Responding to Laws and Regulations, Permits and Licenses, and Human Rights Regulations in Each Country
First written in FY2020-Q2. 4 of 7 entries say "Worsened", first in FY2023. Latest entry: FY2026.
Recruit Holdings moved to the "Worse" side of this theme in 2023, 2 years before the typical company in this theme (2025).
The whole theme swung hardest in 2026: 22 of 71 companies on the "Worse" side.
14 other companies' latest entry also says "Worsened".
- FY2026WorsenedAnnual report
「In the EU, the comprehensive AI regulation, the European Artificial Intelligence Act, has entered into force, and regulations concerning prohibited uses of AI and general-purpose AI, among other aspects of generative AI, are being implemented in stages.」
For regulatory risks in each jurisdiction, the entry into force and phased implementation of the EU AI Act, as well as the increasing regulation of AI in employment decisions, have been described in greater detail. - FY2025WorsenedAnnual report
「These regulations could impose a burden on existing or future business operations. In addition, U.S. courts or regulators could determine that providers of AI tools used in hiring decisions are subject to U.S. civil-rights and disability-protection laws.」
For regulatory risks in each jurisdiction, the possibility that AI tools used in employment decisions may be subject to civil-rights and disability-protection laws has been added, with the burden of regulatory compliance and the risks of litigation and fines described in greater detail. - FY2024WorsenedAnnual report
「In the EU, the European Parliament adopted the AI Act on 13 March 2024. If it enters into force, certain restrictions will be imposed on the handling of human rights and personal data relating to EU citizens. In the United States, a draft AI Bill of Rights was also released, and on 30 October 2023 the Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence was issued.」
For regulatory risks across the Group, specific developments in AI and data regulation, including the AI Act, the draft U.S. AI Bill of Rights and executive orders, have been added. - FY2023WorsenedAnnual report
「The HR Technology business is, or may become, subject to the U.S. Communications Decency Act and California Consumer Privacy Act, including amendments under the California Privacy Rights Act, which takes effect in 2023; the EU General Data Protection Regulation, Digital Services Act and Digital Markets Act; and other laws and regulations. In addition, the EU has published a draft AI regulation, and the United States has also released a draft AI Bill of Rights.」
For regulatory risks in each jurisdiction, additional details have been added on data, platform and AI regulations relevant to the HR Technology business, including the CPRA, the EU Digital Services Act and Digital Markets Act, the draft AI regulation and the draft U.S. AI Bill of Rights. - FY2022Updated applicable laws and regulatory changesAnnual report
「An amended Act on the Protection of Personal Information took effect in 2022, primarily to strengthen data-subject rights, tighten obligations imposed on businesses and introduce new rules concerning the use of data.」
For regulatory risks in each jurisdiction, the applicable and amended requirements have been updated to include Japan's amended Act on the Protection of Personal Information, the U.S. California Privacy Rights Act, and data, human-rights and labor regulations in various jurisdictions. - FY2020-Q3Specified applicable laws and regulationsAnnual report
「Our Group's HR Technology business is subject to laws and regulations including the U.S. Communications Decency Act, California Consumer Privacy Act (in effect from 2020), Telephone Consumer Protection Act, Wiretap Act, Stored Communications Act and Fair Credit Reporting Act; the EU General Data Protection Regulation; and Japan's Act on the Protection of Personal Information and Employment Security Act.」
For regulatory risks in each jurisdiction, the specific U.S., EU and Japanese laws applicable to the HR Technology business, including the California Consumer Privacy Act, which took effect in 2020, are identified. - FY2020-Q2First statedAnnual report
「Violations of laws and regulations applicable to our Group, including those concerning personal information protection, data protection, telecommunications, consumer protection, employment, human rights, anti-bribery, taxation and antitrust, could have a material adverse effect on the Group's business operations, results of operations and social credibility.」
Beyond the licensing and regulatory risks associated with the existing staffing and recruitment businesses, the Group has systematically described regulations applicable across the Group, including those relating to personal information, data, consumer protection, human rights, anti-bribery, taxation and antitrust, as separate risks.