The dispatch business report is a statutory report that dispatching business owners are required to submit once a year under the Worker Dispatching Act. The report includes information on the status of dispatched workers’ contracts, health and safety management, and implementation of career advancement measures. The deadline for submission is usually at the end of June each year, but please check in advance to ensure that the contents are accurate and submitted on time.
◆Failure to submit has a negative impact on business continuity
Failure to submit a report will result in a fine, revocation of the dispatch license, or a business suspension order. Loss of credibility when false reports are discovered can lead to a loss of business partners and threaten the livelihood of dispatched workers. Many businesses that have had their licenses revoked have cited inadequate reporting as a factor.
◆Points of the Business Report
1. Compliance with the 2024 Form Change
The old form will not be accepted due to changes in the placement of columns in the new form. Please download the latest form from the website of the Prefectural Labor Bureau and use it.
2. Pay attention to the “Statement of Income and Expenses” and the “Report on the Percentage of the Dispatched Companies Involved” as well.
Note that at the same time as the business report, for companies with a fiscal year ending in March, a statement of income and expenditure for worker dispatching undertakings and a report on the ratio of dispatched workers to related clients will also be due at the same time.
3. Original documents must be preserved, even if they are submitted electronically
Even in the case of electronic applications (e-Gov), the obligation to preserve original documents arises, and a data preservation system must be established. In today’s world, where compliance with laws and regulations is a prerequisite for business survival, report management is the cornerstone of business risk management.
After the enforcement of the revised Dispatched Worker Law in 2020, it will be mandatory to attach a labor-management agreement confirming the implementation status of equal pay for equal work (when the labor-management agreement method is selected), and this has strengthened its aspect as a progress management tool for improvement of treatment, but in this regard, there is a common mistake of submitting the “36 Agreement” with the dispatch business report. When one hears the term “labor-management agreement,” the first thing that comes to mind is probably the 36 Agreement, but care must be taken.
