promoting women’s activity, including extending the expiration date of the Women’s Activity Promotion Act, and promoting support for treatment and work balance.

Overview of the revision. Click here to see the MHLW website on the revisions.
1. Strengthening countermeasures against harassment [Comprehensive Promotion of Labor Measures Act, Equal Employment Opportunity for Men and Women Act]

2. Promotion of women’s activities [Women’s activities promotion law]
3. Promotion of support for the balance of treatment and work [Comprehensive Labor Measures Promotion Act]

2. Revisions to, and promotion of the Shokubarabo comparitive website.

On February 27, the “Shokubarabo” site, operated by the Ministry of Health, Labor and Welfare (click to visit the Japanese site) was renewed. The MHWL states that: Shokubarabo” is a website that allows you to search and compare workplace information, such as overtime hours (overtime hours), paid leave acquisition rates, and average ages, for companies that actively pursue workplace improvement.

On this site, information about companies posted on three sites: “Youth Employment Promotion Comprehensive Site”, “Women’s Active Participation Promotion Company Database”, and “Compatibility Support Square”, and the main items are as follows.

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FEBRUARY 2025

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Article 1.

Focus on Childcare and Nursing Care Leave in Japan. Employers Take Note.

The two most common types of paid leave in Japan are for childcare and nursing care. Both have been an ongoing focus of the government in recent years, and changes are occurring that employers and employees must be aware of.

Overview.

Childcare Leave. As of 2025, significant updates to Japan’s childcare leave laws include: expanded eligibility for leave regardless of length of employment, extended rights to request overtime exemptions for employees with children up to elementary school age, increased disclosure requirements for companies regarding childcare leave usage, and a greater push for flexible working arrangements tailored to the age of the child, with the aim of better work-life balance for parents.

Nursing Care. As of 2025, the major update to Japanese nursing care leave is that employers are now required to proactively inform employees about nursing care leave options and support systems, particularly when employees reach the age of 40, and must confirm their understanding of these benefits when needed; this is part of broader amendments to the Child Care and Family Care Leave Act aiming to better balance work and family responsibilities, with new provisions coming into effect on April 1, 2025, and further updates on October 1, 2025.

Basic MHLW Materials in English for Childcare and Nursing Care Leave. Caution: these are very helpful descriptions in English and are supposed to kept up to date. However, updates in Japanese are far more frequently published – as such, it is best to refer to those to be sure.

Promotion of Balancing Work and Family Section of the MHLW Portal:

  • Introduction to the revised Child Care and Family Care Leave Law [English] [Japanese]
  • The Act for Partial Revision of the Act for Measures to Support the Development of the Next-Generation Children (Act No. 28 of 2014) (Overview)(PDF:89KB) 
  • Overview of Revised Child and Family Care Leaves Act and Equal Employment Opportunities Act(English PDF:749KB) (Japanese PDF:1,079KB) 
  • Outline of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members 
    (English PDF:282KB Chinese PDF:643KB Portuguese PDF:432KB　Vietnamese PDF:555KB　Japanese PDF:734KB)
  • Outline of the Act on the Partial Amendment to the Act on Promotion of Women’s Participation and Advancement in the Workplace etc. (PDF:506KB)

Japanese Source Materials: Pamphlets, Recent Changes, Examples in Work Rules, etc.

MHLW portal for the Childcare and Nursing Act.

Leaflet on the changes to the act.

Examples of Regulations and including them the Company Work Rules.

END

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JANUARY 2025

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Article 1.

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Increased Publication of Foreign Employee Enrollment in the Japanese Pension System.

This increased publication and promotion, includes increased local government investigation as to foreigner participation in the mandatory Pension System.

Japanese and English Summary of Participation Requirements

Japanese Detailed Description of Promotional Efforts.

In accordance with National Pension Law, the Japan Pension Service requests local governments to report on information on the nationality of residents, as to their Pension Contribution Status.

Japan’s Public Pension System

The public pension system, consisting of the National Pension system (NP) and the Employees’ Pension Insurance system (EPI), pays you insurance benefits not only for old age but also for unforeseeable events such as disability and death. The benefits are paid on condition that you pay monthly contributions.

All residents of Japan, regardless of nationality, aged between 20 to 59 (up to 70 years old for the EPI) must enroll either in the NP or in the EPI,

*If your workplace is covered by the EPI, you need to enroll in the EPI

* If you are temporarily (not over 5 years) sent to work in Japan from the country that has a social security agreement with Japan, you may be exempted from compulsory coverage by the Japanese public pension system.

Key points of National Pension system

If you are not covered by the EPI, you need to do the procedure for yourself to enroll in the NP at your residential municipal office.

The NP provides benefits when you become old, you have severe disability due to an illness or injury, and / or the income earner of a family dies

Old-age pension and disability pension will be paid to you while survivors’ pension will be paid to the dependent survivors, including spouse and children In order to receive benefits, you must meet the relevant children requirements.

You need to pay NP contribution: 16,980 yen* per month

* Monthly amount for fiscal year 2024 (from April 2024 to March 2025)

If it is financially difficult to pay NP contributions, you may apply for exemption of contribution.

If you meet certain requirements such as low income or unemployment, contribution exemption is granted. Students may apply for special payment system to postpone the contribution payments.

Key Points of Employees’ Pension Insurance system

■ If your workplace is covered by the EPI, you must enroll in the EPI.

■ Your employer is responsible for your enrollment procedure. Half of your contribution amount is paid by your employer and half by you. Your employer deducts your contribution from your salary, and pays it together with their share to the government.

■ The EPI also provides old-age pension, disability pension, survivors’ pension, and lump-sum withdrawal payments.

If you have any questions about the public pension system, please contact your residential municipal office, a JPS branch office or call Nenkin Dial, a call center with free interpretation service for several languages.

For more information about the public pension system, please visit the Japan Pension Service website.

https://www.nenkin.go.jp/international/index.html

Article 2

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Japan’s MHLW Contemplating Corporate Pension and Individual Pension Revisions

The Corporate Pension and Individual Pension Subcommittee of the Social Security Council announced the “Organization of Discussions in the Corporate Pension and Individual Pension Subcommittee of the Social Security Council”. While these are not yet law, companies would be wise to take notice and be ahead of such revisions so as to better serve their employees retirement needs.

●Rise the upper limit of the age limit for joining iDeCo (Independent Defined Contribution Plan)

→ In addition to the current requirement for national pension-insured persons, some have joined a private pension while paying insurance premiums for public pensions and used iDeCo from the ages of 60 to 70 so that they can continue to build assets in their old age. Those who intend to continue asset formation in old age (specifically, those who were members and management instructions ofiDeCo and those who transfer assets of private pensions (such as corporate DC to iDeCo) and receive basic old-age pensions and iDeCo old-age benefits. Those who have not been given should be allowed to join and continue to contribute to iDeCo.

●Increasing the upper limit of the age at which iDeCo can be started

→ We should continue after 75 years old, and after looking at the situation of those who start receiving benefits after the age of 70 after April 2020, etc., we should carefully discuss whether to raise the age of starting benefits further.

●iDeCo’s contribution limit

→ The contribution limit of iDeCo’s No. 2 insured person will be reviewed so that they can contribute up to the common contribution limit combined with the corporate pension, even if there is no corporate pension or if the employer’s premium is small.

→ The contribution limit of iDeCo should be reviewed based on changes in the economic and social situation in conjunction with the contribution limit of corporate DCs.

●Contribution limit for corporate DCs

→ The contribution limit of corporate DCs should be reviewed based on changes in economic and social conditions such as rising wages.

→ Regarding the matching contribution of corporate DCs, it is necessary to review the restrictions that cannot exceed the employer’s contribution amount.

●Simple DC system

→ After its establishment in 2018, it was thought that there was no track record of use and it did not meet the needs of small and medium-sized enterprises, so some of the simplified procedures applied to the simplified DC were applied to normal corporate DC, so the normal enterprise For business DC, we should improve the design that is easy for all business owners, including small and medium-sized enterprises, and integrate simple DC into normal corporate DC.

●Small and medium-sized business owner’s premium payment system (iDeCo+)

→ As for the scope of small and medium-sized business owners that can be implemented, it will continue to be less than 300 people, and we should work on promoting dissemination and increasing the number of subscribers.

→ The combination of iDeCo+ and DB should be carefully considered

●Comprehensive DC

→ There is no legal definition, but for the so-called “comprehensive DC” in which multiple offices that do not have a close relationship with business and capital jointly implement corporate DC, refer to the provisions of the comprehensive DB, position it institutionally, and grasp the actual situation Should

→ Measures to improve initiatives related to the development of rules, selection of operational products, monitoring, and the implementation of continuous investment education should continue to be considered.

●DB system design

→ For changes in the benefit design due to the extension of the retirement age, etc., while continuing to follow the current judgment criteria for the reduction of benefits in principle, certain requirements such as increasing the nominal amount of benefits are met, and the subject to changing the benefit design of DB If there is an agreement from a labor union organized by more than two-thirds of the entrants, it should be exceptionally not treated as a “benefit reduction”

●So-called selective DB and selective DC

→ In the so-called selective DB, as in the case of DC, it should be added to the DB’s notice of interpretation of laws and regulations so that the employer should explain the impact on the amount of benefits such as social insurance and employment insurance to employees.

→ On top of that, we will proceed with efforts to ensure that employees are accurately explained to the impact on benefits in the social insurance system, including disability pensions and survivor pensions, at the time of labor-management consultations, introduction, and enrollment.

●Automatic transfer

→ As a response to be taken by the employer, before the loss of the corporate DC subscriber qualification to the time of loss of qualification, to implement an explanation of the response to be taken at the time of loss of qualification, and to individual management assets at the time of loss of qualification for all corporate DC subscribers Continuous explanation of transfer procedures, etc. should be implemented.

●DC withdrawal lump sum

→ Based on the situation and practice of reviewing the public pension withdrawal lump sum, the total contribution period should be raised from 5 to 8 years, etc.

MHLW source materials, in Japanese.

Bookmark this page for 2025 Japanese Labour Law & Social Welfare Updates


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