In April 2016, the Act on the Promotion of Women's Active Engagement in Professional Life (the Women’s Promotion Act,) enacted in September 2015, was fully enforced. The temporary legislation until March 31, 2026, has been extended for 10 years. This article reviews background to this Act and changes implemented in April 2026.
[1] Background of the Women’s Promotion Act
Recent years saw steady increase in the employment rate of women (from 15 to 64), but many women with the desire to work are still struggling to find employment. It is also common for women in managerial positions to face difficulties in fully demonstrate their capacity. The Women’s Promotion Act has been drawn up with the aim of establishing a society where such women can exercise their abilities at work.
[2] Companies’ obligations
The Women’s Promotion Act requires companies of a certain size to draw up an action plan. Specifically, they need to follow the PDCA (plan-do-check-action) cycle that includes the four steps below.
Step 1: Understand female employees’ work situation and analyze issues
Step 2: Formulate the General Employer Action Plan, inform workers and publicize externally
Step 3: Report the creation of the General Employer Action Plan to the government
Step 4: Implement the measures and assess effects
Companies of a certain size are also required to publicize the situation to help job seekers obtain information about women’s work engagement.
[3] Changes implemented in April 2026
New items have been added to the information to be provided. Companies with a number of employees between 101 and 300 are now required to disclose information about wage differences between male and female employees or the ratio of women in managerial level positions. Firms with more than 300 employees also need to publicize this ratio.
Companies need to disclose the data for the first fiscal year that ends after April 1, 2026, within 3 months after the start of the next fiscal year. For example, a company whose fiscal year ends on December 31, 2026, is required to release the information by the end of March 2027. Companies need to publish the latest data at least once a year.
The law obliges firms with 100 or less employees to make efforts described above. If companies wish to identify their problems, it is helpful to carry out “Step 1: Understand the status of female employees’ work engagement and analyze issues.” The Labour Ministry provides a leaflet about how to analyze issues with examples to help companies determine necessary measures.
*This information is based on laws and regulations as of the date of the original article.
