Labor-related regulations and rising labor costs resulting from work-style reform
First written in FY2019. 5 of 7 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2024: 4 of 10 companies on the "Worse" side.
14 other companies' latest entry also says "Restated".
- FY2026RestatedAnnual report
「In responding to such labor-related laws and regulations and to changes in the labor environment, the Group may be unable to secure sufficient personnel when needed, and labor costs may rise substantially. In addition, if the Group violates labor-related laws or regulations, its performance and other matters may be affected if regulatory authorities order the Group to improve its operations or employees make claims against it.」
The risks of difficulty securing personnel and rising labor costs due to changes in labor-related laws and regulations and the labor environment, as well as the potential impact on performance in the event of violations, continue to be disclosed. - FY2025-Q1WorsenedAnnual report
「In addition to the prolonged rise in raw material prices, labor and logistics costs have also been trending upward, and record levels of yen depreciation have contributed to continued domestic inflation.」
Regarding labor costs, the disclosure describes not only the risk of future increases due to changes in labor-related laws and regulations and the labor environment, but also management's view that labor costs were trending upward during the quarter. - FY2024RestatedAnnual report
「In responding to such labor-related laws and regulations and to changes in the labor environment, the Group may be unable to secure sufficient personnel when needed, and labor costs may rise substantially. In addition, if the Group violates labor-related laws or regulations, its performance and other matters may be affected if regulatory authorities order the Group to improve its operations or employees make claims against it.」
The risks of difficulty securing personnel and rising labor costs due to changes in labor-related laws and regulations and the labor environment, as well as the potential impact on performance in the event of violations, continue to be disclosed. - FY2023RestatedAnnual report
「In responding to such labor-related laws and regulations and to changes in the labor environment, the Group may be unable to secure sufficient personnel when needed, and labor costs may rise substantially. In addition, if the Group violates labor-related laws or regulations, its performance and other matters may be affected if regulatory authorities order the Group to improve its operations or employees make claims against it.」
The risks of difficulty securing personnel and rising labor costs due to changes in labor-related laws and regulations and the labor environment, as well as the potential impact on performance in the event of violations, continue to be disclosed. - FY2022RestatedAnnual report
「In responding to such labor-related laws and regulations and to changes in the labor environment, the Group may be unable to secure sufficient personnel when needed, and labor costs may rise substantially.」
The risks of changes in laws and regulations and the labor environment associated with work-style reform, difficulty securing personnel, and rising labor costs continue to be disclosed. - FY2020RestatedAnnual report
「In responding to such labor-related laws and regulations and to changes in the labor environment, the Group may be unable to secure sufficient personnel when needed, and labor costs may rise substantially.」
The disclosure continues to describe the risks of changes in laws and regulations and the labor environment associated with work-style reform, difficulty securing personnel, and rising labor costs. - FY2019First statedAnnual report
「The work-style reform promoted by the government is bringing significant changes to the regulations and working environment surrounding both permanent and fixed-term employees, including the overtime-work limit regulations taking effect in April 2019, mandatory use of annual paid leave and the review of special provisions under Article 36 agreements, as well as the clarification of equal and balanced treatment by employment category and the duty to explain such treatment under the equal pay for equal work system taking effect in April 2020.」
The Company identifies as a new risk the possibility that changes to regulations on overtime work, paid leave and equal pay for equal work taking effect in 2019 and 2020 could make it difficult to secure human resources, increase labour costs and affect performance in the event of legal violations.