Various major law amendments are scheduled for this year as in the list below. The implementation of the law regarding measures against customer harassment is expected by the end of 2026, although the exact time of is yet to be determined.
|
Implementation schedule |
Description |
|
October 2025 |
· Introduction of rules allowing more flexible working styles for workers raising children aged 3 or older and under school age. · Individual notification and confirmation of relevant workers’ intention regarding the measures allowing more flexible working styles · Hearing of opinion regarding the balance between work and child-rearing from workers when they notified of pregnancy or childbirth and before their children turn 3, and implementation of support measures |
|
October 2025 |
· Raising of the annual income threshold for children between 19 and 22 to become health insurance dependents to less than 1.5 million yen |
|
January 2026 (planned) |
· Start of electronic filing of the Association Kempo benefits applications |
|
April 2026 |
· Start of the collection of the “Child and Childcare Support Contribution” · Change in the size of companies required to disclose data regarding wage differences of male and female workers and the ratio of female managers to companies with more than 100 workers from more than 300 workers · Raising of the wage standard for payment suspension of old-age pension for active employees from 500,000 yen to 620,000 yen (FY2024 value) |
|
July 2026 |
· Raising of the mandatory employment rate of disabled people to 2.7% |
|
October 2026 |
· Implementation of an exceptional, transitional measure to lower social insurance premiums for certain short-time workers newly enrolled in the social insurance system · Implementation of a system to support companies paying increased amounts of premiums for above workers |
|
TBD (by around December 2026) |
· Making of the measures against customer harassment mandatory · Making of the measures to prevent sexual harassment against job seekers, etc. mandatory |
[2] Details of law amendments
The government has disclosed specific information about some of the scheduled amendments.
1. Change in the size of companies required to disclose data regarding wage differences of male and female workers and the ratio of female managers to companies with more than 100 workers from more than 300 workers
In the past, companies with more than 300 employees were required to disclose data regarding gender wage gap. This year, the scope will be expanded to firms with more than 100 employees. Such companies will also be required to publicize information about the ratio of women among management-level workers. Please be sure to include all necessary data when publicizing information.
2. Raising of the wage standard for payment suspension of old-age pension for active employees from 500,000 yen to 620,000 yen
The old-age pension program for active employees is aimed to adjust pension amounts for senior workers who have an income above a certain level. The number of elderly people who wish to continue working is on the rise, while many companies hope to retain senior workers to secure necessary workforce. However, some elderly workers limit working hours to ensure their pension amounts will not decline. To address this issue, the threshold of monthly wages for suspending pension payment will be increased from 500,000 yen to 620,000 yen in April 2026. (wages as of FY2024)
3. Raising of the mandatory employment rate of disabled people to 2.7%
The mandatory employment rate of disabled people for private firms will be raised from current 2.5% to 2.7% in June 2026. With this change, companies with 37.5 or more employees will be required to have at least one disabled worker. Companies that do not meet the standard or is likely to fall short of the criteria in the future need to increase efforts in recruiting and retaining of workers with disabilities.
4. Making of the measures against customer harassment mandatory; making of the measures to prevent sexual harassment against job seekers, etc. mandatory
Companies are required to clarify their policy regarding customer harassment, notify and promote the policy, establish a system to provide consultation about customer harassment, and to act immediately and appropriately when a problem occurs and to take measures to prevent recurrence. The government is planning to provide specific guidelines in the future. Companies are under the same obligation regarding sexual harassment against job seekers. Detailed measures are expected to be provided in the coming months.
The government will also release new information about other law amendments. Please keep an eye on updates.
[Reference]
The Labor Ministry, “Major points to law amendments regarding anti-harassment measures and promotion of female workers”
https://www.mhlw.go.jp/content/001502758.pdf
“Revision in the old-age pension system for active employees”
https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/0000147284_00022.html
“Raising of the mandatory employment rate of disabled people and enhancement of support measures”
https://www.mhlw.go.jp/content/001064502.pdf
*The information is based on laws and regulations as of the date of the original article.
