90% of companies in favor of revising the 1,030,000 yen barrier

◆What is the "1,030,000 yen barrier"?

In a corporate survey conducted by Teikoku Databank (1,691 validly responding companies) on raising the "1.03 million yen barrier," it was revealed that nearly 90% of the responding companies were in favor of revising the "1.03 million yen barrier.

The "1,030,000 yen barrier" refers to the fact that income tax is incurred when annual income exceeds 1,030,000 yen and is excluded from the spousal deduction. Some companies make it a requirement that this barrier not be exceeded in order to provide a spousal allowance. As a result, many part-time workers are conscious of this barrier and refrain from working, contributing to labor shortages for companies.

In this survey, 67.8% of companies agreed that the "¥1,030,000 barrier" should be raised, while 21.9% said it should be eliminated. This means that a total of 89.7% of companies are calling for a review of the current system.

◆Main opinions in the survey

Many companies have commented that raising the barriers will help to relieve the labor shortage by eliminating the need for part-time workers to work less. The recent increase in the minimum wage has also had the effect of shortening the working hours up to 1,030,000 yen. There is also an expectation that if the increase is realized, "consumption activity will be stimulated by the tax reduction effect. On the other hand, some are concerned about how to secure financial resources, saying, "Since there is also the 1.06 million yen and 1.3 million yen barrier for social insurance premiums, people will remain reluctant to work if only the income tax is reviewed.

◆Keep an eye on the latest trends and take action

There is a possibility of accelerated movement toward legal reform regarding the "barrier to annual income," including the 1.03 million yen barrier. It is important for companies to keep a close eye on the latest developments and take appropriate measures to ensure that employees can work with peace of mind.

Criteria for Determination of Managerial Supervisory Status

The applicability of a managerial supervisor as defined in Article 41 of the Labor Standards Law is determined by comprehensively considering the following points. 

1. duties, responsibilities and level of authority

2. working style - existence and extent of discretionary working hours and working time management

3. wages and other benefits

◆duties, authority and level of responsibility

Whether or not a person is considered a managerial supervisor is not determined solely by his/her position or title within the company. It is determined based on whether or not the employee is actually in a "position that is integral to management.

◆working style

The following provisions apply to the working style.

"The actual working conditions must also be such that they do not conform to the regulations on working hours, etc."

Managers and supervisors need to have discretion in their own work. This is because strict time management is not conducive to management decisions and responses.

◆wages and other benefits

"Wages and other benefits appropriate to the position."

Managers and supervisors must be treated appropriately for their position. Due to the importance of their duties, they need to be treated appropriately in terms of salary, bonuses, position benefits, etc., compared to regular workers. Even if the annual salary is 6 or 7 million yen, it may be argued that the employee is not a managerial supervisor.

Thus, the requirements for "supervisors" under the Labor Standards Law are quite strict for companies, and it is extremely rare for a manager of a small or medium-sized company to fall under this category if the case goes to court.

◆Scrutiny from the Labor Standards Inspection Office

The Labor Standards Inspection Office will take immediate action in cases of ordinary unpaid overtime. However, as the issue of managers and supervisors is considered to be a matter of the company's personnel rights, the officer may urge the matter to be resolved in court or to implement improvements in the form of guidance. 

It is therefore important for a company to provide clarity on how it positions its managers and supervisors within the organization and to set out its stance on overtime payment to employees other than managers and supervisors.

Points to be noted in the Certificate of Employment for April 2025 Daycare Center Admission Applications

◆Address the issue of "the selection failure on purpose"

　The new format for employment certificates was established on September 30, and applications are being accepted on a rolling basis from October 1.

　The problem of "the selection failure on purpose" who apply to highly competitive daycare centers in order to extend their childcare leave has been raised, and action has been called for.

◆Changes in Forms

　The new form has the following five additional columns:

(1) Should childcare leave be shortened at the time of an offer of admission

(2) Should childcare extend

(3) Duration of single assignment (including planned)

(4) Remarks

(5) Parent's entry column (child's name, date of birth, facility name, check box regarding use/application status)

　In addition, some municipalities require companies to submit a separate sheet of paper with the status regarding night shifts, similar to a certificate of employment.

◆Requirements and procedures for extending the payment period of childcare leave benefits were also reviewed

　As a countermeasure against the above-mentioned "the selection failure on purpose," effective April 1, 2025, the procedure for extending the period of childcare leave benefits will be revised, and a copy of the employee's declaration and application for use of a daycare center, etc. will also be submitted to Hello Work (the Public Employment Security Office).

　In addition, as a condition for receiving the allowance, the director of Hello Work must recognize that the applicant's application to the municipality is a request to use childcare services at a daycare center in order to return to work as soon as possible.

　The provisions will apply to cases where the child involved in the childcare leave reaches 1 year or 1 year and 6 months of age on or after April 1, 2025, so it is advisable to inform those taking childcare leave who fall under this category.

Ministry of Health, Labor, and Welfare provides guidance to "spot work" application providers

The Ministry of Health, Labor, and Welfare (MHLW) has issued a directive to an app provider that connects companies and workers to "spot work," a one-time, short-time job, after the company indefinitely suspended the use of the app by workers. The application is designed to prevent the use of the application indefinitely in the event that an individual fails to report to work without notice, or so-called "AWOL," and is in violation of the Employment Security Law.

Spot work, also called skim work, matches workers with employers via a smartphone app.

The number of users is growing rapidly, and according to the Spot Work Association, as of October of this year, the total number of workers registered with the four main services reached 20 million. The number has doubled in the past year.

In some cases, these applications have a policy that if an applicant fails to contact the company and is unable to commence work, they will then be unable to apply through the application process indefinitely.

On the other hand, the main application operators are licensed as "fee-charging employment agencies" by the Minister of Health, Labor and Welfare. Based on the Employment Security Law, they must accept all job applications except those with illegal content.

Therefore, the Ministry of Health, Labor and Welfare (MHLW) has instructed some app operators on the grounds that indefinite suspension of use for workers is in violation of the Employment Security Law.

Shigeru Wakita, professor emeritus at Ryukoku University made the following observation:  "It is only the companies that seek workers who enter into employment contracts that are able to impose sanctions on the worker. There is no legal basis for penalties such as suspending the use of the app by job seekers imposed by employment agencies that have no employment responsibilities.  Restricting the use of the app for late arrivals and cancellations is an attempt to secure convenient workers for the companies, which misunderstands the purpose of the employment agency system."

October 14, Asahi Newspaper

Response to the transition to the national ID card with health insurance function (Myna health insurance card)

 

◆Started sending "Notification of Qualification Information" from September 9, 2024.

After December 2, health insurance cards will be shifted to Myna health insurance cards. Japan Health Insurance Association has been sending "Notification of Eligibility Information" to existing enrollees since September 9, 2024.

This "Notice of Eligibility Information" has been used since December 2024 to confirm the health insurance symbols and numbers required for applications for various health insurance benefits, etc. Part of the card is a paper card with a layout that can be cut out and used so that the insured person can easily carry it.

It will be sent to the company by registered mail and must be distributed to each insured person. For new enrollees on or after December 2, it will be sent at the time of qualification.

◆Treatment of conventionally insured cards

The current insurance card will not become invalid immediately after the transition to Myna health insurance card. Therefore, employees who retire by December 1, 2025 are required to return their insurance cards as before. After December 2, 2025, it will be possible for the insured to self-discard the insurance card, so there is no need to ask them to return the card.

◆Issuance of "Eligibility Confirmation Letter" to subscribers who do not have a Myna health insurance card.

For new enrollees, the card will be issued to enrollees who do not have a Myna health insurance card via the company after December 2, based on the application by the enrollee through a notification of eligibility.

For existing members, the certificate will be issued to those who are deemed necessary by Japan Health Insurance Association until December 2, 2025.

As for the handling of the certificate of eligibility, if the employee resigns before the expiration date, he/she should return the certificate to the company and collect it at the time of resignation procedures.

How many workers return to work after a ruling of invalidity of dismissal, etc.?

 

A survey conducted by the Japan Institute for Labor Policy and Training (JILPT) of lawyers specializing in labor issues, including the Japan Labor Defense Lawyers Association and the Japan Federation of Bar Associations for Management, as well as other lawyers with expertise in labor issues, revealed the following.

◆Ratio of reinstated employees after invalidation of dismissal, etc.

The percentage of reinstatement in cases where dismissal, etc. is declared invalid in a judgment in a dismissal/end of employment contract lawsuit is as follows:

Returned to work 37.4% (of which 30.3% continued working after returning to work and 7.1% resigned involuntarily after returning to work)

Did not return to work 54.5%

Unknown 8.1%

As for reasons for not returning to work, the largest percentage (38.9%) cited concerns about human relations after returning to work. The most common reason given by workers who resigned involuntarily after returning to work was "harassment by employer" (16.2%).

◆Rejection of settlement offers in many cases

On the other hand, 86.5% of the cases that ended in judgment rejected the settlement offer presented by the court in the process leading up to the judgment, as follows:

Workers rejected 45.0%

Rejection by the employer 21.3%

Rejection by both labor and management 33.8%

Reasons for rejection on the part of workers were "agreed severance settlement, but the worker wanted to return to work" (34.7%), "agreed severance settlement, but the settlement amount was low" (30.6%), and "agreed severance settlement, but the worker was convinced that the dismissal was invalid" (22.3%).

The reasons for rejection on the employer side were: "The settlement was an agreed severance settlement, but the employer did not want to pay money" (19.4%), "The settlement was an offer of status confirmation, but the employer did not want to reinstate the employee" (15.3%), and "The settlement was an agreed severance settlement, but the amount was too high" (13.9%).

Currently, the Labor Policy Council of the Ministry of Health, Labor and Welfare has been discussing a monetary relief system for invalid dismissals for some time, but it seems to have stalled a bit. It seems that the future of the issue is still up in the air.

Bankruptcies due to labor shortages - increasing at a record pace

Teikoku Databank announced the number of "labor shortage bankruptcies" in the first half of 2024: 182, far more than the 110 cases in the first half of 2023, and on pace for a record high.

The term "labor shortage bankruptcy" refers to bankruptcies of companies that went into legal liquidation (bankruptcy) because they were unable to secure labor due to employee turnover or difficulty in hiring.

◆80% of bankruptcies were cases with less than 10 employees.

　Of the 182 "labor shortage bankruptcies" in the first half of 2024, small businesses with "less than 10 employees" accounted for 80%. According to the Ministry of Health, Labor and Welfare's Labor Force Survey (May 2024), the number of workers has increased for 22 consecutive months, and although the sense of labor shortage is subsiding, small businesses, where the damage caused by a single retiree is significant, are still expected to face a high possibility of being forced into "labor shortage bankruptcy.

◆There’s also the impact of the 2024 problem.

  In the logistics and construction industries, the labor shortage caused by the overtime caps imposed by the Workplace Workplace Reform Act, which came into effect in April 2024 (the so-called "2024 problem"), led to 53 bankruptcies in the construction industry and 27 in the logistics industry, the highest numbers ever in the first half of a year for both industries. In particular, the number of bankruptcies in the logistics industry almost doubled from the 15 in the first half of 2023, due to the revision of the overtime work ceiling regulations and the Notice of Standards for Improvement.

　When one employee leaves the company, the remaining employees must fill the vacancy, and in many cases, the workload becomes unbearable and a chain of resignations occurs in a domino-style fashion. It is necessary to consider measures to address labor shortages that suit your company, such as strengthening recruitment and improving working conditions to prevent employee turnover.

Revised Child Care and Family Care Leave Law and Revised Act on Advancement of Measures to Support Raising Next-Generation Children were enacted.

 

To enable both men and women to balance work and childcare/nursing care, the revised law was enacted for the purpose of taking measures as follows: 

* Expansion of measures to provide flexible work arrangements based on the age of the child,

* Expanding the scope of the obligation to publicize the status of childcare leave taken,

* Promote and strengthen measures to support Act on Advancement of Measures to Support Raising Next-Generation Children;

* Reinforcement of support systems for balancing work and nursing care in order to prevent nursing care turnover.

◆Key amendments to the Child Care and Family Care Leave Law, along with the effective date.

(1) Employers will be obligated to take measures, etc. to realize flexible work styles for workers raising children over 3 years old and before entering elementary school. [Effective date: Date specified by Cabinet Order within 1 year and 6 months after promulgation.]

(2) Workers who take care of children before entering elementary school are entitled to restrictions on overtime work (exemption from overtime work) upon request. [Effective date: April 1, 2025]

(3) Employers will be obliged to make efforts to take measures so that workers raising children under 3 years of age can choose to telework. [Effective date: April 1, 2025]

(4) Child nursing care leave will be revised. [Effective date: April 1, 2025]

(5) Employers will be obliged to listen to and give consideration to the individual wishes of workers regarding balancing work and childcare at the time of pregnancy and childbirth notification and before the child turns 3 years old. [Effective date: Date set by government ordinance within 1 year and 6 months after promulgation.]

(6) The obligation to publicize the status of employees taking childcare leave will be extended to companies with more than 300 employees. [Effective date: April 1, 2025]

(7) Employers will be obliged to take measures to prevent employees from leaving their jobs due to nursing care, such as informing employees about the measures, confirming their intentions, and improving the employment environment. [Effective date: April 1, 2025]

◆Points of revision of the Act on Advancement of Measures to Support Raising Next-Generation Children and effective date

The effective date of the law has been extended to March 31, 2035. [Effective date: Date of promulgation (May 31, 2024)]

Companies with more than 100 employees will be required to monitor and set numerical targets for the use of childcare leave. [Effective date: April 1, 2025]

　

Details will be established by government ordinance in the future, so it will be necessary to keep a close eye on the situation.

 "Information on the revised points of the Child Care and Family Care Leave Act and the Act on Advancement of Measures to Support Raising Next-Generation Children".

https://www.mhlw.go.jp/content/11900000/001259367.pdf

The Importance of "Resources at Work"

 

In the trend toward reforming work styles, there is a tendency to place more emphasis on the quality of work, but one research study found that, in fact, there is not much difference in the "quality of work" of Japanese workers between regular and irregular employment, and that the only major difference is the "quality of income.

The study also showed that many workers, regardless of gender or employment status (full-time, non-full-time, part-time, etc.), are exposed to excessive work demands and have only inadequate "work resources" to do quality work.

Things that enhance the quality of work

The study states that what enhances the quality of work is the availability of the following "work resources," all of which must be sufficient

[Discretion and learning opportunities]

Given discretion in the order and method of work. Opportunities to learn new things from superiors and colleagues, etc.

[Good management]

There is order and planning in the work. The supervisor treats employees with kindness and compassion. A reliable and trusted superior. Opportunities to obtain feedback and advice on one's work from superiors and colleagues, etc.

[Good relationships]

The department has a willingness to work together. Work-related information has been shared. They are cooperating with each other to think of new ideas and implement them, etc.

Create an organization that is not dented by high-demanding work

It is not advisable to attempt to reduce long working hours without a clear plan of action. Behind the creation of long working hours are numerous problems related to "work resources," such as unclear work goals, inadequate work planning and arrangements, and lack of necessary communication.

In order to create an organization and workplace that is not dented by overloaded or high-demanding work, it is necessary to prepare "work resources" and increase employees' sense of wellness, job satisfaction, mental health, and work engagement.

It's a good idea to take a look at your company's work resources once in a while.

Treatment of Telework Allowance in the Calculation of Premium Wages

On April 5, 2024, the Ministry of Health, Labor and Welfare issued a notice regarding the exclusion of telework allowances from the calculation of premium wages.

◆Wages as the basis for premium wages

The premium wage is calculated by multiplying the hourly wage by the premium rate. However, family allowances, commuting allowances, living apart allowances, child education allowances, housing allowances, temporary wages, and wages paid for a period exceeding one month are not included in the wage base, as stipulated by law.

So-called telework allowances are generally included in the base wages for premium wages if the telework allowance falls under wages under the Labor Standards Law.

◆Cases in which telework allowances are not included in the premium wage base

However, if the telework allowance is considered as reimbursement for actual expenses necessary for business management, the telework allowance does not constitute wages and is not required to be included in the wages as the basis for premium wages.

According to this notice, in order for a telework allowance to be treated as reimbursement for actual expenses, it must be clear from its external appearance that the telework allowance is intended to identify and reimburse the amount of expenses actually incurred by the worker for the work.

◆A method of reimbursement of actual expenses

Among telework allowances, those that could be considered as reimbursement of actual expenses include the cost of purchasing office supplies, etc., communication expenses (telephone charges, communication charges for Internet connection), electricity charges, and charges for using rental office space. For the method of reimbursement of these business use portions, please refer to the method indicated in the National Tax Agency's "FAQ on Cost Sharing for Telework (related to withholding income tax)".

Excluding telework allowances from the calculation of premium wages constitutes a disadvantageous change in working conditions, and should be discussed carefully between labor and management in accordance with the law.

Recognizing Unusual Worker's Accidents for Teleworkers

A woman in her 50s working for Yokohama-based Starkey Japan, a manufacturer of hearing aids, developed an adjustment disorder because of the long hours she worked as a teleworker, according to the Yokohama North Labor Standards Inspection Office. The lawyer representing the woman announced this at a press conference held in Tokyo on April 3. The certification was dated March 8, and is unusual in that it is the first time that a worker's compensation for teleworking has been approved.

According to the certification by the Labor Standards Inspection Office, the woman was in charge of accounting at the company and began teleworking at home in 2020, the year of the Corona disaster. Her supervisor began to frequently contact her early in the morning and late at night for work-related communications and reminders, and she was often forced to work on her days off.

In March 2022, the woman developed an adjustment disorder. In the month immediately prior to her onset of the disorder, she had worked 112 hours of overtime, exceeding the overwork death line (100 hours per month).

At a press conference, a lawyer representing the woman said, "Appropriate management of working hours is necessary even for telework, which leads to more flexible work styles for workers." Starkey Japan stated in an interview, "We take this matter very seriously and will respond to it in good faith."

Guidance on providing workplace information to help eliminate mismatches between job seekers will be developed

◆The key to eliminating mismatches is to provide information

　As work needs become more diverse, it is important to provide information sought by job seekers to eliminate mismatches.

　On the other hand, the Ministry of Health, Labour and Welfare (MHLW) is now formulating guidelines for providing workplace information to job seekers, based on the view that it is appropriate to provide information flexibly in response to the requests of job seekers, since it was confirmed through hearings that job seekers may find it complicated if the amount of information presented at a time is too large.

◆Interest is information about the department to which job seekers plan to belong

　The draft includes information that job seekers are interested in, such as teleworking, an active role for female employees, the percentage of male employees taking childcare leave, childcare leave, shortened working hours, and wages (including mid- to long-term prospects for salary increases), overtime hours, and paid leave utilization rate.

　Based on the results of the hearings, it is also desirable to present information related to the department to which the applicant plans to belong, in addition to information on a company-by-company basis.

◆To make the text easier to read, devise a publication method

　The amount of information to be posted on recruitment websites and job postings should be limited to the information necessary for recruitment, and information on human capital should be posted on a separate page with links for job seekers to view according to their own interests.

◆Methods suitable for small and medium enterprises

　For small and medium-sized enterprises worried about the responsibility of maintaining and updating their website, the use of 'Shokuba-rabo' (https://shokuba.mhlw.go.jp/) is recommended. This service is advantageous because the website is linked to the Hello Work Internet service and information can be viewed free of charge.

What is Mommy Track?

Mommy Track refers to a situation in which a woman returns to work after childbirth, but is assigned to supportive duties or is otherwise removed from the career path. This is not only a source of concern for women who are eager to continue working after childbirth, but also a major disadvantage for companies, as it creates lost opportunities due to the inability to assign excellent human resources to the right places at the right time.

Problems with Mommy Tracks

What are some of the problems caused by Mommy Tracks? Understanding more specifically the problems associated with Mommy Track will facilitate understanding of its causes and how to control it. Let's use this as a hint to understand the problems that actually occur and how to take countermeasures.

Out of the fast track to success

Mommy Track occurs when you cannot work the same way you used to due to childcare or other reasons. This is a case where a person wants to work the same way as before, but is forced off the career track due to restrictions such as not being able to work overtime or business trip. This is a problem where a person's career path changes regardless of his or her own will.

Lower evaluations and salaries

Japan still has a culture of strong time evaluation, despite environmental changes. In some cases, it is determined that important projects cannot be entrusted to those who have shorter or more limited hours than other employees. In these cases, it may be difficult to obtain opportunities for promotion or advancement by being assigned simple tasks. In addition, If the salary is based on the number of hours worked, then working fewer hours could result in a lower salary.

Decrease in motivation occurs

Lack of opportunities for promotion and advancement and lower salaries are major causes of low motivation. In addition, shortened working hours can cause a combination of guilt and other factors that can be a major stressor, further reducing motivation. If employees cannot produce better results than their colleagues or communicate effectively within the company, it can contribute to a decline in motivation and hinder productivity in the workplace.

Increased turnover

Lack of opportunities for promotions and advancement, lower salaries, and reduced motivation are factors that ultimately increase turnover. It is a significant loss for any company to lose a talented person who can work as hard as he or she used to in a few years' time. To prevent this from happening, it is the company's responsibility to take good care of its employees before they leave.

Causes of Mommy Tracks

What are some of the causes of Mommy Track? Knowing the causes is always necessary in order to take countermeasures. Let's understand the causes and make use of them to develop countermeasures.

Shorter working hours

The most common cause is shorter work hours due to child drop-offs and pick-ups, sudden illnesses, etc. Shorter working hours can make it harder to finish tasks and decrease productivity. This can lead to a lower evaluation when compared to other employees, or a lower salary, causing a Mommy Track.

Lack of understanding in the workplace

Lack of understanding in the workplace can also cause Mommy Tracks. Women suffering from Mommy Tracks want to "balance childcare, work, and career advancement. However, this may be due to assumptions or statements that childcare should be a priority, actions that encourage employees to leave early, assigning them to jobs that do not bother them to take care of children suddenly, or other corporate or departmental responses. A company has a responsibility to adopt a system that does not inconvenience its customers, so it cannot give priority only to the wishes of its employees. However, it is also necessary to build a rewarding work environment for female staff members, who are excellent human resources.

Inadequate environment

When taking care of children, there will be times when sudden illness or injury forces a change in schedule. In such cases, repeated absences from work or early departures from work can affect personnel evaluations. If an environment that allows diverse work styles, such as remote work, is not in place, it can cause Mommy Tracks. Balancing work and childcare can be challenging, especially when there is a lack of family support and facilities for sick children. It is important to avoid falling into 'Mommy Track.' Therefore, there is an urgent need to improve the environment.

Lack of day care centers

The issue of children on waiting lists for day care centers is one that we see in the daily news. Lack of day care centers is a major problem when raising children. When care of sick children and extended daycare are not available, workers are forced to work shorter hours. The resulting shorter working hours and reduced throughput lead to lower evaluations of female staff.

Excerpts from the Seventeen-Article Constitution, which was promulgated by Prince Shotoku over 1400 years ago.

Avoid holding grudges or getting angry with others.

Don't be surprised if someone disagrees with you, as everyone has their own unique perspective and values.

You may disagree with others on what is considered right, and they may disagree with you as well.

We are all ordinary people, and you are not a saint, nor are others fools.

Determining right from wrong can be a challenge.

Being wise or foolish with each other is like an endless circle. 

When others are angry with you, reflect on whether or not you were at fault.

It's important to reflect on our actions and consider the perspectives of others.
Respecting differing opinions, even when we disagree, is key to healthy relationships.

Wage Revision Rates Reach Record Highs - From the Ministry of Health, Labor and Welfare Fact-Finding Survey

◆Companies that raised wages increased both the amount and the rate of increase compared to last year.

According to the results of the 2023 "Survey on Wage Increases, etc." conducted by the Ministry of Health, Labor and Welfare, 89.1% of companies raised or increased average wages per worker (up 3.4 points from the previous year), and the average wage increase per worker was 9,437 yen (up 3,903 yen). The average wage increase was 3.2% (up 1.3 points), the highest figure since 1999.

The survey covered 3,620 privately owned companies with corporate organizations employing at least 100 permanent workers, and valid responses were received from 1,901 companies.

By industry, the percentage of companies that have raised or will raise average wages is highest in the "construction" sector at 100.0%, followed by the "manufacturing" sector at 97.7% and the "electricity, gas, heat supply, and water supply" sector at 92.9%.

The "Mining, quarrying, and gravel extraction" industry had the highest average wage increase at 18,507 yen (5.2% increase), followed by the "Information and communications" industry at 15,402 yen (4.5% increase) and the construction industry at 12,752 yen (3.8% increase).

◆Not all companies are raising wages due to strong performance.

In terms of the percentage of factors that were most important in determining wage revisions, "company performance" was the most important factor at 36.0%, followed by "securing and retaining labor" at 16.1% and "maintaining employment" at 11.6%.

As indicated by the results of this survey, an increasing number of companies have implemented wage increases in recent years. Reasons for this include responding to rising prices, improving employee motivation, and securing and retaining human resources. However, not all companies that have implemented wage increases have done so because of strong business performance, and many companies have implemented wage increases to protect the livelihood of their employees and prevent the outflow of human resources, even though their business performance has not improved. When implementing a wage increase, it will be necessary to carefully consider the various support measures and other policies set by the government to raise wages.

The current status of caregiver turnover - the use of support systems and the need for countermeasures

◆Results of Questionnaire on Caregiver Turnover

According to the results of a survey on nursing care turnover conducted by Tokyo Shoko Research, 10.1% of companies experienced nursing caregiver turnover in the year to August 2023. 65.3% of the employees who left their jobs were permanent employees.

In general, the need to take on the responsibility of caring for a parent tends to increase from the age of 50. The likelihood of mid-career and older employees leaving their jobs to care for their parents increases.

◆Status of System Utilization

On the other hand, the survey also shows results on the use of nursing care leave or the short-term family care leave. It found that more than half (54.5%) of the employees who left their jobs to care for family members did not use nursing care leave or the short-term family care leave. Since 50.2% of the companies had clearly stated in their manuals or other documents that they provide support for balancing work and nursing care, this suggests that there is a lack of awareness of the system among employees and encouragement to use the system by the company, and that employees are reluctant to take leave because they are not comfortable with their surroundings.

◆Scheduled amendments to the Child Care and Family Care Leave Law

The Child Care and Family Care Leave Law is scheduled to be revised in the ordinary Diet session of 2024.

In addition to requiring employees to provide information on nursing care and confirming their intention to choose a system is being considered, there may be discussion about requiring training and consultation services to encourage the use of the leave system.

In this day and age, it seems that a company cannot be a good employer if it has the attitude that "nursing care is an employee's personal problem," or if it is difficult to take leave in the first place, not only for nursing care but for other reasons as well. We must consider measures to prevent losses caused by caregiver turnover while also monitoring future legal reforms.