Responding to amendments to labor-related laws and regulatory compliance
First written in FY2016. 6 of 7 entries say "Advanced", first in FY2017. Latest entry: FY2025.
The whole theme swung hardest in 2021: 2 of 9 companies on the "Worse" side.
0 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「From 1 November 2024, the Act on the Properization of Transactions Involving Specified Entrusted Businesses, commonly known as the Freelance Protection Act, has been in effect. …The Group has completed all measures required to comply with the Act.」
The company specifies that the Freelance Protection Act took effect on 1 November 2024 and states that all measures required to comply with the Act have been completed. - FY2022AdvancedAnnual report
「From April 2020, revisions to the Worker Dispatching Act and the Act on Improvement of Employment Management for Part-Time and Fixed-Term Workers, namely the application of equal pay for equal work, took effect. In April 2022, penalties for legal violations were strengthened in connection with revisions to the Act on the Protection of Personal Information, and the company has responded appropriately by thoroughly revising its internal regulations and providing training. In October 2022, revisions to the Act on Childcare and Family Care Leave, namely the paternity leave system, also came into effect. As labor-related laws and regulations continue to be revised periodically, the Group will gather information to respond promptly while continuing to build a work environment in which employees and registered staff can work with confidence.」
The company specifically identifies equal pay for equal work, stronger penalties under the revised Act on the Protection of Personal Information, and the launch of the paternity leave system as new regulatory developments, and describes its response through revisions to internal regulations, training, and information gathering. - FY2020AdvancedAnnual report
「In addition, labor-related laws and regulations are being amended periodically, including revisions to the Act on Childcare and Family Care Leave, mandatory annual paid leave usage, and, from April 2020, revisions to the Worker Dispatching Act and the Act on Improvement of Employment Management for Part-Time and Fixed-Term Workers, namely the application of equal pay for equal work.」
The company states that the previously planned legal revisions concerning equal pay for equal work took effect in April 2020, indicating that its compliance measures have progressed. - FY2019AdvancedAnnual report
「In addition, labor-related laws and regulations are being amended at a rapid pace, including revisions to the Act on Childcare and Family Care Leave, mandatory annual paid leave usage, and, from April 2020, revisions to the Worker Dispatching Act and the Act on Improvement of Employment Management for Part-Time and Fixed-Term Workers, namely the application of equal pay for equal work.」
In addition to addressing the conventional 2018 issue, the company identifies mandatory annual paid leave usage and the application of equal pay for equal work scheduled for April 2020 as new regulatory factors. - FY2018AdvancedAnnual report
「The amended Labor Contract Act and amended Worker Dispatching Act came into effect on 1 April 2018, bringing the so-called 2018 issue into full force. Following the arrival of the 30 September 2018 deadline for restrictions on the duration of assignments on an organizational or individual basis, the Group is promoting measures such as direct employment by client companies and conversion to indefinite-term employment by dispatching agencies.」
The Company explicitly identifies the start of the 2018 issue and the arrival of the 30 September 2018 deadline, and is promoting direct employment and conversion to indefinite-term employment. - FY2017AdvancedAnnual report
「The so-called 2018 issue under the Labor Contract Act will come into full force on 1 April 2018. In response to the arrival of the 30 September 2018 deadline for restrictions on the duration of assignments on an organizational or individual basis, the Group is promoting measures such as direct employment by client companies and conversion to indefinite-term employment by dispatching agencies.」
Regarding the 2018 issue under the Labor Contract Act, the Company identifies April and September 2018 as key dates and is promoting direct employment by client companies and conversion to indefinite-term employment by dispatching agencies as countermeasures. - FY2016First statedAnnual report
「The Group strives to operate in compliance with laws and regulations, including by thoroughly planning and implementing measures and providing guidance and training to employees. We believe that we have completed our response to the amendments described above and that their impact will be limited.」
States that measures and employee training were implemented in response to amendments to the Worker Dispatching Act and other legislation, and that the response has been completed.